• 자원환경지질
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• 제41권5호
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• pp.541-549
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• 2008

우리나라에서 자원기술의 선도적 역할 및 자원산업 육성에 대한 수요가 증가함에도 불구하고 현행 방식의 연구개발 투자 및 관리로는 빠른 시일 내로 선진국 수준에 근접하기 어렵다. 따라서 자원기술시스템 강화를 위하여 마스터플랜 또는 전략의 수립, 전문인력 및 인프라의 부족 해소, 민간기술개발의 투자 확충이 필요하다. 본 연구에서는 우리나라 자원기술의 획기적 증진을 위하여 자원기술 및 자원개발산업의 개념 재설정, 연구개발 투자 확충 시스템의 구축, 전문인력의 확충, 인프라의 재구축이 필요함을 제안하고자 한다.

• 한국디지털정책학회:학술대회논문집
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• 한국디지털정책학회 2003년도 창립학술대회
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• pp.365-376
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• 2003

The persons who realize e-Business should have capabilities of understanding in both information technology and business processes. It is expected that current education policies and systems could not meet needs of e-Business human resources in Korea. In this paper, we define and categorize human resources for e-Business as to application areas and expertise levels. An intensive field survey has been conducted. Based on the survey results, several strategic and practical alternatives are suggested for development of e-Business human resources in Korea.

• 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.

• 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.

• 한국정보과학회:학술대회논문집
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• 한국정보과학회 2005년도 가을 학술발표논문집 Vol.32 No.2 (2)
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• pp.418-420
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• 2005

본 연구에서는 각종 전문가 선정의 전문성, 공정성, 투명성 및 신뢰성 제공과 최적으로 전문가 그룹에 적합한 전문가를 구성하기 위한 전문가 선정 방법론을 제안한다. 이를 위해, 전문가를 3차원적으로 탐색 및 정량적인 값으로 평가할 수 있는 전문가 후보군 선정 알고리즘을 제시하였으며, 선정된 전문가 후보군들을 조합 최적화 문제에 많이 응용되고 있는 유전자 알고리즘을 이용하여 전문가 선정 방법을 보였다.

• 한국환경교육학회지:환경교육
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• 제16권2호
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• pp.1-14
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• 2003

This study aims to review the present condition of human resources development in environment technology area and to explore the direction of human resources development plans, based on the results of a survey targeting experts in this area. Related papers & literatures are referred and a survey for experts' opinions are carried out. The survey was oriented to the importance and effectiveness of policies designed by Korea Ministry of environment. The main findings of this study are as follows; firstly, an emphasis should be put on generating professionals in charge of creating domestic demand for environmental purposes for promotion to make excellent environmental techniques being of practical use and help them go into businesses was turned out crucial; secondly, it is advised to upgrade the level of qualifications of environmental technicians by reforming into a graduate schoolcentered educational system on a human resource-rearing phase; thirdly, retraining should be provided by law to ensure the enhancement of re-educating the existing environmental technicians; fourth, efforts should be made to promptly develope new techniques and unify declining traditional items, deterring national technical qualification system oriented toward cultivating superintendents in the environment field.

• Journal of Information Science Theory and Practice
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• 제9권3호
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• pp.42-55
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• 2021

Knowledge and technology resources are the most crucial sources for the achievement of sustainable development in competitive advantage. Meanwhile, few empirical studies have clarified the types of knowledge and technology resources that nonprofit organizations (NPOs) use and develop. This study aims to categorize knowledge and technology resources in NPOs that both researchers and practitioners can use to develop the nonprofit sector further. A qualitative research method was used for the study. Data were collected from 31 interviews with senior and founding members of NPOs in Thailand. Analysis of qualitative data identified five critical categories of knowledge resources: human resources, organizational practices, partnership or stakeholder involvement, operational practices, and other resources. This study also illustrates both internal and external technology resources, which are used in sample organizations. The study's findings contribute to developing a body of knowledge management literature related to the knowledge and technology resources of NPOs.

• 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.

• 한국IT서비스학회지
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• 제7권4호
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• pp.101-117
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• 2008

As the rapidly changing e-business environment and development of IT, it is difficult to predict appropriate demand and supply of human resources in e-business industry. Such problem causes the imbalance of needs in demand and supply and the difficulty of proving useful information about fostering necessary e-business human resource and so forth. This study present a manpower training plan in e-business industry by investigating e-business human resource in the market and by analyzing curriculums in selected universities. To achieve this objective, we conducted a survey study of e-business companies, educational organizations and workers. From the results of this study, we present the current status of e-business human resource market and the problems of past manpower training system, and provide recommendations. This study would help policy makers, the private companies and academic institutions in developing effective strategies for the e-Biz human resource sector.

• 한국지반환경공학회 논문집
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• 제23권12호
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• pp.41-53
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• 2022

산업화가 시작된 후 인류는 더 많은 자원을 필요로 하고 소비하며, 현재 자원 고갈은 지구의 심각한 문제이다. 그러나 우주에는 무한한 자원이 존재한다. 특히 달은 지구와 가장 가까운 행성으로 미래 인류에게 필요한 헬륨-3, 희토류 등 많은 자원을 보유하고 있다. 이러한 자원을 채굴하기 위해서는 인류가 달에 상주할 필요가 있다. 그리고 달에 거주하는 인류는 식량, 건축, 산업 자재 등 많은 자원이 필요하다. 그러나 이러한 자원을 지구에서 달까지 운반하려면 천문학적인 비용이 소모되므로 현지에서 자원을 조달하여 인류의 활동을 지원하는 연구가 진행되고 있다. 이를 ISRU(In-Situ Resources Utilization)라고 하며, 이는 우주개발에 필수적이다. 본 논문에서는 ISRU이 필수적인 이유와 그 기술현황을 소개하고 향후 연구과제에 대해 서술하였다.