• Journal of The Korean Association For Science Education
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• v.12 no.1
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• pp.119-127
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• 1992

The purpose of this study is to show the way of teaching the scietific talent in Japan. This study was conducted only by the printed matters. The results of the investigation are as follows: 1. Japan at present has neither systems nor laws for offical scientific talent education. 2. Japanese's scientific knowledge and way of rational thinking had been widespread among the general public by elementary education from one hundred ten years or so ago. 3. In addition, the instrument subjects such as foreign language and mathematics were well educated in the elementary and secondary school level and the preparatory courses of college. 4. Especially, the third and the first preparatory courses of a college(Daisan Koukou and Daiitchi Koukou) and Kyoto University have contributed greatly to the cultivation of liberal spirit in education, which turned out to be one of the essential elements for scientific talent education.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.974-985
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• 2013

This research aimed to propose policy alternatives on acquisition and retention of SME's R&D personnel through the analysis of the status and problems of SME's R&D personnel. As research methods, literature review, survey analysis, domestic and foreign R&D personnel support system and practices benchmarking, human capital corporate panel (HCCP) and integrated survey DB material analysis, and case investigation by interview were used. The occupational status and problems of SME R&D personnel concerned on the corporate size, HRM practices on satisfaction and HRD problems, talent personnel management and training system status, the core talent management system and R&D personnel management system, and its complaints were organized. As conclusion, we have proposed alternatives on acquisition and retention of R&D personnel focused on the talent management. Suggestions were such as supports on R&D personnel management system and its dissemination, systematic career development programs, and excellency promotion on SME's and R&D talent personnel.

• Journal of The Korean Association of Information Education
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• v.14 no.4
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• pp.637-649
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• 2010

Now the school is in mass production to keep pace with the changing times to identify individual students to develop the talents of various attempts have been investigated. However, a student in the field to identify individual talents to help develop the system is not being utilized. In this study, students identify and develop individual talents to help the mixed recording system designed and implemented a comprehensive talent and the effects were examined. Teacher and parent observations, tests, prize-winning history analysis, analysis methods such as after-school activities for students' individual talent was recognized. Students through the multiple intelligence test was to identify their talent. This system is developed and applied the results, teachers have found the individual child's talents. The students' parents, who helped identify the individual talent. In addition, various educational activities utilizing multiple intelligence which has been developed.

• Journal of Broadcast Engineering
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• v.25 no.6
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• pp.922-934
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• 2020

The talent trading platform is a platform that brokers transactions such as program coding, media content production (video, music, presentation materials, etc.), design, learning, and repair. Existing talent trading platforms provide a server-client model-based service, which incurs server operating costs and arbitration labor costs for transactions, which has a disadvantage that users bear high service fees. This paper proposes a method to reduce server and database operation costs by uploading transaction information to blocks through the system as a distributed app (dApp) based on the Ethereum platform. In addition, it proposes a method to lower transaction fees by reducing the labor cost of transaction arbitrators through smart contracts. Compare and analyze the cost processing procedure and transaction fee size of the blockchain-based talent trading platform and the existing talent trading platform.

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.675-682
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• 2016

Design-talent donation is a new form of social contribution activities using designers' professional skill and experience. The purpose of this study is to demonstrate which causes affect the inclination to participate in design-talent donation, taking into account that the research compared prospective designers and professional designers. When it comes to research method, this study classified the capabilities of designers with professional designers and prospective designer as potential talent donation provider. The research executed questionnaires of each factors and collected data were verified by using t-test analysis. Through the survey analysis to determine the factors affecting each group validated statistical difference between the two groups. The results showed that there is a significant difference in the impact factors between professional designers and prospective designers who involve in design-talent donation. The type of compensation could be expected to know that there is no significant correlation between the two groups. The meanings of this study are value addition criteria for the design output that provided from design talent donation should be clarified and ultimately is expected to specify the design talents donations range to meet the needs of designers as potential talent donation provider.

• Journal of Service Research and Studies
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• v.10 no.3
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• pp.119-138
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• 2020

Unlike the era of manufacturing-oriented industrial economy in the past, the era of service economy has characteristics intangible goods center, knowledge universalization, and expansion of needs, and many things that are of the economy are changing. In the past, the change in the environment was not fast, so even after analyzing the changed environment and deriving the talent needed for the company, it was possible to maintain a talent for the organization for a long time, so it is not proactive to build and apply talent. It became difficult to manage effectively. Therefore, in this paper, we conducted a normative study for deriving a desirable talent model rather than a descriptive human resource model. Human resources image suitable for the modern service economy era, the modern economic society and modern spirit were analyzed and reflected. The model in which the two opposing members of the organization, managers and employees, interact intensely and balance dialectically. A desirable talent in a modern organization must play the role of a manager, and the management and talent models in a modern organization can be said to be connected to each other like the front and back sides of a coin. The philosophy of human resources was presented in five dimensions: human, historical, social, economic, and management. The human resource model from eight factors: mastery, rationality, wisdom, customer orientation, innovation, flexibility, autonomy, collaboration. This study suggested that general talent model may vary depending on the company's type, empirical follow-up studies are needed the talents in each company in the future.

• Journal of the Korea Convergence Society
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• v.12 no.3
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• pp.247-259
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• 2021

This study aimed to look for educational ways to prepare for the future society for education and people of talent who will lead the post-COVID-19 era. To this end, the factors necessary for the type of future talent in the post-COVID-19 era were identified by analyzing Big data. Based on the deducted factors composing the type of talent in the post-COVID-19 era, policy direction according to the emergence of the post-COVID-19 era were deducted through the interviews with the group of experts and delphi survey, and on the basis of this, this study sought for"a plan for the educational change in line with cultivation of people of talent in the post-COVID-19 era. The results of this study are as follows. First, through the big data analytics and analysis of the interviews, convergence, ICT utilization ability, creativity, self-regulated competency and leadership were found to be the factors necessary for the type of talent in the post-COVID-19 era. Second, it considered the innovation of digital education system and the support for vulnerable classes as the issue for cultivation of people of talent in the post-COVID-19 era. Third, the most important policy with regard to the educational direction for cultivation of people of talent in the post-COVID-19 era was cultivation of convergence talents. Convergence is a very important variable in the post-COVID-19 era since it creates new values by connecting things that are separated from each other. Hopefully, this study will build a basis for competency development, education and training in preparation for the post-COVID-19 era.

• KIEAE Journal
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• v.11 no.5
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• pp.19-30
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• 2011

This study analysis effects of creativity character on the nation's urban areas and the competitiveness of the urban. The result is that talent of urban creativity effects on the competitiveness of the urban. However, technique and tolerance had not great effect on the competitiveness between cities. After departmentalizing the arrangement of urban creativity, Advanced services constantly appear to affect the competitiveness. Researchers of talent in 2000 and 2005, a culture artistes of tolerance in 2005 and 2009, appeared to affect the competitiveness of urban. In other words, this is changing that the indicators which is impacted on the competitiveness of the urban and each indicator's power with time. According to the result, the study suggests solutions. First, policy direction has to be setting by appropriate the character creativity in urban. Second, there needs the policy which is more focused on talent and tolerance for improving the creativity of urban. For the specific, there needs suggestion about cultural artist and researchers. Finally, considering about changing the urban creativity with time, policy direction has too be setting by reflecting this change.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.475-484
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• 2020

This study investigates determinants of talent retention in textile and garment companies located in Vietnam's Binh Duong province to propose feasible actions for their sustainable development in the current context of competition on the labor market. This study uses self-completed questionnaires to collect data which are then analysed with statistical methods including scale reliability, exploratory factor analysis, and multiple linear regression. Specifically, results from an official survey of 129 people who are regarded as talents in related companies show that there are ten determinants, ranked in descending order of their importance, including: working environment; training and promotion opportunities; salary and benefits; personal loyalty; relationship with colleagues; nature of work; organizational recognition; type of ownership; relationship with superiors; and working experience. Moreover, it is also found that foreign companies are better in retaining their talents than private domestic ones. These findings suggest that, depending on their available resources, organizations need to focus on some of these factors to improve their talent retention; among them, it is critical to provide creative space or create conductive working environment by providing talents with proper tools and equipment for them to feel excited with their work and get things done in an optimal, efficient and effective manner.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2015.05a
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• pp.250-252
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• 2015

The Park's government that the creative economy is a top priority national issues denies Careers centered on educational background or spec. Therefore, public authorities and companies worth pursuing talent selection to support the creative economy. For this purpose, a introduced method is National Competency Standards(NCS). Especially public institutions requires the information technology personnel. Thus, this paper is to study the IT talent division of NCS, and analysis for IT talent selection applied the NCS. This paper will be an important research on IT Talent needed in companies that demonstrate the creative economy as well as Public institutions.