• The Journal of Society for e-Business Studies
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• v.11 no.3
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• pp.89-108
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• 2006

This study is to survey on the status of human resource training programs related to ubiquitous technologies and services of domestic universities. So, this study develop a classification system about human resource related to ubiquitous technologies and services. We propose the implications and plans which are based on the status of human resource training programs related to ubiquitous technologies and services. Human resources related to ubiquitous technology are classified by the flow of information in ubiquitous environment. And human resources related to ubiquitous service are classified by ubiquitous user view. This study can be used to find collaboration alternatives for breeding up ubiquitous human resources and referred to analyzing on the supply and demand of ubiquotous human resources.

• Journal of Information Technology Services
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• v.7 no.4
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• pp.101-117
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• 2008

As the rapidly changing e-business environment and development of IT, it is difficult to predict appropriate demand and supply of human resources in e-business industry. Such problem causes the imbalance of needs in demand and supply and the difficulty of proving useful information about fostering necessary e-business human resource and so forth. This study present a manpower training plan in e-business industry by investigating e-business human resource in the market and by analyzing curriculums in selected universities. To achieve this objective, we conducted a survey study of e-business companies, educational organizations and workers. From the results of this study, we present the current status of e-business human resource market and the problems of past manpower training system, and provide recommendations. This study would help policy makers, the private companies and academic institutions in developing effective strategies for the e-Biz human resource sector.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2004.08a
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• pp.113-120
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• 2004

Considering the present and expected demand for human resources by the maritime community, its quantity and quality depend on the number of the ships and the technology applied to them. Scientific and economic developments in this community bring the intensive use of modem technology for many of ships operation. Generally it effects to reduce the quantity of manpower, while it increases the requirement of qualifications of human resources to utilize such advanced technology. Considering above, the maritime education, training and research activities should be revised and updated according to the demand of the community. Because of a difference between the transition of the demand for the human resources and development of the maritime education, training and research activities, there are two most common questions as “What to teach” and “How to teach”. The first question has been asked for many years. The contents of maritime education and training are always related to the existing maritime knowledge and technology and should be updated with consideration of changes of the demand namely “Globalisation of maritime community”. It brings globalisation of the maritime education, training and research activities. The second question is still keeping us busy to look for the best way. Presently traditional methods are used together with new system, while the use of sophisticated simulation, communication and information systems etc. and it is changing our understanding on teaching. This paper introduces the new role of Maritime Institutions from the viewpoints of the maritime education. training and research activities. The role of guide for seafarers and maritime companies is always essential and the concepts such as “Refreshment Training”, “On the Job Training”, “Lifelong” or “Continuous Training” bring new understanding to the training period, trainee's age and position. As a result, the maritime institutions should be ready for their new role, which is, in brief, guiding the maritime society, recommending and providing new learning environments, organising research and developments, performing the education, training and assessment, improving existing methods and developing new methods of the education, training and assessment.

• Hwankyungkyoyuk
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• v.17 no.2
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• pp.106-121
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• 2004

This thesis examined and analyzed the occupational status of the promising occupations in the environmental industry. A study on the status of the occupations in the environmental industry is very necessary for planning policies and improving occupations in the environmental industry. Studies and discussions regarding the status of the occupations in the environmental industry, however, were extremely insufficient. A survey of the employees in the environmental industry was conducted in order to certainly comprehend the status of the occupations, educational and training programs, and occupational changes and to utilize the result of the survey as foundational data necessary for occupational studies in the environmental industry. The subject of the survey was limited to the employees who had work for one or more years in twenty promising occupations in the environmental industry. The content of the survey was occupational performance competencies, occupational careers, the degree of occupational satisfaction, vocational education and training, working conditions, occupational changes, and the security of the human resources. Dissimilarities as well as similarities among twenty promising occupations were discovered according to the analysis result of the occupations in the environmental industry. A major discovery was that there are lots of difficulties in securing environment-related human resources. Primary reasons for the difficulties were inconsistent working conditions and the shortage of the qualified human resources. To solve the difficulties in securing the human resources, the curriculum of the educational and the training institutes should be innovated and the human resources from the institutes could be applied to the workplace directly after the graduation.

• Proceedings of the Safety Management and Science Conference
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• 2009.11a
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• pp.125-144
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• 2009

Korean logistics industry have been focused on transportation business. However, with the expansion of the electronic commerce and on-line shopping, delivery service is now dramatically growing. Despite the expansion of logistics market, the domestic logistics industry have significant structural problems such as low productivity comparing with the advanced countries, relatively high cost and shortage of human resources and lack of professionalism of people in the industry. Logistics companies reallocate employees, use subcontractors, expand consignment and training the employees to overcome the labor shortages but it has some limits. In recognition of the importance of labor in the logistics industry, financial support and investment have increased. Logistics companies tend to hire consultants, set up logistics department or R&D center in order to establish highly productive logistics process and system so it is viewed that there will be considerable demands of human resources in the logistics industry. This study indicates implications and development direction of human resources in the logistics industry by looking into prospect and characteristic of the industry, employment status, training programs and qualification requirements.

• Journal of Korea Spatial Information System Society
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• v.10 no.4
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• pp.67-75
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• 2008

This study is for the effective training strategy of human resources for the u-City construction to support the u-City human resource development plan of the Ministry of Land, Transport and Maritime Affairs (MLTM). One of the biggest problems concerning u-City is the shortage of advanced human resources for the u-City constructions. The characteristic of u-City makes u-City related human resources had knowledge of various fields including IT, GIS, construction engineering, urban planning and so on. But, there are only a few programs to train u-City related human resources. Therefore, this research established the objective of the training strategy for u-City human resource development as "the training strategy of human resources for the successful u-City constructions". To achieve this objective, four different core strategies are established like followings: (1) demander-oriented education, (2) regional balanced education, (3) integration education of u-City related subjects, (4) u-City related education infrastructure development. These 4 different core strategies can be achieved from 5 sub projects like followings: (1) demand estimation of u-City human resources, (2) u-City education from selected regional core universities, (3) u-City education from u-City human resource education centers, (4) online education and (5) construction of education infrastructures. These 5 interrelated sub projects can be preconditions of the successful human resource strategy development.

• Journal of Korea Port Economic Association
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• v.21 no.1
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• pp.93-109
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• 2005

The paper draws the scales of supply and shortages of port logistics area's human resources based upon the future prospect of its supply and demand. Due to the problems that we face today with human resources training and inequality between the levels of demand and supply, introduction of a new training system by local universities and their overall improvement are brought up as the needs of the times. In order for these to happen, the local universities need to assure originality by specializing Port Logistics area. They need to develop demand-oriented port logistics education programs through establishment of cooperation among the universities, as well as expand qualitative and quantitative improvement their educational programs. In addition the local universities have to act as the central of nurturing local talents by developing an educational-governmental cooperation, leading port & logistics' educational policy as think-tank and producting ready-to-work talent.

• Korean journal of communication and information
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• v.37
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• pp.100-138
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• 2007

The purpose of this paper is to consider how the Korean major broadcasts employs their broadcasting human resources and makes use of them in connection with broadcasting education as media education in universities. The problems deals with broadcasting education in universities, particularly with regard to the point of broadcasts view, with the training & reeducation systems and with the academic-industrial cooperation. By using depth interview with experts(directors of personnel management of the broadcasts), this paper explores meaning of media education for the training of broadcasting human resources. In the opinions of the responsible officers for personnel management, it distinctly exists different points of view between the related academic circle and the broadcasting on-site. The related academic circle criticizes the chronic invariability of broadcasts, and the broadcasts the impractical broadcasting education of the academic circle.

• Journal of Engineering Education Research
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• v.18 no.6
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• pp.18-23
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• 2015

Nowadays, IT that leads information era is closely connected to our lives. The importance of training human resources for global empowerment on IT is being emphasized all over the world. With the growth of international society, the cultivation of global human resources now includes the cultivation of future human resources and the educations related with the career development program. However, the programs that colleges are operating for the cultivation of global human resources have been limited only to supporting the participation in international training program, operating camp and conferences, etc. On the contrary, to give many learners chances of experiencing courses for global empowerment and employment capability, We are operating the Internet of Everything online education program with Cisco Networking Academy Korea. Based on the management cases of Internet of Everything online education program, this thesis is suggesting a career program on global empowerment that many learners can experience, different from the limitation of the existing program.

• Journal of the Korea Institute of Building Construction
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• v.10 no.6
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• pp.39-47
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• 2010

Top-notch global construction firms have been responding strategically in order to survive in a rapidly-changing market environment by training and securing excellent human resources. The purpose of this study is to propose a guideline for establishing a strategic human resources management system for the Chinese construction sector. Specifically, this study intends to suggest an overall strategic plan for improving the human resources management system based on the research outcomes obtained through an analysis of the Chinese construction market and human resource management practices. To meet the proposed research purpose, questionnaire survey and in-depth interviews were conducted in China. The analysis results indicated that Chinese construction firms are generally not prepared to carry out efficient training programs. In addition, the available contents and materials for education and technical training are extremely limited. Based on the problems drawn from the analysis results, an overall plan for the improvement of the education system is suggested.