• Journal of Engineering Education Research
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• v.19 no.6
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• pp.32-37
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• 2016

The purpose of this study is to extract a skill level of human resource in the field of science and technology. To accomplish the goal of this study, precedent research was conducted and then, the draft of skill level for Human Resource in the field of Science and Technology (HRST) was created by wrap-up meeting. The skill level of the HRST was finalized after confirming verification of 20 SMEs (Subject Matter Experts) from January to February 2016 by two times. The conclusions are as follows; First, the skill level of the HRST consists five categories. Each of the level has educational background, work experience, certification, duty, major and so on. Second, the contents of the skill level were found to be mostly valid.

• Journal of Engineering Education Research
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• v.18 no.1
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• pp.41-46
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• 2015

As depopulation era is coming, increasing utilization of human resource becomes one of main policy issues. Transferable skills have been highlighted as one of key factors to deal this issue. This paper surveys transferable skills of new human resource in science and technology who firstly entered labor market in recent two years. Teamwoking, problem solving and creativity have been identified as the most important transferable skills. In addition, there is no difference among industry sectors in terms of required transferable skills. Based on the survey results, we consider political implication in engineering education.

• Journal of Korea Technology Innovation Society
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• v.17 no.1
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• pp.264-288
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• 2014

The competition for attracting outstanding HRST (human resource for science and technology) who can lead technological innovation is heating up all over the world. The various concepts, which are brain drain, brain gain, brain overflow, brain migration, brain circulation, are used to explain the international mobility of HRST. But the concept of brain scout is the more adequate for explaining in the case of outstanding HRST as the main cause of excessive competition for scouting. This study analyzed the critical factors of the determinants of Korean students in the USA who have intentions of returning to Korea in view of brain scout. As the first step in this study, potential factors and hypothesis are established by the interviews. As the second step, the major factors are examined by surveys and hypothesis testing. Also, a new model for decision-making is proposed which describes intentions of returning to Korea by logistic regression analysis and contributions of each factor derived from this study were compared. Finally, policy implications for attracting outstanding HRST and the limit of this study are discussed.

• The Journal of the Korea Contents Association
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• v.6 no.9
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• pp.152-163
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• 2006

The development of Semantic Web basically requires knowledge induced from the formalization and semantization of information, and thus ontology should be introduced as a knowledgization tool. URI(Universal Resource Identifier) is an indispensible scheme to uniquely indicate individuals on ontology. However, it is difficult to find the use cases of URI in real data including science and technology papers. This paper describes the method to construct internal and external human resource information based on URI from the papers. We use co-authors, e-mails, publication date, and affiliation for discriminating authors with the same strings. HRST(Human Resources devoted to Science and Technology) is referred to acquire URIs for human resource. We expect the internal and external human resource information would be adopted to outcome analysis applications such as researcher network analysis and outcome statistics.

• Proceedings of the Korea Contents Association Conference
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• 2006.05a
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• pp.223-226
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• 2006

The development of Semantic Web basically requires knowledge induced from the formalization and semantization of information, and thus ontology should be introduced as a knowledgization tool. URI(Universal Resource Identifier) is an indispensible scheme to uniquely indicate individuals on ontology. However, it is difficult to find the use cases of URI in real data including science & technology publications. This paper describes the method to construct human resources based on URI which are the critical components on national R&D reference information ontology. We use co-authors, e-mails, publication date, and affiliation for discriminating authors with the same strings. HRST is referred to acquire human resource URIs. We expect the human resources would be adopted to outcome analysis applications such as researcher network analysis and outcome statistics.