• 패션비즈니스
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• 제16권3호
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• pp.45-62
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• 2012

This study aims to examine the effect of talent types on the purchasing behaviour of beauty-service products in 367 adults(female and male). The present study is the first to consider both talent types and the purchasing behaviour of beauty-service products correlates to appearance management behaviour. Frequency analysis showed that the mean of 8 talent types of 367 participants was 3.324. The highest talent type of 367 participants was interpersonal talent, the lowest talent type was logical-mathematical talent among 8 talent types. There were statistically significant relationships between the talent types(specially, bodily-kinesthetic talent and interpersonal talent) and the purchasing criteria of beauty-service products on the correlation analysis. And the effects of 8 talent types on the purchasing frequency of 4 beauty-service products were significant on the regression analysis, specifically, the results showed that the most significant among 8 talent factors was the interpersonal talent, next, the bodily-kinesthetic was. Thus, the more purchasing frequency of beauty-services products, the higher interpersonal talent were, and the better affinity with others were. As a results, the interpersonal talent factor and bodily-kinesthetic talent factor among 8 talent factors were ultimately affecting the appearance management behaviour. The higher the score, it was concluded that the subject was more active in beauty-related behavior. Conclusively, the appearance is a form of personal asset for one's self-fulfillment, and strong and beautiful appearance is a medium to improve self-esteem and dominance. It is possessing a significant influence in personal satisfaction, self-identity, and social success.

• The Journal of Asian Finance, Economics and Business
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• 제7권7호
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• pp.453-462
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• 2020

The research postulates the conceptualization of talent in the Vietnamese banking sector via examining the factors pertaining to the concept of talent and talent management (TM) in the sector. This study applied qualitative research methods. A total of 20 managers and directors of ten banks (three public, four private and three foreign banks) were recruited for semi-structured interviews. The findings revealed that a combination of interconnected soft skills, learning ability, flexibility, technology adaptability, integrity and risk management skills contributes to talent identification. Managers in some private banks construed talent to be commensurate with high performance and high potential, whereas managers in public banks and foreign banks mainly relied on performance results in talent recognition. Moreover, talented employees holding sales-related jobs are given the most attention by management in the studied banks. Regarding practical implications, the banking community and practitioners' focus should be imparted to soft skills development and integrity control in order to foster employee performance and attitudes. Attention should be paid not only to sales positions, but also to other positions within the bank. This study is one of a few which explores talent concepts and TM approaches in the banking sector in general and Vietnamese banking field in particular.

• 한국문헌정보학회지
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• 제55권2호
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• pp.51-90
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• 2021

인재는 국가, 사회, 조직, 개인의 효율적 목표달성과 성과창출을 위하여 필요한 가치와 능력 또는 이를 가진 사람으로, 국가 및 기업의 성공 또는 성과를 발생시키는 데 핵심적인 역할을 하는 사람이며, 사서는 전문성을 갖춘 도서관계와 지식문화기반 국가사회를 이룩할 인재라고 할 수 있다. 본 연구에서는 사서의 인재상을 도출하기 위해 도서관계를 포함하여 사회 각 분야에서 제시된 인재상, 역량, 사서의 역할, 사서직무개발, PEST 분석 등을 수행하였다. 1차적으로 11개의 인재상을 도출하고, FGI 과정을 거쳐 4개의 인재상 유형을 도출하였으며, 이용자 및 사서, 학생 등을 대상으로 검증과정을 거쳤다. 본 연구에서는 최종적으로 창의융합형 인재, 인성형 인재, 전문형 인재, 소통형 인재 등 4개의 사서 인재상을 제안하였다.

• 패션비즈니스
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• 제16권4호
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• pp.166-185
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• 2012

This study aims to examine the effects of talent types and appearance affect perception on the clothing consumption values in 367 adults(female and male). The present study is the first to consider both talent types and the appearance affect perception on the clothing consumption values correlates to appearance management behaviour. As a results, the talent type of 367 respondents was mean=3.324. The highest talent of 367 respondents was interpersonal talent, the lowest talent was logical-mathematical talent among 8 talent types. The effects of 8 talent types on 5 clothing consumption values were significant on the regression analysis, specifically the results showed that the effects of linguistic, musical, interpersonal and intrapersonal talents among 8 talent factors on the clothing consumption value were significant. Regression results showed that if the practical and the inner-directed appearance affect perception factors among 3 appearance affect perception factors increase by one standard deviation, the social, political, aesthetic, and emotional clothing consumption values increase by each standardized efficient ${\beta}$. The effects of 8 demographic factors on 5 clothing consumption values were significant on the regression analysis, specially, occupation, monthly clothing allowance, income, and sex variables were significant, the results revealed that if the occupation factor(specialist and administrator) increases by one standard deviation, the social, political, aesthetic, and emotional clothing consumption values increase by each standardized efficient ${\beta}$. Finally, this study suggests that the 3 independent variables(talent types, appearance affect perception factors, and demographic factors) were predictors related to clothing consumption values. The higher the score, it was concluded that the independent variables were more active in clothing consumption behaviour.

• 수산해양교육연구
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• 제28권2호
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• pp.473-488
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• 2016

The purpose of this study is to present as an alternative to a new policy of the regional level about actively adopting of the Sharing Culture and to suggest policy direction of Talent Sharing activities as an intermediary Sharing activities. To achieve this, We derive a significant outcomes as compared mutual to the center of a volunteer manager and volunteer groups for talent sharing activities in Busan Area. As a result, several suggestion are presented as follow : First, we needed to build for systematic control of talent sharing activities around existing volunteer management institution. Second, Supply and Demand control system is needed to build for talent sharing activities at the local government dimension. Third, To reflect the trend of the people watching the activity with some degree of talent, expertise as a talent sharing activity, Talent sharing volunteers are needed for specialized capability verification. Finally, Sharing activities are needed to settle major policy for the systematic management of talent sharing activity and to expanded budget support of local government at the local government dimension.

• 지역연구
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• 제31권4호
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• pp.47-69
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• 2015

본고에서는 각 지역의 역외 인재 유인환경(Magnet요소) 및 역내 인재 양성환경(Incubator요소)을 통해 인재유인잠재력지수(Talent Magnet Potential Index, TMPI)를 산출함으로써 지역분포와 그 특성을 파악하고자 하였다. 그 결과 서울, 대전, 경기, 울산 등이 1~4위의 상위권을 차지하여 지식기반서비스업 및 R&D역량, 그리고 제조업의 비중이 높은 지역에서 TMPI의 수준이 높은 것으로 나타났다. 또한 4개로 분류한 인재유인력 지역유형에서는 유형I(인재비교우위형)과 유형III(인재절대부족형)의 누적적 효과로 인해 향후 이들 지역 간의 경제격차 확대가 예상된다. 더불어 광역시 중심의 유형IV(역내 인재의존형)의 경우는 인재양성역량은 우수하나 유형I 또는 유형II(역외인재의존형)으로의 인재 유출이 우려된다. 본고는 TMPI의 타당성 검증을 위해 상관관계를 실시한 결과, 16개 시도 대상의 유형별 인재와 TMPI 간 상관성은 매우 높은 것으로 나타났으며, 특히 2T와의 상관계수가 가장 높은 것으로 나타나 그간 상대적으로 경시된 관용성 부문이 인재의 유인 및 양성에 크게 기여하고 있음을 새로이 확인하였다. 그러나 인재가 집중하는 서울을 제외한 15개 시도 대상의 상관관계는 다른 양상을 보였다. 마지막으로 이러한 주요 분석결과를 토대로 지역의 인재 확보를 위한 정책과제를 제안하였다.

• 지식경영연구
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• 제20권1호
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• pp.77-99
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• 2019

This study aims to examine validity and reliability of the convergence talent measurement. Based on the comprehensive literature review on convergence and convergence talent, we draw 4 main competencies (convergence cognitive, accomplishment, problem solving, and attitude) and 10 critical aspects (creative thinking, critical thinking, cooperation, communication, problem-solving, knowledge accessibility, resource utilization, trust, openness, caring) for building an effective convergence-oriented organization. A validity and reliability test survey were conducted for the analysis to investigate the convergence talent scale. With a data of 151 employees in diverse companies, the results show that the factors demonstrated acceptable levels of validity and reliability. The empirical evidences of our study are 10 key aspects comprising four main dimensions which suggest an available scale for measuring the convergent talent for enhancing convergence-oriented organizations. Our research contributes to the expansion of academic and practical implications on convergence, especially in convergence-oriented organizations.

• 패션비즈니스
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• 제16권5호
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• pp.1-22
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• 2012

This study aims to examine the effect of talent types and self-appearance perception on make-up and hair appearance management behaviour in 367 adults(female and male). The present study is the first to consider both human talent type and the self-appearance perception on make-up and hair appearance management behaviour correlates to appearance management behaviour. Correlation analysis showed that there were statistically significant correlation between the talent types, the self-appearance perception and the make-up and hair appearance management behaviour, appearance managing reason, appearance managing area, and consulting with doctor related to appearance unsatisfaction. Also, regression analysis revealed that the effects of interpersonal talent, bodily kinesthetic talent among 8 talent types on the make-up and hair appearance management behaviour were significant, and that the effects of real and ideal self-appearance perception factors on the make-up and hair appearance management behaviour were significant.

• 한국융합학회논문지
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• 제8권11호
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• pp.403-411
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• 2017

최근 사회통합을 위해 재능기부측면에서 다양한 활동이 이루어지고 있다. 본 연구는 미용전공자들을 중심으로 재능기부 프로그램에 관한 교육과정모델을 제시하고자 한다. 기존의 문헌연구에서 밝혀진 핵심요소들은 교육과정의 내용으로 활용되었다. 본 연구에서 제시한 프로그램은 미용재능을 가진 분들이 재능기부를 더욱 확대하는데 참고할 수 있다. 지역사회와의 융합을 위한 본 프로그램의 교육과정은 재능기부의 목표, 교수 학습방법, 평가항목 등으로 구성되었다. 본 교육프로그램은 재능기부의 이해영역과 피부미용의 테크닉영역으로 나누어 제시하였다.

• 한국경제지리학회지
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• 제15권4호
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• pp.481-492
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• 2012

본 연구는 세계화와 지식기반경제로의 이행이 심화되면서 국가 간 및 지역 간 글로벌 인재 유치를 위한 경쟁이 심화되는 현상에 주목한다. 글로벌 스케일에서 인재의 분포와 공간적 변동을 고찰하여 인재의 글로벌 지리를 고찰하였다. 또한 글로벌 인재 유치를 위한 국가별 전략도 고찰하여 주요 시책과 메커니즘을 분석하였다. 끝으로 본 논문은 글로벌 경쟁력 제고를 위한 우리나라 대도시권의 발전전략에서 인재의 중요성을 간과하고 있다는 한계를 지적하고, 이를 극복할 수 있는 장소의 질 제고의 중요성을 강조하는 전략을 제시하였다.