• Journal of Korea Technology Innovation Society
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• v.12 no.1
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• pp.88-112
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• 2009

This study attempts to define IT high-level human resources and to investigate past IT high-level human resources development (HRD) policies in order to promote IT HRD policy efficiently. Benchmarking implications were derived from comparative studies of foreign high-level HRD policies and we suggest IT high-level HRD Policy in the framework of National Future Strategy. The results of this study are rich in implications for implementation of IT HRD related to national R&D road-map in the field of information technology, the supply spread maintenance and the vision change of high-level HRD to cultivate global competitiveness, IT-based Fusion Technology HRD, and R&D related HRD policies and action plans.

• Journal of Agricultural Extension & Community Development
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• v.8 no.2
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• pp.209-221
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• 2001

The nature of work which is changing has increased the importance of HRD within organization. Also, these changes are making HRD shift its paradigm : from the segregated, closed, operational & administrative, dependent, utilitarian view to the integrative, open, strategic & facilitative, interdependent, generative view. The shifts of the perspective on HRD cause HRD professionals rethink the purpose and definition of HRD, and the role & competency needed to HRD in 21st century. The findings which are drawn through literature review and researcher’s intuition based on a long field experience are as follows. First, The function of HRD has recently been much more important then that of the past. Second, There is no consensus over the conceptual identity of HRD. Nonetheless, it is apparent that the preferred activities of the HRD function is performance improvement. Third, It is too difficult that we should define clearly the role & competency of HRD because of diverse perspectives on them. But we find much evidence converging to support the fact that the role & competency of HRD should be extended from the sole focus on training & development to adding the additional role & competency of change agent, who includes planning, implementing, and managing change.

• Journal of Digital Convergence
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• v.10 no.2
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• pp.63-71
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• 2012

This paper investigates efficiency analysis to IT HRD programs in the dynamic perspective. First, empirical result shows that government fund of IT research center is significantly associated with SCI thesis and the more trial goods and SW development is connected with the more patent and technology transfer. Second, ITRC program has been operated efficiently since 2000. Finally, dynamic efficiency analysis implicates that ITRC program is more efficient than other IT SoC program and foreign student support program. The reason why ITRC program is more efficient is generated not from the effect of imitation by catch-up strategy to developed HRD programs, but new operation system introducing and utilizing HRD performance system.

• Journal of Digital Convergence
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• v.10 no.6
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• pp.99-109
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• 2012

The purpose of this study was to scrutinize and compare the perceptions of Global and Korean HRD Professionals in Workplace Learning and Performance(WLP) competencies in Korea. To answer these questions, the following research methods were employed. A questionnaire, which was modified and translates from the 2004 ASTD model for WLP, was distributed to 319 HRD consultants working in Seoul and Kyounggi-Do. It was sent out directly and by email. Among returned questionnaires, 205 were valid to be examined. The important findings of the study were as follows. First, the role of business partner ranked highest in the level of importance of WLP roles in Korean and the role of special professional ranked highest in global. For the competencies of WLP, effective communication ranked highest both Korean and global. Based on the findings of this study, the conclusion was as follows. First, the perceptions of WLP roles were different between Korean and global HRD professionals. The reason why it's differences is because the size of market are different. Second, the perceptions of WLP competencies were similar between Korean and global HRD professionals. HRD professionals should need to professionalize the communication skills continuously.

• Journal of Digital Convergence
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• v.10 no.4
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• pp.55-62
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• 2012

This paper analyze the DEA(Data Envelopment Analysis) efficiency of government budget to HRD program(ITRC) and correlation and regression between its inputs and outputs in the field of information technology. First, empirical results show that the relationship between the supporting period of government budget and scientific research & HRD outputs is respectively irrelevant. Second, another finding is that the relationship between government budget and HRD output is positive. Finally, DEA efficiency analysis implicates that SW/digital contents, digital TV, information security, intelligence robot, next generation PC, next generation mobile telecommunication, home network, mathematics, IT SoC are more efficient than any other technology fields.

• Journal of Korean Society for Quality Management
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• v.31 no.2
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• pp.17-39
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• 2003

The 21st century is called “an era of creation” or “an era of speed.” These are flat expressions requiring a fierce competition between individuals, corporations and nations. In a reality in which we should make new things continuously within a short period of time, the world best benchmarking can become a good alternative. The world best practice can be called “a mode of operation” that has created the world's best performance in a particular field of managerial activities. It is very meaningful for the nations' corporations, which have a lower competitiveness than world-class ones and weak points in the area of human resources development, in particular, to benchmark the world-class corporations' best practices of HRD. Therefore, this study is conducted in conformity with a model of the Instructional Systems Designs for the Total Quality Education that brings the structure of the world-class corporations' best practices of HRD into line with that of the Total Quality Management. That is, analysis, design, development, implementation and assessment are included in this study.

• East Asian Journal of Business Economics (EAJBE)
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• v.7 no.2
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• pp.11-20
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• 2019

Purposes - This study propose the following 4 methods to establish Global HRD system focusing on transferable skill which is attracting attention as future science and technology Manpower. The activation of convergence research creates new industries in the era of 4th industrial revolution. Research design and methodology -This study was conducted by using research methods and expert interviews focused on document analysis. This study also reflects trends through books and materials that cover the latest issues such as the Fourth Industrial Revolution. Results - 4 Things are reflecting the policies of S&T Manpower and securing execution capability, developing competence-based transferable skill model, enhancing science and technology convergence R&D and performance capability, and developing customized HRD program. Conclusions - Transferable skills will contribute to strengthen the national competitiveness of science and technology in the long term by establishing the foundation of technological innovation that can create new industries and secure future growth power in the 4th industrial revolution era. Practically, it was suggested that science and technology professionals should be able to refer to the HRD program design and HRD program design by suggesting the view of transferable skill and the activation plan reflecting the insight.

• Journal of Microbiology and Biotechnology
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• v.8 no.3
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• pp.280-283
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• 1998

We have cloned the RNA polymerase sigma-like factors from a wide range of actinomycetes by using specific primers with the polymerase chain reaction (PCR). The specific oligonucleotide primers were designed on the basis of amino acid sequences of conserved regions from HrdA, B, D of Streptomyces griseus as well as from the rpoD box of many eubacteria. The consensus sequences were from the rpoD box and helix-turn-helix motif involved in -35 recognition. The designed primers were successfully applied to amplify the DNA fragments of the hrd homolog genes from 8 different strains of actinomycetes which produce a wide variety of important antibiotics. The 480 bp of the DNA fragment was amplified from all 8 strains, and it was identified as a part of hrdA and hrdB as we designed. The deduced amino acid sequence of PCR-amplified DNA fragments were highly homologous to those of other known RNA polymerase sigma factors of S. griseus and Streptomyces aureofaciens. Therefore, this study with specifically designed primers will support rapid cloning of the RNA polymerase sigma factors which recognize different classes of promoters from actinomycetes, and it will also be helpful in understanding the relationship of promoters and sigma factors leading to heterogeneity of RNA polymerases in actinomycetes.

• Korean Journal of Microbiology
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• v.32 no.4
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• pp.264-270
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• 1994

A gene coding for a novel putative $\sigma$ factor of RNA polymerase has been identified from Streptomyces coelicolor A3(2) using Escherichia coli rpoS gene fragment as a probe. The 486 bp rpoS gene fragment was amplified from E. coli genomic DNA by PCR with two synthetic oligonucleotides, the sequences of which were deduced from the amino acid sequences in the regions 2.3 and 4.2 conserved among various bacterial factors. When E. coli genomic DNA fragments were hybridized with cloned rpoS probe, only one band corresponding to rpoS gene (3.2 kb PvuII fragment or 2.3 kb KpnI fragment) was detected. In S. coelicolor, however, two bands were detected both in PvuII digested DNA and SalI digested DNA. 3.5 kb PvuII fragment which binds the rpoS gene probe was cloned (pMS1) from the sublibrary, and the nucleotide sequences of 1.0 kb BamH'/HincII subclone (pBH2) was partially determined. The nucleotide sequences revealed extensive similarity to other $\sigma$ factor genes of S. coelicolor (hrdA, hrdB, hrdC, hrdD), S. aureofaciens (hrdA, hrdB, hrdC, hrdD), Synechococcus species, Pseudomonas aeruginosa, Stigmatella aurantiaca, and Anabaena species. The nucleotide sequences in regions 1.2 and 4 were compared with the corresponding regions of 5 known ${\sigma}$ factor genes of S. coelicolor by multiple alignment. It turned out that the cloned gene is most closely related to hrdA showing 88% amino acid similarity in region 1.2 and 75% in region 4.

• Asian Journal of Innovation and Policy
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• v.3 no.2
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• pp.154-171
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• 2014

This article aims to examine the achievement and limitation of adaptation of supply chain management (SCM) to IT human resource development (HRD) in Korea and to derive the implication of the Korean experience to other countries. In late 1990s, the IT New Deal Policy and the quantitative expansion of IT HR were introduced. Since mid-2000s, there has been much innovation in IT products as well as increased demand of highly qualified IT experts. The SCM in IT HRD was introduced in 2004 and continuously developed more. Since the late 2000s, IT convergence expanded to traditional industries and the new IT-based-industries were created in Korea. In this regard, Korea established the Seoul Accord as an international IT engineering education accreditation system in 2008. In response to the paradigm change, in 2011, the Korean government developed TOPCIT, which is a kind of competency test for evaluating IT competency.