• Proceedings of the Korean Association of Geographic Inforamtion Studies Conference
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• 2008.10a
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• pp.289-292
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• 2008

본 연구에서는 u-City인력수급 전망을 토대로 국토해양부의 u-City 관련 인력양성에 대한 실천계획이 효율적으로 실행될 수 있는 방안을 제시하였다. u-City를 추진하는 지자체, 개발사업자마다 공통적으로 제기하는 문제점은 u-City 관련 고급 및 기능 인력의 절대적인 부족이다. 그러나 u-City 전문인력은 u-City건설의 특성상 도시계획 개발, 정보통신망, IT 등 다양한 분야에 대한 전문지식을 갖추어야하나 이러한 고급인력이 배출되고 있지 않다. 따라서 본 연구에서는 인력양성방안의 목표를 'u-City의 성공적인 추진에 부합하는 전문인력양성'으로 설정하였으며, 수요자 중심의 교육, 지역 균형적인 전문인력양성, u-City 관련 분야의 융 복합교육, u-City 관련 교육인프라 구축을 추진전략으로 수립하였다. u-City 인력양성의 추진목표 및 전략을 실행하기 위한 중점추진과제로는 'u-City건설 전문인력교육 관련 수요전망', '지역별 거점대학 선정을 통한 전문인력의 양성', 'u-City 인력양성센터 건립추진', '교육포탈을 통한 온라인 교육', '교육인프라 구축' 등 5개를 선정하였다. u-City 인력양성을 위한 추진전략의 성공적 실행을 위해서는 중점 추진과제들간의 유기적인 연계가 필수적이다.

• Journal of the Korean Society for Marine Environment & Energy
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• v.20 no.1
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• pp.45-54
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• 2017

The youth unemployment problem has become a consistent issue with the number recently surpassing 1million. The marine and fisheries sector, being no exception, is having problems attracting outstanding individuals to the sector on the one hand, and in providing high quality jobs on the other, resulting in an imbalance in the supply and demand of the marine and fisheries sector workforce. In order to supply a workforce that meets the future and on the ground demands, addressing of the qualitative rather than the quantitative aspects of the imbalance issue is more important. Thus, the following strategies are recommended: 1) focus on developing a highly skilled workforce that corresponds to future and on the ground demands; 2) improve educational infrastructures such as training equipment, and enhance the professional capacity of school teachers; 3) establish an integrated system for the management of the education and re-education of human resources.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2009.10a
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• pp.625-628
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• 2009

Busan was wasteland of visual industry, But It has been undergo a complete change visual industry city since It was started 1st Busan International Film Festival(PIFF) in 1996. It promoted Cineport Busan, 1st step. promotion age 'good city film' 2004, 2nd step. settlement age 'good city produce movie' from 2005 to 2007, now 3rd step. development age settle down visual industry and progressing project for make importance place produce movie. so, employment problem of region visual human resources. It is indispensable element for become real region industry in visual industry. So that, this study analyzes what is problem of visual industry and human resources in Busan city. Then inquired what will happen supply region visual human resources through visual importance city Busan development plan.

• Journal of Technology Innovation
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• v.31 no.3
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• pp.111-138
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• 2023

The purpose of this paper is to summarize the development process of major science and technology manpower policies and to derive desirable future policy directions in the policy environment of a paradigm shift in supply and demand. To this end, first, the development process of the science and technology manpower policy, which was promoted in earnest from the 2000s, with the topic of resolving the phenomenon of avoidance of science and engineering majors, was examined, focusing on the basic plan for supporting science and engineering majors. Next, we summarized the main contents and implications of the change in demand for science and technology personnel caused by digital transformation and the supply shock of demographic decline, that is, the paradigm shift in the supply and demand of science and technology talents. Based on this, the core direction of the future science and technology manpower policy was suggested to create a human-centered science and technology research ecosystem that promotes the continued growth and inflow of human resources, so that can be the foundation for the training and utilization of excellent science and technology talents.

• Convergence Security Journal
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• v.18 no.1
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• pp.43-60
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• 2018

Recently, with the arrival of the 4th industrial revolution, the security risks are converging and complexly changing, and the demand of cybersecurity experts is increasing. Therefore, in this paper, it is the largest of the domestic educational institutions, it has the largest number of emissions talent, and selects the representative major field of humanities and society. Then, after analyzing the common curriculum in each major field, compare it with the training course of cybersecurity experts derived through existing previous research. Through analysis results, we try to design a retraining course for cybersecurity professional human resources. Utilizing the results of this research, it is expected that it will be used as the basic material necessary for the subjects of the re-curriculum education. It is also expected to contribute to resolving the supply-demand gap of cybersecurity professionals.

• KSCE Journal of Civil and Environmental Engineering Research
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• v.34 no.6
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• pp.1893-1899
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• 2014

This study is to suggest strategies of specialty contractors that provide labors oriented engineering service by interaction analysis between construction business indicators and business performance indicators. For specialty contractors that mainly provides labor oriented engineering service, the amount of construction orders imposes lasting impact to the turnover ratio of current assets supposedly because they are operating current assets to secure labor. In other words, this type of specialty contractors are focused on mobilization of labor not materials or equipment. So, it is determined that they will be able to increase revenue by operating current assets to address current liabilities and labor mobilization.

• The Korean Nurse
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• v.32 no.3
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• pp.52-67
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• 1993

• Proceedings of the Safety Management and Science Conference
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• 2006.11a
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• pp.91-97
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• 2006

• 치위협보
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• s.37
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• pp.1-8
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• 2000

• The Journal of Society for e-Business Studies
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• v.11 no.3
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• pp.89-108
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• 2006

This study is to survey on the status of human resource training programs related to ubiquitous technologies and services of domestic universities. So, this study develop a classification system about human resource related to ubiquitous technologies and services. We propose the implications and plans which are based on the status of human resource training programs related to ubiquitous technologies and services. Human resources related to ubiquitous technology are classified by the flow of information in ubiquitous environment. And human resources related to ubiquitous service are classified by ubiquitous user view. This study can be used to find collaboration alternatives for breeding up ubiquitous human resources and referred to analyzing on the supply and demand of ubiquotous human resources.