• Journal of the KSME
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• v.17 no.1
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• pp.40-44
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• 1977

먼저번에는(대한기계학회지 제16권 제4호 1976) 유한요소법의 중심부를 통하는 기본로선을 따라 가면서 기초 개념을 해설하였다. 이 해설에서 앞으로 취급될 사항은 다음과 같다. 1. 트러스 구조물의 정역학적 문제를 예제로 다루며 방향변환에 따르는 "변환매트릭스"해설 2. 기둥의 탄성 안정 문제를 예제로 다루며 비 선형 문제에서 등장하는 "추가 강성매트 릭스 (Incremental Stiffness Matrix)[N]의 해설 3. 1차원 문제에 있어서의 여러 가지 유한요소 해설 4. 2차원 문제에 있어서 평면형을 갖는 여러 가지 유한요소 해설 5. 2차원 문제에 있어서 곡면형을 갖는 여러 가지 유한요소 해설 6. 유한요소법의 발전 전망 7. 전자계산기 프로그래밍에 있어서의 여러문제 해설의 대상자는 공과대학 기계계열의 상급학년 학생 또는 고체역학 부문에 경력을 갖는 기술자 들로서 이 부문의 기본지식을 갖고 있는 자로 한다. 이번회에는 유한요소의 자유도 즉 미지상 수로 다루어지는 자변수의 좌표축이 바뀔 때 부수적으로 등장하는 변환 매트릭스에 대하여 해 설한다.트릭스에 대하여 해 설한다.

• Korean Journal of Construction Engineering and Management
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• v.8 no.5
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• pp.161-172
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• 2007

By prosperous condition of construction economy in the early 90s in Korea, the government needed a lot of the qualified professional engineers (PE) to manage the construction site. In order to meet the high demand of P.E., Government has established the admitted engineer systems(AES) in 1995 that give the authority of principal engineers to the admitted engineers who do not take the written examination but have equivalent working experience. Since 2000, professional $engineer^{\circ}{\phi}s$ shortage has been resolved. however, the opposite situation, which is serious over-supply of construction engineers has occurred. Thus, Government announced that would abolish the admitted engineer systems as recognized the existent admitted engineers(about 1,000,000 persons) from 2007. However, Professional Engineers Institution has strongly insisted that Government should not recognize existent admitted engineers. From this point of view, it is critical to make the supply-demand forecast systems as a derivative approach of System Dynamics also, that is useful in comparing the argument between Government and Professional Engineers Institution. This paper describes about principal $engineer^{\circ}{\phi}s$ supply change by admitted engineer system abrogation and suggests the idea to regulate the supply and demand with the improvement of the regal system.

• Journal of the Korean Society for Library and Information Science
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• v.47 no.4
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• pp.143-167
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• 2013

The power of human capital in a library is the main resource that determines the level of library services, which in turn should play a pivotal role in forming the intellectual power of the country. This research conducted a survey on the employment perspectives of LIS undergraduates, which resulted as follows. First, among the LIS undergraduates, 40% of students responded that their desire was to be employed in the library as librarians. Although there were some negative opinions regarding the working environment of the industry, the undergraduates appreciated the developmental possibilities. Second, the most desired task was working with cultural programs. Third, the respondents were satisfied with the current curriculum overall, acknowledging the extra need for job search support programs, which include career support, employment-related mentoring, and internships. Fourth, the main requirements for their future employability were perceived as grade point average, language skills, obtaining licenses, internship and apprenticeship experience, and career management. Fifth, influential factors on employment decision making were divided into two aspects: environmental and personal factors. The environmental factors included salary, welfare, opportunities in personal development, workplace environment, organizational culture, and development possibilities of the organization. The personal factors included fitness with personal aptitude, the level of knowledge and technology in the job industry, social norms and acknowledgement, rewarding opportunities with their major, and location of job.

• Journal of the Korean Society for information Management
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• v.26 no.2
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• pp.43-63
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• 2009

Recently in Korea, the need has increased for the systematization of the qualifications of subject specialist librarians who have both knowledge and work experience on specific subject. The purpose of this study is to analyze the domestic situation of subject special library services as well as the education backgrounds or work experience of current subject librarians in Korea. At the end, the study attempts to suggest an appropriate framework for the qualification system establishment and operation in Korea based on the supply and demand analysis of domestic subject specialist librarians.

• Korean Architects
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• s.615
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• pp.28-31
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• 2020

도입까지 시간이 걸릴 것이라고 예측됐던 건설정보모델링(BIM : Building Information Modeling, 이하 BIM)이 어느새 성큼 다양한 분야에 진입했다. 영국, 싱가포르, 미국 등 해외에서는 이미 공공사업 시 BIM을 적극적으로 활용하고 있다. 우리나라 또한 2018년 국토교통부에서 '스마트 건설기술 로드맵'을 마련한 후 공공사업에 BIM을 단계적으로 도입해왔다. 대부분의 발주기관들은 오는 2025년까지 공공사업에 BIM을 전면 도입한다는 계획이다. 성균관대학교 공과대학 건설환경공학부 및 미래도시융합공학과 교수이자 국제건설자동화학회의 종신 상임이사인 권순욱 교수는 '스마트 건설 관리' 연구자이자 국내외에서 활동 중인 CM, BIM의 권위자다. 관련 분야의 책 8권과 100편 이상의 논문을 집필하고 30여 개의 특허·소프트웨어 등록을 보유하고 있다. 텍사스 오스틴 대학교 토목공학 박사 출신으로, 삼성물산, 한국건설기술연구원 등 일반 기업과 국가기관에서 실무와 이론을 두루 경험하며 경력을 쌓았다. 건설연구개발사업, 첨단 융복합 건설기술 등 다수의 국가 건설 R&D에 참여해 초고층 자재, 안전 모니터링, BIM 프로세스 표준개발 등의 시스템을 개발하기도 했다. 해외 연구자들과의 교류에도 적극적이다. 세계 석학들과 '노령 공학' 관련 영문교과서를 공동 집필(스마트주택 챕터 담당)했고, 2016년과 2019년엔 국제건설자동화학회와 국제프로젝트관리학회의 연사 자격으로 강단에 섰다. "영국, 싱가포르 등에선 공공사업을 100% BIM으로 발주하기 시작했습니다. 우리나라 정부도 비슷한 길을 가고 있습니다. 일정 규모의 발주 물량이 안정적으로 나오는 공공기관에서 그렇게 한다는 것은 국가가 전체 패러다임을 바꾸겠다는 의지 아닐까요?" 6월 10일 그의 연구실에서 권순욱 교수를 만나 BIM의 현황과 전망에 대해 들어봤다.

• Journal of the Korean Society for information Management
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• v.26 no.1
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• pp.7-34
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• 2009

The purpose of this study is to investigate the use of information resources of the humanities scholars in Korea and suggest the strategic planning of academic library and information services to serve their needs. To collect data, a mail survey was conducted during the period of November 2007 through January 2008. Out of 799 humanities scholars sampled from 25 universities, 132 responded with the completion rate of 16%. Major findings in this study are as follows: First, the majority of the humanities scholars distribute their time equally to research and education, and conduct independent research. Second, they still largely depend on print resources, including scholarly journals, books, and manuscripts for getting information, while using some online information resource mostly in text such as electronic documents and journals. They expect that the frequency of using such print resources would not decline much, but the use of online resources could definitely increase in the next five years. Some variances in the behavior were observed among the groups of scholars according to their research experiences. It is suggested that academic libraries (1) conduct more active outreach, (2) prioritize between traditional and electronic resources, (3) plan information literacy education for traditional resources.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.2
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• pp.273-282
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• 2021

This study investigates for skills mismatching of the IT service sector in the flows of fast technology changes. It was conducted through an in-depth interview method for professional groups. There were differences in demand for skilled labor by business organizations and educators as providers of skilled labor. A five-point Likert scale was used. The degree of importance of 3.7 average point and the degree of satisfaction of 3.4 average point were responded for the set items in case of matching. In addition, the degree of importance of 3.79 average point and the satisfaction of 3.12 were responded in case of non-majored education students for IT. The skills desired from business organizations included multi-dimensional competencies and soft-skill items. For the reason of skills mismatching, business organizations presented ineffective specifications or divisions of the industrial manpower structure, and educational institutions selected the mismatching of time. Professional groups forecasted that the mismatching gap would expand in the future. To solve the gap, the participated professionals selected an industry-university institute collaboration course and gave an opinion to seek a method to foster manpower in the long-term perspective.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2006.11a
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• pp.453-457
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• 2006

After the introduction of Professional Engineer System to secure superior technical personnel in 1963, the engineering license regulations were introduced in 1995 - the person qualified with either the academic back ground or career in the construction field can be authorized as a construction engineer- to cope with higher demands for construction engineers caused by revitalization of construction business such as 2 million house construction. As a result, the number of construction engineers has been increased drastically since year 2000, which caused serious problems in utilizing top technical certificate, the PE's. Recently, relating to the opening of technology market according to WTO agreement and mutual authentication among countries and etc., the government is preparing legal and systematic foundations to guarantee the professionalism of engineers. Through the exact supply-demand forecast of PE's reflecting these systematic aspects, we are going to analyze the problems in the supply-demand of PE's and suggest the systematic improvement plans for managing the supply-demand of PE's. The result of this research can be used for building efficient and consistent raising and utilizing system of PE's as well as supply and demand system of qualified PE's

• Journal of Labour Economics
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• v.42 no.4
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• pp.1-29
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• 2019

This study estimates how changes in the female (aged 25 to 54) labor force participation rate (LFPR) following the historical experiences of the US and Japan would alter the future trend of the female economically active population by 2065, compared to the case in which the LFPR as of 2018 will remain unchanged. According to the results, the female labor force aged 25 to 54 will increase by 14% (about 797,000) and 15% (about 831,000), respectively, by 2042 if the female LFPR should change following the past trends of the US and Japan. In particular, the increase in the labor force is expected to be pronounced among females aged 30 to 44 who currently suffer high rates of job severance. The results of this study strengthen the prediction that the on-going population changes will not reduce much the overall economically active population in the near future. The result of a simulation based on the historical experiences of Japan suggests that, as least in the near future, policy efforts to encourage female labor supply will be more effective in alleviating the potential labor-market impacts of population changes, compared to policies aiming at increasing old-age employment.

• Korean Security Journal
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• no.12
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• pp.225-243
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• 2006

This study is focused on the relation in the motive and the evaluation for the job in a special private security field. The supplement of the outstanding human resources is one of most important matter to improve the private security industry. For it the applicant's motive and evaluation of whose quality should be screened to recruit proper and oustanding human resources into the industry. For the study the follow elements would be considered. First, What is the real motive to apply the job and how prospect on the job the applicant will be taken. Second, what is different point of view to the job between male and female. Third, what relationship is in achieving the job performance between the temporary motive and the planed motive. Forth, what effects are on the job satisfaction and the planed motive for the job. With the above elements the survey was taken based on each sex for the study and the results are out as below. a) Male is in higher than female in taking with unplaned job motive and for job satisfaction is much higher in 1-20 age range. b) In general, the expectation on the job is much higher than the current job status, the male are in the expextation on the job and the female are in the the current job status. c) The job satisfaction is on positive effect to the planed taken job but the unplaned taken job is on negative. From the Research the most concerning element on the recruiting new employee is applicant's positive attitude on the job he/she will be taken.