• Journal of the Korea Convergence Society
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• v.12 no.9
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• pp.169-178
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• 2021

It is the post-corona era that we will soon face. It is time to achieve the original purpose of job training for health and welfare personnel operated by the Korea Human Resource Development Institute for Health and Welfare and to innovate change to maintain educational consistency. This study reviewed literatures to find alternatives for efficient and effective curriculum operation by integrating contents of health and welfare job education. Through this, we decided to check the possibility of building an open platform and suggest it as a sufficient alternative. It is expected that the establishment of the open platform for job education in the health and welfare sector will enable the education accessibility and the management of the learning management system of the subjects. Above all, it will contribute to the duplication of the education experts and the efficiency of the budget.

• Fire Science and Engineering
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• v.23 no.5
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• pp.173-180
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• 2009

As cities become recently more crowded, various and enlarged, it is required a cutting-edge technology for fire industry. According to this, a transition is attempted from production intensive industry toward knowledge based industry. At this point, in order to develop fire industry into knowledge based high value industry, industry innovation capability is required and it heavily depends on human resource competitiveness. Accordingly, in this study is aimed to look the status of domestic fire industry personnel training by classifying the fire industry manpower by field skill personnel, high technology personnel, and professional research personnel and to suggest problems with personnel training followed by each classification and how to improve them.

• Journal of the Korean Institute of Landscape Architecture International Edition
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• no.2
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• pp.147-152
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• 2004

With the rapid development of urban suburbanization, a plenty of commercial operation of suburban environmental resource, the environment in suburb is more and more deteriorated. It also leads some passive effect on ecology, human, society and nature etc. At the same time, a serial of emergency rescue action has been implemented to decrease the deteriorating of suburban environment. For example, some important ecology nature reserves were built up; some compulsive protections have been put in practice for some key resource development region and gotten some good achievements. However, we still face the problem is that how to balance the contradiction between suburban environment resource development and conservation. It's necessary to introduce some western advantage management ideas, combined our actual situation, to find a way which is the most benefited to combine our country's suburb environment development and use.

• Journal of Family Resource Management and Policy Review
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• v.24 no.1
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• pp.41-53
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• 2020

The purpose of this study was to identify the factors that affect middle-old aged housewives' participation in lifelong learning as a part of human resource development. Through purposive sampling, the study recruited 163 full-time housewives over age 40 years who live in C City. As a result, first, 87.1 percent of all respondents, or 142, said they were willing to participate in lifelong learning in the future. There was no statistically significant difference in the results of cross-checking by age, educational background and monthly household income variables. Additionally, we used cluster analysis to measure differences in participation intentions according to the perception of human resource development of middle-old aged full-time housewives. The perception variable of lifelong learning is: First, Cognitive degree, second, importance, third, activation awareness. Cluster 1(n=16) was divided into generally low-perception types, such as cognitive degree, importance, and life-long learning activation of the C city, while Cluster 2(n=61) was classified as a type of person who thinks that lifelong learning is important to life and Cluster 3(n=86) was generally classified as a type with a higher lifelong learning perception. and we found that there was no difference in the intention to participate in lifelong learning by all cluster Lastly, we found that participants who valued human resource development scored significantly higher on measures of cognition than those who did not value it. Based on these results, we advocates social change that encourages the cultivation of talent through lifelong learning programs that can positively affect one's unique identity, not just wife and mother, and provide opportunities for self-development.

• Korean Journal of Pharmacognosy
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• v.49 no.1
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• pp.47-54
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• 2018

Astilbe rubra (AR) is a perennial, belongs to the Saxifragaceae family, it contains tannin and triterpene. AR has been used in republic korea to improve toxication, fever, pain and convulsion. Recently, number of natural products have been analyzed for potential pharmacological activities including anti-cancer, anti-obesity and anti-diabetic medication. Consequently, we investigated the growth inhibition effect of Astilbe rubra water extract (WAC), ethanol extract (EAC) and bergenin on Hela cell (human adenocarcinoma cell). From whole plant of A. rubra, bergenin was isolated by column chromatography and its structures were identified by $^1H$, $^{13}C$ NMR and IT TOF-ESI MS. High extraction efficiency of bergenin was shown at 0.95% under 60 min reflux extraction with 50% MeOH. The MTS assay showed that EAC (ethanol extract) treatment increased cell death in a dose-dependent manner. Moreover, EAC treatment on Hela cell increased apoptotic cell death and caspase-3 activity. Results suggest that EAC has growth inhibition effect on Hela cells, but not WAC and bergenin. $500{\mu}g/mL$ EAC treatment inhibited Hela cell at $60.2{\pm}1.5%$.

• 한국IT서비스학회:학술대회논문집
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• 2005.11a
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• pp.570-574
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• 2005

전자정부 로드맵에 발맞추어 교육인적자원부의 정보화 추진전략을 가시화하고, 지식 기반 업무혁신 포탈을 구축하여 업무 효율성을 제고한 사례를 소개한다. 조직 특유의 전문성을 강화하고, 개인의 업무수행능력 제고를 통한 조직역량 강화를 위해 최적의 지식관리 체계를 구축하고, 정보화 전략체계 추진의 1단계로 행정 업무의 편의를 높일 뿐 아니라 대외 업무와의 효율적인 연계를 이끌어내고자 업무혁신을 위한 포탈 시스템을 구축하였다. 이에 시스템 도입 후 부내 혁신 마인드 제고를 위한 노력과 국민의 참여 반영 현황을 서술하고, 향후 기간 정보시스템 통합 방안과 추진 애로사항을 결론으로 제시한다.

• IMMUNE NETWORK
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• v.21 no.3
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• pp.24.1-24.13
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• 2021

Due to the inconsistent fluctuation of blood supply for transfusion, much attention has been paid to the development of artificial blood using other animals. Although mini-pigs are candidate animals, contamination of mini-pig T cells in artificial blood may cause a major safety concern. Therefore, it is important to analyze the cross-reactivity of IL-7, the major survival factor for T lymphocytes, between human, mouse, and mini-pig. Thus, we compared the protein sequences of IL-7 and found that porcine IL-7 was evolutionarily different from human IL-7. We also observed that when porcine T cells were cultured with either human or mouse IL-7, these cells did not increase the survival or proliferation compared to negative controls. These results suggest that porcine T cells do not recognize human or mouse IL-7 as their survival factor.

• 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.

• Culinary science and hospitality research
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• v.6 no.2
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• pp.199-225
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• 2000

It is desirable that the management of human resources, as a strategy for the competition, should be the necessity for the hotel industries to survive in the rapid change and continuous development In other words, the management of enterprise provides the foundation to form human relationship, just as the hospitality industry operates with human relationship. Here by, all the problems out hotels have faced are that our hotels should look for a new human resources. The control of human resources in hotels means that if does not only satisfy hotels, employees, and guests but improves the personal ability. also it is important for the method of hotel operation as a management. Therefor, hotel managers have to get a good human resources, at the same time, improve the potential ability from them in order to get development for industries and a person. This study in the effective project for the human resources in hotels is relation to the organization of hotel sand he factor of human resources. This research if focused on the property of classification each factor in the control of human resources. according to the classification, the relationship and an effect are commonly made in groups of properties and are named respectively.

• Journal of Technology Innovation
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• v.4 no.1
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• pp.185-207
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• 1996

It is frequently pointed out that the Korean economy, with its scarce natural resources, would never have been able to achieve current levels of economic development without the massive provision of well-educated, hardworking human resources. Throughout the industrialization process ,full-fledged deployment and mobilization of qualified human resources have been the foundation to industrial policy and S&T policy. This paper describes the development of S&T human resources in Korea using various statistics including educational enrollment rates, unemployment rates, the allocation of researchers and R&D expenditures among sectors of performance, educational composition of employment within and across industries, technical human resource shortage rates, relative wage levels of SMEs, and composition of labor force by age-group and gender. While analyzing S&T human resources development, this paper discusses issues such as the mismatched demand and supply of skill and knowledge levels of the highly educated, the unbalanced distribution of S&T human resources between sectors, and the low utilization of the female and aged labor force. This paper suggests that the policy maker applies a hybrid of quantitative and qualitative policies to reduce the mismatches of supply and demand of skill and knowledge levels for each labor market categorized according to supply side.