• Title/Summary/Keyword: Human resources development

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A study of Restructuring Fisheries School Education for HRD of Fisheries Educations -With Foreign Vocational Education and Educational System of Australia and Japan etc- (수산교육의 인적자원 개발을 위한 수산고등학교 체제개편의 연구 - 호주, 일본 등 외국 교육체제와 직업교육을 통해 -)

  • Kim, Sam-Kon
    • Journal of Fisheries and Marine Sciences Education
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    • v.19 no.1
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    • pp.101-109
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    • 2007
  • The school system of fisheries high school was proper to specialist objective school system in order to training for expert human resource development.Training a field of human resources development from fisheries high school is fallow; fisheries production, seamen's training, ship engine and refrigerator, marine electronic telecommunication and information, fisheries foods production and fisheries foods production and distribution, fishery fisheries self-management, marine distribution, management and conservation of marine environment, safety and marine prevention of disasters, apparatus of marine development, under water area development.A new department opening and each department was revised toward to department name and department character. The unit-lesson hour of curriculum according to specialist objective school system of fisheries and marine highschool was revised. professional subject 98 unit-lesson hour(52%), normality subject 90 unit-lesson hour(48%), and educational activity of professional subject 10unit-lesson hour, total training activity 10 unit-lesson hour. And the special objective school system need to revise curriculum of 208 total unit-lesson hour.

Performance Indicators Analysis and Development Plans of K University's Professional Graduate School for the Training Professionals in the Human Resources (인적자원 분야 전문인력 양성을 위한 K대 전문대학원의 성과지표 분석 및 발전방안 연구)

  • Ju-il Kim;Moon-hwan Oh;Se-chan Kim;Ji-hwan Park
    • Journal of Practical Engineering Education
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    • v.15 no.3
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    • pp.681-701
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    • 2023
  • The purpose of this study is propose performance indicators analysis and development plans for K University professional graduate school for the training of human resource professionals. Specifically, the main research includes the derivation of performance indicators for K University's professional graduate school, PR plan, academic establishment plan, name change, vision proposal, and curriculum improvement plan for each major. To this end, a survey was conducted on a total of 132 current and former students of K University's professional graduate school. FGI was also conducted with 29 participants. The results of the research are as follows. In the case of key performance indicators, 15 indicators were proposed, taking into account previous research, the characteristics of professional graduate school, surveys, and FGI surveys. Promotion should be continuous, not one-time, and the advantages and benefits of the graduate school should be actively informed to target customers. The proposed name of the professional association is the Korean Association for Employment and Vocational Competency Development. It was found that operating as a convergence society and focusing on convergence research were appropriate. The names of K University's professional graduate school were HR (Human Resources), HRD, and employment and vocational competency development graduate school. As for the vision, it was suggested that a balance between identity and differentiation is needed to flexibly respond to new changes while maintaining existing strengths. As for the proposed improvement of the curriculum by major, it is proposed to reform in a stepwise and gradual manner while maintaining the existing framework to some extent rather than being radical.

On the role of university-based regional innovation centers(RICs) for industry oriented human resource development for locally focused industry (지역특화분야 기업형 인재양성을 위한 대학 지역혁신센터(RIC)의 역할)

  • Jun, Yong-Du
    • The Journal of Korean Institute for Practical Engineering Education
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    • v.2 no.1
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    • pp.115-119
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    • 2010
  • In Korea, there exist around 120 regional innovation centers(RICs) which have been established in many universities since the mid-nineties by Ministry of Knowledge Economy of Korea. These centers aim at higher competitiveness of their local industry by providing it with direct services using expensive testing or manufacturing equipment along with cooperative technology development and well trained work forces. Considering the nationwide importance of human resources development in the key industrial sectors, the RICs naturally should take part of responsibility because the most advanced equipments in each important industrial field have been invested during the last 15 years which amount over 500 million US dollars. In the present study, a brief concept for the industry-oriented human resources development program utilizing the already established RIC infrastructure is proposed.

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Factors Influencing Life-Long Learning: An Empirical Study of Young People in Vietnam

  • NGUYEN, Lan;LUU, Phong;HO, Ha
    • The Journal of Asian Finance, Economics and Business
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    • v.7 no.10
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    • pp.909-918
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    • 2020
  • This study, not only investigates the important role of lifelong learning in shaping young people's knowledge and in maximizing their potential, but also aims to shed light on the influencing factors of lifelong learning of young people in Vietnam. The author applied STATA and SPSS to analyze quantitative data collected from questionnaires with 332 respondents aged between 19 years old and 24 years old. Based on a holistic review of literature, this study concludes that four driver factors affect young people's lifelong learning ability, comprising: organizational culture, motivation, human resource development, and domestic private type of enterprise. The results emphasize the positivity of organizational culture, human resource development, and the nature of work, especially organizational culture and human resource development, which are dominant reasons for young people to maintain lifelong learning. The relationship between demographics and lifelong learning was tested and it indicated that male has a stronger interest in learning than female. The result of the study also shows the impact of different types of business sectors on employees' learning intentions. It points out that the domestic private type of enterprise is the most effective factor that has a positive relationship with the lifelong learning of the individual.

Permissible Safety Limits in Local Cooling Focused on the Parts of Human Body (신체 부위별 냉각허용한계온도에 관한 연구)

  • Hwang, Kyoung-Sook;Choi, Jeong-Wha;Kim, Kyung-Ran
    • Journal of the Korean Society of Clothing and Textiles
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    • v.31 no.1 s.160
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    • pp.119-130
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    • 2007
  • The objects of this study were to investigate responses and peculiarity during local cooling by parts of the human body and to show permissible safety limits without injurious to his health because of excessive cooling when he works hot environments. It were measured rectal temperature, skin temperature, heart rate, total body weight loss, local sweat in back and thigh, clothing microclimate and subjective sensation on 8 subjects and cooling parts were head, neck, chest, abdomen, back, waist, hip, upper arm, forearm, hand, thigh, calf and foot. According to above-mentioned the first experiment, we chose permissible safety limits by parts of the human body for one hour. In the second experiment, it was showed permissible safety limits by parts which examined their safety about health through 4 hours cooling test on 3 subjects. The results are as follows: 1. As a result of the first experiment, we chose permissible safety limits by parts, as follows, head $25^{\circ}C$, neck $20^{\circ}C$, chest $27^{\circ}C$, abdomen $25^{\circ}C$, back $20^{\circ}C$, waist $20^{\circ}C$, upper arm $20^{\circ}C$, forearm $20^{\circ}C$, hand $23^{\circ}C$, thigh $20^{\circ}C$, calf $20^{\circ}C$ and foot $23^{\circ}C$ in $37^{\circ}C$, 50%R.H. environment for 1 hour. 2. As a result of the second experiment, cooling on these safety limits temperatures except chest didn't have a bad effect on health. So it was proved that right permissible safety limits of chest was $28^{\circ}C$. From these results, it has been suggested that skin temperature didn't fall below permissible safety limits when human body was to be cool by parts.

A Exploratory Study on the Introduction Plan of an Open Platform for Health and Welfare Human Resource Education of the Digital Convergence (디지털 융합시대의 보건복지 인력 대상 직무교육 오픈 플랫폼 도입방안에 관한 탐색적 연구)

  • Choi, Young-Soon;Noh, Kyoo-Sung
    • Journal of the Korea Convergence Society
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    • v.12 no.9
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    • pp.169-178
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    • 2021
  • It is the post-corona era that we will soon face. It is time to achieve the original purpose of job training for health and welfare personnel operated by the Korea Human Resource Development Institute for Health and Welfare and to innovate change to maintain educational consistency. This study reviewed literatures to find alternatives for efficient and effective curriculum operation by integrating contents of health and welfare job education. Through this, we decided to check the possibility of building an open platform and suggest it as a sufficient alternative. It is expected that the establishment of the open platform for job education in the health and welfare sector will enable the education accessibility and the management of the learning management system of the subjects. Above all, it will contribute to the duplication of the education experts and the efficiency of the budget.

Establishment Plan on Personalized Training Model for Fostering AI Integrated Human Resource: Focusing on the Ministry of Employment and Labor's STEP as a Public Education and Training Platform (AI 융합형 인재양성을 위한 학습자 맞춤형 훈련프로그램 모델 수립 방안: 고용노동부의 STEP을 중심으로)

  • Rim, Kyung-Hwa;Shin, Jung-min;Lee, Doo-wan
    • Journal of Practical Engineering Education
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    • v.12 no.2
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    • pp.339-351
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    • 2020
  • In response to changes in Fourth Industrial Revolution in recent years, the field of education has focused on development of the human resources in the areas of artificial intelligence (AI: Artificial Intelligence) and industrial robot. Due to particular interest in these areas, the importance of developing integrated human resources equipped with artificial intelligence technology is emphasized in higher education and vocational competence development. In regards to rapid changing environment, this study created a program "Fostering personalized AI integrated human resource" and established an operational model correspond to latest personalized education trend. The established operational model was conducted twice using Delphi survey with experts in AI and innovative education in order to verify the suitability of program's basic structure, training process, and the sub-components of the operational strategy. The final training model was applied to the online vocational training platform (STEP) and a plan was proposed to establish a personalized training model to foster an AI integrated competent individual.

Co-ordination between R&D and Human Resource in the post catching-up era

  • Hwang, Gyu-Hee
    • International Journal of Contents
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    • v.8 no.3
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    • pp.42-51
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    • 2012
  • Korea has entered into the Post Catching-up era and the necessity of new innovation strategy in response is being raised. This study argues the necessity of new innovation strategy and discusses the issue of co-ordination between R&D and Human Resource for that as the key factor. From empirical analysis, there seems to be restricted inflow of outstanding human resources to manufacturing sectors and lowering effectiveness of major even with the improved compatibility between major and job. Especially, it is severe in the industries with high R&D investment. It can be interpreted as an incoordination of the technological innovation efforts from the aspect of R&D investment with human resource utilization from the aspect of new human resource. The analytical result and interpretation suggests that there should be more active improvement on the co-ordination between innovative manufacturers' efforts and human resource utilization, in order to keep sustainable development.

Anti-proliferative Activity of Ethanol Extracts of Root of Aralia cordata var. continentalis through Proteasomal Degradation of Cyclin D1 in Human Colorectal Cancer Cells (독활 에탄올 추출물의 대장암 세포에서 Cyclin D1 단백질 분해 유도를 통한 세포 생육 억제활성)

  • Park, Su Bin;Park, Gwang Hun;Song, Hun Min;Park, Ji Hye;Shin, Myeong Su;Son, Ho Jun;Um, Yurry;Jeong, Jin Boo
    • Korean Journal of Medicinal Crop Science
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    • v.25 no.5
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    • pp.328-334
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    • 2017
  • Background: In this study, we evaluated the anti-cancer activity and potential molecular mechanism of 70% ethanol extracts of the root of Aralia cordata var. continentalis (Kitagawa) Y. C. Chu (RAc-E70) against human colorectal cancer cells. Methods and Results: RAc-E70 suppressed the proliferation of the human colorectal cancer cell lines, HCT116 and SW480. Although RAc-E70 reduction cyclin D1 expression at the protein and mRNA levels, RAc-E70-induced reduction in cyclin D1 protein level occurred more dramatically than that of cyclin D1 mRNA. The RAc-E70-induced downregulation of cyclin D1 expression was attenuated in the presence of MG132. Additionally, RAc-E70 reduced HA-cyclin D1 levels in HCT116 cells transfected with HA-tagged wild type-cyclin D1 expression vector. RAc-E70-mediated cyclin D1 degradation was blocked in the presence of LiCl, a $GSK3{\beta}$ inhibitorbut, but not PD98059, an ERK1/2 inhibitor and SB203580, a p38 inhibitor. Furthermore, RAc-E70 phosphorylated cyclin D1 at threonine-286 (T286), and LiCl-induced $GSK3{\beta}$ inhibition reduced the RAc-E70-mediated phosphorylation of cyclin D1 at T286. Conclusions: Our results suggested that RAc-E70 may downregulate cyclin D1 expression as a potential anti-cancer target through $GSK3{\beta}$-dependent cyclin D1 degradation. Based on these findings, RAc-E70 maybe a potential candidate for the development of chemopreventive or therapeutic agents for human colorectal cancer.

The New Role of Maritime Institutions from the Viewpoints on the Maritime Education, Training and Research Activities

  • Comert, Ali;Nomura, Ryuta;Furusho, Masao
    • Proceedings of the Korean Institute of Navigation and Port Research Conference
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    • 2004.08a
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    • pp.113-120
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    • 2004
  • Considering the present and expected demand for human resources by the maritime community, its quantity and quality depend on the number of the ships and the technology applied to them. Scientific and economic developments in this community bring the intensive use of modem technology for many of ships operation. Generally it effects to reduce the quantity of manpower, while it increases the requirement of qualifications of human resources to utilize such advanced technology. Considering above, the maritime education, training and research activities should be revised and updated according to the demand of the community. Because of a difference between the transition of the demand for the human resources and development of the maritime education, training and research activities, there are two most common questions as “What to teach” and “How to teach”. The first question has been asked for many years. The contents of maritime education and training are always related to the existing maritime knowledge and technology and should be updated with consideration of changes of the demand namely “Globalisation of maritime community”. It brings globalisation of the maritime education, training and research activities. The second question is still keeping us busy to look for the best way. Presently traditional methods are used together with new system, while the use of sophisticated simulation, communication and information systems etc. and it is changing our understanding on teaching. This paper introduces the new role of Maritime Institutions from the viewpoints of the maritime education. training and research activities. The role of guide for seafarers and maritime companies is always essential and the concepts such as “Refreshment Training”, “On the Job Training”, “Lifelong” or “Continuous Training” bring new understanding to the training period, trainee's age and position. As a result, the maritime institutions should be ready for their new role, which is, in brief, guiding the maritime society, recommending and providing new learning environments, organising research and developments, performing the education, training and assessment, improving existing methods and developing new methods of the education, training and assessment.

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