• The Journal of the Korea Contents Association
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• v.15 no.9
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• pp.555-561
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• 2015

The construction industry is a labor-oriented and quality, cost, and schedule performance is effected by technicians. However, the construction industry have faced a labor shortage problem. Therefore, technician graying and no new workers inflow cause labor shortage and decline of worker's skill level. The utilization of foreign technicians instead of domestic technicians has been increased in the construction industry. This paper performed questionnaire survey for 43 managers on 14 project fields to determine the current status and problems of construction technicians and to propose a improvement plan. As a result, most foreign technicians are carpenters and iron workers, but the skill levels are generally lower than domestics. The major problems for foreign technicians are communication and non-skilled. Then, labor productivity and accident rates of foreign technicians are higher than domestics. This paper proposes that skill training programs, language lessons, and multi-cultural programs are effective to improve foreign workers' problems.

• Journal of Digital Convergence
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• v.11 no.6
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• pp.275-287
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• 2013

This study aims to derive implications on current problems in the nursing manpower management in Korea through the comparison with the nursing workforce and employmentrent in the United States and Japan. There are various issues in nursing policy, such as nursing shortage, quality of the nursing service, and the increased cost of management due to the high turnover rate of nursing staffs and it is urgent to seek various policy measures to resolve this. Although nursing shortage is a commom problem in the world, the U.S. and Japan were higher rate of employment than Korea in nursing staffs, which implicates the importance of the legislation of mandatory minimum staffing ratios, the establishment of policies such as the fees and charge policy and the nursing work environments. For quality nursing care and patient safety through the stable workforce of qualified nursing staffs, administrative mechanisms that support adequate nurse staffing and promote positive work conditions are needed, for which the improvement of legal system is required.

• Journal of the Korea Convergence Society
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• v.13 no.1
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• pp.89-99
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• 2022

Due to COVID-19, non-face-to-face cultures such as remote classes, remote work, and tele-medicine are spreading. The major contributors to the settlement of such a non-face-to-face society are small and medium SW companies and SW manpower. However, recently as large platform companies and foreign big tech companies hire thousands of SW manpower, SW small and medium-sized companies are experiencing a serious manpower shortage. Therefore, the purpose of this study is to suggest policy alternatives for SMEs to stably secure SW manpower and support continuous business operation. To achieve this purpose, this study examines the current status of the SW industry and manpower, then summarizes related issues and suggests policy alternatives to solve these issues. Those policies include the reinforcement of incentives to support manpower retention such as the Naeil Chaeum deduction system, youth housing union composition, special military service system, recruitment of manpower through the contract semester system of employment conditions, reinforcement of customized education through supplementation of the SW manpower training voucher system, SW field skill standardization, establishment of a governance system for nurturing SW manpower, preparation of countermeasures against the outflow of manpower to large companies, and a win-win cooperation program for large and SME SW manpower.

• Journal of Navigation and Port Research
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• v.47 no.3
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• pp.155-166
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• 2023

Trend analysis and time series analysis were conducted to predict the demand of manpower under the smartization of shipping and port logistics with transportation survey data of Statistic Korea during the period from 2000 to 2020 and Statistical Yearbook data of Korean Seafarers from 2004 to 2021. A linear regression model was adopted since the validity of the model was evaluated as the highest in forecasting manpower demand in the shipping and port logistics industry. As a result of forecasting the demand of manpower in autonomous ship, remote ship management, smart shipping business, smart port, smart warehouse, and port logistics service from 2021 to 2035, the demand for smart shipping and port logistics personnel was predicted to increase to 8,953 in 2023, 20,688 in 2030, and 26,557 in 2035. This study aimed to increase the predictability of manpower demand through objective estimation analysis, which has been rarely conducted in the smart shipping and port logistics industry. Finally, the result of this research may help establish future strategies for human resource development for professionals in smart shipping and port logistics by utilizing the demand forecasting model described in this paper.

• Journal of Korean Library and Information Science Society
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• v.50 no.4
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• pp.159-180
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• 2019

The purpose of this paper is to investigate current issues and prospects which emerged by the revision of School Library Promotion Act in 2018. Based on the analysis of government's teacher placement plan, the writer insist expansion of teacher librarian supply through undergraduate course and graduate school of education. And the necessity of teacher librarians' competency promotion for reading education and information literacy education and unification of divided manpower system come up for the taking root of school library manpower system.

• 한국신재생에너지학회:학술대회논문집
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• 2008.05a
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• pp.103-106
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• 2008

신재생에너지기술 개발인력 확보는 국가 에너지 안보의 확보 및 지속적인 성장을 가능하게 하는 주요 요인이다. 관련 사업추진에 있어 비효율성의 제거와 인적자원 개발 정책의 효과적인 추진을 위해서 신재생에너지 인력양성 사업에 대한 체계적인 성과평가가 요구되고 있다. 본 연구에서는 신재생에너지 인력양성의 평가를 위하여 적용가능한 방법론을 살펴 보았다. 기존 인력양성 방법론의 구분을 수정하여 인력 양성의 평가 방법을 성과점검, 요인통제분석, 사업의 파급효과 산출방법으로 분류하고 각 기준별 세부방법론을 제안하였다. 성과점검 방식에는 단순환산/일반질문법, 요인통제분석에는 AHP-DEA효율성 측정방법, 인적자본 축적모형방법이 포함될 수 있다. 마지막으로 사업의 파급효과 산출방법에는 산업연관분석 방법, 인력양성 산업연관도 작성 방법이 있다. 제안된 모형 중AHP-DEA효율성 측정방법은 신재생 에너지 인력양성 평가에 적용될 경우 DEA 모형의 객관성이라는 특징을 최대한 이용하는 동시에, 한계로 지적될 수 있는 변별력 분제를 체계적으로 보완하기위한 방편으로 AHP를 도입함으로써 적절한 인력양성 평가 방법론으로 적용될 수 있을 것이다.

• The KIPS Transactions:PartD
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• v.11D no.7 s.96
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• pp.1491-1498
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• 2004

Successful project planning relics on a good estimation of the manpower required to complete a project, together with the schedule options that may be available. Despite the extensive research done developing new and better models, existing software manpower estimation models are present only the total manpower or instantaneous manpower distribution according to the testing time for the software life-cycle. This paper suggests the manpower estimating models for software testing phase as well as testing process and debugging process in accordance with de-tected faults. This paper presents the polynomial model for effort based on testing and debugging faults. These models are verified by 5 different software project data sets with coefficient of determination and mean magnitude of relative error for adaptability of model.

• The Journal of Society for e-Business Studies
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• v.19 no.1
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• pp.79-93
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• 2014

IT industry that main domain is future growth engines and convergence industry is based on national development through convergence others industry. However, shortage of advanced IT workforce is not limited to the region and urban. But, Previous studies is comprehensive research on human resource development. Human resource development studies, performance analysis and policy studies, are lacking to achieve the characterization in the region. Accordingly, The need for institutional improvement are appearing for activated regional industry through advanced Human resource development and IT convergence. in this study, we propose in order to improve institutions through IT sector performance evaluation.

• Journal of the Society of Disaster Information
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• v.9 no.1
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• pp.87-96
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• 2013

The purpose of this research is to suggest specialization measures of student protecting manpower for the prevention of school violence in Korea. Therefore, student protecting manpower's legal limitation, insufficiency of professionalism, insufficiency of recruitment standard's suitability, insufficiency of educational training, cooperative problem with related institutions and ethical problems were drawn as the problems of student protecting manpower. The measures for improving those problems are as follows. The first is to revise laws related to school protecting manpower and strengthen systems. The second is to prepare proper standard to recruit student protecting manpower. The third is to establish professional training institution of student protecting manpower. The fourth is to establish close cooperation system with institutions related to student protection. The fifth is to legislate ethics codes of student protecting manpower.

• Journal of Korea Spatial Information System Society
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• v.10 no.4
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• pp.67-75
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• 2008

This study is for the effective training strategy of human resources for the u-City construction to support the u-City human resource development plan of the Ministry of Land, Transport and Maritime Affairs (MLTM). One of the biggest problems concerning u-City is the shortage of advanced human resources for the u-City constructions. The characteristic of u-City makes u-City related human resources had knowledge of various fields including IT, GIS, construction engineering, urban planning and so on. But, there are only a few programs to train u-City related human resources. Therefore, this research established the objective of the training strategy for u-City human resource development as "the training strategy of human resources for the successful u-City constructions". To achieve this objective, four different core strategies are established like followings: (1) demander-oriented education, (2) regional balanced education, (3) integration education of u-City related subjects, (4) u-City related education infrastructure development. These 4 different core strategies can be achieved from 5 sub projects like followings: (1) demand estimation of u-City human resources, (2) u-City education from selected regional core universities, (3) u-City education from u-City human resource education centers, (4) online education and (5) construction of education infrastructures. These 5 interrelated sub projects can be preconditions of the successful human resource strategy development.