• World Technopolis Review
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• v.4 no.3
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• pp.132-143
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• 2015

In the 21st Century, scientific discovery and technological development are fueled by unprecedented changes in knowledge, societal needs and wants, engineering designs, materials, and instrumentation. Such rapid global changes pose major opportunities and challenges for the innovation ecosystem-especially in developing countries. In particular, our models for human resource development and engagement must evolve so as to better prepare leaders in higher education institutions, research institutes, science cities and science parks, businesses and industries, and governments. Universities throughout the world must play a greater role in both the research and practice of human resource development and engagement for the knowledge-based and creative economies. This paper explores the current and potential talent development and talent engagement dimensions of universities in economic development, and research and practice in education and policy-with implications of such dimensions for science cities/science parks. The paper highlights the importance of a greater role for universities, in collaborating with business/industry and governments, in examining new economics-sensitive and values-sensitive models for education and human resource development so as to better understand and support innovation in global contexts.

• The Science & Technology
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• v.22 no.6 s.241
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• pp.71-78
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• 1989

• Health Policy and Management
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• v.10 no.4
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• pp.75-98
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• 2000

This study applied Data Envelopment Analysis(DEA) and Ratio Analysis and Regression Analysis to a set of Korean Public Corporation Medical Centers to evaluate their relative human resource efficiencies. The output measure used in this study was based on health insurance system which was used in both in-patient departments and out-patient departments. Inputs included working time of the doctors, nurses, technicians, and managerial department staff. Based on the data provided on the inputs and outputs, the analysis showed 23 of the 34 hospitals to be relatively inefficient. Each hospital with an efficiency rating of less than 1 was considered relatively inefficient. In addition, managerial strategies based on dual variables were constructed to indicate the manner In which inefficient hospitals may be made efficient. A subsequent analysis of t-test revealed that the bed occupancy rate, medical revenue per 100beds, value added revenue per staff, medical revenue per staff were statistically significant. The results of this study suggest the DEA is a promising tool for evaluating relative human resource efficiency in hospitals which have multiple inputs and outputs and where the efficient production function is not specifiable with any precision. But it is considered that efficiency evaluations may be most effective]y accomplished by Incorporating a combination of methodologies such as ratio analysis and regression analysis.

• Journal of Korean Library and Information Science Society
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• v.47 no.3
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• pp.41-70
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• 2016

The purpose of this article is to discuss about the progress and problems in Korean school library policies. The emphasis is on identifying both distinctive features and indigenous limitations in policy-making process, and special concerns are with both side effects and backgrounds of its rough-and-ready human resource policy. This article intends to approach the human resource policy issues from the viewpoints of school librarians as well as those of policy makers. The final suggestion includes both strategies and methods to make up and intensify the weakness of Korean school library policies, with focusing on enhancing the work competency of school librarians as well as the policy capacity of school library association.

• 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.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.357-364
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• 2021

This study examines the role of effective human resource practices and work-life balance in various organizations and their relationship with employee engagement. The data for this study were obtained from 723 employees from various industries in Java. The result suggests that human resource practice alone did not influence employee engagement. However the human resource policy helps develop a sense of WLB for an employee, which in the long run will affect the level of engagement. Thus, work-life balance enables the relationship between employees and their workplace. This study also encompasses current literature regarding huan resource policies in understanding employee engagement through work-life balance. This study provides exploratory findings regarding HR function practices, WLB, and employee involvement in service organizations. It proved that participants from four organizations reported very positive impressions about HR practices and they were also very involved in their work and organization. While their balance still needs to be improved, this may imply that the participants are not happy with their work lives. The main finding of this study is that WLB plays a mediating role in the relationship between HR practices and employee engagement. This means that organizations need to find ways to help employees achieve a better WLB.

• Journal of Family Resource Management and Policy Review
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• v.14 no.2
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• pp.21-33
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• 2010

This study was designed to establish the standing of Human Ecology by discussing the integrity and practicality of Human Ecology and viewing it from various angles. We dealt with objects of study, viewpoints, and the adoption of research results in discussing the integrity of Human Ecology. We also discussed the practicality of Human Ecology focusing on family welfare, health and policy. This study revealed that integrity and practicality were closely connected and played important roles in the identification of Human Ecology.

• Journal of the Korean Professional Engineers Association
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• v.37 no.6
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• pp.54-57
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• 2004

This study attempts to review the theories and systems related to the policy for scientific and engineering human resources, to delve into the relevant documents and case studies, to carry out a survey, and to compare the Korean situation with those of advanced countries. This will verify the problems in current policies and help draw up the plans for future policies.

• 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.

• Journal of Digital Convergence
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• v.20 no.5
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• pp.165-171
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• 2022

The purpose of this study is to verify the effect of human resource flexibility on organizational commitment and to verify the mediating effect of self-efficacy in the relationship between human resource flexibility and organizational commitment. In order to achieve this research purpose, a survey was conducted on employees working in the service industry in China, and the results of the analysis are as follows. First, it was found that technological flexibility, behavioral flexibility, and relationship flexibility, which are sub-factors of human resource flexibility, all had a significant positive effect on organizational commitment. Second, as a result of verifying the mediating effect of self-efficacy in the relationship between human resource flexibility and organizational commitment, it was verified that self-efficacy has a partial mediating effect in the relationship between technological flexibility, behavioral flexibility, relationship flexibility, and organizational commitment. Finally, the implications of this study were presented and the future research direction was discussed.