• Management & Information Systems Review
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• v.25
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• pp.407-428
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• 2008

The purpose of the study is to examine a new paradigm of Korea labor movement so that Korea labor union may adapt itself to change of labor environment and raise its organizing rate. Examining assignments to have to practice for a new paradigm of a labor union in the 21st century. First, common industrial relations should be constructed. To achieve it, it is necessary that labor and management have a strong partnership as a group sharing common destiny on the basis of mutual confidence. Second, unionism in the side of social reform should be settled down. Labor and capital should grope coexistence and co-prosperity through conversation and negotiation, escaping from opposition and fighting. Third, service function of a labor union should be strengthened. A labor union should offer service as pursuit of diversity, self-management and autonomy in work for laborers. Fourth, labor and management should try to stabilize industrial relations followed by industrial-level negotiations. Fifth, labor and management should try to develop human resources in cooperation between the two. Labor and management should participate in developing human resources on the basis of cooperation. If a labor union has a positive practice for a new paradigm of labor movement as above and recognition about a labor union is changed, industrial relations will realize more developmental relation.

• Journal of Environmental Science International
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• v.32 no.9
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• pp.635-645
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• 2023

The purpose of this study is to establish a linkage between local forest human resources policies and the analysis of forest resource conditions in Gyeongsangbuk-do. In particular, the study aims to gather insights from students enrolled local formal education institutions through a demand survey and their opinions. These findings would serve as basic data for the formulation of medium- and long-term policies. According to the results of the analysis, all surveyed groups expressed a desire to pursue careers, entrepreneurship, or further school education based on their forestry majors. Among, the most important needs identified for local human resources, receiving training related to field practice and access to information emerged as paramount. In addition, it was observed that educational programs were conducted on weekends and during school vacations, with integration into the school curriculum to ensure participants not only benefit from self-development but also receive administrative support. A notable observation in the survey results was the absence of a network among forest professionals, signifying a key weakness within the forest sector in Gyeongsangbuk-do. The results of this study hold significant value in terms of analyzing and sharing the educational preferences of forest human resources in Gyeongsangbuk-do, thereby serving as basic research data for proposing policies. In the future, by expanding the scope to include case studies and forest human resource preference analyses through cooperation with other local governments and institutions, the research can contribute to the establishment of national-level policies for forest human resources on a broader scale.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.5
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• pp.2045-2053
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• 2012

The primary purpose of this paper is to identify the cognition of the convergence human resource for firms. For this purpose, Data have been collected from 110 firms in Daejeon city and studied the convergence human resource which recognized by firms on the company competitive power level. The results of this empirical studies are summarized as fellows. We classified in company competitive power as leading chaser, innovators and late chaser. In the talent, leading chasers demanded the total designer, problem solver and insighter, innovators demanded the total designer, problem solver and specialist, and late chasers demanded the traditional humanity. In technology management, all group think important fields. In the demanding forecasting for the market and technologies, leading chasers and innovators demanded the CEO, R&D researcher and a middle manager as the important position. For this education, they demanded the convergence ability of other technologies, the up-to-date abilities of product and technology and the understandings of market needs. In the convergence talent or leader, leader chaser and innovator demanded the specialist who attempted to combine others industries, who know well in technology and management, and the specialist who attempted to combine others technologies. But, late chaser demanded the specialist who attempted to combine others industries.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.1
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• pp.639-643
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• 2018

Laws concerning the protection of personal information have been enacted and revised as the legislation on personal information protection on the basis of the Act on the Protection of Personal Information Maintained by Public Institutions. Nevertheless, there have been continuing threats resulting from the fact that restrictions on security subject to laws remain unclear. By proposing protected access utilizing a unique identification key of enterprises, regarding the personal information of various internal and external clients held by international manufacturing companies and attempting to make policy aspect and management access at the same time, there is a change of gradual decline in cloud personnel information management service, which is the domestic ISP service for personnel management as the technology facilitated to reduce the burden on personnel and cost for the protection of personal information and the market is also changing to the direction for companies to directly operate. Therefore, this study intends to examine the convenience of integrated management for ensuring security, while confirming the gap on flexibility and safety on management point regarding the human resources of international manufacturing companies arising from its interactions.

• Journal of Navigation and Port Research
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• v.37 no.5
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• pp.471-480
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• 2013

Pay-for-performance plans are some of widely used human resource practices in many firms, including shipbuilding, for productivity and motivational improvement purposes. Such plans play an important role in industries that are highly labor-intensive, and where effective management of human resources is critical to business operations, such as the shipbuilding industry. Those practices can have large impact on employee performance and ultimately company competitiveness. Research studies that show how such incentive plans improve productivity and reported pattern of adoption by firms have spurred the use and adoption in many firms. However, there are also researchers who point out that there are negative consequences to using incentive plans. Therefore it is important for companies to carefully consider the practices they use. In this paper, I discuss research findings that support the practices and critical viewpoints related to pay-for-performance plans. Research findings from Korean literature are, then, discussed. The shipbuilding industry is chosen because proper human resource management is critical in reducing turnover and increasing employee satisfaction. Through a shipbuilding company case, problems related to using pay-for-performance incentive plans and how they affect work-related issues of employee morale, cooperation, and teamwork will be discussed. While positive aspects have been emphasized to drive greater adoption among firms, the resulting consequences of the pay plans need to be seriously considered and improvements upon the plans made by firms. Improvement suggestions are discussed in the conclusions and implications.

• Journal of Korea Technology Innovation Society
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• v.11 no.2
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• pp.219-240
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• 2008

This paper aims to suggest a policy for biological resource based on a comprehensive understanding on biological resources. Biological resources are different from traditionally recognized viable organisms (Biodiversity) in ecosystems. Biological resources are culturable and replicable resources of living organisms such as tissues, cells and genes. Moreover, biological resources include human-derived biological materials. Biological resources is not simply a matter of science and technology. Biological resources should be dealt with as national resources. There are many international issues regarding biological resources, such as intellectual property rights (IPRs), safety on handling and distribution, material transfer agreements (MTAs) for mutual benefits and biological standards. Ethical debates are also being raised because biological resources are related with human-derived biological materials. Every nation has tendency to adopt its government policies to strengthen its sovereignty on biological resources and international cooperation. In addition, international linkages are essential for providing enhanced worldwide accessibility to biological resources. Japan has shown several international initiatives in the field of biological resources. Korea has just begun to design appropriate policies for the use and R&D of biological resources. Therefore, this paper suggests the following needs: 1) policy at the national level beyond the interests of researchers, 2) inter-ministerial coordination across government ministries, 3) expansion of scope and size of each BRC (Biological Resource Centers), and 4) building networks and systems such as national information center, representative centers by field, and each BRC.

• Proceedings of the KAIS Fall Conference
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• 2009.05a
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• pp.329-331
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• 2009

본 논문은 대전지역의 벤처기업을 대상으로 최고경영자의 경영가치를 분석하였다. 경영가치는 인적자원관리를 비롯한 경영전반에 영향을 미치는 중요한 변수이다. 그러나 최근까지도 경영자의 경영가치와 인적자원관리를 다룬 연구는 부족하다. 본 연구는 일정한 한계에도 불구하고 이러한 중요한 주제를 다루었다는데 의의가 있다.

• Journal of the Korean Society of Environmental Restoration Technology
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• v.9 no.6
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• pp.95-106
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• 2006

Ecopark enables sustainable use of natural resource and can be used as a place for site-based environmental education as well as for recreation. This study investigated the opinion for the development of ecopark and ecological education program of ecopark. Nine hundred and fifteen (918) students, 388 teachers, 341 adults, 200 administrators of district education offices, and 40 administrators of environmental offices participated in this survey with a response rate of 89.7%. Results of this survey indicated the followings are needed to develop ecopark : natural resources and facilities, ecological educational program and its operation, human resource and professional development, and cooperation system with educational and environmental offices. On the basis of these results, the way of improvement was discussed and proposed.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.15 no.11
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• pp.6492-6501
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• 2014

The purpose essay, through overall theoretical studies and comparison analysis of a performing art situation, aims to search for the creation and direction of various performing arts and examined the prospect and activation plans for performing arts of the future. The summary of the main contents deducted from this research was as follows. First, branding through unique competitive contents was found only in Northern Gyeonggi-do. Secondly, excellent performing art human resource supply from the locality is an urgent priority. Thirdly, by propelling diversification of performing programs, the performing art consuming activation movement that induces people to participate in the performances was actively developed. Fourthly, the most important thing for the ultimate goal achievement of art policy is excellent human resource development through professional education in each field of art.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.12
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• pp.6186-6195
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• 2013

The aim of this study was to learn what directions need to be reflected when establishing the next-term trial plans by analyzing the current trial plans being implemented in Korea regarding job training and employment support for immigrant women by marriage. For this purpose, the job training suggested in the Healthy Family Basic Plan and Multicultural Family Policy Basic Plan as well as in the Basic Economic Activity Stimulation Plans for Out-of-employment Women were analyzed. Based on this, job training was reconstructed into four categories: 1) education and training program; 2) human resource development; 3) employment support; and 4) delivery system. For the analysis, the policy analysis methods reported by N. Gilbert and P.Terrile were used. The results showed that the current trial plans exhibited immaturity in the Tomorrow Learning Card and Successful Employment Package as well as in the specialization process, lack of a human resource development system, and the absence of governance. Several proposals should consider these when making the next-term trial plans.