• Proceedings of the Korea Contents Association Conference
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• 2005.11a
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• pp.48-52
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• 2005

R&D Personnel information is constructed locally based on the needs of each institute and therefore is distributed over different databases. It does not support inter operability which makes it difficult to access and update that leads to the problem of ineffective usage. In this study, we have categorized the lower level information that forms the domestic S&T Personnel and defined the relationship between each type of information to suggest a standard for the data elements that guarantee the access to specific information in order to support inter operability. We have analyzed the human resource information database of domestic and foreign research institutes for the data modeling. We have also made reference to the standard metadata and database of other types that can be linked with the human resource information in designing the data elements. ISO/IEC 11179, the international standard for the metadata registry(MDR), was adopted to apply the object, attribute and expression to be described to the name of the data element.

• The Science & Technology
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• v.35 no.9 s.400
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• pp.94-95
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• 2002

2002산학연 여름 연합심포지엄 '화학산업의 새로운 진로' 한국고분자학회 외/국제물리올림피아드 한국 준우승/'아름다운 도로'선정계획 - 건설교통부/기업 '연구클러스터' 육성에 나서/재CIS과협 생명공학세미나 개최안내/퇴직 기술인력 일자리 찾기 쉬워진다 '산업기술인력 아웃플레이스먼트센터' 설립 추진 - 산업자원부/2002 대한민국 벤처창업대전 개최 - 중소기업청

• Environmental engineer
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• s.75
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• pp.32-32
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• 1992

• The Science & Technology
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• v.8 no.1 s.68
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• pp.19-30
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• 1975

에너지 및 식량등 자원위기에 겹친 경제불황으로 어려운 시기를 맞게된 오늘의 과학기술계가 추진해 나갈 방향은 무엇이며 해결해야할 과제는 어떤 것인가? 한국과학기술단체총연합회는 난지 1월 13일 오전 11시 과학기술회관에서 좌담회를 갖고 75년도 과학기술계의 이모저모를 전망해 봤다. 이 자리에서는 선진기술의 도입 소화 및 기술혁신과 에너지개발 그리고 공업입국의 달성을 위한 MOST의 3대기본방침과 이를 뒷받침하는 기술연구, 인력수급의 방향등이 다뤄졌다. 다음 글은 이날 좌담회 내용이다. <편집부>

• International Area Studies Review
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• v.15 no.1
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• pp.267-288
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• 2011

As world trade becomes more active and expansive, job mobility has progressed correspondingly in growth. In particular, high-skilled scientists (including advanced-degree holders) now possess the option of various occupational and residential mobilities. We explain the "brain drain" by using two empirical examples. One concerns the U.S. experience of foreign-born Ph.D holders living and working in the United States. The other pertains to the Korean experience, where Korean-origin and foreign-born experienced scientists are actively recruited by the government. We also explore the necessary conditions for recruiting and keeping advanced-skilled scientists, the attainment of which will result in strong future economic growth.

• The Science & Technology
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• v.13 no.3 s.130
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• pp.13-17
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• 1980

• Journal of Korea Technology Innovation Society
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• v.17 no.1
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• pp.264-288
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• 2014

The competition for attracting outstanding HRST (human resource for science and technology) who can lead technological innovation is heating up all over the world. The various concepts, which are brain drain, brain gain, brain overflow, brain migration, brain circulation, are used to explain the international mobility of HRST. But the concept of brain scout is the more adequate for explaining in the case of outstanding HRST as the main cause of excessive competition for scouting. This study analyzed the critical factors of the determinants of Korean students in the USA who have intentions of returning to Korea in view of brain scout. As the first step in this study, potential factors and hypothesis are established by the interviews. As the second step, the major factors are examined by surveys and hypothesis testing. Also, a new model for decision-making is proposed which describes intentions of returning to Korea by logistic regression analysis and contributions of each factor derived from this study were compared. Finally, policy implications for attracting outstanding HRST and the limit of this study are discussed.

• Science & Technology Policy
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• v.8 no.12 s.117
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• pp.54-65
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• 1998

• The Science & Technology
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• no.4 s.431
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• pp.64-69
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• 2005

• Proceedings of the Korean Society for Information Management Conference
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• 2006.08a
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• pp.223-228
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• 2006

현재 국내 100여개 과제관리기관들이 과학기술분야 인력정보관리시스템을 구축 운영하고 있다. 본 연구는 과학기술분야 인력정보관리시스템들의 데이터를 기반으로 실제적으로 적용가능한 전문가 선정방법을 제안하기 위한 것이다. 이를 위해 먼저 국내외 주요 과학기술분야 인력정보관리시스템의 운영현황을 개괄한 후, 각 시스템의 데이터 구조를 분석하였다. 향후 분석된 데이터구조를 통한 가중치 적용요소 추출, 객관적 근거를 가진 평가기준의 제시, 알고리즘 적용을 통한 결과도출 및 평가 등에 대한 추가적인 연구가 요구된다.