• 기술혁신학회지
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• 제1권2호
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• pp.220-230
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• 1998

Recent concerns over national and corporate competitiveness have stimulated a renewed interest in organization's performance. The organization's performance primarily depends on resources including human resources, budget, physical based resources, and so on. Especially because the relationship between organization's performance ;md individual capabilities is more evident in R & D organizations where the knowledge base is embodied in people, there has taken an increasing interest in the methodologies for measuring the capabilities of R & D personnel. This paper presents new methodological approach to measure the capabilities of R & D personnel. And the model is empirically applied to ETRI, a public R & D organization in Korea. On the basis of the results, the implications for R & D management are discussed, with regard to R & D business and human resources management.

• 한국실천공학교육학회논문지
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• 제2권2호
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• pp.137-146
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• 2010

본 연구는 과학기술인력에 대한 재교육 계속교육 요구를 분석하여, 과학기술인력에 대한 기존 교육의 체계화 및 신규 프로그램을 발굴하고, 더 나아가 과학기술 인력 재교육 계속교육에 대한 정책 추진에 도움이 될 수 있는 시사점을 제공하는 데 목적이 있다. 이러한 목적을 위해 본 연구에서는 문헌조사를 통해 과학기술인력 재교육 계속교육의 필요성 및 기존 산업현장의 요구를 분석하고 시사점을 도출한 후, 대학 및 출연(연), 그리고 민간기업 연구소의 연구 인력을 대상으로 재교육 계속교육의 시행 현황 조사 및 시행 프로그램에 대한 중요도 만족도 조사를 통해 기존의 교육 프로그램에 대한 교육 대상자의 요구를 분석하고, 교육 활성화 장애 요인 및 개선요인을 조사하여 체계적이고 효율적인 재교육 계속교육 프로그램을 제시하고자 하였다. 또한, 과학기술인력의 재교육 계속교육에 대한 정부 지원의 필요성 및 지원내용의 중요성에 대한 조사를 통해 과학기술인력에 대한 정부 지원 정책에 대한 요구를 분석하였다.

• 품질경영학회지
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• 제40권4호
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• pp.631-640
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• 2012

Purpose: This empirical study is focused on the relationship between innovation capability (R&D and Human Resource innovation) and performance in knowledge-based service firms. Methods: We build research model to test how each of innovation capability on technology and human resource is influenced on their financial and non-financial performance in the knowledge-based service industries. Based on the previous research, we hypothesized the factors are regarded innovation capabilities of the firms as the scale of R&D and human resources. Because this study is especially targeted to the performance of knowledge-based service firms. With the survey on 424 main knowledge-based service firms, the multi-regression analysis was performed. Results: The result showed that the scale of R&D and human resources capabilities are main factors for knowledge-based service firms' performance, which reflects the current industrial structure. Conclusion: This study empirically demonstrated that human resources are most important to the growth of knowledge-based service firms.

• 국제지역연구
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• 제21권1호
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• pp.201-219
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• 2017

This paper analyzes the economic effects of the S&T Innovation, R&D, human resources and investment on the economic growth using 18 countries. We have obtained the somewhat mixed results on the existence of unit root roots in variables. While most of Pedroni cointegration tests show that there are no panel cointegration among the variables, Kao cointegration test shows that there is the panel cointegration among the variables such as GDP, human capital, R&D investment and patent. Kao cointegration test result shows that human capital, R&D investment, patent economic growth seem to have the panel cointegration or the long-run relationship among them as a whole. The estimation results of individual OLS and panel estimation show that the human capital, R&D investment and technology innovation or patent had positively significant effects on economic growth or GDP.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회 2007년도 추계학술대회 및 정기총회
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• pp.408-412
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• 2007

This paper presents, with some actual cases of employing clear case, as a R&D project configuration management tool, a new methodology for the evaluation and enhancement of project performance in R&D organization. This methodology enables you to forecast future results of the project with story telling skill, to innovate R&D project execution using the concept of Technology Supply Chain with global R&D human resources, to improve the performance of each development stage based on the voices of customer, and to enhance the quality of output and to minimize risk of project with timely positioning of R&D human resources.

• 디지털산업정보학회논문지
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• 제17권4호
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• pp.177-195
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• 2021

The purpose of this study is to examine the trouble of recruitment and research and development of ICT SMEs. Recently, many ICT SMEs have emerged for selling products and services using the technology of the 4th industrial revolution. However, SMEs have relatively deficient resources compared to large companies, the difficulty of maintenance or growth of human resources and intangible resources. This research methodology organized the four stages of the analysis process. The first analysis is the association rules for human resource recruitment. The second analysis is the difficulty of hiring jobs and experienced workers by each stage of company growth. The third analysis is a regression analysis of the trouble of R&D activity. The last analysis is an analysis of association rules on the difficulties of management activities by company growth. As the research result, the first analysis has shown a difference in favored human resources by the ICT industry. The second analysis also showed factor differences in job recruitment difficulties for each stage of corporate growth. In the third analysis, the operation of research institutes in ICT SMEs is influenced by industry type, corporate certification, corporate growth stage, self-technology development, joint technology development, technology transfer, and commercialization. As the last analysis, ICT SMEs showed factor differences in difficulties in management activities by stage of corporate growth. This study contributed empirically emphasizing the troubling phenomenon of human resources and R&D necessary for the growth of ICT SMEs. As a theoretical implication, this research contributed to the research-area expansion of management information using big-data technologies. In particular, this research practically suggests the differentiated direction of recruitment and R&D by ICT SMEs based on industry and each stage of company growth through the association rules of big data.

• STI Policy Review
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• 제1권3호
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• pp.53-68
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• 2010

This paper empirically evaluates the effects of regional and industrial R&D on the performances of individual firms in two separated stages: (1) the stage of technological outcome from R&D and (2) the stage of economic outcome from technological outcome. Technological spillovers are separated from negative congestion effects through the stage-specific estimation. The firm-level Korean Innovation Survey data merit in coping with the endogeneity problem inherent in the estimation of spillovers. The estimation results show that: (1) there exist significant R&D spillovers both in regional and industrial dimensions, (2) the hypothesized technological spillovers and economic congestion effects are both in effect, and (3) firms with smaller individual R&D investments show greater spillovers.

• International Journal of Contents
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• 제8권3호
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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.

• 기술혁신학회지
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• 제12권1호
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• pp.88-112
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• 2009

본 논문은 효율적인 IT고급인력양성정책 추진을 위하여 IT고급인력을 정의하고, 지금까지 추진되어 온 정부의 IT고급인력양성 정책의 변천과정을 살펴보았다. 또한 국내외의 고급인력양성정책 비교 및 문제점을 분석하여 미래지향적 IT고급인력양성 정책방향을 설정하였다. 이를 위해 IT분야 국가 R&D 로드맵과 연계한 고급인력양성체계 구축, 공급확대 유지 및 글로벌 경쟁력을 배양하는 고급인력양성으로의 비전 전환, IT기반 융합인력양성으로의 범위 확대, R&D연계형 인력양성사업의 성과제고를 위한 연구방향의 명확화 등 4가지 기본방향과 이에 따른 세부추진 방향을 제시하였다.

• 유통과학연구
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• 제13권6호
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• pp.71-78
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• 2015

Purpose - This study attempts to analyze whether or not there are characteristics among the top management of companies that promote corporate performance at venture companies. It investigates the characteristics of the human and social capital that are inherent in top management at a venture company and conducts an empirical analysis of hypotheses examining if these characteristics will affect utilization of the governmental R&D support system as well as affect the firm's initial success. Research design, data, and methodology - This study conducted theoretical and empirical research together to accomplish the goal of the study. The pilot study researched human capital and social capital as the independent variables; the governmental R&D support system as the parameter; and, the initial success as the dependent variable. The empirical study carried out research on the model, establishment of hypotheses, and the statistical treatment. A survey was conducted targeting top management of high-tech venture companies in Daedeok Innopolis; 500 questionnaires were distributed; and, 222 were collected. Results - The human and social capital inherent in top management at venture companies in the early stages of their existence become good evaluation data for those who are invested in similar resources. If top management includes strong human and social capital, access to external resources will be easier; these will have a positive influence on the selection of overnmental support systems; and, this proper support will also have a positive influence on the initial success of the venture company. The results revealed the following. First, it was found that when the educational level and functional background, (the top management human capital), are the output function, top management human capital had a significant influence on selection of governmental R&D support funds. Second, it was found that the internal social capital and external social capital, (the top management social capital), had a significant influence on selection of governmental R&D support tasks. Third, it was found that selection of the governmental R&D support tasks at the start of the venture company had a positive influence on the corporate financial performance such as sales, business profits, and the increase in workers; and, had a significant influence on nonfinancial performance such as market share, competitive position, product competitiveness, and the future product development. Conclusions - Selection of the governmental R&D support system is not recognized as part of the direct sales of a venture company in its early stages, but as it can reduce costs for technical development and helps significantly in creating test products and mass production, it has a positive influence on the company's financial performance and nonfinancial performance as a result. Therefore, companies should take great efforts to frequently be selected as a candidate in the governmental R&D support system, as it can help facilitate R&D that requires extensive funds. As a result, companies can expect effects such as job creation and patent applications and they can advance future product sales.