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Much research has been conducted recently on the changing role of ports in the context of international logistics and supply chain management focusing on issues such as port efficiency and competitiveness. However, little research has been found on the critical aspect that contributes to making a port efficient and effective, especially, in the new era: the port human capital. As seaports play a critical role in the supply chain, it is thus important that the port personnel possess necessary competencies to contribute to port efficiency and turn the port into an effective supply chain partner. In this paper, this research issue is explored through a conceptual model of competencies and validated empirically by a survey with port executives in Vietnam and Korea. As a result, important managerial insights are drawn to the design and implementation of human resource development policy for ports. [ABSTRACT FROM AUTHOR]

Strengthen the capacity of production of goods and services, is strategic, as it allows the company and its businesses to compete in global markets. Getting to be in the forefront of the processes requires investment in research and development this institutions for human resource training and development of science and technology play an important role for its professional staff and society in general, have higher skills that are reflected in the development of technology skills that push the growth and modernization of their companies. This paper analyzes the investment in research and the training of professionals, and their importance in the transformation of the production structure in the Republic of Korea and Mexico. [ABSTRACT FROM AUTHOR]

This paper explores the effects of the change of organisational missions and R&D performance management systems on knowledge transfers within national innovation systems. From the longitudinal and illustrative case study of a Korean Government research institute, the Electronics and Telecommunications Research Institute (ETRI), this paper shows that many technologies were transferred to large companies in the early days and the amount of knowledge transferred to small- and medium-sized companies increased during the 1990s when systematic performance evaluation systems developed. Recently, the commercialisation of the R&D results through spin-offs has become a key mechanism of knowledge transfer. In addition to traditional knowledge transfer, the mobility of researchers has contributed to knowledge transfer over national innovation systems. The researchers have moved not only to the private sector to commercialise R&D results, but also to academic institutes to develop human resources within the national innovation system. This paper suggests some policy implications on how the change of R&D management systems of government research institutes could contribute to the development of national innovation systems. [ABSTRACT FROM AUTHOR]

The purpose of this study was to explore the human resource development (HRD) practices of Korean corporations in order to highlight predominant concerns and issues. A comprehensive review of literature and empirical data indicated three recurring practices. The first was that Korean corporate HRD showed a tendency to transform informal communicative practices found in workplace settings into formally structured HRD interventions. By doing so, HRD extended its control throughout all possible types of training and learning experiences occurring in the workplace. Second, as host organizations requested HRD to play the role of strategic business partners, the function of HRD was found to be the regulation of organizational needs by focusing on the development of high potential individuals within organizations. Third, with today's demographic shift such as the increasing elderly population and the increasing number of women in the workplace, the monolithic interventions of HRD seemed no longer appropriate. [ABSTRACT FROM AUTHOR]

University-based graduate programs serve important functions in preparing advanced-level professionals and future researchers in human resource development. Yet, despite this critical supplier function, there is little systematic knowledge about the characteristics of such programs. This paper begins to address this research need by presenting profiles of selected graduate programs in China, Korea, and the US. The results indicate diverse educational settings, institutional linkages, and identities. Curricula in the three countries cover a different of range of subject matter areas and appear to address only in a limited sense the more challenging areas of HRD practice in local, regional, national, and global settings. The paper concludes with recommendations for continuous improvement of graduate education to meet the evolving and complex needs of organizational practice and to prepare students to assume leadership positions that reflect the promise and potential of comprehensive and progressive human resource development. [ABSTRACT FROM AUTHOR]