• Asian Journal of Innovation and Policy
• /
• v.12 no.1
• /
• pp.001-026
• /
• 2023

This paper dealt with the Korean manpower policy in science and technology, focusing on the contents and tools of the Special Act and its Master Plans. After briefly introducing the historical development of the Korean manpower policy from the 1960s to the present, it discussed and analyzed the Special Act and Plans from the framework of personnel development, distribution, utilization and infrastructure. Korea's science and technology manpower policy has focused on fostering and supplying manpower in line with the country's industrial growth strategy. In the early stage of industrial development during the 1960s and 1980s, government research institutes were direct and effective tools for nurturing S&T manpower. Since the 1990s, the importance of university research has increased. The government fostered graduate research manpower through the research-oriented university policy of the BK21 program. After the IMF financial crisis in 1997, the tendency of students to avoid careers in science and technology led to enacting the Special Act (2004) governing the field of S&T human resources. The Special Act has contributed to leveling up the university education system in science and engineering and sophisticated the policy to include entrepreneurship training, spin-off startups, industry-university cooperation, and offering degree programs. The Special Act and the regularly revised Master Plans have been essential tools in systematically managing the science and technology manpower policies of the Korean government.

• Proceedings of the Korea Contents Association Conference
• /
• 2004.11a
• /
• pp.538-544
• /
• 2004

This study conducted a comprehensive survey on the status of R&D manpower and facilities in nanotechnology in Korea by interviewing R&D leaders from major research institutes nationwide. Present and future demand and supply for nanotech manpower and its policy were analyzed according to research organizations and research fields. And also nanotech-related equipment and facilities were analyzed. This study gives some useful suggestions for policy making of nanotech manpower and facilities.

• Journal of Technology Innovation
• /
• v.18 no.1
• /
• pp.219-245
• /
• 2010

The purpose of this study is to design the compensation model by analyzing the compensation level for advanced science and technology manpower. The result of this study can be summarized as follows. First, advanced S&T manpower has preferred not only economic rewards, but also non-economic rewards which comprises both social reputation, self-satisfaction for job and other aspects of life. Second, the way of what high grade human resources in S&T have preferred to be rewarded differs among agencies. While professors in universities prefer research environment, researchers working for GRIs(Government-funded research institutes) want to have job stabilization and researchers in companies want to have higher monetary reward. Third, two main factors to change their occupation have been turned out to be monetary reward and social reputation. It means that the compensation system should satisfy what advanced S&T manpower at GRIs and companies need upgrading their social reputation.

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

• Korean Journal of Occupational Health Nursing
• /
• v.23 no.4
• /
• pp.254-261
• /
• 2014

Purpose: The purpose of this study was to investigate the degree of performance of TB control manpower in Korea and to identify the affecting factors associated with it. Methods: This study employed a quantitative observational with cross-sectional design and the subjects were consisted of 189 TB (Tuberculosis) control manpower who were working in both community health centers and private hospitals. Variables included in this study were demographic, social, work-related characteristics, aqhnd self-efficacy. A reliability of the instrument for the performance was Cronbach's ${\alpha}$=.91. Data were analyzed by t-test, ANOVA and multiple regression using SPSS (19th version). Results: The mean value of the degree of work-related performance of TB control manpower was $4.4{\pm}0.49$9 and it was higher than those of general nurses working in any other health care departments. The mean differences in the degree of work-related performance were in self-efficacy, workplace, the number of full charge manpower in TB, the number of participation in in-depth education, and the willingness to job maintenance. In multiple regression analysis, factors associated with TB control manpower' work-related performance were self-efficacy (${\beta}$=.164, p=.025), workplace (${\beta}$=-.186, p=.023), the number of participation in in-depth education(${\beta}$=.339, p<.002), and the willingness to job maintenance (${\beta}$=-.157, p=.036). Conclusion: Results of this study showed that work-related performances of manpower working in private hospital were higher than those of manpower in public health centers. So, it is necessary to enhance nation's active intervention to improve effectiveness and reduction of risk factors in TB policy.

• The Journal of Industrial Distribution & Business
• /
• v.9 no.12
• /
• pp.55-61
• /
• 2018

Purpose - It suggests that making a policy and strategies for a way of Dubai has a strong priority strategy on science and technology by using much oil dollars to prepare risk when oil dollar's decrease. This has been now investigated how the leading innovator has changed the periphery countries. Research design, data, and methodology - Analyze policy, status, what other neighbouring Middle East countries also want to benchmark a successful case of a leading Dubai strategy. Higher manpower is needed absolutely to develop S&T. and etc. Dubai and Arab countries establish university to nurture as well as invite the talented manpower from overseas to recover deficient manpower. Dubai built totally academy city and invited branch of the overseas famous university, and Saudi Arabia built university(KAUST) and invite faculty and support good scholarship for students. Abrab countries especially, This is studied the process of differentiating and integrating the migrant workers of these cities into the globalized cities. This has resulted in large-scale employment for foreign and local companies in these cities and the spread of science and innovation. Results - Dubai supports venture or SMEs by using a strong priority strategy and attracts foreigner's investor, with which the neighbouring countries have been preparing together for 4th wave. It demonstrates that the gravitational model has been activated from neighboring countries of innovation science to create Dubai's hub. The maturity of long-term urban innovation is related to innovation capability through the national response and review. As a result, the flow of skilled international migration has been localized because of the mutual intersection with the local employment structure, and the development has spread as it spreads to neighboring countries. Conclusion - For the exploiting of new Distribution market in the neighbouring countries, Middle East countries' a strong priority strategy on S&T and education system give an influence on economic situation of the 4th wave in the world and world order of leading by USA, Japan, or EU, and etc. This is due to the creation of clusters in the form of SEZs, friendly industrial policies and world-class infrastructure and innovation development. Its neighbours benchmark the cases of distribution of science innovation and centralizes the surrounding people.

• Journal of Technology Innovation
• /
• v.18 no.2
• /
• pp.1-32
• /
• 2010

It is well known that compensation satisfaction of employees is closely related to work attitude, job commitment, and employees'intentions to stay on the job. These known facts can also be applied to the professionals engaged in science & technology as well. Many studies have concluded that the Korea's losing competitiveness in the area of science & technology was mainly attributed to the distorted compensation system. In this vein, this paper identifies the potential determinants that affect the compensation satisfaction of S&T professionals, and to empirically examines the determinants influences on job commitment and intention to stay. This was done by acquiring data from S&T professionals currently being employed in firms, universities, and institutions. Consequently, for professionals engaged in science & technology, the compensation satisfaction was demonstrated to be largely influenced by job accomplishment, monetary compensation, and social compensation in order. In conclusion, to improve compensation system for S&T professionals, firstly, it is recommended to enhance job accomplishment by endowing more discretionary authority to conduct research. Secondly, the relatively lower-valued labor forces in S&T area will necessitate more economic support and compensation. Finally, the social compensation should be strengthened by not only ameliorating social status, but also improving labor liquidity and job security.

• The Journal of Korean Academic Society of Nursing Education
• /
• v.5 no.1
• /
• pp.118-132
• /
• 1999

To improve the effectiveness and efficiency of public health personnel training, we evaluated not only how appropriate the students felt the objectives, contents, methods and multimedia used in the train ing courses, but also how much the students accomplished the objectives and applied skill and knowledge to their own works. We selected 5 courses for the study : Tuberculosis control, Radiological technique, Public health information, Immunization, Mental health management courses used by Kirkpatrick's evaluation model. Reaction evaluation was carried out in final day by questionnaire. The results showed that all of them were very satisfied with educational input and curricula, learn Ing environment. Secondly, we measured the degree of learning achievement on pre and post training by questionaire of specific behavioral objectives. The degree of learning achievement was statistically higher just after training than pre training (paired t-test, p<0.01). Thirdly, evaluation of behavioral change to job was conducted to find out how much students applied skill and knowledge to their own job in 3 months after training by questionnaire. The results of behavioral change evaluation showed that 43.5% of the students who were performing job related with the training courses in 3 months after training applied the learned skill and knowledge to their own job quite well and 37.8% of them applied relatively well, therefore total 81.4% of them applied to their own job. And effectiveness of training for the above mentioned students showed that 41.9 % of them had improved or enforced their jobs after training, 35.5% of them had had no remarkable changes, and 15.7% had newly applied the learned skill and knowledge to their jobs. For evaluating the degree of usefulness of material predistribution in two weeks before training, we compared experimental groups with control groups. The results showed that general reactions are helpful but the degree of learning achievement is no discrepancy.

• The Journal of the Institute of Internet, Broadcasting and Communication
• /
• v.12 no.4
• /
• pp.119-130
• /
• 2012

Recently, the software system is getting complicating and the customers are requiring faster development. For the traditional sequential approach can't against this problem iterative approach is used instead. For the representative iterative approach, there is RUP (Rational's Unified Process). However, RUP standard practical methods are phase, iteration, and disciplines, sequentially. As a result, there's some waste of manpower when a discipline is executed in an iteration, it has to wait till the next same discipline is executed. There are linear approach, sequential approach, overlapped iteration approach, and time-boxed iteration for the efficient execution of RUP. However, they have some problems such as waste of manpower or difficulty in the project management. This paper suggests a method about how to execute the disciplines as a concurrent type. The concurrent approach prevents the waste of manpower and solves the difficulty of project management.

• Journal of Preventive Medicine and Public Health
• /
• v.24 no.4 s.36
• /
• pp.531-548
• /
• 1991

To assess the adequacy of medical manpower and medical fee for the newborn nursery care, the author visited 20 out of 24 hospitals with the pediatric training program in Youngnam area between July 29 and August 14, 1991. Total number of newborn, both normal and sick, admission and discharge in 1-30 June 1991 was obtained from the logbook of nursery. Head nurse and staff pediatrician of the nursery were interviewed to get the current staffing for the nursery and their subjective opinion on the adequacy of nursery manpower and the difficulties in recruiting manpower. Average medical fee charged for the maternity and normal newborn nursery care was obtained from the division of self-audit of medical insurance claim of each hospital. Average minimum requirement of nursing care time for one normal newborn per day was 179.5 (${\pm}58.6$) minutes; 202.3(${\pm}50.7$) minutes for the university hospitals and 164.2(${\pm}60.5$) minutes for the general hospitals. The ratio of minimum requirement of nursing care time and available nursing time was 1.42 on the average. Taking the additional requirement of nursing care for the sick newborns into consideration, the ratio was 2.06. The numbers of R. N. and A. N. in the nurserys of study hospitals were 31%, and 17%, respectively, of the nursing manpower for the nursery recommended by the American Academy of Pediatrics. These findings indicate that the nursing manpower in newborn nursery is in severe shortage. Ninety percent of the head nurses and 85% of the staff pediatrician stated that the newborn nursery is short of R.N. and 75% of them said that the nurse's aide is also short. Major reason for not recruiting R.N. was the financial constraint of hospital. For the recruitment of nurse's aide, short supply was the second most important reason next to the financial constraint. However, limit of quarter in T.O. was the mar reason for the national university hospitals. Average total medical fee for the maternity and newborn nursery cares of a normal vaginal delivery who stayed two nights and three days at hospital was 219,430won. Out of the total medical fee, 20,323won(9.3%) was for the newborn nursery care. In case of C-section delivery who stayed six nights and seven days, total medical fee was 732,578won and out of the total fee 76,937won (12.0%) was for the newborn care. Cost for a newborn care per day by cost accounting was 16,141won for the tertiary care hospitals and 14,576won for the all other hopitals. The ratio of cost and the fee schedule of the medical insurance for a newborn care per day was 5.0 for the tertiary care hospitals and 4.9 for the all other hospitals. Considering the current wage level of the medical personnel, capital investment for the hospital facilities and equipments, and the cost for hospital maintenance, it is hard to expect adequate quality care in the newborn nursery under the current medical insurance fee schedule.