• Journal of Information Technology Applications and Management
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• v.31 no.1
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• pp.79-95
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• 2024

In modern society, as data plays a crucial role at the levels of businesses, industries, and nations, the utilization of data becomes increasingly important. Consequently, governments are prioritizing the development and implementation of plans to cultivate data workforce, viewing the data industry as a cornerstone of national strategy. To enhance domestic capabilities and nurture workforce in the data industry, it is deemed necessary to conduct an objective comparative analysis with major foreign countries. Therefore, this study aims to analyze cases of domestic and international data industries and explore methods for quantitatively comparing data industry workforce across nations. Initially, the study distinguishes between "data industry workforce" and "data job-related workforce," particularly focusing on professionals handling data-related tasks. Subsequently, it compares the workforce sizes of data job-related workforce across nations, utilizing standardized occupational classification codes based on the International Standard Classification of Occupations(ISCO). However, it should be noted that countries employing their own unique occupational classification systems often require matching job titles with similar meanings for accurate comparison. Through this study, it is anticipated that policymakers will be able to establish future directions for cultivating data workforce based on comparable status.

• Journal of Information Technology Applications and Management
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• v.17 no.3
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• pp.163-189
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• 2010

The purpose of this research is to develop a decision-making model for the calculation of the National Disaster Management System's standard prevention workforce quota. The final purpose of such model is to support in arranging a rationally sized prevention workforce for local authorities by providing information about its calculation in order to support an effective and efficient disaster management administration. In other words, it is to establish and develop a model that calculates the standard disaster prevention workforce quota for basic local governments in order to arrange realistically required prevention workforce. In calculating Korea's prevention workforce, it was found that the prevention investment expenses, number of prevention facilities, frequency of flood damage, number of disaster victims, prevention density, and national disaster recovery costs have positive influence on the dependent variable when the standard prevention workforce was set as the dependent variable. The model based on the regression analysis-which consists of dependent and independent variables-was classified into inland mountainous region, East coast region, Southwest coastal plain region to reflect regional characteristics for the calculation of the prevention workforce. We anticipate that the decision-making model for the standard prevention workforce quota will aid in arranging an objective and essential prevention workforce for Korea's basic local authorities.

• Journal of Korea Technology Innovation Society
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• v.16 no.3
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• pp.694-723
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• 2013

Securing a well-trained workforce with skills and expertise is a prerequisite for the successful fostering of IT industry. Investment into human resources in a knowledge-based economy is more effective than material resources since a high quality IT workforce is recognized around the world as the key resource that decides the national competitiveness. This study examines the environments of IT industry that are ever-changing depending on technology trends such as new bases for IT technology and convergence, the concept of IT convergence. The concept and necessity of ideal talents of convergence are also addressed as the paradigm of IT industry is changing. Chapter 3 analyzes the governmental demand-oriented IT workforce training programs and supports for convergence IT workforce training centers conducted by the government as well as convergence workforce training programs. Chapter 4 analyzes, based on the survey, major factors that may affect the attempt to secure an efficient education system for convergence-oriented IT workforce training in reflection of corporate demands. Lastly, chapter 5 states the major findings and limitations of this study.

• Journal of the Korean Geographical Society
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• v.40 no.5 s.110
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• pp.533-552
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• 2005

Human capital and higher education have been increasingly emphasized with the rise of a knowledge-based economy. Cities are recognized as places to attract human capital and spur economic development. Educated workforce supply is one of the critical parts to sustain IT industries, which have been leading recent economic development. This paper examines factors affecting geographies of educated workforce supply from colleges and universities to companies in U.S. metropolitan areas through questionnaire survey and interviews with IT companies and IT-related programs at colleges and universities. The results show that: (1) physical proximity between IT companies and colleges/universities enhances the degree of educated workforce supply from colleges/universities to IT companies; (2) IT companies which seek more specialized and rarer expertise recruit the workforce from colleges or universities over longer distance; (3) colleges and universities which offer a higher degree have geographically more extensive supply of educated workforce to IT companies than those which offer a lower degree; and (4) large IT companies have more geographically extensive supply of educated workforce to colleges/universities than small IT companies.

• Journal of Information Technology Services
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• v.18 no.4
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• pp.55-66
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• 2019

The career development of information security workforce affiliated in administrative department is very different from workforce affiliated in private companies. Their career development attempts are made not by voluntary motivation but by involuntary job movement by the principle of internal relocation. So they are not directly linked to monetary compensation or advancement. Due to the nature of the organization, their work attitude is very passive and there is little intention to turnover. They do not need professionalism, but they must be retrained according to the law. In this paper, we investigate and analyze the roles and responsibilities of information security workforce of each administrative department. And we do questionnaire survey to find out current roles and responsibilities of them will not affect the demand for retraining. Through these research, we would like to discuss how to manage information security workforce affiliated in administrative departments.

• Journal of Information Technology Services
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• v.20 no.4
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• pp.53-68
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• 2021

Many organizations try to hire and retain a well-trained workforce to get their security level of IT assets and networks. However, most academic studies have focused on only how many workforces are needed to keep the secure function. We have to transit to other aspects of cybersecurity HRM studies because well-training workforces are not the problem of numbers but the quality. This study proves how the person-job fit and the work values impact job satisfaction of the cybersecurity workforce in early careers who graduated school recently and have a high turnover intention. The results of this study provide a lot of practical implications regarding job satisfaction of the cybersecurity workforce in an early career as follows. First, the major-job fit of the cybersecurity workforce doesn't influence job satisfaction, unlike other studies. Second, what graduates learned in college is little helpful in hands-on work, so retraining the cybersecurity workforce in an early career is very important. Third, the cybersecurity HRM plans have to center on realizing the self-realization of workforces to improve job satisfaction.

• Journal of Information Technology Applications and Management
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• v.25 no.4
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• pp.67-77
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• 2018

With the types and targets of cyber attacks expanding and with personal information leaks increasing, the quantitative demand for information security specialists has increased. The base for training the workforce has expanded accordingly, but joblessness and job-seeking still coexist. To resolve the gap between labor demand and supply, education and training systems that can supply demand quickly are needed. It takes a considerable amount of time for information security education and new manpower supply through universities and graduate schools to be reflected in the market. However, if information security retraining is carried out in terms of career development of information security and related workforce, the problem of lack of experts could be solved in a relatively short period. This paper investigates and analyzes the information security work of the information security workforce, the degree of skill level, the need for retraining, and the workplace migration experience; it also discusses the direction of career development retraining.

• Journal of Technology Innovation
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• v.15 no.2
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• pp.25-40
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• 2007

It has been pointed out that the shortage of the Korean science and engineering workforce is a key issue in enterprises' competitiveness. The Korean government has conducted various surveys and research projects to determine the current situation and its causes. Nevertheless, the surveys report different results, and, to date, very few in-depth studies have been conducted on the factors that lead to such a shortage. This study aimed at investigating the factors that cause the shortage of the science and engineering workforce by looking at a recent survey on the actual employment conditions in manufacturing and major service industries. The study also estimated the determinant factors, based on the results of a survey conducted on 5,967 enterprises. Particularly, the probability of the workforce shortages are defined as a logistic probability function, which includes a diverse number of explanations that represent the characteristics of an enterprise and its internal demand conditions on workforce. The findings showed that key determinants include not only the factors that have been recognized by previous studies, but also research propensity and competitiveness aw well as the enterprises' internal demand conditions on human resources. In other words, an enterprise is more exposed to the problem of workforce shortage when it performs its R&D more proactively and its innovative activities are more organized. It has been further analyzed that the R&D and internal demand variables are more eminent to the shortage problem on skilled workers, which proves the shortage of workforce is not only caused by the quantitative aspect but also hold qualitative aspect characterized by skill obsolescence and mismatch in the labor market.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.30 no.1
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• pp.123-139
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• 2020

In 1987, Computer Security Act was enacted, requiring computer security awareness and practical training for federal workforce. This is the beginning of US development of federal cybersecurity workforce. It has been strengthening the development of federal cybersecurity workforce policy by establishing OPM regulations and OMB circulation in cases where it is difficult to define by law. Through GISRA 2000 and FISMA 2002, which has been improved, it played a central role for development of federal cybersecurity workforce for more than 10 years. Since then, FISMA 2014 has been enacted as a necessity for supplementing technology and policy. In 2014, the importance of cyber security personnel in US federal agencies has been increased even more, by enacting a single law on cybersecurity workforce twice. We will review the current state of Korea's development of cybersecurity workforce by reviewing and analyzing the development and federal cybersecurity workforce in the United States.

• Journal of Information Technology Applications and Management
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• v.11 no.3
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• pp.1-21
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• 2004

To meet the needs of the information age, the Korean government has placed a high priority in building the IT -capable workforce. Though a sizable financial resource was committed in implementing the policy, its effectiveness was not examined yet. The policy for the workforce development should be assessed continuously so that any misdirections are detected and redressed. The present study addresses four potential problems that would not allow the government to switch from a quantity-based policy to a quality-based policy. These are ① Korean universities' labor supply chain. ② moral hazard problems. ③ financial capacity of students, ④ horizontal policy orientation. The paper also proposes solutions to the mentioned problems. The government should foster an environment in which provide the concerned parties(universities. private institutions. students. etc,) with incentives to participate actively and promote the market principle of labor supply and demand. Such an ex-ante approach is believed to improve the system's efficiency compared to the extant approach based on ex-post KPI figures. If the four issues are not redressed. the market failure is likely to occur. The government should not make direct involvement in developing manpower, but rather be a linchpin to pull all concerned parties together. By doing so. the government should be able to fill the gap among parties in the system. One government role would be like defining workforce categories and promoting their career paths. Such role will also trigger universities and private institutions to pursue differential strategies along the supply chain of a particular workforce type.