• The Journal of Asian Finance, Economics and Business
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• 제7권4호
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• pp.259-265
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• 2020

The study aims to define the career competency of HRD practitioners based on an intelligent career framework. This intelligent career framework has been described as having been achieved by the accumulation of career capital through the three ways of knowing, including knowing why, knowing how, and knowing with whom. The data were collected from the interviews with 15 HRD practitioners. Semi-structured interviews were used to collect data from the HRD practitioners. For the orientation about the interview, the researcher explained the importance of gathering data about the personal experiences of the respondents on their work and career. After that explanation, the researcher asked several questions based on the pre-structured interview guide. The data collected were qualitatively analyzed on the basis of the intelligent career framework. Based on the analysis of the interviews, the subcategories of each way of knowing competency were identified. For the knowing why, identity, credibility, and career clarity were identified. The subcategories of knowing how are remaining updates, hard skills, and soft skills, while the subcategories of knowing with whom are personal networking and professional networking. The interdependency among the three career competencies was found. The findings provide theoretical implications of applying an intelligent career framework.

• Asian Journal of Innovation and Policy
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• 제8권2호
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• pp.288-301
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• 2019

This paper aims to link the basic structure of the revolution to skill needs and further to education, although there are risks of thin discussion in each domain. Many writings describe or analyze the job characteristics related to the $4^{th}$ Industrial Revolution without discussing the interlinkage of the revolution. It attempts to give better understanding the whole features of the revolution and further discuss about challenge for innovative HRD. It overviews the technological competition in the $4^{th}$ IR, the change of work with skills need and the new labor and the change of education focusing on new competence. After that, it brings the challenges for innovative HRD.

• 벤처다이제스트
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• 제10호통권123호
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• pp.39-41
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• 2008

• 벤처다이제스트
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• 제9호통권122호
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• pp.38-39
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• 2008

• 아태비즈니스연구
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• 제14권3호
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• pp.67-88
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• 2023

Purpose - This study examined the effect of empowering leadership on adaptive performance and verified the mediating effect of job challenge in the relationship between empowering leadership and adaptive performance. Additionally, this study investigated the moderating effect of agentic and communal traits in the relationship between supervisor's empowering leadership and adaptive performance of subordinates. Design/methodology/approach - This study used data collected from 279 participants via an online platform. Multiple regression analysis, bootstrapping, hierarchical regression analysis, and simple slope test were used to analyze the data. Findings - First, supervisor's empowering leadership had a positive effect on adaptive performance. Second, job challenge was found to mediate the relationship between supervisor's empowering leadership and adaptive performance. Third, the agentic trait showed a moderating effect on strengthening the relationship between supervisor's empowering leadership and adaptive performance. However, communal trait did not show a moderating effect. Research implications or Originality - This study examined the moderating effect of agentic traits in the relationship between empowering leadership and adaptive performance, which has not been investigated before.

• 디지털융복합연구
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• 제7권1호
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• pp.19-29
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• 2009

This article is concerned to investigate the changing nature of the role of the state in relation to industrial policy to foster the IT industry in the Republic of Korea. In doing this, it has started with economic globalization introduced to the Korean political economy since the late 1980s. It has identified in what ways the state responded to the change, and to what extent the role of the state has fundamentally been changed in the context of policy mechanism in the process towards facilitating the IT industry in Korea. In addition, it presented how the state played a role in skill formation in relation to the industrial policy. In consequence, the role of the Korean state in fostering the IT industry has fundamentally changed from that as the developmental state in the industrialization process. In the process, that the strategic co-ordination role of the state and relations between the state and private capitals and societies are very significant to achieve the economic goal is presented as results, as well as some future tensions that would encounter in the way of charting the current policies.

• Educational Technology International
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• 제11권1호
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• pp.47-68
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• 2010

The purpose of this study was to analyze majors trends and issues of e-Learning curriculum for human resource development in the corporate context. The e-Learning curriculum was chosen as the subject of research consists of 2,710 lectures that were given from 2007 to July 2009 for the recent three years by providing at Ministry of Labor and Korea Research Institute for Vocational Education & Training. In order to investigate trends and issues, it was employed theme analysis which is one of the types of document analysis that approach a qualitative research methodology. As a result of this research, 7 major trends and issues in e-Learning curriculum for HRD in the field of corporate education were drawn; ① Strengthening expertise through learning of job related professional knowledge, ② Cultivation of common & essential knowledge for a job to increase work performance efficiency ③ Organizational management strategy for improving performance, ④ Organizational management and operational strategy for actively responding to environmental changes, ⑤ Leadership as a strategy for cultivating core personnel and field-centered practical leadership. ⑥ Creating a happy workplace through the work-life balance, ⑦ Strengthening global communication skill. Based on these analysis, practicals and theoretical implications of e-Learning professionals and HR researchers for HRD were suggested.

• 기술경영경제학회:학술대회논문집
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• 기술경영경제학회 2003년도 제23회 하계학술발표회 논문집
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• pp.12-25
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• 2003

• Educational Technology International
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• 제7권2호
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• pp.1-21
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• 2006

Blended learning has become one of the major trends in Korean corporate training. However, there has been scant research on blended learning in corporate trainings settings in Korea. The purpose of the present study was to explore current and future trends of blended learning in corporate and other training settings in Korea. 136 people from training related fields such as human resource development (HRD), training, and e-learning participated in this research. The findings revealed many interesting current trends and future expectations related to blended learning in training settings. In regards to the overall status of blended learning in Korean corporations, participants displayed strong interest in blended learning and were expecting that the importance of blended learning would grow in their organizations either modestly or significantly during the next few years. In addition, the perceptions of the respondents regarding the benefits of blended learning and the barriers to implementation in their respective organizations were analyzed.

• 공학교육연구
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• 제19권6호
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• pp.10-19
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• 2016

This study was conducted to explore the major adjustment factors in undergraduates by investigating the characteristics of group which doesn't correspond to Holland's congruence assumption. For this study, 313 sophomore year undergraduates in engineering were surveyed. The results of this study showed as follows. First, the group which doesn't correspond to Holland's congruence assumption represented 16.6% of all. Second, there were significant differences of basic psychological needs among four groups by interest-major congruence and major adjustment. These findings imply that major selection in congruence with interest is not critical and we should also consider basic psychological needs(autonomy, competence, relatedness) for engineering major adjustment.