• Journal of Contemporary Eastern Asia
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• v.14 no.2
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• pp.37-44
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• 2015

Many people criticized how the Chinese government responded to the Wenchuan Earthquake. They focused on how it failed to address the psychological needs of the survivors. The study presented here approached this issue from a human resources perspective. It was determined that the Chinese government approached the situation in a bureaucratic way that limited the government's capacity and barred non-profit organizations and community groups from participating. It was also found that survivors could not contact these organizations for psychological support. This study concludes that the situation called for a more flexible and improvised institution that would respond to the emerging needs of survivors.

• Molecules and Cells
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• v.41 no.7
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• pp.613-621
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• 2018

The capacity of differentiation of human pluripotent stem cells (hPSCs), which include both embryonic stem cells and induced pluripotent stem cells, into cardiomyocytes (CMs) in vitro provides an unlimited resource for human CMs for a wide range of applications such as cell based cardiac repair, cardiac drug toxicology screening, and human cardiac disease modeling. However, their applicability is significantly limited by immature phenotypes. It has been well known that currently available CMs derived from hPSCs (hPSC-CMs) represent immature embryonic or fetal stage CMs and are functionally and structurally different from mature human CMs. To overcome this critical issue, several new approaches aiming to generate more mature hPSC-CMs have been developed. This review describes recent approaches to generate more mature hPSC-CMs including their scientific principles, advantages, and limitations.

• Korean Journal of Social Welfare Studies
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• v.44 no.3
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• pp.147-175
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• 2013

The purpose of this study is to examine the effects of the organizational characteristics and interorganizational network level on social welfare organizationas' effectiveness using structural equation model. For achieving this purpose, this study defined organizational effectiveness as financial, human and physical resource capability according to resource systems approach. Organizational characteristics variables included the number of qualified staff, degree of resource dependency, the proportion of government subsidies, the main organizational philosophy, establishment year, the attitude of top manager and the number of informal ties. Interorganizational network variables were divided by outdegree centrality and indegree centrality. The data collected from women's welfare organizations in Seoul through survey method. The analysis tools used the UCINET 6.245 for the network analysis and AMOS 18.0 for the structural equation model. The results of this study are as follows. The factors affected on the financial resource capacity were the number of qualified staff, the proportion of government subsides and the indegree centrality. Meanwhile, only indegree centrality directly influenced on the human resource capability. The significant affecting factors on physical resource capacity were the number of qualified staff, the attitude of top manager and informal ties. Based on these results, the implications of this study and the ways to enhance social welfare organization's effectiveness were discussed.

• 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.

• Management Science and Financial Engineering
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• v.17 no.1
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• pp.45-63
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• 2011

The aim of this paper is to consider the process of supplying trained workers with knowledge and skills for upcoming business opportunities and the process of training apprentices to be prepared to meet future demands in an IT service firm. As the demand for new workers fluctuates, a firm should employ a buffer workforce such as apprentices or interns. However, as a result of rapid business development, the capacity of the buffer may be exceeded, thus requiring the company to recruit skilled workers from outside the firm. Therefore, it is important for a firm to map out a strategy for manpower planning so as to fulfill the demands of new business and minimize the operation costs related to training apprentices and recruiting experienced workers. First, this paper analyzes the supply and demand of workers for the IT service in a knowledge-intensive field. It then presents optimal human resource planning strategies via the familiar method of stochastic process. Also, we illustrate that our model is applied to the human resource planning of an information security service firm in South Korea.

• 한국디지털정책학회:학술대회논문집
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• 2005.06a
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• pp.571-589
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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 arc 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 measures that can supplement the supply of e-learn ing 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.

• Journal of the Korean Society for Marine Environment & Energy
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• v.20 no.1
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• pp.45-54
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• 2017

The youth unemployment problem has become a consistent issue with the number recently surpassing 1million. The marine and fisheries sector, being no exception, is having problems attracting outstanding individuals to the sector on the one hand, and in providing high quality jobs on the other, resulting in an imbalance in the supply and demand of the marine and fisheries sector workforce. In order to supply a workforce that meets the future and on the ground demands, addressing of the qualitative rather than the quantitative aspects of the imbalance issue is more important. Thus, the following strategies are recommended: 1) focus on developing a highly skilled workforce that corresponds to future and on the ground demands; 2) improve educational infrastructures such as training equipment, and enhance the professional capacity of school teachers; 3) establish an integrated system for the management of the education and re-education of human resources.

• KSII Transactions on Internet and Information Systems (TIIS)
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• v.11 no.2
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• pp.687-708
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• 2017

The machine-to-machine (M2M) communication is featured by tremendous number of devices, small data transmission, and large uplink to downlink traffic ratio. The massive access requests generated by M2M devices would result in the current medium access control (MAC) protocol in LTE/LTE-A networks suffering from physical random access channel (PRACH) overload, high signaling overhead, and resource underutilization. As such, fairness should be carefully considered when M2M traffic coexists with human-to-human (H2H) traffic. To tackle these problems, we propose an adaptive Slotted ALOHA (S-ALOHA) and time division multiple access (TDMA) hybrid protocol. In particular, the proposed hybrid protocol divides the reserved uplink resource blocks (RBs) in a transmission cycle into the S-ALOHA part for M2M traffic with small-size packets and the TDMA part for H2H traffic with large-size packets. Adaptive resource allocation and access class barring (ACB) are exploited and optimized to maximize the channel utility with fairness constraint. Moreover, an upper performance bound for the proposed hybrid protocol is provided by performing the system equilibrium analysis. Simulation results demonstrate that, compared with pure S-ALOHA and pure TDMA protocol under a target fairness constraint of 0.9, our proposed hybrid protocol can improve the capacity by at least 9.44% when ${\lambda}_1:{\lambda}_2=1:1$and by at least 20.53% when ${\lambda}_1:{\lambda}_2=10:1$, where ${\lambda}_1,{\lambda}_2$ are traffic arrival rates of M2M and H2H traffic, respectively.

• Journal of the Korean Institute of Intelligent Systems
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• v.26 no.6
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• pp.498-504
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• 2016

This study investigates the relationship between human resource capacity and financial and non-financial performance. We examine the previous studies on human resources and corporate performance, the performance factors of SMEs, financial performance and non-financial performance. Based on this research, model and research hypothesis were set up. According to study result, CEO's competency influences on both of non-financial and financial performances. The period of CEO's experience in one industry positively effects on filing number of intellectual properties(IPs). Firm's basic competency positively effects on non-financial performance but has meaningless impact on financial performance. The extent of education and experience of executive managers positively influences on filling number of IPs. The extent of education and experience of R&D personnel also positively effects on technology innovation output. Executive managers specialties may influence on long term performance but are identified that those have no influence on financial performance.

• 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.