• Iberoamérica
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• v.13 no.1
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• pp.351-388
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• 2011

Many global business failures have been ascribed to a lack of intercultural competence, especially to a lack of an adequate conceptualization and definition of intercultural competence, focusing instead on the knowledge, skills, and attributes that appear to be its antecedents. Intercultural competence should be perceived as multifaceted important components of global management capabilities. Depending on the related concepts of intercultural competence, such as global mindset, intercultural sensitivity, and cultural intelligence, dynamic aspects of intercultural competence as learning process are suggested. Also, the domain of intercultural competence in the context of global management or business comprised three dimensions - perception management, relationship management, and self management. Each dimension is characterized by facets that further delineate aspects of intercultural competence. With respect to the domain of intercultural competence, appropriateintercultural training methods should be designed. In practice, human resource managers may benefit from gaining knowledge about which measures to use for identifying employee's weakness in intercultural competence in order to create appropriate training programs.

• Proceedings of the Korea Institute of Fire Science and Engineering Conference
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• 2008.11a
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• pp.461-464
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• 2008

Plan of Human Resource Development is essential to strategically promote poor domestic fire protection industry and as a consequent to grow it to a high value added service industry. To foster fire protection industry, any reform will be needed to for a smooth supplies of work force by training customized high class work force. Consequently, In this study, We will investigate and analyze the status and problems of current domestic fire protection industry so that We can suggest the direction for a way to improve these.

• Korean Management Science Review
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• v.10 no.2
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• pp.145-161
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• 1993

Human Resource Management (HRM) performs numerous activities in organizations including employee recruitment, selection, placement, job analysis, training and development, and labor relations. POSCO (Pohang Steel Company) has concerned with employee management related to job placement and analysis among these activities because of the problems of over-complexity of placement precedures for the variety of recruits, the frequency of selection, a large amount of job descriptions / specifications, and their changes. This study, as a phase of developing the entire HRM systems in the organization, briefly summarizes the preliminary information related and describes an implementation of expert system as a means for effective job placement based on the principle of right-person-in-right-place with identifying aptitudes and personalities of employees. Thus, a new approach for developing a job description/specification using a formal specification language like Z is also proposed. The result of this study will cultivate the performance of personnel, prevent conflicts between labor and management, promote overall productivity of organization, as well as helpfully verify job analysis.

• Culinary science and hospitality research
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• v.10 no.2
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• pp.72-83
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• 2004

The study aimed at conducting comparative analysis of employees' job satisfaction between Korean brand restaurant and foreign's in the food service industry, and suggesting useful human resource management. As a result, the survey showed several findings; The first, workers in the Korean brand restaurant have more satisfied than foreign brand restaurant employee overall. The second, expecially employees in the Korean brand company have higher pride and vision than those of Foreign brand company in the restaurant business. The third, service staffs in the both recognized very low in the working schedule, fairness of promotion, and wage. Some implications are as followed; The first, works as a one day manager or unit manager who is one of the best employees. The second, use education & training video to increasing the communication. The third, attend in the decision making to being a part of co' and giving a motivation.

• The Journal of Asian Finance, Economics and Business
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• v.2 no.2
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• pp.27-34
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• 2015

The 21st century belongs to biotechnology as it made profound impact in the field of health, food, agriculture and environmental protection. India's biotechnology industry is poised to record substantial growth, perhaps even overtake the robust IT industry. The objectives of the study are to determine the existing HR practices in Biotech Industry and to understand the need for the up gradation in existing HR Policies. Conclusive and descriptive research design has been used. Data is collected from 122 employees in 23 companies of Biotech Industry. It was found that Biotechnology companies require managers with unique qualities. The lack of solid managerial training and the associated risk of failure often have long-term consequences for the careers of research professionals. The efforts to achieve excellence through a focus on learning, quality, teamwork, and reengineering are driven by the way organizations get things done and how they treat people. Biotech industry is trying to establish itself in India for last one decade but is not showing any phenomenal growth because they still do not valuing their human resource as much they should be.

• International journal of advanced smart convergence
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• v.8 no.3
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• pp.145-150
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• 2019

Due to the development of science and technology and the emergence of new industries, the environmental change of the digital contents industry is rapidly progressing. The scope of technological development in the digital contents industry is affecting not only the entertainment industry but also various industries. Recently, with the development of digital convergence using realistic content, games, video, and VR have provided new opportunities for the growth of the content industry. The researcher determined that a new education system would need to be changed as the digital contents industry developed. For this purpose, an AHP questionnaire was conducted for experts with a high basic understanding of the education platform based on previous studies. We proposed a platform model for human resource development as an education system that meets the demand of digital contents industry. The education system for nurturing talents needed by future society should include elements that can interest the learning of users. The platform should not be approached from a system point of view, but should be developed from the content and user's point of view, considering the platform's original purpose.

• Nuclear Engineering and Technology
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• v.51 no.2
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• pp.618-625
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• 2019

When newcomer countries consider a nuclear power programme, it is recognized that the most important organizations are the Nuclear Energy Programme Implementing Organization (NEPIO), the regulator, and an operating organization. Concerning the number of construction delays these days, one of the essential organizations is an Authorized Inspection Agency (AIA). According to World Nuclear Industry Status Report, all of the reactors under construction in eight out of the thirteen countries have experienced delays. Globally, the Flamanville 3 project and Sanmen Unit 1 are 6.5 years and 5 years late respectively. One of the major reasons of delay is due to inappropriate manufacturing and inspection on safety class components. The recommendations are made to develop such an organization: (i) find existing inspection organizations in relevant industries, (ii) contract with expatriates who have experience on nuclear inspection, (iii) develop a legislative framework to authorize the inspection organization with enforcement, (iv) include a contract clause in the BIS for developing the AIA, (v) hold training programmes from vendor country, (vi) during manufacturing and construction, domestic AIA shall be involved.

• International conference on construction engineering and project management
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• 2005.10a
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• pp.956-961
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• 2005

Delay, cost overrun and inferior quality in public works are common in Nepal and Cambodia. Almost 90 percent of the civil construction engineers working in the industry were one-degree graduates without appropriate training. The civil engineering education had provided elemental engineering knowledge to the graduates however integrated engineering and management knowledge and skill are essential for efficient infrastructure development. ODA in developing countries had been concentrated in hard infrastructure development without improving the quality of higher education. Integrating ODA to engineering education system would help develop qualified technical manpower and appropriate technology domestically, and improve the efficiency in infrastructure development in developing countries.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.10 no.8
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• pp.2126-2133
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• 2009

As expected that a robot-industry will grow up rapidly toward a huge market, many countries try to develop the official policies to support a robot-industry. Following this trend, many robot researches are proceeded in the various technical areas by the government-initiated R&D strategies in Korea. These R&D programs are archived by academic-industrial collaboration and furthermore, include the disseminated linkage of academic-industrial collaboration and the human resource development program which pursues the problem solving and technical training for companies suffered by several technical difficulties. This paper shows the several analyses and considerations of provisional results of these collaboration programs. First, each program of specialized plan for next generation is reviewed and the accomplishment of human resource development for robot research is evaluated. Finally, several considerations are represented for continuous and desirable expansion of these programs.

• Journal of International Area Studies (JIAS)
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• v.14 no.2
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• pp.287-310
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• 2010

Developed nations are increasingly seeking to secure competitiveness in the international market through the development of human resources of workers in high value-added industries. And what is especially important in this process is the fact that workers, employers, and concerned government agencies are participating together in building and improving workers' skills through partnerships. This is based on the perception that workers training programs conducted according to the interest of one side are difficult to bring desired results. For the past decades, Korea has focused mostly on labor-management-government partnerships and strategies for developing the human resources of workers in developed nations in Europe. Related case studies show labor-management-government partnerships in European countries established through powerful trade unions, and interested parties actively cooperate and participate in employment and training programs that benefit both workers and employers. In contrast, studies on human resource development participated by workers and employers are relatively rare in the US, the reason being the lack of a mechanism for establishing labor-management-government partnership due to the country's strong tradition of decentralization and the emphasis on market principles. However, while it is difficult to find such channels for dialogue between workers, employers, and the government in th US on the federal level, there are many regional-level or industry-level programs that tackle common problems through partnerships between interested parties. This study analyzes how the regional labor-management-government partnerships in the US work and examines the types of programs operated by investigating the One-Stop Center based on the Workforce Investment Act and the Wisconsin Regional Training Partnership. While the One-Stop Center is a regional labor-management-government partnership model that is institutionally executed in each state according to the Workforce Investment Act, the WRTP is a regional labor-management -government partnership model led by the private sector. The two examples are introduced in the OECD as best practice examples of regional partnerships, and are key references to Korea's current human resource development policy.