• Korean Journal of Microbiology
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• v.32 no.4
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• pp.264-270
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• 1994

A gene coding for a novel putative $\sigma$ factor of RNA polymerase has been identified from Streptomyces coelicolor A3(2) using Escherichia coli rpoS gene fragment as a probe. The 486 bp rpoS gene fragment was amplified from E. coli genomic DNA by PCR with two synthetic oligonucleotides, the sequences of which were deduced from the amino acid sequences in the regions 2.3 and 4.2 conserved among various bacterial factors. When E. coli genomic DNA fragments were hybridized with cloned rpoS probe, only one band corresponding to rpoS gene (3.2 kb PvuII fragment or 2.3 kb KpnI fragment) was detected. In S. coelicolor, however, two bands were detected both in PvuII digested DNA and SalI digested DNA. 3.5 kb PvuII fragment which binds the rpoS gene probe was cloned (pMS1) from the sublibrary, and the nucleotide sequences of 1.0 kb BamH'/HincII subclone (pBH2) was partially determined. The nucleotide sequences revealed extensive similarity to other $\sigma$ factor genes of S. coelicolor (hrdA, hrdB, hrdC, hrdD), S. aureofaciens (hrdA, hrdB, hrdC, hrdD), Synechococcus species, Pseudomonas aeruginosa, Stigmatella aurantiaca, and Anabaena species. The nucleotide sequences in regions 1.2 and 4 were compared with the corresponding regions of 5 known ${\sigma}$ factor genes of S. coelicolor by multiple alignment. It turned out that the cloned gene is most closely related to hrdA showing 88% amino acid similarity in region 1.2 and 75% in region 4.

• Management & Information Systems Review
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• v.32 no.1
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• pp.241-258
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• 2013

HRD professionals should be able to contribute to performance improvement by focusing on strategic business partner activities such as planning, organizational development, and organizational design. Taking a systems view is important in the development of strategy because simply offering specific interventions neither changes nor improves the fundamental systems of an organization. In order to guide the management of organizations as systems, HRD professionals need to not only deal with resistance to change in solution implementation but also identify quantifiable measures to judge the effectiveness of implemented solutions with partnerships with relevant stakeholders. HRD professionals are particularly required to play a critical role in aligning process goals, process design, and process management to improve performance. Adjusting human performance policies and practices to local cultural differences is also among the urgent tasks for HRD professionals.

• Journal of Korea Technology Innovation Society
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• v.12 no.1
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• pp.88-112
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• 2009

This study attempts to define IT high-level human resources and to investigate past IT high-level human resources development (HRD) policies in order to promote IT HRD policy efficiently. Benchmarking implications were derived from comparative studies of foreign high-level HRD policies and we suggest IT high-level HRD Policy in the framework of National Future Strategy. The results of this study are rich in implications for implementation of IT HRD related to national R&D road-map in the field of information technology, the supply spread maintenance and the vision change of high-level HRD to cultivate global competitiveness, IT-based Fusion Technology HRD, and R&D related HRD policies and action plans.

• 한국경영정보학회:학술대회논문집
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• 2008.06a
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• pp.333-337
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• 2008

기존 e-HR 시스템의 현황을 파악하여 $HRM^1$ 과 $HRD^2$의 구조적 분리에 따른 문제점을 파악하고 그에 따른 바람직한 e-HR시스템의 구조를 제시한다. 또, 커뮤니티$(CoP^3)$ 모델을 적용하여 시스템의 데이터를 일방적인 관리자 제공 방식에서 탈피하며 보다 신빙성 있는 자료를 제공할 수 있도록 한다. 궁극적으로 개인적인 필요를 충족시켜 주는 e-HRD 시스템을 구축 할 수 있는지 부분적인 모듈을 개발 해본다.

• Allergy, Asthma & Immunology Research
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• v.10 no.6
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• pp.698-715
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• 2018

Purpose: Hrd1 has recently emerged as a critical regulator of B-cells in autoimmune diseases. However, its role in the pathogenesis of chronic rhinosinusitis with nasal polyps (CRSwNP) remains largely unexplored. This study aimed to examine Hrd1 expression and B-cell accumulation and their possible roles in CRSwNP. Methods: Quantitative real-time polymerase chain reaction, immunohistochemistry, enzyme-linked immunosorbent assay and Western blotting were used to assess gene and protein expression in nasal tissue extracts. Cells isolated from nasal tissues and peripheral blood mononuclear cells were characterized by flow cytometry. Local antibody production was measured in tissue extracts with a Bio-Plex assay. Additionally, changes in Hrd1 expression in response to specific inflammatory stimuli were measured in cultured dispersed polyp cells. Results: Nasal polyps (NPs) from patients with eosinophilic CRSwNP (ECRS) had increased levels of Hrd1, B-cells and plasma cells compared with NPs from patients with non-eosinophilic CRSwNP (non-ECRS) or other control subjects (P < 0.05). The average Hrd1 levels in B-cells in NPs from ECRS patients were significantly higher than those from non-ECRS patients and control subjects (P < 0.05). NPs also contained significantly increased levels of several antibody isotypes compared with normal controls (P < 0.05). Interestingly, Hrd1 expression in cultured polyp cells from ECRS patients, but not non-ECRS patients, was significantly increased by interleukin-$1{\beta}$, lipopolysaccharide and Poly(I:C) stimulation, and inhibited by dexamethasone treatment (P < 0.05). Conclusions: Differential Hrd1 expression and B-cell accumulation between the ECRS and non-ECRS subsets suggests that they can exhibit distinct pathogenic mechanisms and play important roles in NP.

• Journal of the Korea Safety Management & Science
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• v.12 no.1
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• pp.189-198
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• 2010

This study is aimed at proposing the framework of international cooperation business in HRD KOREA. To achieve this goal I collected all of data that were used in process of international cooperation business in HRD KOREA and interviewed some people to get information from the people concerned. After that I analyzed data involved in using SWOT technique and proposed the framework of international cooperation business in HRD KOREA. The conclusions are as these. First, alliances must be vitalized between businesses besides between organizations. For example 'Developing of voluntary comeback program for foreigner' and 'Establishment of HRD KOREA Center' can be proposed as action plans for this strategy. Second, glocalization must be pushed ahead. For example 'Business career monitoring system for PMC' can be proposed as action plan. Third, building of preemptive base must be done. For example 'Standing of international HRD forum' can be proposed as action plan. Fourth, reinforcement of organizational competency must be done. For example 'The program for internationalization' can be proposed as action plan. Fifth, SBU(Strategic Business Unit) must be pushed ahead. For example 'Customer diversification portfolio' can be proposed as action plan.

• Management & Information Systems Review
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• v.34 no.3
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• pp.251-271
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• 2015

This article examines the HRD implications of using robotic technology in the workplace. Because existing literature has been primarily about the technical engineering aspects of robotics, it is difficult to understand the socio-cultural perspective about the challenges and potentials of robotization in the workplace. Especially, in order to identify the best organizational support appropriate for working with robots, this article indicates alternative perspective for observing human-robot interaction in the workplace. In addition, this article points out four implications of robotic technology in organizations for practice and research development in HRD. These implications were identified as (1) defining the components of expertise in terms of human-robot interaction, (2) coping with organizational change process resulting from robotic technology, (3) designing appropriate interventions for an organization to effectively assist human-robot interaction, and (4) establishing the code of work ethics in the robotic age. The suggested implications can contribute to shaping conceptual frameworks for further empirical social science research.

• Explosives and Blasting
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• v.16 no.1
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• pp.4-12
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• 1998

• Journal of Practical Engineering Education
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• v.13 no.3
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• pp.545-558
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• 2021

As the "Partial Amendment to the Vocational Competency Development Act" was passed, and the mandatory refresher training was legislated in March 2020, HRD education institutions has prepared a plan for the improved refresher training to strengthen the competency of vocational training teachers and to improve the quality of refresher training. However, as demand for refresher training is concentrated in partial occupations, it is necessary prepare a separate plan to recognize personal learning as a refresher training for a minority of teachers who are not provided with a training. Therefore, this study aims to identify areas of a minor training occupations that don't exist many participants for a refresher training and to derive ways to recognize their multiple education experiences and participations instead of attending a refresher training. To this end, literature review, analysis of current situation, consultation with stakeholders, and written interviews with experts were conducted. As a result, a minority of training occupations was defined as type 1 and type 2 and ways of the recognition of refresher training for minority of training occupations which embrace various educational types were derived. Lastly, discussions and suggestions on the expansion of the scope of the recognition of refresher training for minority of training occupations were provided.

• The Journal of Korean Institute for Practical Engineering Education
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• v.3 no.1
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• pp.32-39
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• 2011

In this research, an improved learning system in engineering design and HRD curriculums, and an operation of experiment and practice are proposed. That is, we propose improvements for creativity, for filed orientation and for experimental and practice operation. Specifically, we suggest the possibility of common operation between engineering design and HRD curriculums based on learning experience.