• Journal of the Korean Operations Research and Management Science Society
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• v.29 no.4
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• pp.117-134
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• 2004

This study suggests a data driven optimization approach, which simulates the models of human learning processes from cognitive sciences. It shows how the human learning processes can be simulated and applied to solving combinatorial optimization problems. The main advantage of using this method is in applying it into problems, which are very difficult to simulate. 'Undecidable' problems are considered as best possible application areas for this suggested approach. The concept of an 'undecidable' problem is redefined. The learning models in human learning and decision-making related to combinatorial optimization in cognitive and neural sciences are designed, simulated, and implemented to solve an optimization problem. We call this approach 'SLO : simulated learning for optimization.' Two different versions of SLO have been designed: SLO with position & link matrix, and SLO with decomposition algorithm. The methods are tested for traveling salespersons problems to show how these approaches derive new solution empirically. The tests show that simulated learning for optimization produces new solutions with better performance empirically. Its performance, compared to other hill-climbing type methods, is relatively good.

• The Journal of Korea Robotics Society
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• v.15 no.4
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• pp.404-412
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• 2020

Typically everyday human life tasks involve at least two people moving objects such as tables and beds, and the balancing of such object changes based on one person's action. However, many studies in previous work performed their tasks solely on robots without factoring human cooperation. Therefore, in this paper, we propose cooperative robot for table balancing using Q-learning that enables cooperative work between human and robot. The human's action is recognized in order to balance the table by the proposed robot whose camera takes the image of the table's state, and it performs the table-balancing action according to the recognized human action without high performance equipment. The classification of human action uses a deep learning technology, specifically AlexNet, and has an accuracy of 96.9% over 10-fold cross-validation. The experiment of Q-learning was carried out over 2,000 episodes with 200 trials. The overall results of the proposed Q-learning show that the Q function stably converged at this number of episodes. This stable convergence determined Q-learning policies for the robot actions. Video of the robotic cooperation with human over the table balancing task using the proposed Q-Learning can be found at http://ibot.knu.ac.kr/videocooperation.html.

• Journal of Digital Convergence
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• v.3 no.1
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• pp.27-44
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• 2005

Nowadays, demand for human resource for the e-learning industry is rapidly increasing along with the expansion of e-learning market capacity. However. there are numerous difficulties in expansion and industrialization of e-learning due to insufficient supply of human resources to meet the demand. Therefore, the goal of this study is to present various policy directions that can supplement the supply or e-learning manpower. Overall contents of this study focus on presenting the long-term directions for fostering of human resources for e-learning industry. Among these, role of government policies for fostering of human resources for e-learning industry is being particularly emphasized because e-learning industry is still at its infant stage.

• Journal of Distribution Science
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• v.16 no.7
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• pp.67-75
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• 2018

Purpose - In the 21st century, as information technology advances alongside the emergence of the 4th generation, industrial age, industrial environment has become individualized and customized. It is important to hire good quality employees for good service in the industry. The e-learning market is growing every year. Although e-learning companies are finding better quality employees in e-learning, it is not easy to find it. Companies also spend a lot of time and cost to find employee. On the employees side, they want to get a job freely when they want, but they cannot find their job easily. Furthermore, the labor market environment is changing fast. In the 4th generation, industrial age, employers require to find manpower whenever they need and want at little cost. So of their own accord, we have considered the necessity of management of human resources for employees and employers in e-learning. The purpose of this study is to propose a human cloud platform framework for enabling an efficient management of human resources in e-learning industry. Research design, data, and methodology - To pinpoint the items of a human cloud platform framework, the study was initiated according to the following process. First, items of competency relating to e-learning instructional designer was analyzed. Second, based on the items of information from this analysis, selection and validity verification took place with 5 e-learning specialists group. Third, the opinion of experts who were in charge of hiring in e-learning companies were collated with the questionnaire. Lastly, the human cloud platform framework was proposed based on opinion results. Results - The framework was comprised of 7 domains and 27 items in order to develop the human cloud platform for e-learning instructional designer. The analysis results showed that the most highly considered item were 'skill (4.60)' that employee already have the capability. Following this (in order) were 'project type (4.56)', 'work competency (4.56)', and 'strength area of instructional design (4.52)'. Conclusions - The 27 items in the human cloud platform framework were suggested in this study. Following this, we can consider to develop the human cloud platform for finding a job and hiring e-learning instructional designer easily. For successful platform operation, we need to consider reliability between employer and employee. In addition, we need quality assurance system based on operation has public confidence.

• International Journal of Computer Science & Network Security
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• v.21 no.1
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• pp.220-225
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• 2021

Human population growth rate is an important parameter for real-world planning. Common approaches rely upon fixed parameters like human population, mortality rate, fertility rate, which is collected historically to determine the region's population growth rate. Literature does not provide a solution for areas with no historical knowledge. In such areas, machine learning can solve the problem, but a multitude of machine learning algorithm makes it difficult to determine the best approach. Further, the missing feature is a common real-world problem. Thus, it is essential to compare and select the machine learning techniques which provide the best and most robust in the presence of missing features. This study compares 17 machine learning techniques (base learners and ensemble learners) performance in predicting the human population growth rate of the country. Among the 17 machine learning techniques, random forest outperformed all the other techniques both in predictive performance and robustness towards missing features. Thus, the study successfully demonstrates and compares machine learning techniques to predict the human population growth rate in settings where historical data and feature information is not available. Further, the study provides the best machine learning algorithm for performing population growth rate prediction.

• Journal of Korea Multimedia Society
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• v.20 no.5
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• pp.769-781
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• 2017

Deep learning networks like Convolutional Neural Networks (CNNs) show successful performances in many computer vision applications such as image classification, object detection, and so on. For implementation of deep learning networks in embedded system with limited processing power and memory, deep learning network may need to be simplified. However, simplified deep learning network cannot learn every possible scene. One realistic strategy for embedded deep learning network is to construct a simplified deep learning network model optimized for the scene images of the installation place. Then, automatic training will be necessitated for commercialization. In this paper, as an intermediate step toward automatic training under fisheye camera environments, we study more precise human localization in fisheye images, and propose an accurate human localization method, Automatic Ground-Truth Labelling Method (AGTLM). AGTLM first localizes candidate human object bounding boxes by utilizing GoogLeNet-LSTM approach, and after reassurance process by GoogLeNet-based CNN network, finally refines them more correctly and precisely(tightly) by applying saliency object detection technique. The performance improvement of the proposed human localization method, AGTLM with respect to accuracy and tightness is shown through several experiments.

• Proceedings of the Safety Management and Science Conference
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• 2009.11a
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• pp.573-588
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• 2009

In this era of knowledge and information of the 21st century, the source of a nation's competitive power consists of human resources and material resources and the importance of human resources appreciates highly. The number of small and medium enterprises which are the core of national economy covers over 98% among whole domestic enterprises of Korea. Competitive power of small and medium enterprises comes from human resources development. For the development of human resources, small and medium enterprises are trying to expand their learning organizations in the company. The analysis of outcomes of administering the existing learning organizations shows that learning organizations contribute highly to the improvement of the productivity of small and medium enterprises. And the analysis also shows that the participants of learning organizations and middle management and executives who support and encourage them recognize the necessity of learning organizations and that it should be disseminated throughout other enterprises. Therefore government's supports to establish learning organizations in a company are required to expand.

• Journal of the Korea Safety Management & Science
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• v.11 no.3
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• pp.167-179
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• 2009

In this era of knowledge and information of the 21st century, the source of a nation's competitive power consists of human resources and material resources and the importance of human resources appreciates highly. The number of small and medium enterprises which are the core of national economy covers over 98% among whole domestic enterprises of Korea. Competitive power of small and medium enterprises comes from human resources development. For the development of human resources, small and medium enterprises are trying to expand their learning organizations in the company. The analysis of outcomes of administering the existing learning organizations shows that learning organizations contribute highly to the improvement of the productivity of small and medium enterprises. And the analysis also shows that the participants of learning organizations and middle management and executives who support and encourage them recognize the necessity of learning organizations and that it should be disseminated throughout other enterprises. Therefore government's supports to establish learning organizations in a company are required to expand.

• 제어로봇시스템학회:학술대회논문집
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• 2005.06a
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• pp.941-946
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• 2005

In this paper an active random noise control using adaptive learning rate neural networks is presented. The adaptive learning rate strategy increases the learning rate by a small constant if the current partial derivative of the objective function with respect to the weight and the exponential average of the previous derivatives have the same sign, otherwise the learning rate is decreased by a proportion of its value. The use of an adaptive learning rate attempts to keep the learning step size as large as possible without leading to oscillation. It is expected that a cost function minimize rapidly and training time is decreased. Numerical simulations and experiments of active random noise control with the transfer function of the error path will be performed, to validate the convergence properties of the adaptive learning rate Neural Networks. Control results show that adaptive learning rate Neural Networks control structure can outperform linear controllers and conventional neural network controller for the active random noise control.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.909-918
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• 2020

This study, not only investigates the important role of lifelong learning in shaping young people's knowledge and in maximizing their potential, but also aims to shed light on the influencing factors of lifelong learning of young people in Vietnam. The author applied STATA and SPSS to analyze quantitative data collected from questionnaires with 332 respondents aged between 19 years old and 24 years old. Based on a holistic review of literature, this study concludes that four driver factors affect young people's lifelong learning ability, comprising: organizational culture, motivation, human resource development, and domestic private type of enterprise. The results emphasize the positivity of organizational culture, human resource development, and the nature of work, especially organizational culture and human resource development, which are dominant reasons for young people to maintain lifelong learning. The relationship between demographics and lifelong learning was tested and it indicated that male has a stronger interest in learning than female. The result of the study also shows the impact of different types of business sectors on employees' learning intentions. It points out that the domestic private type of enterprise is the most effective factor that has a positive relationship with the lifelong learning of the individual.