• STI Policy Review
• /
• v.1 no.2
• /
• pp.19-31
• /
• 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.

• Journal of Engineering Education Research
• /
• v.18 no.1
• /
• pp.41-46
• /
• 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 Gifted/Talented Education
• /
• v.25 no.2
• /
• pp.279-298
• /
• 2015

This study analyzes the interaction of the policy of human resource in science and technology and the policy of education for the gifted. In Korea, the goals of gifted education seem to have gravitated more toward serving the national perspective of creating a pool of high-quality scientists for economic development, rather than toward helping individuals achieve their educational aspirations and promote their talents. The science education policy for the gifted can be categorized into two: one primarily by the Ministry of Science (MOST) and another by the Ministry of Education (MOE). So far, the policy of science education for the gifted has been written by MOE. Such an imbalance has been created because the two ministries differed in their values and priorities. MOST has designed the science education policy in order to foster the gifted as high-quality human resources in science and technology that can help contribute to economic development. On the other hand, MOE has designed the policy for the gifted with educational equity in mind. Although the policy by MOST had have more influence in implementing overall policies of educating the gifted, the two ministries have interacted and formulated the educational system of gifted in Korea. This study sheds light on the process that MOST has legitimized their science education policy for the gifted by designing it in line with the national and social goals, and has formulated a basis on which the gifted can contribute to R&D for economic development.

• World Technopolis Review
• /
• v.4 no.3
• /
• pp.132-143
• /
• 2015

In the 21st Century, scientific discovery and technological development are fueled by unprecedented changes in knowledge, societal needs and wants, engineering designs, materials, and instrumentation. Such rapid global changes pose major opportunities and challenges for the innovation ecosystem-especially in developing countries. In particular, our models for human resource development and engagement must evolve so as to better prepare leaders in higher education institutions, research institutes, science cities and science parks, businesses and industries, and governments. Universities throughout the world must play a greater role in both the research and practice of human resource development and engagement for the knowledge-based and creative economies. This paper explores the current and potential talent development and talent engagement dimensions of universities in economic development, and research and practice in education and policy-with implications of such dimensions for science cities/science parks. The paper highlights the importance of a greater role for universities, in collaborating with business/industry and governments, in examining new economics-sensitive and values-sensitive models for education and human resource development so as to better understand and support innovation in global contexts.

• Asian Journal of Innovation and Policy
• /
• v.12 no.1
• /
• pp.001-026
• /
• 2023

This paper dealt with the Korean manpower policy in science and technology, focusing on the contents and tools of the Special Act and its Master Plans. After briefly introducing the historical development of the Korean manpower policy from the 1960s to the present, it discussed and analyzed the Special Act and Plans from the framework of personnel development, distribution, utilization and infrastructure. Korea's science and technology manpower policy has focused on fostering and supplying manpower in line with the country's industrial growth strategy. In the early stage of industrial development during the 1960s and 1980s, government research institutes were direct and effective tools for nurturing S&T manpower. Since the 1990s, the importance of university research has increased. The government fostered graduate research manpower through the research-oriented university policy of the BK21 program. After the IMF financial crisis in 1997, the tendency of students to avoid careers in science and technology led to enacting the Special Act (2004) governing the field of S&T human resources. The Special Act has contributed to leveling up the university education system in science and engineering and sophisticated the policy to include entrepreneurship training, spin-off startups, industry-university cooperation, and offering degree programs. The Special Act and the regularly revised Master Plans have been essential tools in systematically managing the science and technology manpower policies of the Korean government.

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

• Asian Journal of Innovation and Policy
• /
• v.8 no.2
• /
• pp.180-207
• /
• 2019

This article explores the historical evolutionary process of the biopharmaceutical industry of Korea, and how intentional and unintentional policy interventions have triggered the creation of the industry's system dynamics and paved the way for the generation of a few global leading products, including biosimilar, as well as next-generation therapeutics of gene and cell. The policies cover the simple technology transfer of API synthesis to overcome the endemic parasitic disease, new substance patent adoption and new drug development consortia, human resource development, various national initiatives influenced by the Human Genome Project, and venture promotion schemes. The scope and implementation tools under these policies have been aligned and refined to transform traditional fine chemical-based pharmaceuticals, to stimulate large companies' participation and to create technology-based venture companies in the biopharma business of Korea.

• STI Policy Review
• /
• v.7 no.1
• /
• pp.17-39
• /
• 2016

Despite the importance of university-industry collaboration, issues pertaining to the characteristics of collaborating firms, their modes of interaction, and the relationship between these modes and outcomes are not well-researched. The impact of country's development on these issues is also unclear. This case study examines Japan and Thailand-respectively representing developed and developing countries-and features the following key findings: 1) the characteristics of firms affect modes, with large Japanese firms being more collaborative with universities, whereas Thai SMEs significantly collaborate more with universities; 2) the relationship between modes in Thai firms is stronger than those of Japanese firms because in Thailand, perhaps due to weak technological capacity, R&D collaboration is conducted alongside university consultancy services; and 3) in Japan, R&D and human resource development collaboration lead to product innovation, whereas different outcomes are expected from different modes in Thailand. Apparently, trivial informal collaborations do have significant impact on innovation.

• Journal of the Korean Professional Engineers Association
• /
• v.37 no.6
• /
• pp.54-57
• /
• 2004

This study attempts to review the theories and systems related to the policy for scientific and engineering human resources, to delve into the relevant documents and case studies, to carry out a survey, and to compare the Korean situation with those of advanced countries. This will verify the problems in current policies and help draw up the plans for future policies.

• Journal of Korean Society of Industrial and Systems Engineering
• /
• v.40 no.4
• /
• pp.221-229
• /
• 2017

In the international businesses human resource elements acquired in different countries might have different values in varied industries due to the different quality of education and experiences in the original countries. Using selection models to evaluate expected values in earnings equation of human resource elements such as education and experiences etc. acquired in sending countries, system equations are expanded to examine also the values of science and engineering degrees in technology jobs with selectivity bias correction. This paper used the US census survey data of 2015 on earnings, academic degrees, occupations etc. The US has long maintained the policy of accepting more STEM workers than any other countries and helped maintaining own technological leadership. Assuming per capita GDP gap between the sending country and the US downgrades immigrant human resource quality, it rarely affects occupational selection but depresses earnings on average by two or more years' worth of education. Immigrant quality index in the sense of GDP gap appears to be a valid tool to assess the expected earnings of the worker with. Engineering degrees increase significantly the probability of selecting not only engineering jobs but also general management jobs, as well as increasing the expected earning additionally over nine years'worth of education. Getting a technology job is additionally worth about four years of education. Economics and business degrees are worth additionally almost six years of education but humanities degrees depress expected earnings. Since years after immigration does not very fast enhance earnings capacity, education level and English language ability might be more useful criteria to expect better future earnings by.