• Journal of Agricultural Extension & Community Development
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• v.8 no.2
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• pp.209-221
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• 2001

The nature of work which is changing has increased the importance of HRD within organization. Also, these changes are making HRD shift its paradigm : from the segregated, closed, operational & administrative, dependent, utilitarian view to the integrative, open, strategic & facilitative, interdependent, generative view. The shifts of the perspective on HRD cause HRD professionals rethink the purpose and definition of HRD, and the role & competency needed to HRD in 21st century. The findings which are drawn through literature review and researcher’s intuition based on a long field experience are as follows. First, The function of HRD has recently been much more important then that of the past. Second, There is no consensus over the conceptual identity of HRD. Nonetheless, it is apparent that the preferred activities of the HRD function is performance improvement. Third, It is too difficult that we should define clearly the role & competency of HRD because of diverse perspectives on them. But we find much evidence converging to support the fact that the role & competency of HRD should be extended from the sole focus on training & development to adding the additional role & competency of change agent, who includes planning, implementing, and managing change.

• Journal of Distribution Science
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• v.18 no.4
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• pp.27-37
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• 2020

Purpose: This exploratory research is to give managerial implication to sales personal management. This study focused on antecedents of job satisfaction and organizational commitment specially in HRD programs and system by participation and effect toward job. Research design, data and methodology: This research focuses on relationship analysis among job satisfaction, organizational commitment and HRD programs of logistics and sales personnel in Korea. HRD program consider two parts one is participation and other is effect toward job. And three HRD program is included education & training, system and self-directed Learning. This study used 7th HCCP data from KRIVET and 748 employee data is analyzed. SPSS18 is used and frequency, reliability, correlation and regression analysis are conducted. Results: Result shows that job satisfaction is positively affected by education & training participation, HRD system participation and HRD system effect toward job. Organizational commitment is positively affected by education & training participation, HRD system participation, education & training effect toward job and HRD system effect toward job. However self-directed Learning participation negatively affect organizational commitment. Lastly job satisfaction partially mediates between HRD and organizational commitment. Conclusions: Based on the results, this paper provide implication to academic, practical HRD and suggest feature research.

• Journal of Digital Convergence
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• v.10 no.6
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• pp.99-109
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• 2012

The purpose of this study was to scrutinize and compare the perceptions of Global and Korean HRD Professionals in Workplace Learning and Performance(WLP) competencies in Korea. To answer these questions, the following research methods were employed. A questionnaire, which was modified and translates from the 2004 ASTD model for WLP, was distributed to 319 HRD consultants working in Seoul and Kyounggi-Do. It was sent out directly and by email. Among returned questionnaires, 205 were valid to be examined. The important findings of the study were as follows. First, the role of business partner ranked highest in the level of importance of WLP roles in Korean and the role of special professional ranked highest in global. For the competencies of WLP, effective communication ranked highest both Korean and global. Based on the findings of this study, the conclusion was as follows. First, the perceptions of WLP roles were different between Korean and global HRD professionals. The reason why it's differences is because the size of market are different. Second, the perceptions of WLP competencies were similar between Korean and global HRD professionals. HRD professionals should need to professionalize the communication skills continuously.

• Journal of Digital Convergence
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• v.4 no.2
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• pp.9-26
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• 2006

Human resource development(HRD) is one of the important success factors in competitive business circumstance. So many companies are developing HRD system for role based competent person rearing to catch up with fast changing situations. And they are building professional and specific HRD systems, With these trends, this study analyze which are affecting user satisfaction in role based corporate HRD systems. Recognized profit, HRD support situation, and user experiences affect to user satisfaction significantly. And HRD support situation is the biggest affecting factor to user satisfaction.

• Environmental Analysis Health and Toxicology
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• v.18 no.4
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• pp.287-294
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• 2003

출아형 효모 Saccharomyces cerevisiae RAD3 유전자는 절제회복 및 세포의 생존에 필수적이며, DNA dependent ATPase와 DNA-RNA helicase활성을 가지고 있는 것으로 알려져 있다. 본 연구는 분열형 효모 Schizosaccharomyces pombe에서 절제회복과 세포의 생존에 필수적인 출아형 효모 RADS유전자와 유사한 유전자를 S. pombe genomic DNA library에서 분리하여 그 특성을 연구하였다. 분리한 RADS 유사유전자를 HRD3 유전자라 명명하였다. 발현 vector pET3a를 이용하여 분리한 HRD3 유전자를 과 발현하였을 때 HRD3단백질은 숙주단백질의 합성 억제 또는 분해 촉진을 유발하여 숙주세포인 대장균에 독성 효과를 나타냄이 관찰되었다. HRD3유전자와 lacZ유전자를 융합시킨 여러 가지 재조합 vector를 만들어 이들 융합단백질을 분리하였다. 이 결과 HRD3단백질의 카르복실 말단 부위가 DNA회복기능과 대장균에서의 독성효과를 나타내는 중요한 부위로 생각된다.

• Management & Information Systems Review
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• v.32 no.1
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• pp.241-258
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• 2013

HRD professionals should be able to contribute to performance improvement by focusing on strategic business partner activities such as planning, organizational development, and organizational design. Taking a systems view is important in the development of strategy because simply offering specific interventions neither changes nor improves the fundamental systems of an organization. In order to guide the management of organizations as systems, HRD professionals need to not only deal with resistance to change in solution implementation but also identify quantifiable measures to judge the effectiveness of implemented solutions with partnerships with relevant stakeholders. HRD professionals are particularly required to play a critical role in aligning process goals, process design, and process management to improve performance. Adjusting human performance policies and practices to local cultural differences is also among the urgent tasks for HRD professionals.

• Journal of Korea Technology Innovation Society
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• v.12 no.1
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• pp.88-112
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• 2009

This study attempts to define IT high-level human resources and to investigate past IT high-level human resources development (HRD) policies in order to promote IT HRD policy efficiently. Benchmarking implications were derived from comparative studies of foreign high-level HRD policies and we suggest IT high-level HRD Policy in the framework of National Future Strategy. The results of this study are rich in implications for implementation of IT HRD related to national R&D road-map in the field of information technology, the supply spread maintenance and the vision change of high-level HRD to cultivate global competitiveness, IT-based Fusion Technology HRD, and R&D related HRD policies and action plans.

• Animal cells and systems
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• v.7 no.2
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• pp.159-164
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• 2003

The RAD3 gene of Saccharomyces cerevisiae is required for excision repair and is essential for cell viability. The RAD3 encoded protein possesses a single stranded DNA-dependent ATPase and DNA and DNA-RNA helicase activities. To examine the extent of conservation of structure and function of a S. pombe RAD3 during eukaryotic evolution, the RAD3 homolog gene was isolated by screening of genomic DNA library. The isolated gene was designated as HRD3 (homolog of RAD3 gene). Southern blot analysis confirmed that S. pombe chromosome contains the same DNA as HRD3 gene and this gene exists as a single copy in S. pombe. The transcript of 2.8 kb was detected by Northern blot analysis, The level of transcripts increased by ultraviolet (UV) irradiation, indicating that HRD3 is one of the UV-inducible genes in S. pombe. Furthermore, the predicted partial sequence of HRD3 protein has 60％ identity to S. cerevisiae RAD3 gene. This homology was particularly striking in the regions identified as being conserved in a group of DNA helicases. Gene deletion experiments indicate that the HRD3 gene is essential for viability and DNA repair function. These observations suggest evolutionary conservation of other protein components with which HRD3 might interact in mediating its DNA repair and viability functions.

• Journal of Life Science
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• v.14 no.2
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• pp.325-330
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• 2004

The RAD3 gene of Saccharomyces cerevisiae is required for excision repair and is essential for cell viability. RAD3 encoded protein possesses a single stranded DNA-dependent ATPase and DNA and DNA-RNA helicase activities. To examine the extent of conservation of structure and function of RAD3 during eukaryotic evolution, the RAD3 homolog gene was isolated by screening of genomic DNA library. The isolated gene was designated as HRD3 (Homologue of RAD3 gene). The over-expressed HRD3 protein was estimated to be a 75 kDa in size which is in good agreement with the estimated by the nucleotide sequence of the cloned gene. Two-dimensional gel electrophoresis showed that a number of other protein spots dramatically disappeared when the HRD3 protein was overexpressed. The overexpressed RAD3 protein showed a toxicity in E. coli host, suggesting that this protein may be involved in the inhibition of protein synthesis and/or degradation of host protein. To determine which part of HRD3 gene contributes to the toxicity in E. coli, various fusion plasmids containing a partial sequence of HRD3 and lac'Z gene were constructed. These results suggest that the C-terminal domain of HRD3 protein may be important for both toxic effect in E. coli and for its role in DNA repair in S. pombe.

• Journal of Digital Convergence
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• v.10 no.2
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• pp.63-71
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• 2012

This paper investigates efficiency analysis to IT HRD programs in the dynamic perspective. First, empirical result shows that government fund of IT research center is significantly associated with SCI thesis and the more trial goods and SW development is connected with the more patent and technology transfer. Second, ITRC program has been operated efficiently since 2000. Finally, dynamic efficiency analysis implicates that ITRC program is more efficient than other IT SoC program and foreign student support program. The reason why ITRC program is more efficient is generated not from the effect of imitation by catch-up strategy to developed HRD programs, but new operation system introducing and utilizing HRD performance system.