• Journal of Microbiology
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• v.45 no.6
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• pp.534-540
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• 2007

The Streptomyces coelicolor A3(2) genome contains six operons (rrnA to F) for ribosomal RNA synthesis. Transcription from rrnD occurs from four promoters (p1 to p4). We found that transcripts from the p1 and p3 promoters were most abundant in vivo in the early exponential phase. However, at later phases of exponential and stationary growth, transcripts from the p1 promoter decreased drastically, with the p3 and p4 transcripts constituting the major forms. Partially purified RNA polymerase supported transcription from the p3 and p4 promoters, whereas pure reconstituted RNA polymerase with core enzyme (E) and the major vegetative sigma factor ${\sigma}^{HrdB}$ ($E{\cdot}{\sigma}^{HrdB}$) did not. In order to assess any potential requirement for additional factor(s) that allow transcription from the p3 and p4 promoters, we fractionated a partially purified RNA polymerase preparation by denaturing gel filtration chromatography. We found that transcription from the p3 and p4 promoters required factor(s) of about 30-35 kDa in addition to RNAP holoenzyme ($E{\cdot}{\sigma}^{HrdB}$). Therefore, transcription from the p3 and p4 promoters, which contain a consensus -10 region but no -35 for ${\sigma}^{HrdB}$ recognition, are likely to be regulated by transcription factor(s) that modulate RNA polymerase holoenzyme activity in S. coelicolor.

• Educational Technology International
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• v.21 no.1
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• pp.31-67
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• 2020

The purpose of this study was to propose an education cooperation model for Human Resources Development (HRD) in Asia-Pacific region in response to environmental changes in business and industry. In order to carry out the model, this study reviewed the key features of human resources in the APEC which is a symbolic regional integration entity in Asia-Pacific region, shaped critical issues related with HRD in this region and then analyzed the trends of education cooperation projects conducted by the APEC in terms of topics, implementation methods and proposing economies of the projects. In result, this study proposed a triangular education cooperation model for HRD consisting of three elements: Voluntary Partnership, Information on Needs and Support for Cooperation. These interconnected and interdependent elements were designed to encourage actors to participate in education cooperative activities with their own willingness, produce and manage research-based information required for sustainable cooperation and support communication and connectivity among actors for effective activities. Also, this study expected that this model would make a commitment to narrowing educational divides, enhancing global-standard skills development, facilitating public and private partnership and organizing the foundation of future education for cultivating creative talents in the era of innovation for APEC members.

• Knowledge Management Research
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• v.24 no.4
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• pp.219-235
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• 2023

The advancement of digital technology and the impact of COVID-19 have brought about changes in corporate innovation and organizational culture, thereby highlighting the significance of Smart Learning in the field of HRD (Human Resource Development). This trend has led to an increased interest in personalized Smart Learning among employees due to the growth of hybrid work and the widespread adoption of smart work practices. This study aimed to illuminate the relative importance of the factors that constitute Smart Learning from the perspective of HRD practitioners. Through a review of prior literature, Smart Learning hierarchy and factors most fitting to the current context were identified, and their relative importance was determined using the AHP method. Consequently, in the first-tier factors, importance was confirmed in the order of 'Learning Activities', 'Teaching Activities', 'Learning Content', 'Assessment and Evaluations', and 'Learning Time and Space'. At the second-tier encompassing all factors, 'Pedagogical Strategy', 'Learning Results', 'Learning Tasks', 'Learning Goal', and 'Learning Support' emerged within the top five factors. These findings are significant in that they redefine the concept of smart learning and propose an academic framework for future research. Additionally, from a practical perspective, it is anticipated that this study will contribute valuable insights for HRD practitioners, aiding them in focusing on which factors to prioritize for enhancing and advancing Smart Learning initiatives.

• Journal of Agricultural Extension & Community Development
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• v.19 no.2
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• pp.241-271
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• 2012

The objectives of this study were to explore the duties and tasks of educational program operation, to develop the performance model including the duties and tasks, and to construct the action manual of the tasks and duties in related with implementing effectively the educational program. The findings of this study were as follows. First, The identifying duties and tasks was 1,942 related with implementing educational program operation based on theoretical job model through activity analysis and experience sampling techniques. Second, the finding duties and tasks was reconstructed through classifying with 9 duties and 88 tasks, and then it was developed as educational program operation model of Korean Rural HRD Center. Finally Third, the implementing manual was constructed including the contents and task-elements.

• Journal of Practical Engineering Education
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• v.16 no.1_spc
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• pp.79-97
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• 2024

This study confirmed the mediating effects of employee commitment and career satisfaction on the relationship between learning agility and adaptive performance. For this purpose, a survey was conducted online targeting employees of domestic companies and used for the final analysis of 329 pieces of data. Structural equations were used to analyze the relationships between variables. According the results of it was confirmed that learning agility had a statistically positive effect on employee commitment and adaptation performance, employee commitment had a positive effect on career satisfaction, and career satisfaction had a positive effect on adaptation performance. Additionally, employee commitment and career satisfaction had a significant mediating effect on the relationship between learning agility and adaptive performance. Based on these results, the academic and practical implications and future research directions for HRD are presented.

• Journal of the Korean Society for Library and Information Science
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• v.40 no.1
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• pp.217-239
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• 2006

21st century is a knowledge and information society. Keeping pace with this global environment change. people demand various roles from a library First, they demand to play a role of an 'Information Connector' rather than a traditional role of a 'Book Container'. Second, they demand to be the place of the social integration for a solution to the information and learning gap and the place for a life-long learning for HRD(Human Resources Development) by the community unit. In addition, not only introducing a system of 'Deputy Prime Minister and Minister of Education & HRD' for national HRD and 'Five-Day Week' but the advent of 'an Aging Society' demand a change of a library. This study researches roles of a library inseparably related to such new paradigms in the life-long learning society as the knowledge. information, five-day week. aging and HRD, and shows the right direction of a library to pursue in the future.

• Educational Technology International
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• v.11 no.1
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• pp.47-68
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• 2010

The purpose of this study was to analyze majors trends and issues of e-Learning curriculum for human resource development in the corporate context. The e-Learning curriculum was chosen as the subject of research consists of 2,710 lectures that were given from 2007 to July 2009 for the recent three years by providing at Ministry of Labor and Korea Research Institute for Vocational Education & Training. In order to investigate trends and issues, it was employed theme analysis which is one of the types of document analysis that approach a qualitative research methodology. As a result of this research, 7 major trends and issues in e-Learning curriculum for HRD in the field of corporate education were drawn; ① Strengthening expertise through learning of job related professional knowledge, ② Cultivation of common & essential knowledge for a job to increase work performance efficiency ③ Organizational management strategy for improving performance, ④ Organizational management and operational strategy for actively responding to environmental changes, ⑤ Leadership as a strategy for cultivating core personnel and field-centered practical leadership. ⑥ Creating a happy workplace through the work-life balance, ⑦ Strengthening global communication skill. Based on these analysis, practicals and theoretical implications of e-Learning professionals and HR researchers for HRD were suggested.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.3
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• pp.119-128
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• 2014

One of the theoretically and empirically grounded black boxes in HRD and firm performance link is employee' attitudes such as organizational commitment and job satisfaction. However, most studies were conducted with the regression analysis at the organizational level. This study used HLM(hierarchical linear modeling) analysis, which made it possible to estimate more accurate relationship between variables that were measured from two different levels. In addition, this study attempted to open an the black box(learning culture) in the relationship between HRD and employee attitudes. The result showed that the HRD have a positive effect on the organizational commitment and the job satisfaction. Also the HRD showed full mediation effect of organization commitment and the job satisfaction on the Learning culture. And the result showed that the HRD in 2007 have a positive effect on employee' attitudes in 2009. These findings concluded that systematic HRD like employee's education and training must be built and also the positive culture for employee's learning like support of management's learning organization must be improved in order to promote the organizational performance(organizational commitment, job satisfaction) in company.

• Journal of Digital Convergence
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• v.7 no.1
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• pp.19-29
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• 2009

This article is concerned to investigate the changing nature of the role of the state in relation to industrial policy to foster the IT industry in the Republic of Korea. In doing this, it has started with economic globalization introduced to the Korean political economy since the late 1980s. It has identified in what ways the state responded to the change, and to what extent the role of the state has fundamentally been changed in the context of policy mechanism in the process towards facilitating the IT industry in Korea. In addition, it presented how the state played a role in skill formation in relation to the industrial policy. In consequence, the role of the Korean state in fostering the IT industry has fundamentally changed from that as the developmental state in the industrialization process. In the process, that the strategic co-ordination role of the state and relations between the state and private capitals and societies are very significant to achieve the economic goal is presented as results, as well as some future tensions that would encounter in the way of charting the current policies.

• Journal of The Korean Astronomical Society
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• v.48 no.6
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• pp.343-355
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• 2015

There is much observational evidence that active star formation is taking place in the Hii regions Sh 2-255 – 257. We present a photometric study of this star forming region (SFR) using imaging data obtained in passbands from the optical to the mid-infrared, in order to study the star formation process. A total of 218 members were identified using various selection criteria based on their observational properties. The SFR is reddened by at least E(B −V ) = 0.8 mag, and the reddening law toward the region is normal (R_V = 3.1). From the zero-age main sequence fitting method it is confirmed that the SFR is 2.1 ± 0.3 kpc from the Sun. The median age of the identified members is estimated to be about 1.3 Myr from a comparison of the Hertzsprung-Russell diagram (HRD) with stellar evolutionary models. The initial mass function (IMF) is derived from the HRD and the near-infrared (J, J −H) color-magnitude diagram. The slope of the IMF is about Γ = −1.6 ± 0.1, which is slightly steeper than that of the Salpeter/Kroupa IMF. It implies that low-mass star formation is dominant in the SFR. The sum of the masses of all the identified members provides the lower limit of the cluster mass (169M_⊙). We also analyzed the spectral energy distribution (SED) of pre-main sequence stars using the SED fitting tool of Robitaille et al., and confirm that there is a significant discrepancy between stellar mass and age obtained from two different methods based on the SED fitting tool and the HRD.