• 미래기술융합논문지
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• 제2권3호
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• pp.59-66
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• 2023

본 디지털 전환에서 가장 중요한 것은 SW 기술이다. 그러나 많은 기업이 SW 기술 및 인력 확보에 어려움을 겪고 있다. 특히 SW 인력 부족은 더욱 증가할 것이라 보고되고 있다. 정부는 SW 인력 수급정책을 해소하기 위해 인력양성 정책과 많은 지원사업을 수행하고 있지만, 이러한 정책이 효과적으로 수립되기 위해서는 소프트웨어 산업의 수요와 공급에 대한 정확한 예측이 필수적이다. 따라서 본 연구는 소프트웨어 산업의 수급 불균형을 해소하기 위해 동태적 구조 분석을 수행할 수 있는 시스템 다이내믹스 방법론을 활용하여 시뮬레이션을 개발하였다. 시스템 다이내믹스는 소프트웨어 산업의 인력 수급 불균형 현상에 대해 동태적인 시각에서 그 원인과 정책대안을 찾기에 적절하다. 세부적으로 미국의 노동통계국의(U.S. Bureau of Labor Statistics, BLS) 방법론을 사용하여 적용하여 소프트웨어 산업의 인력 수요 및 공급 예측 모델을 개발하였고, 시나리오 분석을 수행하여 정책적 시사점을 도출하였다.

• 농촌의학ㆍ지역보건
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• 제22권1호
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• pp.75-83
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• 1997

The medical insurance system has been adopted in 1989. Since then, the utilization of medical care services has increased rapidly. It appears that the medical institution needs more nursing manpower such as nurses and nurse aides to meet an increased demand for medical care for the residents. However, the medical care clinics run by a medical practitioners has a more shortage of nursing manpower than hospitals. The purpose of this survey was to analyze the current employment status and to obtain an opinion on the improvement of utilization such as recruitment and retention of nursing manpower. The questionnaire sent to the private physician and the response rate was 28.7% ; 87 out of 300 physicians. 82.6% of the respondents employed nurses aides rather than nurses and an average number of employees per clinic was 2.5 persons. Most physicians had difficulties in recruiting nursing manpower. It took more than one month for replacement on average, therefore, they were suffering from giving good continual care for the patient and also high resignation of nursing personnel. The low wage, long working hours, hard work and lack of incentives are the biggest reasons for the difficulty in recruiting and retaining of the nursing personnel obtained for the clinics survey. The above mentioned problems would be solved in the near future by changing those difficulties. In the meantime, the private physicians are marking an effort to retain the nursing personnel by keeping a relationship of the private physician's cooperatives.

• 한국지능시스템학회논문지
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• 제16권4호
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• pp.416-422
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• 2006

소프트웨어 개발 인력 프로파일에 대한 현존하는 모든 통계적 모델들은 소프트웨어 사용과 개발 프로세스의 가정에 기반을 두고 있어 일반적으로 적용 가능한 추정과 예측 모델이 없는 실정이다. 본 논문은 예측필터를 적용하여 소프트웨어 개발 투입 인력 프로파일을 예측하였다. 먼저 소프트웨어 개발 인력분포를 살펴보고, 예측필터를 적용하기 위해 모델의 입력 -출력, 모수를 결정하는 방법을 제시하였다. 이어서 제안된 모델의 유용성은 실제 개발된 소프트웨어 프로젝트로부터 획득된 데이터 분석으로 경험적으로 검증되었다. 평균 상대오차와 Pred(0.25)에 기반하여 제안된 예측필터는 잘 알려진 통계적 추정 모델들과 비교되었다. 검증 결과 예측필터는 단순한 구조를 갖고 있으면서도 소프트웨어 인력분포를 적절히 표현하는 결과를 보였다.

• 한국건설관리학회:학술대회논문집
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• 한국건설관리학회 2008년도 정기학술발표대회 논문집
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• pp.455-458
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• 2008

본 연구는 기계설비 전문건설업체를 대상으로 기능인력운영의 문제점을 분석하고 개선방안을 제시하고자 실시하였다. 이를 위하여 18개 기계설비 전문건설업체의 경영자/작업반장 및 일반건설업체 현장관리자를 사례대상으로 선정한후 직 하도급별 문제점을 설문 조사하였으며, 조사된 문제점을 바탕으로 기능인력운영 실태를 분석한 후 개선방안을 도출하였다. 상기와 같은 목적과 방법에 따라 수행한 본 연구의 결론을 요약하면 다음과 같다. 첫째, 현장에서의 작인반장의 역할은 도급제 근로자를 관리운영 하는 책임자이지만 원도급자와의 종속적인 관계로 인한 인력관리 권한축소로 인해 기능인력관리에 어려움이 있다고 분석되었다. 둘째, 효율적인 기능인력운영을 위해 작업반장의 현장대리인화 또는 연봉제로 고용된 작업반장을 통한 인력관리가 기능인력운영상의 개선방안으로 도출되었다.

• 한국건축시공학회:학술대회논문집
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• 한국건축시공학회 2021년도 봄 학술논문 발표대회
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• pp.263-264
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• 2021

The purpose of this study is to empirically confirm the effect of the characteristics of construction workers on the occurrence of defects in construction. In this study, the degree of direct construction is measured through the ratio of the direct recruitment and outsourcing manpower of the original contractor, and the effect of this on the occurrence of defects is empirically analyzed using financial data. In addition, it is verified whether the degree of defect occurrence varies depending on the job skill level of the direct hired personnel inputted to the construction. Through this, it will be possible to prepare an argument for revitalizing the direct construction of construction companies and an opportunity to promote it.

• KIEAE Journal
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• 제11권4호
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• pp.47-54
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• 2011

Construction companies find it increasingly necessary to reduce the cost as the construction market has been suffering from a depression and the industrial environment has been changing fast lately. The cost cut demands the productivity management of the field operations, which can be made feasible by assigning an appropriate number of managers on the construction site. However, previous studies are focused on the labor productivity and construction companies take into account only the revenue per worker in organizing the staff. The purpose of this study is to research the model for calculating the field management manpower in accordance with the characteristic of project and site conditions which are usually considered in the beginning of the construction project. The data about apartment building projects of domestic large constructors and factors related to them were statistically analyzed. The results of this study can be used to calculate the necessary field management manpower in accordance with the characteristic of project.

• 한국시스템다이내믹스연구
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• 제10권2호
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• pp.81-102
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• 2009

Based on various employment and technology data in the cultural sector from the mid-1990s to the mid-2000s in Seoul, Korea, this research examines whether technology- and human resource-oriented programs exert significant impact on creative manpower, R&D technology level and tolerance. After briefly introducing Seoul's trends in the culture industry, it tries to explain major reinforcing and balancing loops. The stock-flow diagram of the culture industry in Seoul is applied to estimate relative effectiveness of technology- and human resource-oriented cultural programs cultural programs. Judging from a series of simulated experiments, technology-oriented cultural programs are essential to increase creative manpower and R&D technology level in the short term. For the first half of research period, this research finds that human resource-oriented cultural programs put forth minimal impact, if they even exist at all. The trends, however, are reversed in the long term: Both size of creative manpower and R&D technology level absolutely depend on human resource-oriented cultural programs in the second half.

• 한국정보통신학회논문지
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• 제14권9호
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• pp.2113-2119
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• 2010

본 논문에서는 중소기업의 맞춤형 IT 인력양성을 위한 업종별 '대학-중소기업 공동 교육 프로그램'을 제안하였다. '업종-기술' 매칭 테이블에 의해 제시된 업종별 핵심 기술을 중심으로 대학과 중소기업에서 특화된 공동 교육프로그램을 개설하고, 이를 이수한 학생들에게 해당 기업에 우선적으로 취업을 보장하는 제도이다. 이를 위해 대학과 중소기업은 인력 수급, 기술의 내용, 취업 조건 등의 공동 관심사항에 대한 양해각서(MOU)를 교환한 후 '대학-중소기업 공동 교육 프로그램' 개설에 대해 협약을 체결하는 2단계 절차를 제시하였다. 최종적으로, '대학-중소기업 공동 교육 협의회(UCCCC)'를 구성하여 '대학-중소기업 공동 교육 프로그램'을 운영하도록 한다.

• Perspectives in Nursing Science
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• 제6권1호
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• pp.67-76
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• 2009

Recently, small and medium-sized hospitals which are located in rural areas have many difficulties in securing high quality nurses. That is because working environments for nurses in small and medium-sized hospitals in rural areas are poor compared with those of big hospitals in urban. As a result, the migration of nurses from small and medium-sized hospitals in rural areas to big hospitals in urban is continuously happening. In general, big hospitals provide nurses with high level of salary and fringe benefits. To prevent the migration of nurses, chief executive officers of small & medium hospitals in rural areas have been interested in improving nurses' working conditions including wages. Also, they have raised nurses' salary and improved working conditions. But, basically these individualized efforts have some limit. In connection with this, medical interest groups have produced various voices in terms of interpretation and solutions for these issues. However, from the future perspectives, it seems evident that two approaches for both manpower supply and demand plans of nurses are necessary. They should contain not only accurate estimation of the supply-demand of nursing manpower but also the improvement of working conditions and wages of nurses. Estimation of nursing manpower supply-demand depends on the standards and criteria being used. Supply and demand may be met or not in accordance with the points emphasized on the decision. In the articles, issues regarding nursing manpower, levels of salary, other working conditions and social support system for child care are discussed. According to Joe's report (2005), most health institutions did not meet the guidelines of nurse staffing in Medical Law. The wages of nurse vary on every hospital and there is a big difference in wages' range. The average starting salary for a nurse is 22 million won a year. In case of tertiary hospitals, it reaches up to 30 million won a year. Nurse as a profession should have a strong responsibility and should take care of the patients for 24 hours with three working shifts. Also, most of them are female who have the burden of child rearing. Therefore, it is suggested to increase the salary, to provide comfortable working conditions, and to have social support system for nurses with household affairs.

• 대한간호학회지
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• 제3권2호
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• pp.15-30
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• 1973

Nursing education in Korea has made rapid progress recently. There is .: great deal of support with approval and encouragement of this progress. However, much disapproval of its validity has asserted some restraints on it. The aims of nursing education should be based on the principle that education is planned according to tile need much research has been made with such a viewpoint but much still remains unclear. The present study is aimed at establishing the needs for nursing manpower based on the biological demand for medical care. The needs for nursing manpower have been emphasized by many researchers and authorities on nursing education, and the prevailing medical trends also demand it. In this study, through the study of various hooks and records concerned, and the compiling of data analysis and questionnaires, I came to the following figures for the proposed needs of nursing manpower: There figures are greater than those calculated by another method by the government research program but it shows approximately the same final figure as that of the government report for the end of the target year. With these findings, I concluded that: 1) As the final purpose of the government medical project is to fulfill the needs of the national health (that is, to support the national needs for medical care), the plan of this project should follow the theory of biological demand for medical care, recognizing that the numbers will increase gradually. 2) Qualitative growth, based on the advanced and specialized nursing profession. should be promoted to meet the rapid growth of the medical needs of the nation in addition to promoting of investments for the facilities. and of the preparatory investments for education needs. 3) For efficient and economic utilization of nursing manpower, the improvement of wages, and the offering of free education is necessary. 4) Amendments to the low promising innovation and advancement of medical treatment; preparation of a national fund for medical care; and, changing of national attitudes to bring about greater concern are desirable.