• STI Policy Review
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• 제1권2호
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• pp.19-31
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• 2010

This paper presents the policies Korea adopted to educate and train scientists/researchers and technicians/skilled workers. The Korean policies for the increase of human resources in science and technology that stimulated an upgrading of skills in industry and adapted to technical advancements are identified. An important factor is that the supply and demand mechanism created a virtuous circle so that the science and technology education and training policies were responsive to economic demands. In addition, policies to foster a human resource capacity have enhanced the contribution of human resources in science and technology for innovation and economic growth.

• 가족자원경영과 정책
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• 제15권3호
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• pp.23-42
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• 2011

This study proposes a plan for the residents to have a capacity to build a family-friendly community on their own. As there is not a family-friendly community related program developed for "Resident's Capacity Reinforcement", three programs closely related with family-friendly community program were analyzed instead. Analysis showed that first, the community spirit must be emphasized to maintain the characteristics of family care with social support. Second, educational contents must reflect resident's capacity elements that are necessary for participating in the family friendly community building stages. Third, there is a necessity for systematization of education courses into beginner, intermediate, and specialty course given education is continued. Fourth, there is a necessity for the curriculum that may be used for the family friendly community building to foster human and material resource management ability. Therefore, framework for the educational contents suggests X-axis and Y-axis presented by person-business and morphogenic-morphostatic as referred to Ulrich(1997),s human resource model. However, this study has limitations because educational program of 'livable community building' are analyzed for the plan to reinforce capacity to build family-friendly community. There is a necessity for continuing to improve the program by in depth interview or social survey with residents and leader in community.

• Nuclear Engineering and Technology
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• 제54권2호
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• pp.749-763
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• 2022

The fulcrum of economic development is a sustainable supply of electricity. Nigeria is plagued with blackouts, with one of the lowest per capita electricity consumption in the world (circa. 120 kWh per capita). Hence, policies have been instigated to integrate electricity generation from nuclear power plants (NPP) on or before 2027. However, a critical requirement for NPP generation is the implementation of robust human resource development (HRD) programs. This paper presents the perspective of Nigeria in assessing human resources needs over the entire NPP lifecycle following the milestone approach and employing the IAEA's Nuclear Power Human Resource (NPHR) modeling tool. Three workforce organizations are in focus including the owner/operator, regulators, and construction workers following three decades timeframe (2015-2045). The results indicate that for the study period, a maximum of approximately 9045 personnel (73% construction workers, 24% owner/operator, and 3% regulators) should be directly involved in the NPP program just before the commissioning of the third NPP in 2033. However, this number decreases by about 73% (2465 personnel including 94% operator and 6% regulator) at the end of the study timeframe. The results can potentially provide clarity and guidance in HRD decision-making programs.

• 한국시스템다이내믹스연구
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• 제15권3호
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• pp.105-141
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• 2014

Human Resource Planning and Management(HRPM) is to make organization efficiently and effectively. Based on Promotion and Aging Chain Model, a revised personnel management prediction simulation is established in terms of mid- and long-term organizational changes, annual budget and personnel strategy including a promotion, aging and laying off for the best personnel architecture in organization. Also, the model is possible to find a solution for increasing the organizational capacity. An empirical application to quasi-governmental organization proceeded to testing and validating the model.

• 산업경영시스템학회지
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• 제39권3호
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• pp.100-108
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• 2016

The purpose of this study is to present a business strategy plan to increase organizational effectiveness of small and medium-sized enterprises. The research investigated in the level of human resource activity, such as recruitment, education, evaluation, compensation and development for the employees and executives who are working at small and medium-sized enterprises where located in Busan and Gyongnam province. With this, the research carried out actual proof analysis on the level of human resource activity effects on organization effectiveness like job satisfaction and organizational commitment. The following implications can be acquired from the result of multiple regression analysis on the 201 employees of small and medium enterprises. First, small and medium-sized enterprises should carry out human resource management activities and improve research and development capacity to enhance organization effectiveness. Second, in order to improve job satisfaction of the members of small and medium-sized enterprises, the management should concentrate on recruitment activity and reward maintenance management activity and come up with strategies to enhance learning ability and external network ability. Third, in order to enhance organizational commitment of the members of small and medium-sized enterprises, recruitment activity, training activity, and reward maintenance management activity should be carried out and the management should come up with strategies to enhance learning ability and external network ability. In this research, the objective was only to find out antecedents of organization effectiveness, but considering that causality might arise among the antecedents, in the studies hereafter, the verification on the structural relationship of various factors will be needed.

• KDI Journal of Economic Policy
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• 제37권4호
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• pp.75-88
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• 2015

This study presents a real-time impact evaluation of a human capacity-building health project in Laos, financed by a Korean aid agency and executed jointly by Laotian and Korean higher educational agencies. The project aims to improve the health status of Laotians by enhancing practicing doctors' clinical performance capacity, to be attained by advancing academic achievement at the University of Health Sciences (UHS) in Laos. Therefore, this real-time impact evaluation adopted the difference-in-differences regression analysis method, showing that the project improved the academic achievement of the UHS students who were taught by the project fellowship awardees more, compared to the UHS students who were taught by non-fellowship faculty members. It remains to be evaluated whether these UHS students taught by the project fellowship recipients would also perform better clinically in public hospitals in the future.

• East Asian mathematical journal
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• 제34권2호
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• pp.127-154
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• 2018

In the 2015 revised curriculum, "creative and convergent talent prize" was presented as a human resource to be pursued by current curriculum. The core competencies that future talent should have are self-management capacity, knowledge information processing capacity, creative thinking capacity, aesthetic capacity, communicative competence, and community competence. The researcher believes that among the six core competencies, the ability to have more attention today is aesthetic capacity and that mathematics education should pursue it. The mathematical teaching methods based on Rudolf Steiner's anthroposophy education theory is an education that actively raises the aesthetic sensitivity of students. Therefore, this study investigates the features of educational methods based on the Steiner's anthroposophy and examines mathematics education methods based on them.

• 산업경영시스템학회지
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• 제40권4호
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• pp.221-229
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• 2017

In the international businesses human resource elements acquired in different countries might have different values in varied industries due to the different quality of education and experiences in the original countries. Using selection models to evaluate expected values in earnings equation of human resource elements such as education and experiences etc. acquired in sending countries, system equations are expanded to examine also the values of science and engineering degrees in technology jobs with selectivity bias correction. This paper used the US census survey data of 2015 on earnings, academic degrees, occupations etc. The US has long maintained the policy of accepting more STEM workers than any other countries and helped maintaining own technological leadership. Assuming per capita GDP gap between the sending country and the US downgrades immigrant human resource quality, it rarely affects occupational selection but depresses earnings on average by two or more years' worth of education. Immigrant quality index in the sense of GDP gap appears to be a valid tool to assess the expected earnings of the worker with. Engineering degrees increase significantly the probability of selecting not only engineering jobs but also general management jobs, as well as increasing the expected earning additionally over nine years'worth of education. Getting a technology job is additionally worth about four years of education. Economics and business degrees are worth additionally almost six years of education but humanities degrees depress expected earnings. Since years after immigration does not very fast enhance earnings capacity, education level and English language ability might be more useful criteria to expect better future earnings by.

• 대한토목학회논문집
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• 제42권5호
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• pp.701-710
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• 2022

본 연구는 대형화되는 건설프로젝트의 성과 달성을 위해 체계적으로 프로젝트 관리를 할 수 있는 PMC의 중요성과 도입의 필요성을 증명하는 연구이다. 이를 위해 구조방정식 모형(SEM) 분석을 통하여 PMC의 역할과 건설프로젝트 성과와의 관계를 분석하여 PMC의 필요성 및 프로젝트 성공의 중요한 요인인 인적자원역량 중 PM리더십과 팀 구성원 역량이 건설프로젝트 성과에 미치는 영향을 파악하였다. 연구결과, PMC는 인적자원역량과 건설프로젝트 성과에 유의미한 영향을 미쳤고, 인적자원역량 또한 건설프로젝트 성과에 유의미한 영향을 미친다는 것을 알 수 있다. 이에 본 연구는 국내 대형 건설프로젝트에 PMC를 도입하고 PM리더십과 팀 구성원 역량을 강화한다면 건설프로젝트를 성공적으로 완공할 수 있음을 시사한다.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2010년도 춘계학술대회 논문집
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• pp.2040-2047
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• 2010

Railway system which has latent loss of lives and property by big accident with that human error such as locomotive driver, manager, signaller, and the others involved. So human error management is needed to control this complex system and to confirm safety of it. Rail human error research for managing human resource has grown rapidly in both quantity and quality of output over the past few years. The continual influences of safety concerns, new technical system opportunities, reorganization of the business, needs to increase effective, reliable and safe use of capacity, and increased society, media and government interest have now accelerated rail human factors research programmes in several countries. The objective of this research is to improve safety and to reduce accidents in korean railway system, through the application of research results to the investigation of requirement for human error.