Suchergebnisse

With the change in the concept of human resources, paradigm shift is needed in activities to develop our human resources from now on. All the human resources development activities including education should be humanistic and be toward the cultivation of desirable attitudes and values, not just the instruction of knowledge and technology. In the knowledge information society, it became more important to raise the quality level of human resources. In the field of human resources development, the government should take a steering approach of indirect guidance through the operation of indirect incentive systems, to achieve the goals of the established plan(policy). In establishing an operating the system of human resources development toward the 21st century, several principles should be followed. First, human resource development should achieve a maximum of efficiency at a minimum cost. Second, diversification and characterization should be promoted through autonomy and decentralization in operating the system. Third, everyone should be given appropriate opportunities to fully develop their potential and show their abilities in the right place.

There are different arguments and evidence to support various views of how education may have contributed to the development of Korea. This paper will ask three major questions : What are the major features of Korean education? How much and in what ways has education contributed to Korea's economic growth? How can we interpret the Korean experience with the contribution of education?

The education tax in Korea was adopted in 1981 with the time limit of five years but in 1986 the government extended its validity five more years. This paper tried to evaluate its desirability of the current education tx system from socio-economy viewpoints and its performance in pratice from administrative aspects. After introducing a brief summary of current situation in Korean educational finance and the relative role of the education tax, the paper developed a frame of reference composed of three categories with twelve criteria for evaluation. Based on the findings above, this paper recommended the its management system in order for the tax to perform its expected functions as an earmarking tax.

This article provides a comparative analysis of National Human Resource Development (NHRD) Plan implementation in Korea, the United States, and Japan. This study demonstrates that Korea is in a position very different from America`s and Japan`s with their unified NHRD Plans. First, while Korea provides systematic legal support in order to realize the NHRD Plan, especially with the enactment of the Human Resource Development Act, Japan and the United States lack such a legal basis. Second, from the perspective of systems to promote cooperation and participation, Korea has a key minister in charge of policy enforcement and an interagency process. Third, to win funding and support from policy-makers, Korea, the United States, and Japan fully recognize the importance of NHRD Plans and make their best efforts to win budget and support from top decision-makers. Fourth, in terms of the substantiality of annual enforcement plans, Korea has rather abstract criteria and less consistency in implementation. Fifth, as far as active publicity efforts are concerned, Korea lags behind Japan and the United States.