• Proceedings of the Korea Technology Innovation Society Conference
• /
• 1999.05a
• /
• pp.365-380
• /
• 1999

현재 이공계 고급인력의 경력이동은 매우 기형적인 패턴이다. 연구인력과 연구시설의 불균형이 심각하다. 본 연구는 고급인력의 경력이동과 관련된 문제점과 그에 따른 연구여건의 변화의 실태를 분석했다. 실태분석에 나타난 결과를 바탕으로 고급인력의 유동성을 국가적으로 최적화할 수 있는 정책방향을 틀을 제시하였다.

• Journal of Digital Convergence
• /
• v.8 no.2
• /
• pp.1-12
• /
• 2010

No one can deny that information technology has enormously contributed to the recent economic growth of Korea. Software serves as an essential part of most products and services today. However, economic treatments and social status of software technicians, who are the key players and core elements of the software industry, are in a very unsatisfactory situation. Despite this circumstance, discussion or study on the productivity of software people and approaches to raise value of technical manpower in software industry is scarce. The purpose of this study is to suggest a policy program to uplift the value of technical manpower in the software industry. To achieve this purpose, this paper will examine the present status of software manpower, analyze the productivity of software technicians, and suggest policy programs to improve the value of technical manpower in the software field.

• Environmental engineer
• /
• s.75
• /
• pp.32-32
• /
• 1992

• Proceedings of the Korea Society of Information Technology Applications Conference
• /
• 2003.06a
• /
• pp.45-45
• /
• 2003

• Proceedings of the Korea Contents Association Conference
• /
• 2018.05a
• /
• pp.91-92
• /
• 2018

사업체, 연구소 등이 적극적인 구인에도 불구하고 인력수요를 충원하지 못하면 정상적인 운영이 어렵게 되는바, 부족한 인력규모를 조사하여 해소할 수 있도록 국가적인 정책지원이 필요하다. 그런데 인력수요를 해소하기 위하여 기존의 유휴 인력만으로는 충원이 어려워 인력양성을 해야 하는 경우에는 시간과 비용이 필요하므로 현재의 부족한 인력규모를 해소하지 못한다는 문제점이 있다. 본 논문은 기술분야별 인력양성을 위한 인력수요 예측 방법 및 시스템에 관한 것으로 인력 수요를 충족하기 위한 인력 양성에 시간과 비용이 필요하므로 인력 수요를 예측하여 미리 양성할 수 있도록 하기 위한 방법을 제안하였다.

• Journal of Technology Innovation
• /
• v.18 no.2
• /
• pp.1-32
• /
• 2010

It is well known that compensation satisfaction of employees is closely related to work attitude, job commitment, and employees'intentions to stay on the job. These known facts can also be applied to the professionals engaged in science & technology as well. Many studies have concluded that the Korea's losing competitiveness in the area of science & technology was mainly attributed to the distorted compensation system. In this vein, this paper identifies the potential determinants that affect the compensation satisfaction of S&T professionals, and to empirically examines the determinants influences on job commitment and intention to stay. This was done by acquiring data from S&T professionals currently being employed in firms, universities, and institutions. Consequently, for professionals engaged in science & technology, the compensation satisfaction was demonstrated to be largely influenced by job accomplishment, monetary compensation, and social compensation in order. In conclusion, to improve compensation system for S&T professionals, firstly, it is recommended to enhance job accomplishment by endowing more discretionary authority to conduct research. Secondly, the relatively lower-valued labor forces in S&T area will necessitate more economic support and compensation. Finally, the social compensation should be strengthened by not only ameliorating social status, but also improving labor liquidity and job security.

• Information Systems Review
• /
• v.11 no.2
• /
• pp.113-129
• /
• 2009

With increasing interest in information security, many studies have been conducted on cultivation and management of information security manpower. The widespread application of information security made the activity of information security professionals more diverse. Therefore, it is essential to analyze the knowledge and skills that are necessary for information security professionals to carry out their job and we also need to take these into considerations for the development and operation of education programs. In this study, for analyzing the perception gaps of information security knowledge and skills level between academia and industry, we have derived 58 knowledge and skills by conducting the literature review and Delphi method and we also conducted a survey of information security knowledge and skills requirements for information security professionals who are now working in industries and educational organizations. As a result, we analyze the perception gaps between two groups of information security professionals and suggest some guidelines for establishing the demand-based curriculum for training information security professionals.

• The Journal of Korean Institute of Communications and Information Sciences
• /
• v.31 no.3B
• /
• pp.239-253
• /
• 2006

For guaranteeing the international competitive power of SW industry that is the core industry for the future, the training of SW technical manpower as an architect is needed. They must confront the change of worldwide technology and also lead the design and analysis of SW industry for the future. However, SW technical manpower based on regular career tends to change his employment as a general manager in current status. For solve this situation and reconsider the quality level of SW technical manpower, we need to propose the systematic and effective growth direction for them. Therefore, we propose the systematic and effective growth direction for domestic SW technical manpower and a plan to be realized by suggesting the carrier path of high level SW analysis/design manpower in this paper.

• Proceedings of the Technology Innovation Conference
• /
• 2009.02a
• /
• pp.453-471
• /
• 2009

현대경제가 점차 지식기반경제로 변화하고 있고, 이러한 지식을 창출하고 활용하여서 경제적 가치로 전환되는 선순환적 체계를 갖추기 위해서는 인재육성이 가장 핵심적인 필수조건일 것이다. 현재 국가의 미래발전의 가장 핵심적인 부분이 과학기술발전전략임을 고려할 때 과학기술인력에 대한 인적자원개발 정책은 필수적인 요소이다. 그렇다면 과학기술발전에 주도적인 역할을 하고 있는 출연(연)에서 효율적인 방향정립이 필요한 이 시점에서 연구원의 인력을 양성하는 일은 국가혁신체제 전반에 걸쳐 경쟁력 강화라는 측면에서 볼 때 매우 중요하다고 볼 수 있다. 본 연구는 기존문헌들을 바탕으로 인력양성에 대한 연구의 틀을 제시하고자 한다. 창조적 인력양성전략은 조직 내에서 유치, 육성, 활용, 퇴직, 안락한 노후로 이어지며, 이를 바탕으로 한 새로운 인력의 유치 등으로 이어지는 것으로 "창조적 인적자원의 전주기적 경영(Life Cycle Management of Creativity Human Capital)" 을 본 연구의 핵심으로 전체연구를 전개하도록 한다. 또한 이와 같은 전주기적 경영에 있어서 각 단계별로 다양한 정책적 이슈들이 대두될 수 있다.

• The Journal of the Korea Contents Association
• /
• v.6 no.9
• /
• pp.152-163
• /
• 2006

The development of Semantic Web basically requires knowledge induced from the formalization and semantization of information, and thus ontology should be introduced as a knowledgization tool. URI(Universal Resource Identifier) is an indispensible scheme to uniquely indicate individuals on ontology. However, it is difficult to find the use cases of URI in real data including science and technology papers. This paper describes the method to construct internal and external human resource information based on URI from the papers. We use co-authors, e-mails, publication date, and affiliation for discriminating authors with the same strings. HRST(Human Resources devoted to Science and Technology) is referred to acquire URIs for human resource. We expect the internal and external human resource information would be adopted to outcome analysis applications such as researcher network analysis and outcome statistics.