• Journal of the Korea Safety Management & Science
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• v.12 no.2
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• pp.183-192
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• 2010

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.

• Hwankyungkyoyuk
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• v.16 no.2
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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.

• Journal of Fisheries and Marine Sciences Education
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• v.19 no.3
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• pp.403-414
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• 2007

The study aims at analyzing practices of vocational life of human resources in Busan. This study adopted a questionnaire method in research of university(14), college(12) and public & private vocational training institute(10) in Busan areas for empirical analysis. Analyzing items are consist of two parts. The one is employment life and job-seeking activity, the other is career development and future plan in career. The major findings of this study are summarized as follows. First, employees have had a 2-3 times job transfer experiences. Second, difficulties of job-seeking activity are lack of information and experience. Third, the best wanted region for job transfer is Seoul etc.

• Journal of Practical Engineering Education
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• v.12 no.2
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• pp.339-351
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• 2020

In response to changes in Fourth Industrial Revolution in recent years, the field of education has focused on development of the human resources in the areas of artificial intelligence (AI: Artificial Intelligence) and industrial robot. Due to particular interest in these areas, the importance of developing integrated human resources equipped with artificial intelligence technology is emphasized in higher education and vocational competence development. In regards to rapid changing environment, this study created a program "Fostering personalized AI integrated human resource" and established an operational model correspond to latest personalized education trend. The established operational model was conducted twice using Delphi survey with experts in AI and innovative education in order to verify the suitability of program's basic structure, training process, and the sub-components of the operational strategy. The final training model was applied to the online vocational training platform (STEP) and a plan was proposed to establish a personalized training model to foster an AI integrated competent individual.

• STI Policy Review
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• v.1 no.2
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• pp.19-31
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• 2010

This paper presents the policies Korea adopted to educate and train scientists/researchers and technicians/skilled workers. The Korean policies for the increase of human resources in science and technology that stimulated an upgrading of skills in industry and adapted to technical advancements are identified. An important factor is that the supply and demand mechanism created a virtuous circle so that the science and technology education and training policies were responsive to economic demands. In addition, policies to foster a human resource capacity have enhanced the contribution of human resources in science and technology for innovation and economic growth.

• International Commerce and Information Review
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• v.4 no.2
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• pp.233-252
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• 2002

This thesis is designed to draw up scheme for human resources development of the Korean software industry. Its concrete scheme is as follows. That is, IT professionals with international competitiveness should be cultivated, and a human resource development system, which can flexibly meet the market demands, has to be built. Pool of specialized programmers is necessary condition for achieving competitiveness in Korean software industry. Reeducation is also desirable to embody the agile productive capability into the existing human resources for new challenges in the industry. Well-organized human resources database will also make it easy to match new demand and to lower the transaction cost in switching jobs. To cope with the rapidly changing environment actively, human resource development and training system improvement through the cooperation with the concerned industries, universities, research centers and the government must be settled immediately.

• The Journal of the Korea Contents Association
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• v.16 no.7
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• pp.42-49
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• 2016

Chinese state-owned companies play an important role in national economy. Since training ensure gaining capabilities of human resources, the companies emphasize the importance of training human resources, also invest a lot of resources on training. The aim of this study is to find out the effect of training on job satisfaction and the mediating effect of self-efficacy. A total of 299 questionnaires is collected from Chinese state-owned companies to collect data and for hypothesis testing. The results show that training has a positive influence on internal and external job satisfaction. It is also found that a mediating effect of self-efficacy between training and job satisfaction.

• Journal of the Society of Disaster Information
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• v.2 no.1
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• pp.19-38
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• 2006

With rapid social change, security industries were diversified and universities related total security service were founded for training of specialist with a theory and practical affairs. Today, universities must provide an education which fits to job characteristics in rapidly changing society. Also students through this education must find their job properly. The purposes of this study, therefore, are to search a career selection of students majoring in total security service related departments and to study a role of universities for development of specialist related security industries. Revitalization plan of human resources for departments related security services are as follows ; roles of universities: a specialization of curriculum and a diversification of training method. 'academic-industrial cooperation', role of government: 'a legal and institutional policy on academic-industrial cooperation';. Universities, cooperations, government must cooperate mutually for development of specialist related security service field.

• The Journal of Korean Physical Therapy
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• v.27 no.1
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• pp.68-77
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• 2015

Purpose: This study was conducted in order to explore home visiting therapists' self-perceived role, problems, and supplement points of the home-based rehabilitation (HR) program based on the community-based rehabilitation (CBR) model. Methods: Four home visiting physical therapists, who conducted the HR program, participated in this study. After completion of the HR program, in-depth interviews were conducted using a semi-structured questionnaire for participants to explore their self-perceived role, problems, and supplement points of the HR program. Results: Participants regarded the role of the HR program as for "the linkage between recipient & society", "maintenance & improvement of recipients' physical function", and "education of recipient about the way of self rehabilitation". The problems and supplement points were derived from all phases of the HR program, including "human & material resources", "training program for human resources for HR service", "selection of recipient of HR service", "contents of the intervention for HR service", and "duration of HR service". Conclusion: These findings indicate that participants well recognized the intention of the HR program based on the CBR model, and suggest that high-quality human resources with rich expertise and experiences, a training program for HR service led by experts, and selection of recipients led by experts are necessary for an effective HR program. In addition, strategies and capacities specified to HR service should be identified, and applied to the training program for human resources for HR service. The results of this study could provide useful information when the government decides on the next guideline for home visiting health service.

• Journal of Digital Convergence
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• v.3 no.1
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• pp.27-44
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• 2005

Nowadays, demand for human resource for the e-learning industry is rapidly increasing along with the expansion of e-learning market capacity. However. there are numerous difficulties in expansion and industrialization of e-learning due to insufficient supply of human resources to meet the demand. Therefore, the goal of this study is to present various policy directions that can supplement the supply or e-learning manpower. Overall contents of this study focus on presenting the long-term directions for fostering of human resources for e-learning industry. Among these, role of government policies for fostering of human resources for e-learning industry is being particularly emphasized because e-learning industry is still at its infant stage.