• 한국멀티미디어학회논문지
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• 제6권4호
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• pp.685-697
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• 2003

The Web based multimedia programmes/courses are becoming widely available in recent years. Most of these courses focus on Behaviorist way of learning, which does not promote deep learning in any way. For Adults this approach further incapacitated, as it does not satisfy Andragogical needs. The search for Constructivist way of learning through the web applied to Indian conditions led to need for developing a curriculum development approach that would promote construction of knowledge through web based collaboration. This paper attempts to reengineer existing curriculum development processes and lays out a framework of‘Problem Based Online Learning (PBOL)’curriculum design. In this context, entire curriculum development life cycle is evolved and explained. This is a part of doctoral work (Ph.D), which is in progress and being undertaken by K.James Mathai, and guided of Dr.D.S.Karaulia.

• 아태비즈니스연구
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• 제13권1호
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• pp.125-139
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• 2022

Purpose - This study examines how employees' perception of HR department expertise affect their satisfaction of education and training. Moreover, this study explores that the HR department's communication activities moderate the main effects between satisfaction of education and training opportunities. Design/methodology/approach - This study predicts the positive relationship between employees' perceptions of HR department expertise and their satisfaction of education and training. Furthermore, the HR department's communication activities will strengthen this positive relationship. To test these hypotheses, this study used the Human Capital Corporate Panel (HCCP) datasets, especially individual-level 2017 data. The final number of samples is 1,947 for the analyses. In addition, this study utilized a hierarchical regression model with SPSS program. Finding - The results analyzed with the hierarchical regression model showed that the perceptions of HR department expertise had a positive relationship with satisfaction of provided educational and training. In addition, the HR department's communication activities moderated the relationship between perception of HR department expertise and satisfaction of education and training opportunities. Research implications or Originality - This study suggests academic and practical implications for future research in the human resource development filed by clarifying the critical factors to increase employees' satisfaction and transferability of education and training.

• Asia pacific journal of information systems
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• 제7권1호
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• pp.85-97
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• 1997

This paper is concerned with knowledge representation schemes best suited for human resource management (HRM) problem domains including human resource planing, selection, placement, compensations, performance evaluation, training and labor-management relations. In order to suggest the scheme we consider two research gods. First, we evaluate and prioritize. The knowledge representation techniques of frames rules, semantic nets and predicate logic that hove been recommended to managerial domains. The combined Analytic Hierarchy Process technique is employed to combine individual judgments effectively between two different expert groups. As a result if we are to select a single knowledge representation technique, a frame representation is best for most HRM domains and to combine frames with others is another choice. Second as a strategy for knowledge representation schemes we show some examples for each damn in terms of labeled semantic nets and two types of rules derived from the semantic nets. We propose nine knowledge components as ontologies. The labeled semantic nets con provide some benefits compared with conventional one. More clearly definea node rode information maces it easy to find the ac information. In the rule sets, the variables are the node of the semantic nets. The consistency of rules is validated by the relationship of the knowledge components.

• 대한임베디드공학회논문지
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• 제18권6호
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• pp.319-325
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• 2023

In this study, we proposed a method for hyperparameter optimization in the building and training of a deep learning model designed to process point cloud data collected by a millimeter-wave radar system. The primary aim of this study is to facilitate the deployment of a baseline model in resource-constrained IoT devices. We evaluated a RadHAR baseline deep learning model trained on a public dataset composed of point clouds representing five distinct human activities. Additionally, we introduced a coarse-to-fine hyperparameter optimization procedure, showing substantial potential to enhance model efficiency without compromising predictive performance. Experimental results show the feasibility of significantly reducing model size without adversely impacting performance. Specifically, the optimized model demonstrated a 3.3% improvement in classification accuracy despite a 16.8% reduction in number of parameters compared th the baseline model. In conclusion, this research offers valuable insights for the development of deep learning models for resource-constrained IoT devices, underscoring the potential of hyperparameter optimization and model size reduction strategies. This work contributes to enhancing the practicality and usability of deep learning models in real-world environments, where high levels of accuracy and efficiency in data processing and classification tasks are required.

• 산업경영시스템학회지
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• 제17권31호
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• pp.11-20
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• 1994

In these days, as human resource development is emphasized in an enterprise, the importance of evaluation of the education and training which is the means to practice is gradually increased. Because people wants to know the effects compared to the cost of the education and training in several years. Therefore, in this paper, I testified to a contribution about the strategic purpose of the functions of the education and training and I represented several strategies to practice it Through these strategies. the department of the education and training is getting know that how much does the education and training affect a prodectivity and a profit in offering service. And I also represented that it can be applied soft system analysis in developing concept model of ways of doing things. This analysis explains detaily the job performance skills which needs in each constituent element of system. The education and training can develop the ways of improving the job performance skills. The job performance skills affect a productivity and a profit. Finally, increasing of a profit due to the education and training represents the contribution of the strategic purpose and emphasize the development of the program for it. The education and training have to be considered the development of the marketing plan. If the prefects of the department of the education and training help their strategic purpose achievement, other departments can be given the services offering the education and training. The education and training measures the effects, embodies them and needs to be more sensitive making datas of the success cases.

• 산업진흥연구
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• 제1권1호
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• pp.159-166
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• 2016

본 연구는 중국 산동성 중소기업들이 도입하고 있는 성과주의 인적자원관리 관행이 어떻게 구성되어 있으며, 이러한 성과주의 인적자원관리제도가 기업의 성과에 어떠한 영향을 미쳤는지에 대해서 검증하고자 한다. 본 연구의 목적은 중국 산동성의 중소기업을 대상으로 채용제도, 교육훈련, 평가제도, 보상제도 및 승진제도 등 성과주의 인적자원관리제도와 조직유효성, 특히 조직몰입간의 인과관계를 분석하여 이에 관한 시사점을 모색하는데 있다. 연구결과 채용제도, 교육훈련제도, 승진제도 등의 성과주의 인적자원관리제도는 조직몰입에 매우 유의적인 영향을 미치는 것으로 나타났으나, 평가제도, 보상제도 등의 다른 요인들보다는 상대적으로 약한 영향을 미치는 것으로 확인되었다.

• 문화기술의 융합
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• 제10권3호
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• pp.259-265
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• 2024

본 논문은 기업이 갖는 인적자원개발(HRD)에 대한 의지, 인적자원개발(HRD) 시행수준이 기업의 내외적 경쟁력에 미치는 효과와 각 변수 간의 관계에 대한 조직몰입의 매개효과에 대하여 분석하였다. 연구모형은 기업의 인적자원개발 의지와 인적자원개발 실행수준이 기업의 내외적 경쟁력에 직접적으로 긍정적인 영향을 미칠 것으로 가정하였다. 그리고 인적자원개발 의지와 인적자원개발 시행수준이 조직몰입을 통해 기업경쟁력에 미치는 간접효과가 있을것으로 설정하였다. 분석에 필요한 자료는 한국직업능력개발원(KRIVET)이 시행한 인적자본기업패널 Ⅱ(HCCP Ⅱ) 조사(2차)에서 수집된 9,516명 종업원의 자료를 기업수준(500개 기업)으로 통합하여 활용하였다. 본 연구모형을 분석하는데에는 구조방정식 분석을 사용하였다. 분석결과에 따르면, 기업의 인적자원개발 의지와 인적자원개발 시행수준이 높을수록 기업의 내v외적 경쟁력이 높아지는 효과가 있는 것을 확인하였다. 또한 부트스트래핑을 이용한 간접효과 분석에서는 인적자원개발 의지와 인적자원개발 시행수준이 모두 조직몰입을 통 간접효과가 유의한 것으로 나타났다.

• 한국환경과학회지
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• 제32권9호
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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.

• 융합보안논문지
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• 제17권2호
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• pp.145-151
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• 2017

우리 군의 사이버 공간은 적으로부터 지속적인 위협을 받고 있다. 이 같은 사이버 위협에 대응하는 수단은 결국 군(軍) 정보보호 전문인력이다. 하지만 현재 우리군의 고급 정보보호 전문인력은 소수에 불과하며 체계적인 양성계획은 미비한 상태이다. 따라서 본 논문에서는 세계 주요국인 미국, 영국, 이스라엘, 그리고 일본의 사이버 전문인력 양성정책을 조사하였다. 그리고 국내 정보보호 전문인력 양성정책을 조사하여 간략하게 제시하였다. 그리고 국방 사이버안보 전문인력 양성을 위해 4단계 전문인력 양성 및 중장기 계획 수립, 단계별 교육체계 정립, 인증제 도입을 제시하였다.

• 한국환경교육학회지:환경교육
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• 제16권2호
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• pp.1-14
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• 2003

This study aims to review the present condition of human resources development in environment technology area and to explore the direction of human resources development plans, based on the results of a survey targeting experts in this area. Related papers & literatures are referred and a survey for experts' opinions are carried out. The survey was oriented to the importance and effectiveness of policies designed by Korea Ministry of environment. The main findings of this study are as follows; firstly, an emphasis should be put on generating professionals in charge of creating domestic demand for environmental purposes for promotion to make excellent environmental techniques being of practical use and help them go into businesses was turned out crucial; secondly, it is advised to upgrade the level of qualifications of environmental technicians by reforming into a graduate schoolcentered educational system on a human resource-rearing phase; thirdly, retraining should be provided by law to ensure the enhancement of re-educating the existing environmental technicians; fourth, efforts should be made to promptly develope new techniques and unify declining traditional items, deterring national technical qualification system oriented toward cultivating superintendents in the environment field.