• Journal of Engineering Education Research
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• v.13 no.4
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• pp.26-35
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• 2010

The phase of science and technology is growing in the national competitiveness. The major countries have a lot of effort being made to expand science and technology capabilities. Acquiring top talents in science and technology is a key pillar of this effort. In this study, we show the needs of businesses and organizations need to look and expect the role of the top talents in science and technology. In addition, we present implications for engineering education and human resources management on the utilization of top talents in science and technology.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.9
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• pp.121-129
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• 2022

For decades, Vietnam has been concerned about the need to improve human capital to meet the demands of a knowledge-based economy. The analysis of the country's current situation of human resources in terms of structure, quantity, and the quality shows that Vietnam's human resources are under-qualified compared with other countries in Southeast Asia, such as Thailand, Malaysia, and Singapore. This poses significant challenges to the economy because the development of human resources is always an urgent requirement for a new economy with fast growth, like in the Vietnamese economy. To attract foreign investment capital and develop more strongly, human resources in Vietnam must have progressed in both quality and quantity. Therefore, the author conducts this study to find out the factors that directly affect the quality of human resources, thereby evaluating and offering appropriate solutions to improve the quality of current human resources in Vietnam. More specifically, through quantitative analysis and survey with data about 4000 employees in Ho Chi Minh City, the author has discovered that there are four important factors that make the difference in labor quality, which are age, gender, marital status, and education level of the workers.

• Nuclear Engineering and Technology
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• v.43 no.4
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• pp.375-382
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• 2011

The prospects for growth of the nuclear power industry in Korea have improved remarkably as the demand for energy increases in stride with economic development. Meanwhile, as nuclear energy development is enhanced, nuclear technology has also improved evolutionarily and innovatively in the areas of reactor design and safety measures. As nuclear technology development in Korea advances, more human resources are required. Accordingly, the need for a well-managed program of human resource development (HRD) aimed at assuring needed capacities, skills, and knowledge and maintaining valuable human resources through education and training in various nuclear-related fields has been recognized. A well-defined and object-oriented human resource development and management (HRD&M) is to be developed in order to balance between the dynamics of supply and demand of the workforce in the nuclear industry. The HRD&M schemes include a broad base of disciplines, education, sciences, and technologies within a framework of national sustainable development goals, which are generally considered to include economics, environment, and social concerns. In this study, the projection methodology considering a variety of economic, social, and environmental factors was developed. Using the developed methodology, medium- and long-term nuclear human resources projections up to 2030 were conducted in compliance with the national nuclear technology development programmes and plans.

• Journal of Korea Game Society
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• v.15 no.3
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• pp.87-96
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• 2015

Fun and happiness are the intrinsic values of the human beings. Game is one of the most efficient tools which satisfies those intrinsic values. Approaches and methods combining game and education to provide the enjoyable education environments have been increasing. As use of gamification in corporate and school education environments for human resources is increasing, significant voices of concern on the limitations and side effects of combining game and education are continuously increasing. The purpose of this paper is to energize the use of gamification in education environments by clarifying the limitations and side effects of gamification and seeking ways to overcome those factors. This paper summarizes an observational research on the limitations and side effects of gamification in education environments, and provides the interviewees' opinions on gamified classes.

• Journal of the Korean Society of Fisheries and Ocean Technology
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• v.56 no.3
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• pp.265-276
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• 2020

The objective of this study is to develop education programs for cultivating smart aquaculture experts through a education demand survey of industries, high school students, university (graduate) students and field workers. The industry demand analysis was conducted as an in-depth interview on representives from seven companies. Education demand surveys were conducted on 96 students and field workers in the Jeonnam region. Results on the demand survey were analyzed using frequency analysis and cross-analysis. The company representatives responded that they want to participated in internship and retraining programs to proactively secure manpowers with convergence capabilities about smart aquaculture. Seven companies preferred manpowers with basic competencies on ICT (Information and Communications Technologies) or aquaculture. The most respondents in the demand survey want to participate in the education program for experience on advanced technology, self-development and enhancement of work capability. On the other hand, some respondents said that the education is time-consuming and that the education program does not fit their level. Thus, the education program should be developed in a way to minimize the spatial and temporal limitations of education targets and to improve understanding of non-majors by reflecting the demands of human resources in the industrial field.

• 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.

• 한국디지털정책학회:학술대회논문집
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• 2003.12a
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• pp.365-376
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• 2003

The persons who realize e-Business should have capabilities of understanding in both information technology and business processes. It is expected that current education policies and systems could not meet needs of e-Business human resources in Korea. In this paper, we define and categorize human resources for e-Business as to application areas and expertise levels. An intensive field survey has been conducted. Based on the survey results, several strategic and practical alternatives are suggested for development of e-Business human resources in Korea.

• 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 the Speleological Society of Korea
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• no.85
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• pp.25-27
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• 2008

Ondal Cave is important and significant in terms of cultural value and tourism. In addition, there are abundant historical and cultural resources nearby. If the geographical strength is taken advantage of, the cave would evolve into a great tourist destination and natural education spot. This paper has investigated humanistic environment of Ondal Cave in considerations for the surrounding tourism resources. There are abundant tourism resources around Ondal Cave. However, they are rarely connected with each other. In fact, they are very partially interrelated around Guinsa(temple) only. Furthermore, the number of tourists has gradually decreased. Therefore, it‘s required to further develop tourism programs and surrounding tourism resources.

• Journal of Korea Society of Digital Industry and Information Management
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• v.8 no.3
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• pp.33-39
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• 2012

Since the passing of the Personal Information Act in March 2011 and its initial introduction in September, over the one year to date diverse security devices and solutions have been flowing into the market to enable observance of the relevant laws. Beginning with security consulting, corporations and institutions have focused on technology-based business in order to enable observance of those laws competitively in accordance with 6-step key procedures including proposal, materialization, introduction, construction, implementation, and execution. However there has not been any investment in human resources in the field of education such as technology education and policy education relative to the most important human resources field nor investment in professionals in the organization for the protection of personal information or in human resources for operating and managing IT infrastructure for actual entire personal information such as special sub-organizations. In this situation, as one process of attracting change from the nature of the technology-based security market toward a professional human resource-based security infrastructure market, it is necessary to conduct research into standardization modeling concerning special organizational composition and a management system for the protection of personal information.