• International Journal of Contents
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• v.18 no.2
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• pp.47-57
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• 2022

e-Learning content can be defined as digital content to achieve educational goals. Since it is an educational material that can be distributed in offline, online, and mobile environments, it is important to create content that meets the learner's education environment and educational goals. In particular, if the learner is a public official, the vision, philosophy, and characteristics of each local government must reflect. As non-face-to-face online education expands further due to the COVID-19 pandemic, local governments that have relied on onsite education in the past urgently require developing strong basic competency education and special task competency content that reflect regional characteristics. Such e-learning content, however, hardly exists and the ability to independently develop them is also insufficient. In this circumstance, this case study describes the process of self-production of e-learning content suitable for Busan's characteristics by the Human Resource Development (HRD) Institute of Busan City, a local government. The field of instructional design and instructional technology is always evolving and growing by blending technological innovation into instructional platform design and adapting to the changes in society. Busan HRD Institute (BHI), therefore, tried to implement blended learning by developing content that reflected the recent trend of micro-learning in e-learning through a detailed analysis. For this, an e-learning content developer with certain requirements was selected and contracted, and the process of developing content through a collaboration between the client and developer was described in this study according to the ADDIE model of Instructional Systems Development (ISD).

• Journal of Agricultural Extension & Community Development
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• v.8 no.2
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• pp.159-177
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• 2001

This research aims to clarify what kind of competencies are the source of the competitiveness of an enterprise and the standards for the development of human resources. Its specific objectives are the following; First, to develop methods for examining competencies to carry out one’s job. Second, to draw out the competencies necessary for carrying out the jobs by jobs on the basis of the developed methods. Third, to clarify the competencies commonly needed to carry out all kinds of jobs. This study collected materials for drawing out the competencies needed to perform 21 jobs in six job groups. This was done with the help of a panel of professionals. The process for drawing out the competencies required to perform certain job was designed in six steps. These steps combine classical methods using particular reference groups as well as model methods for particular job competencies. The materials for the R&D job were gathered for three months starting from February 2001. Materials from 20 other jobs were also collected three times from the end of May to the end of October 2001. This was done through workshops with professional groups. The highlights of this study are as follows: 1) The results applying the methods developed for drawing out job competencies to the duties of investigation & research part in R&D job were presented as an example. 2) The job competencies of the company totaled 215 in 21 jobs irrespective of overlapping, which means each job has about 10 competencies on the average. 3) The common job competencies of the whole company totaled eight. namely: competency for collecting information/processing/analyzing, communication competency, presentation competency, competency for utilizing the web, competency for planning projects, competency for solving problems, competency for understanding organization/business/products of the company, and competency for satisfying customers.

• Architectural research
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• v.4 no.1
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• pp.53-61
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• 2002

The typical Critical Path Method (CPM) leaves it to the construction managers to overcome two problems in developing networks. First, the construction manager needs to prepare information on the type of activities and their precedence relations in order to develop a network schedule. Second, he or she can include space information into the network schedule such as the locations where the activities take place, only with difficulty. These two problems make it difficult for an inexperienced person to create a network. The purpose of this paper is to provide construction managers with set equations of creating a network schedule for multiunit projects. A space-resource combined network creation are presented in this paper, which includes equations for generating a list of required activities, their precedence relations, and information on their location. Information on the space (location) and the resource is the required data for this method. Based on this information, this method divides a project into a number of activities so that each activity contains the information on the location where the activity takes place and the principal resource required for that activity. Precedence relations are then obtained from the sequence of space and resource. This method has the potential to reduce human efforts in scheduling activities.

• Journal of the Korean Society for Marine Environment & Energy
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• v.20 no.1
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• pp.45-54
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• 2017

The youth unemployment problem has become a consistent issue with the number recently surpassing 1million. The marine and fisheries sector, being no exception, is having problems attracting outstanding individuals to the sector on the one hand, and in providing high quality jobs on the other, resulting in an imbalance in the supply and demand of the marine and fisheries sector workforce. In order to supply a workforce that meets the future and on the ground demands, addressing of the qualitative rather than the quantitative aspects of the imbalance issue is more important. Thus, the following strategies are recommended: 1) focus on developing a highly skilled workforce that corresponds to future and on the ground demands; 2) improve educational infrastructures such as training equipment, and enhance the professional capacity of school teachers; 3) establish an integrated system for the management of the education and re-education of human resources.

• The Journal of Asian Finance, Economics and Business
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• v.10 no.1
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• pp.49-55
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• 2023

Business is an important entity in every economy with its role in job creation, budget contribution, and national output. It can be said that enterprises are also one of the leading units that play a key role in implementing digital transformation, grasping science and technology, and improving labor productivity. Developing a team of enterprises that are both strong in quantity and strong in quality is an urgent requirement in many countries, including Vietnam. Vietnam is a developing country and home to many textile and garment enterprises operating due to the advantages of cheap labor and a large market, the textile and garment industry is capable of creating many jobs for the economy. Studying the factors affecting corporate financial performance across 250 textile and garment enterprises in Hanoi capital and Bac Ninh province, the research results show that when enterprises have the ability to mobilize capital, the cost is cheap, appropriate, and optimal, most businesses often achieve higher business efficiency and financial performance. In contrast, enterprises that are difficult to raise capital in the economy often achieve low financial efficiency and financial performance. The study also confirms the role of human capital in enterprises, enterprises with high human capital often achieve high profits.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.9
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• pp.121-129
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• 2022

For decades, Vietnam has been concerned about the need to improve human capital to meet the demands of a knowledge-based economy. The analysis of the country's current situation of human resources in terms of structure, quantity, and the quality shows that Vietnam's human resources are under-qualified compared with other countries in Southeast Asia, such as Thailand, Malaysia, and Singapore. This poses significant challenges to the economy because the development of human resources is always an urgent requirement for a new economy with fast growth, like in the Vietnamese economy. To attract foreign investment capital and develop more strongly, human resources in Vietnam must have progressed in both quality and quantity. Therefore, the author conducts this study to find out the factors that directly affect the quality of human resources, thereby evaluating and offering appropriate solutions to improve the quality of current human resources in Vietnam. More specifically, through quantitative analysis and survey with data about 4000 employees in Ho Chi Minh City, the author has discovered that there are four important factors that make the difference in labor quality, which are age, gender, marital status, and education level of the workers.

• Journal of the Korean Society of Marine Environment & Safety
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• v.18 no.3
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• pp.243-252
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• 2012

This paper reviews the implementation of the STCW 78/95 in the Philippine MET including the effects of the revised 2010 Manila Amendments. It discusses the country's maritime environment and the structures, quality of maritime education in the country and the effects on the maritime human resource. Among the various resolutions adopted at the conference, the standards of training and certifications, and promoting skills and competency will be more emphasized in this report. These will be compared with the existing curriculum mandated by CHED and upgrade STCW trainings advised by MTC for maritime institutions. A brief comparison and analysis with other Asian countries' maritime training shall be offered. The recommendation pinpoints to the weaknesses of the present maritime regimes in certification and evaluation of maritime institutions. It concludes with the need to have mutually acceptable evaluation standards in view of developing a competent human resource for the future.

• Journal of Family Resource Management and Policy Review
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• v.12 no.3
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• pp.45-58
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• 2008

The purpose of this study is to determine how the culture of modern mass consumption is understood in determining a decent lifestyle. This study examined a variety of literature on this problem. The important results are as follows. The culture of consumption has evolved through the increase of productivity in modern industry. People's desires have instigated a developing consumption culture: the concepts of advertising, fashion, over-consumption, and conspicuous consumption. The dissemination of this new consumption culture in an information-rich society, facilitated by the popularization of the Internet, has started to influence every nook and comer of our lives. This change of lifestyle has resulted not only in positive effects, but also in negative ones, such as distortion of information, and inequality. Thus the culture of modern mass consumption has created a new concept of class order and has reinforced the unbalance between opinion-leaders and opinion-followers. It has also increased the ratio of needs to wants. Consumption makes escape and sensual pleasure possible. The conclusion of this study is that the culture of modern mass consumption has not upheld its original purpose, that is, the qualitative enrichment of life through consumption. It has only caused the disintegration of individuality.

• Asia pacific journal of information systems
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• v.9 no.4
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• pp.163-179
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• 1999

MIS personnel should not only be capable of developing technically sounded systems, but also act as the companion role of strategic management. For this reason, it is important to direct efficient human resource management for MIS personnel. For directing efficient MIS human resource management, this paper studies the relationship of major types of MIS career orientation, job satisfaction and organizational commitment based on the work area of MIS personnel, Based on the empirical analysis using questionnaires answered from MIS personnel of Korean public and private enterprises, the hypotheses of this study were proved. The result of this research shows most of the domestic MIS personnel tends to line up with technology and management favoritism for their career orientation. If an individual career orientation and his or her work area are matched, it presents higher job satisfaction. Furthermore, a group of management orientation shows higher organizational commitment than a group of technology arientation among MIS personnel with identical job satisfaction. Therefore, this study suggests that career orientation of MIS personnel affect the job satisfaction and organizational commitment. In the future, a career management system suitable to the MIS personnel should be developed to improve the effectiveness of MIS organization.

• Journal of the Korea Safety Management & Science
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• v.19 no.4
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• pp.189-208
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• 2017

This study is for figuring out major components of construction quality infrastructure and suggesting improvement plan by benchmarking global best practice model and analyzing gap between the model and sample practice. Based on improvement plan, researcher could derive major characters and components of construction quality infrastructure, and also about the priority among core competency components of construction quality experts. The result showed that the 'human resource' was ranked the best priority followed by 'method' 'environment', 'equipment' among major characters and components of construction quality infrastructure. Also, for core competency components of construction quality experts, 'number of years in work places' was the best priority, and the 'professional knowledge on engineering' was another priority ranked. Far from general perception on competency components, 'academic education' ranked the last. It may allude that the current education system in this country is not effective in developing competency of quality engineers. In summary, this study shows professionalism of quality engineer is the most important thing in all the components.