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McLean  \nDong-Eui University Texas A&M University  \nKorea USA  \nHuman resource development for regional strategic industries is an emerging emphasis for the development of industries that have growth potential. This article identifies competencies and expertise levels needed by port and logistics industry personnel, a sector that has growth potential in Busan, South Korea. The research consisted of expert interviews to develop a competency survey. Six competency clusters and 16 sub-competencies were developed. This research was useful in the development of an educational program and suggests ways in which regional human resource development (RHRD) can be used.  \nKeywords: Regional Human Resource Development, competencies, port and logistics industry, Korea  \nIn the current competitive business world, knowledge and information technology are key factors in national and regional development. For many years now, Korea has been in the process of transforming itself from an economy that relies on material capital to one that relies on human capital, and from a physical labor base to a knowledge-based society. Under these circumstances, human resource development (HRD) based on knowledge and information is needed for the new industrial structure and economic development. It does so by developing employees’ competencies (Park, 2002) . Several advanced countries, such as Finland, Ireland, and Singapore, as well as many developing countries, such as Kenya, Poland, and St. Lucia, are using National HRD  \nYoung-sik Ahn, Department of Lifelong Education, Dong-Eui University, Korea; Gary N. McLean, Department of Educational Administration and Human Resource Development, Texas A&M University, USA.  \nCorrespondence concerning this article should be addressed to Young-sik Ahn, Dong-Eui University, 995 Eomgwangno, Busanjin-gu, Busan, 614-714, Republic of Korea. E-mail: [ays@deu.ac.kr](ays@deu.ac.kr)  \n(NHRD) to adapt to this rapidly changing society (McLean, Osman-Gani, & Cho, 2004). At a national level, Korea, since 2000, has been conducting research projects and establishing and implementing NHRD policies. At a regional level, it is also applying regional HRD (RHRD) strategies to provide balanced regional development within the country (Lee, 2001) . International organizations, such as the World Bank, OECD, and UNESCO, have suggested that RHRD is necessary to enhance regional development (Kang, 2002; Kim, 2003) . Sustainable growth and development depend on the future and stability of its regional society, key factors being the quality and quantity of human resources available in the region.  \nMcLagan (1997) stated that organizations are most concerned about their human competence base and its development. A competency approach has been used in business and industry through the influence of McClelland (1973), Boyatzis (1982), Spencer and Spencer (1993), and many others in the field for more than three decades. While competencies have been defined from several perspectives, one factor that is common in the literature is that the purpose of competencies is to improve human performance at work  \nCompetencies of Personnel for Regional HRD  \n(Hoffman, 1999) .  \nWith the emergence of RHRD in Korea, Busan Metropolitan City recognized the importance of HRD for its development. Within Korea, one strategy for developing NHRD has been through regional efforts. Ahn and McLean (2006) investigated Busan City as a case study in establishing RHRD. Busan is located on the southeastern coast of the Korean peninsula. As the city started as a seaport in 1876, Busan has linked Korea to the world. With a population of 3.75 million inhabitants, Busan stands as the second economic center in Korea and is one of the regional poles in Nor","cbCaiiLWfzGYydsr","https://ap.wps.com/l/cbCaiiLWfzGYydsr","pdf",113930,"English","# Competencies for Port and Logistics Personnel\n## Research Questions\n## Literature Review\n## Regional Human Resource Development","[{\"question\":\"What is the main purpose of the research?\",\"answer\":\"The research aims to identify the competencies and expertise levels needed by port and logistics industry personnel in Busan, Korea.\"},{\"question\":\"How were the competency clusters and sub-competencies developed?\",\"answer\":\"The study used expert interviews to design a competency survey, producing six competency clusters and sixteen sub-competencies.\"},{\"question\":\"What gaps does the study address?\",\"answer\":\"It investigates gaps between desired and current expertise levels in the identified competencies for port and logistics personnel.\"}]","Competencies for Port and Logistics Personnel - An Application of Regional Human Resource Development | PDF",1792074204,25]