• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2017.11a
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• pp.76-78
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• 2017

본 연구는 공공기관 중심으로 2014년부터 시행되고 있는 NCS 채용제도에 대한 추진배경과 개발경위, 확산정도, 선행연구 사례 등을 개괄적으로 살펴본 후에 항만공기업 중심으로 NCS를 경험한 인사담당자와 입사한 직원 대상으로 설문을 실시하여 채용제도의 변화에 따른 적합성과 효율성, 만족도, 이해도 및 수용성 등을 조사하여 NCS 제도의 유용성을 분석하였다.

• Journal of Korea Port Economic Association
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• v.33 no.4
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• pp.83-98
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• 2017

Being in the globally competitive environment, public port enterprises which accentuate on the employment of excellent talents to procure competitive advantage are introducing the NCS(National Competency Standards)-based employment system that focuses on job skills. This study mainly aims to analyze the actual status of NCS utilization among public port enterprises and its usefulness as well as performance. The appropriateness, efficiency, satisfaction, comprehensiveness and performance of the current NCS - based employment system were analyzed by using collected data from the recruiting officers and new employees as subjects. And eventually an improvement plan was suggested. The result of analysis shows that the appropriateness and satisfaction level of NCS - based employment system are generally high; while its effectiveness, applicants' recognition and acceptance level as well as performance are slightly higher. Moreover, the job capability and performance on the job of new employee selected by the NCS employment system were analyzed to be higher when the appropriateness and satisfaction level of that system is high. In order to establish NCS - based employment system, early formulation and implementation of job performance assessment system to evaluate the actual abilities and performance of job is necessary. This study suggested the NCS - based employment system is effective for public port enterprises to procure excellent talents, as well as being useful for job preparation of job seekers according to the job competencies requirement of the enterprises. Therefore, this study contributes to the proliferation of NCS - based recruitment system.

• International Area Studies Review
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• v.20 no.4
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• pp.163-184
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• 2016

Recently, many companies consider various methods for hiring employees. Hiring talent employee has made influences on the future of the company. Therefore, companies spend a lot of money for developing many tools on hiring employee. But most of companies don't try to review the comparison between the assessment system of hire and performance. There is few research on the performance results from the assessment scores of hiring. Only, the companies focus on hiring good employee who have good ability. Sometimes, HR managers are satisfied only with low quit rate. The paper analyzes what kind of relevance between the hire assessment and performance assessment for the same people. It uses the actual data for A company. This is very useful data for research on the relevance between hire and perform assessment. We can consider what the important things are for hiring and managing employee.

• Proceedings of the Korea Information Processing Society Conference
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• 2008.05a
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• pp.463-466
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• 2008

취업 정보 시스템에서의 인재정보 및 채용정보의 검색결과에서 원하는 일자리와 인재를 빠른 시간내에 검색하는 문제는 사용자 만족도에 밀접한 영향을 미치는 중요한 요소 중의 하나라고 할 것이다. 본 연구에서는 키워드를 이용하여 채용정보를 검색할 경우 채용정보 항목에 가중치 값을 적용했을 때의 정확도를 판단하기 위한 정량적 평가의 효과성을 검토한다. 채용정보 항목에 가중치 값을 적용했을 경우와 적용하지 않았을 경우의 채용검색 결과를 취업정보 시스템 관련 담당자를 대상으로 관련성 점수를 5점 척도로 평가한다. 실험결과, 채용정보 항목에 가중치를 적용하였을 때 관련 정확도 평가값이 더 높았으며, 상위 20개의 검색결과 평가값을 순위에 따라 정확성 추이를 살펴본 결과 순위가 높을수록 더 높은 정확성을 보였다.

• Fire Science and Engineering
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• v.15 no.4
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• pp.10-23
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• 2001

This paper study on the reforming devices of the fire officers' employment to be more efficient to their specialty. The problems about employment have been investigated and analyzed through questions and comparisons of other kinds of officers' employments. On this basis, the better devices of special employment and general employment or treatment for students after graduation who studied at the department about fire services are achieved. The efficient devices are the extension of the special employment, subject adjustment of the employment examination concerned about its relation with the real service at the fire station.

• Journal of Digital Convergence
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• v.17 no.1
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• pp.1-8
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• 2019

The purpose of this study is to analyze the employment trends of autonomous automobile industry which is related to the 4th Industrial Revolution. Previously, big data of the employment trends were divided into skill field and task field. As a result, if a company was employed in the field of skill field, it was required to have talent in which personality traits and innovation traits were prominent. Second, if the task field is a production worker, it is desirable to have talented person with outstanding personality traits. In addition, if the task field is management, it has been confirmed that communication qualities require outstanding talent. The results of this study suggest that it is possible to use the data as a basic data for finding an effective employment strategy by identifying the characteristics of the talented person and considering the suitability of the tendency of hiring.

• Journal of the Society of Disaster Information
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• v.12 no.3
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• pp.219-227
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• 2016

This study has to improve the recruitment of Private Police Guards. Secure fairness on recruitment of Private Police Guards has secure excellent Private Police Guards. Under the request of requesting entity, private police guards perform police tasks at the relevant area. Recruitment takes a pivotal role because they take unusual characteristics as they perform police duties at key national institutions, unlike private security. However, problems have continuously arouse due to issues like closed recruitment, interview-based recruitment, and composition of interviewers. Accordingly, this research suggested arranging mandatory regulation to recruit publically, adaptation of physical or written exams in view of characteristics of guarding facilities, and obligating external members when consisting interviewers as solutions.

• Journal of Labour Economics
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• v.35 no.3
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• pp.29-50
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• 2012

This paper estimates the effect of minimum wages on new hiring of low wage workers from a time-series. The results indicate that minimum wages tend to reduce the new hiring of low wage workers, in particular, among women, less educated and older population. The strongly negative effect on new hiring suggests that the burden of reduced labor demand arising from higher minimum wages tend to fall mostly upon the unprotected low-wage job searchers due to the short-term rigidity of employment adjustment among the existing workers.

• Convergence Security Journal
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• v.19 no.3
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• pp.93-99
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• 2019

In the Republic From the national interest in the recent hiring scandals in the public institutions such as the Financial Supervisory Service, Gangwon Land, and so on, people were outraged by the fact that the competition opportunities were not secured although they should be equally secured to compete with anyone with their capabilities in the fair process. Hence, the government made the public institutions blind hiring to be mandatory, which eliminated writing the academic background, GPA, and English score in the application form and selected the new employees only with job competencies in the public institutions in 2017. In 2018, the prosecution did their best for the investigation on hiring scandal with the strong will to cut the scandal upon announcement of 5-year anti-corruption master plan. Amid this controversy, this study tries to suggest the further direction in the hiring military human resources upon introduction of blind hiring system, reviewing the needs to introduce blind hiring system in the military, the governmental guideline according to the mandatory blind hiring in the public institutions, and the application status of modified blind hiring in the military.

• Journal of Digital Convergence
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• v.18 no.7
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• pp.85-92
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• 2020

The purpose of this study is to compare and analyze the differences in employment trends between enterprises and job seekers related to the 4th Industrial Revolution, focusing on the 11 elements of recruitment process. As a method of analysis, a methodology suitable for the convergence research methodology was used by mixing social network analysis and variance analysis, and significant results were derived. First, while large enterprises emphasized organizational culture and job analysis, small enterprises emphasized an interview from the perspective of practitioners. Second, in both manufacturing and service industries, enterprises emphasized interviews and documents, but job seekers emphasized job analysis. Third, the proportion of the recruitment process was found to be greater in the manufacturing industry than in the service industry. Fourth, it was found that enterprises accounted for a larger proportion of the recruitment process than job seekers. This showed an interaction effect between the subject and the industry sector. Therefore, the evaluation of the recruitment process between enterprises and job seekers was found to be very different.