• Information Systems Review
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• v.25 no.3
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• pp.179-197
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• 2023

As a sufficient workforce supports the industry's growth, workforce training has also been carried out as part of the industry promotion policy. However, the market still has a shortage of skilled mid-level workers. The information security disclosure requires organizations to secure personnel responsible for information security work. Still, the division between information technology work and job areas is unclear, and the pay is not high for responsibility. This paper compares job keywords in advertisements for the information security workforce for 2014, 2019, and 2022. There is no difference in the keywords describing the job duties of information security personnel in the three years, such as implementation, operation, technical support, network, and security solution. To identify the actual needs of companies, we also analyzed and compared the contents of job advertisements posted on online recruitment sites with information security sector knowledge and skills defined by the National Competence Standards used for comprehensive vocational training. It was found that technical skills such as technology development, network, and operating system are preferred in the actual workplace. In contrast, managerial skills such as the legal system and certification systems are prioritized in vocational training.

• Korean Security Journal
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• no.33
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• pp.51-80
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• 2012

This study is to summarize main contents which was mentioned by Beomseok Kim' doctoral dissertation. The purpose of this study focuses on presenting the outplacement countermeasure and retention level examination analysis about outplacement competency of special security government official through implement of questionnaire method. The questionnaire for retention level examination including four groups of outplacement competency and twenty subcategories was implemented in the object of six hundered persons relevant to outplacement more than forty age and five grade administration official of special security government officials, who have outplacement experiences as outplacement successors, outplacement losers, and outplacement expectants, in order to achieve this research purpose effectively. The questionnaire examination items are four groups of outplacement competency and twenty subcategories which are the group of knowledge competency & four subcategories including expert knowledge, outplacement knowledge, self comprehension, and organization comprehension, the group of skill competency & nine subcategories including job skill competency, job performance skill, problem-solving skill, reforming skill, communication skill, organization management skill, crisis management skill, career development skill, and human network application skill, the group of attitude-emotion competency & seven subcategories including positive attitude, active attitude, responsibility, professionalism, devoting-sacrificing attitude, affinity, and self-controlling ability, and the group of value-ethics competency & two subcategories including ethical consciousness and morality. The respondents highly regard twenty-two outplacement competency and they consider themselves well-qualified for the subcategories valued over 4.0 such as the professional knowledge, active attitude, responsibility, ethics and morality while they mark the other subcategories below average still need to be improved. Thus, the following is suggestions for successful outplacement. First, individual effort is essential to strengthen their capabilities based on accurate self evaluation, for which the awareness and concept need to be redefined to help them face up to the reality by readjusting career goal to a realistic level. Second, active career development plan to improve shortcoming in terms of outplacement competency is required. Third, it is necessary to establish the infrastructure related to outplacement training such as ON-OFF Line training system and facilities for learning to reinforce user-oriented outplacement training as a regular training course before during after the retirement.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• autumn
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• pp.239-243
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• 2002

Since 1990s, many companies or enterprises have been interested in Career Development or Career Management of Personnel in Korea. In the result of those interesting, some companies developed or built a program or computer system on Career Development or Career Management for their personnel. But their systems or programs are just the level to mange what kind of on-the-job training taken, ones experience where he or she worked, one who has a certificate of qualification ring a position and etc. This is not fit the field of construction industry and is not sufficient to mange workers at a construction company and their career. Because a construction project success depends on ones ability including know-how, skill and experience and these dependence is higher than any other industry's projects. The level of management on the career of construction company's personnel should be lower and expended than now and the career management of a construction company should include individual experience and personal history(period attained a project or a work, what kind of project or work, and etc)attained in performing each construction project and show ones career development process to each person. This system gives participants a chance to educate oneself and evaluate the level of ones training by showing individual records to each member of staff. And the company gains the advantage of the staffs ability to easily solve problems as well as the improvement of the organizations capabilities.

• Korean Journal of Social Welfare
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• v.56 no.1
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• pp.23-43
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• 2004

The purpose of this paper is to evaluate the performance of New Deal under the New Labour government in Britain and examines the nature of New Deal with respect to workfare. The time difference of five years after the New Deal was put into effect shows that New Deal has contributed not only to include the socially excluded groups such as the young unemployed, the long-term unemployed, single parents, and the disabled into the labour market, but also to decrease the amount of income-based benefits providing for working generation. It can be said that the nature of New Deal under the New Labour is near to human capital development model rather than labour force attachment model. New Deal provides the opportunity of policy learning for the countries which pursue the reform of social security system to moving welfare beneficiaries being able to work into jobs. Policy learning can be summed up as follows. First, imposing mutual responsibility and obligations on unemployed person should be accompanied by implementing active labour market programmes of education and job training. Second, the delivery system which administrates workfare programmes should be decentralized in a local society. The cooperation between local government and enterprisers will be critical in implementing various employment programmes and moving unemployed person into jobs. Third, the case management for individual participating in workfare programme is necessary. The personal adviser should continue to provide employment services for the unemployed until he or she get a job and enter the state of self-reliance. Finally, the workfare programme should be firmly backed by the political leadership in order to overcome the oppositions of beneficiary groups under the existing social security system.

• Korean Business Review
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• v.19 no.1
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• pp.223-240
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• 2006

The purpose of this study is to review the current state of the transformational leadership and LMX approach to the study of leadership. Leadership research has witnessed a shift from traditional transactional models to a new genre of theories of transformational and charismatic leadership and LMX. Transformational leadership theories offer the promise of extraordinary individual and organizational outcomes. Leaders motivate followers to perform beyond expected levels by activating higher order needs, fostering a climate of trust, and inducing them to transcend their self-interest for the organization's sake. Numerous investigations point of the robustness of the effects of such leadership on individual and organizational outcomes such as job satisfaction, organizational commitment, and performance. LMX theory suggests that leaders do not use the same style in dealing with all subordinates, but rather develop a different type of relationship or exchange with each subordinate. These relationships range from those that are based strictly on employment contracts to those that are characterized by mutual trust, respect, liking, and reciprocal influence. LMX has been positively related to job satisfaction, productivity, and career progress of managers and negatively related to turnover and employee grievances. In conclusions, effective leaders link achievement of organizational goals to follower fulfillment of self-development goals, with the former advancing the latter.

• Journal of Industrial Convergence
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• v.18 no.5
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• pp.88-96
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• 2020

The rate of admission to facilities for people with developmental disabilities in Korea is very high for other types of disabilities. Therefore, 'community care', which supports life in the community for people with developmental disabilities, is very important compared to other types of disabilities. However, in Korea, families with disabilities are the problem of care and are appealing for the burden of support. This study analyzed practical cases through welfare institutional visits and interviews on support for community independence in Japan. As a result of the study, the transition of people with developmental disabilities to communities in Japan was centered on group home. The private sector is providing support for people with severe disabilities in group home to live in communities, and Sapporo City Hall is conducting private connections to solve the problem of caring for the developmentally disabled elderly parents. Accordingly, as Korean policy recommendations, it is proposed to expand group home, switch functions of living facilities for the disabled, cope with the problem of caring for the disabled by elderly parents, and provide preventive services through surveys on the actual condition of adults living alone. As practical suggestions, it is necessary to develop and distribute educational textbooks such as pictures to improve daily life skills for self-reliance, expand sufficient manpower and facilities in vocational training for self-reliance, and operate shelters for adults with developmental disabilities and their guardians.