• Journal of Korean Society of Rural Planning
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• v.22 no.1
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• pp.113-120
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• 2016

The purpose of this paper is to decide priorities of policy-objectives and support measures related to the $6^{th}$ industrialization of agriculture, and prepare policy-objectives and alternatives to contribute to maintaining and promoting the community through creation of more jobs and added value. We used the Analytic Hierarchy Process (AHP) to reflect the experts' opinions about objectives, means and priorities of the $6^{th}$ industrialization of agriculture. The important objectives of the 6th industrialization of agriculture were to create jobs, to increase added values, and to maintain and activate the community. The results showed that the most important objectives for the $6^{th}$ industrialization of agriculture were maintaining and activating the community, expanding added values and creating employment in order. Policy means to achieve these objectives were financial support, human resource training & consulting, research & development, and marketing. The decision-makers determined marketing as the most important among the policy means to achieve the objectives of the $6^{th}$ industrialization.

• International Commerce and Information Review
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• v.12 no.4
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• pp.213-234
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• 2010

This study focused on the determining factors of foreign workers employment in Korean companies. To improve our national enterprise's work outcome, it is necessary to establish a rational employment management policy plan so that the Korea can promote influx of foreign workers who have appropriate job skills and are hard-working and well suited for cultural environment. Accordingly, the companies need to develop the program by considering following. First, the duty of skilled foreign workers for employment is an important determinant factor and thus the targeting for foreign workers is necessary to proceed with pre-paced training. Second, reflecting the cultural characteristics of migrant workers, a cultural adjustment program needs to be developed. In this regard, the national program of screening foreign workers at the government level and the adaptation program needs to be launched suitable for local environment.

• Journal of Korea Multimedia Society
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• v.17 no.11
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• pp.1345-1353
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• 2014

In a situation where the demand for creative talent creating new values and ideas is increasing day by day in the 21st century, students dealing with technology in the IT field have quite insufficient communication skills of materializing ideas and logically visualizing them. Therefore, the importance of systematic means of expression and methodology that can convey ideas more effectively and sensitively in the IT field is increasing. In this study, we recognized the importance of idea visualization education in the IT field by reviewing the relevant theory and examining creative thinking system cases and sought a more systematic visual communication method by investigating the awareness on creative thinking and expression. The results obtained in this study are considered to not only provide academic value as basic research in building new education programs in the IT sector in the future but be an opportunity for further research associated with creative talent training.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.6 no.1
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• pp.29-36
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• 2005

In order to educate and train proper work forces who can satisfy the industry demands, Human Resource Development Korea had developed the Korean National Occupational Standards. Following to the competency-based-curriculum and the guide lines which were developed based on this standard, the training program fur a machine design has been developed. It has been applied in several colleges and some typical examples which were carried out by students as term project are presented to show the effectiveness of the developed program.

• 한국IT서비스학회:학술대회논문집
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• 2007.11a
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• pp.9-13
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• 2007

국내 금형 및 사출 제조업체들을 대상으로 경쟁력을 강화하기 위한 e-매뉴팩처링 인력양성이 필요한 실정이다. 본 연구에서는 금형 e-매뉴팩처링에 대한 교육을 위하여 e-러닝 사리트를 개발하고 이에 대한 교육 콘텐츠를 개발하였다. 금형 e-매뉴팩처링을 위한 e-러닝 싸이트는 교육 콘텐츠를 체계적으로 관리하고 수강할 수 있도록 LMS(Learning Management System)으로 개발하였다. 교육 콘텐츠로는 금형 e-매뉴팩처링 기본과점, UG-Mold Wirard 과정, UG-MX 중급과정, 금형 기술과정, 금형 협업허브시스템 사용자 교육과점 등을 개발하였다.

• Journal of Agricultural Extension & Community Development
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• v.23 no.2
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• pp.115-122
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• 2016

For 20 years, Japanese government have been pushed forward supporting policy measures for youths who wanted to start farming. These measures made up a systematized scheme and brought out some effects. In this paper, those scheme are introduced and analyzed. Those are composed of several measeurs as following: vocational edcucation and training, internship program, direct payment for livelihood, and governmental subsidies for investment. Japanese scheme can be evaluated as a good policy in the view of Korean situation. There is no systematic policy program for youth's entrance to farming in Korea.

• International Journal of Quality Innovation
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• v.7 no.1
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• pp.206-222
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• 2006

Recent research on quality management systemically explored the use of quality management practices and performance. The consequences of using quality practices have not been consistently confirmed despite an increasing number of published empirical studies. The results of empirical studies of quality practices and performance are mixed. This study examines which quality management practices indicate high-, medium-, and low-performance under the TQM framework using MANOVA and multiple discriminant analysis (MDA). To measure quality management practices, this study used the Malcolm Baldrige National Quality Award (MBNQA) framework. Based on a survey of 490 suppliers from eleven different industries in Korea, the results revealed that the high performing group surpasses the medium and low performing groups in process management, employee empowerment, employee education and training, and employee satisfaction. Furthermore, the high and medium performing groups exceed the low performing group in human resource planning and evaluation, strategic deployment, leadership system, and senior executive leadership.

• Asian Journal of Innovation and Policy
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• v.8 no.2
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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.

• Electronics and Telecommunications Trends
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• v.36 no.3
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• pp.1-11
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• 2021

In this study, we analyze the automotive chip ecosystem that recently caused the global supply shortage, and attempt to derive policy implications for us from the conclusion. Automotive chips are critical parts that control various systems so that a vehicle can drive itself or operate with electricity. The current shortage in supply and demand for automotive chips is due to the inconsistency between supply and demand between automotive chip companies and car manufacturers. To promote the automotive chip industry, new investment incentives, tax cuts, and human resource training are needed.

• Journal of Information Technology Applications and Management
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• v.28 no.5
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• pp.51-60
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• 2021

The main purpose of this study is to examine the factors that influence the employee's intention to leave the current job. A descriptive survey design was conducted and primary data were collected by using questionnaire. The study was based on random sampling; a sample of 200 was drawn from the employees who work in different micro finance institutions in Nepal. For the data analysis percentage analysis and chi square-test were used. The study revealed that salary, working condition, career growth, supervisor behavior and outstation influence the job quitting process. The study also defined the association between the reasons for leaving job such as salary, working condition, career growth supervisor behaviour & outstation and satisfaction, time spent in the organisation, training & development facility, frequency of changing job & encourage from immediate boss. This study establishes the importance of intentions of employees to quit job and provides further evidence in revealing the intentions to quit among the employees.