• Korean Journal of Clinical Laboratory Science
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• v.55 no.1
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• pp.65-70
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• 2023

The effect of improvement by keeping the former as the priority was examined through an evaluation of the role of the blood transfusion management (BTM) division. This division manages the status of blood for transfusion, evaluates the adequacy of blood transfusion (EABT), monitors and responds to the occurrence of transfusion-related side effects, and performs other tasks necessary for BTM. Although the establishment and operation of the BTM division can lead to the efficient evaluation of transfusion adequacy, there are disadvantages in that it takes time for EABT and it is difficult for the staff in charge of the BTM division to evaluate the adequacy of all the blood. In the future, it is essential to introduce a BTM division and committee specific to Korean patients to implement safe and appropriate BTM in medical institutions, and to assist medical institutions in training their personnel.

• Journal of the Korean Society for information Management
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• v.26 no.4
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• pp.147-168
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• 2009

Professions with librarianship can be found in various fields. It includes all different kinds of libraries, including academic, public, special, and school libraries. Moreover, there are national and commercial information distribution bodies, and other bodies supporting the national body such as library automation companies, library supply companies, and library outsourcing companies. Careers of those who have studied in library and information science could be developed in all these fields. High flexibility and labour turnover can be expected due to the wide range of career fields. Nevertheless, there have been very little studies reflecting the reasons of high level of turnovers and flexibility in librarian workforce. Therefore, this paper invastigates career movement and development of librarian as a foundation stone of further researches. It also analyzes career development process of librarians, including career paths of those working in libraries and other related areas, their efforts for career development, factors influencing their career movements.

• 한국IT서비스학회:학술대회논문집
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• 2002.06a
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• pp.63-69
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• 2002

최근의 정보시스템 업체들은 e비즈니스 분야의 IT프로젝트로 특수를 누리고 있다. 이런 새로운 분야의 IT프로젝트는 급변하는 기술의 추세와 연봉제로 활성화된 인력의 이동이라는 어려운 관리적 요인들을 접하고 있다. 즉, 단지 재무적 관점뿐만 아니라 시간적, 자원적, 품질적, 그리고 새로운 환경에 적웅해야하는 위험적 요인등 그 관리요소가 증가하고 있다. 그래서 프로젝트조직이나 관련기업의 경우 eIT분야의 프로젝트를 관리하기 위한 새로운 개념이나 방법론의 개발이 요구되고 있는 실정이다. 이에 본 논문에서는 최근의 정보시스템 업체들이 직면하고 있는 프로젝트관리의 어려운 점을 살펴보고, e비즈니스 환경의 정보기술프로젝트의 환경적 특성을 고려한 프로젝트 관리의 새로운 접근법을 엔트로피 이론에 기반 하여 설명하였다. 그리고 마지막으로 사례에 근거한 예제를 제시하여 엔트로피에 의한 프로젝트관리의 적용가능성을 제시하였다.

• Korean Journal of Construction Engineering and Management
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• v.17 no.6
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• pp.31-39
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• 2016

This study aims to give suggestions based on survey to improve the quality of Global Construction Engineer Training Program in line with the government goals. The domestic construction industry in Korea has kept shrinking, whereas the global construction market is forecasted to keep expanding in the future. It has become an urgent task to be taken up for construction contractors and engineering firms so as to improve their capacity, in particular, in the fields of planning, management, finance as well as engineering. To deal with the lack of capacity of the domestic engineers and to help them emerge as global players in the competitive overseas construction market, the Ministry of Land, Infrastructure and Transport of the Korean government has designed a program called 'Global Construction Engineer Training Program.' The eligible target of the training program is mid-career professionals who are working for the construction contractors or engineering firms. To draw suggestions for this program, an importance-satisfaction analysis is conducted to evaluate the effectiveness of the training program implemented by the S University. The S University, along with C University, was selected as an implementation organization of the program in 2014 by the government. Through an email survey, the participating students in the program were asked questions on the importance and satisfaction against 17 indicators classified into 5 categories: instruction method, professional knowledge of instructors, contents of program, curriculum, and facility and environment. The survey results show that students are satisfied with the overall quality of the program, but it was also found that they want the program opens more coursework on practical application of knowledge, case studies, and global networking.

• Journal of Technology Innovation
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• v.25 no.4
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• pp.263-284
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• 2017

The purpose of this research is to analyze the performance of national R&D projects and to find out measures to improve the performance indicators, focusing on energy HRD projects. The main analysis target is 86 energy manpower projects supported since 2010. The performance indicators of the energy HRD projects are related to the research capacity, the number of emission workers, industry-university linkage, job creation and so on, and analyzed by using the 11 indicators of human resource performance index called KPI index. As a result of analyzing the attainment level of the proposed target by task, the index with the highest achievement level is the corporation linkage rate, and the index with the lowest achievement level is the participating company employment. As a result of examining the effects of job creation in company - linked activities, it was found that the greater the number of participating companies in the business, the greater the employment creation effect of the number of internships. As a result of the above analysis, the following policy alternatives are proposed. First, it is necessary to consider adding indicators that can express the quality performance of the business and performance indicators that can express actual business linkages. Second, it is necessary to strengthen the management of differentiated performance indicators according to policy performance targets and major target groups. Third, it is necessary to improve information input and accumulation system along with improvement of performance index.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.20 no.1
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• pp.95-104
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• 2010

As the information security industry has developed and its proportion in the national economy has increased, the demand for the information security manpower also has expanded. With the frequent turnovers of the information security professionals within the industry and between other industries, it is essential to investigate the causes of turnovers for the efficient human resource management and furthermore the sustainable growth of the industry. This study aims to analyze the factors affecting the information security professionals' turnover intention. We reviewed related researches to select the turnover causes that affect the turnover intention and tested the relationships between the turnover causes and the turnover intention. Human resource managers can use the results of this study to maximize the performance of the organization through the reasonable turnover management of information security professionals.

• Journal of the Korea Society of Computer and Information
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• v.13 no.1
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• pp.273-281
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• 2008

In a knowledge-information based society, effective management across IT industries, value of information and interoperation are more important than eyer before. Therefore, ITA/EA which helps to plan and manage IT systematically and effectively, was enacted and announced in 2005 and has been considered as an innovative IT management approach. Unfortunately, however, new standardization of ITA/EA has not fully discussed yet. How to successfully apply EA/ITA to IT is considered as the most urgent challenge and this study aims to find out the most effective method. To this end, it was emphasized that training systems for specialized experts must be operated systematically through 'standardization of terms and tasks' and 'standardization of manpower training' and certification of specialty must be newly established. In addition. it was strongly demanded that dual structure caused by mixed concepts between ITA and EA must be eliminated. At the same time. a new model for domestic standardization was suggested so that not only ITA/EA can be recognized as IT engineering but also professional engineers can accept ITA/EA as a scientific field. In summary, this study is intended to propose how to improve information management efficiency through ITA/EA.

• KIEAE Journal
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• v.10 no.4
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• pp.29-37
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• 2010

The industrialized countries have promoted the rehabilitation of existing housing units as a national agenda, such as green policies, whereas korea, although having a housing stock as huge as that of world countries, have focused on the growth of housing by constructing new units rather than rehabilitating existing ones. Today, it has been so long since many multiple dwellings in Seoul and in the vicinity of Seoul were constructed. There were, however, very few political efforts to encourage the rehabilitation of housing. Today, substantial time has passed since multiple dwellings in Seoul and the first-stage new cities such as Bundang and Ilsan were constructed. What is required to maintain the quality of the existing housing and use it with safety is to promote the engineer of maintenance for multiple dwellings to work the maintenance of existing multiple dwellings. The objective of this study is to compare and analyze the maintenance qualification system of multiple dwellings of Japan, and then to propose to raise engineers of maintenance for multiple dwellings in korea.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• autumn
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• pp.73-81
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• 2003

The construction industry has been experiencing a major challenge in its work force, 'the shortage of skilled craft workers.' This problem has been caused by several factors such as the poor image of the construction industry, lack of training and education, unclear career path, declining wages, and changing work force demographics. A 'step-change' approach called the 'Two-Tier Work Force Strategy' has been proposed by the Center for Construction Industry Studies (CCIS) to deal with the work force related issues in a radical way. It is composed of two separate strategies, Tier I and II. The Tier I strategy uses less skilled and task trained craft workers, and has a larger administrative site management team than the Tier II strategy. The Tier II strategy utilizes fewer, better-educated, and higher skilled workers who perform some lower-management functions in addition to craft functions. They are paid more, but produce more through higher skills, stay on the job longer through multi-skilling, and deliver improved project performance in safety, quality, schedule, and cost The Two-Tier Work Force Strategy has the potential to resolve the current work force problems and foster a better work force environment in the future.

• Journal of Technology Innovation
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• v.17 no.2
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• pp.187-206
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• 2009

Korea needs to create, diffuse, and exploit scientific and technological knowledge effectively through transforming its national innovation system from imitative system to creative one. For this purpose, it is necessary for Korea to nurture creative human capital (CHC), which are the main actor of generating S&T and innovation. This paper aims at discussing the strategies of nurturing creative human capital of government-sponsored research institutes (GRIs). In this paper, we argue that the management of creative human capital is particularly important for Korean GRIs because they deals directly with scientific and technological activities. For effective management of GRIs' creative human capital, we suggest a Model for Life Cycle Management of Creative Human Capital. This model is composed of four stages: inviting well-qualified researchers, strengthening mobility of researchers, providing special certificates to excellent researchers, and effectively exploiting retired researchers. We emphasize that each stage should form and reinforce a virtuous cycle. This paper argues that GRIs' creative human capital should be nurtured as 'Inverse T-Type Manpower', who have not only deep knowledge on their own special S&T areas but also broad knowledge on related areas, based on this Life Cycle Management Model.