• 대한안전경영과학회지
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• 제19권3호
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• pp.109-115
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• 2017

In order to increase the productivity of the logistics center and transportation, we try to articulate the priority ranking factors of the productivity influenced by the personality of the field workers (logistics center workers) and functional workers (drivers) via the AHP technique Individual personality was studied by applying the Big 5 model of psychological factors (openness, Conscientiousness, extroversion, Agreeableness, neuroticism). In this paper, extraversion was critically analyzed as a priority factor. A trait of extroversion is a strongly active and individual personality. In this study, the field workers are logistics center workers and the functional workers are drivers. They are interactively influenced in the In & Out operation. For example, when it comes to 'up and down work' and 'inspection work', the functional workers perform 'up and down work' and 'delivery work' and the field workers perform 'inspection work'. Stressing on the respective work has an affect on work productivity. Inspection workforce has something to do with inventory management. Functional workforce affects the delivery workforce. Delivery work is positively correlated with customer satisfaction. Nevertheless, as a result of research, extrovert personality that has something to do with an energetic activity would not affect on the implementation of their operation. In addition, personal extraversion of workers and drivers in the warehouse can have a significant impact on job commitment and productivity improvement.

• Safety and Health at Work
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• 제7권2호
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• pp.143-149
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• 2016

Background: The industrial revolution that took place in the United Kingdom (UK) between 1760 and 1830 led to profound social change. Occupational medicine was concerned with the diagnosis, treatment, and prevention of occupational diseases, that is, diseases directly caused by exposure to workplace hazards. A similar pattern of development has occurred globally. Methods: A review of relevant literature. Results: The international conceptualization and development of occupational health occurred during the 20th century. A new paradigm for occupational health has emerged that extends the classical focus on what might be termed "health risk management" that is, the focus on workplace hazards and risk to health to include the medical aspects of sickness absence and rehabilitation, the support and management of chronic noncommunicable diseases, and workplace health promotion. Conclusion: The future strategic direction for occupational health will be informed by a needs analysis and a consideration of where it should be positioned within future healthcare provision. What are the occupational health workforce implications of the vision for occupational health provision? New challenges and new ways of working will necessitate a review of the competence and capacity of the occupational health workforce, with implications for future workforce planning.

• 정보보호학회논문지
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• 제21권6호
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• pp.101-108
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• 2011

정보보호분야에 종사하고 있는 인력 중 10% 이상이 매년 직장을 옮기고 있고, 퇴사 인력 중 50% 이상이 정보보호 이외의 직무로 전환을 하고 있어 정보보호 전문인력의 유출이 상당한 규모이다[1]. 정보보호 분야에 신규로 우수한 인력을 채용하는 것 뿐만 아니라, 이미 정보보호 분야에 근무하고 있는 인력들에게 만족스럽게 업무를 수행할 수 있는 여건을 제공하여 정보보호인력들의 전문성을 높이고 정보보호 관련 업무의 완성도를 높이는 것이 중요한 과제이다. 본 연구에서는 정보보호인력의 직무 이동 과정을 마코프체인을 이용하여 모델링하고 향후 정보보호인력의 직무별 구성에 대하여 전망한다. 본 연구의 결과는 유망 분야 중점 육성의 효과를 예측하는 등 정보보호 인력양성 관련 세부적인 정책추진의 타당성을 확보하는데 참고가 될 수 있을 것이다.

• 대한간호학회지
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• 제33권2호
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• pp.284-292
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• 2003

Purpose: The purpose of this study was to study the projected workforce of nephrology CNS in Korea. Method: Need models, ratio methods and expert opinion were used for projecting needs for the nephrology CNS. Result: In 2001, there are 28,046 ESRD(end stage of renal disease)patients, 304 renal replacement centers and 1695 nephrology nurses in Korea. the hemodialysis patients per hemodialysis nurse was 12. The number of nephrology CNS required to meet the demand for caring of ESRD patients in 2002, 2005 and 2020 was estimated at 616, 837 and 3105, respectively. 47 ESRD patients per nephrology CNS was revealed as a workforce standard before 2005. After 2005, It was 31 ESRD patients per nephrology CNS. Conclusion: This study founded the need to project future increments and development in supply of qualified nephrology CNS.

• Educational Technology International
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• 제7권1호
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• pp.99-110
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• 2006

Rapid innovation in ICT is transforming the way we work, the way we interact, the way we learn, and the way we live. In the education and training sector, ICT increases access to learning by making it possible for workers to fit their education into family and work schedules and by providing a greater programmatic choice of quality courses. ICT allows multiple workers to simultaneously enrol in training programs and work in their workplace in order to achieve their particular learning goals in a timelier manner. This paper deals with the ICT conditions, role of ICT, application of ICT, and effectiveness of ICT in the area of workforce development.

• 융합보안논문지
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• 제15권4호
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• pp.99-105
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• 2015

사이버 공격의 지능화, 조직화로 몇몇 소수의 정보보호 전문가만으로 사이버 위협에 대응할 수 없는 시대가 되었다. 이에 따라 대학의 정보보호 관련학과가 2013년에 비해 17%나 증가했다. 하지만 대학의 교육은 실제 산업현장에 필요한 인력을 양성하는데 한계를 노출하고 있다. 본 연구에서는 이를 개선하기 위해 정보보호 직무체계 및 분야별 필요 교육 내용에 대한 연구를 조사하였다. 이후 이를 바탕으로 대학에서 학습되어야하는 정보보호 분야를 도출하였다. 그리고 도출된 분야의 교육과정을 운영하기 위한 방안으로 교육내용 선정 및 인증에 대한 방안을 제시하고 있다. 본 연구를 국가 정보보호백서에서 조사되는 정보보호 인력 현황과 연계해 대학 정보보호 관련학과의 분야를 조절할 수 있을 것으로 기대된다. 그리고 실 현장의 수요를 반영한 인력을 배출할 수 있는 정보보호 인력 중장기 계획의 기초 연구로 활용되고자 한다.

• 가족자원경영과 정책
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• 제10권4호
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• pp.179-193
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• 2006

Gender equality has been expected to realize fully in the process of globalization. According to neo-liberal, which views globalization as a rational development, irrational discrimination by culture will disappear. But some feminists criticize globalization as a patriarchal phenomenon. So in this paper, the extent to which women in Korea have achieved equality with men in the workforce is assessed through an examination of the gender gap during 1993-2003. As the result, it was found that women had still lower status than men in spite of laws established to promote gender equality. Then to explore the direction for eliminating the patriarchal gaps, women in traditional Korea were reviewed. Traditionally women were oppressed by the practice of Naeoe differentiating between women and men. But on the other hand it made women to have equal status with men by maintaining their own productive area. So it was suggested that differentiation should be considered as a source of power to be adopted into women's activitism such as NGOs or international women' movement to achieve full equality in inequitable globalization.

• 간호행정학회지
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• 제9권2호
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• pp.243-250
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• 2003

Purpose : The purpose of this study was to suggest the number about the projected workforce of Certified Insurance Reviewer Nurses(CIRN) in Korea. Method : The following methods were used for this study: 1) national and international internet data were collected. 2) demand model was used for the prediction of the projected workforce of CIRN. 3) experts in insurance reviewing were contacted to get an opinion and information about the criteria of distribution and scope of CIRNs, 4) we figured out the maximum and minimum number of CIRN Korea needed as followed method, the maximum number was estimated that one CIRN would review 150 cases of Detailed Accounts for Examination and Treatment and the minimum was estimated 200 cases of it. 5) time series regression equation analysis was used for the prediction of number of CIRNs for the year 2003 to 2010. Result: 1) The prediction of CIRNs is as follows, there will be 2,313$\sim$2,827 of CIRN demanded in 2002, 2,500$\sim$3,069 in 2005 and 2,806$\sim$3,466 in 2010. 2) It is really desirable that CIRNs not only work for reviewing the detailed accounts for examination and treatment in hospital but also for inspecting allowance in individual insurance company. Conclusion : It is very desirable that the CIRN advocate the clients' rights because they will work for them satisfactory rather than other hospital experts group. But before settling the system of the CIRN in Korea, there would be its own professional role identity and a code of conduct.

• 컴퓨터교육학회논문지
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• 제17권6호
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• pp.71-80
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• 2014

최근 사이버테러 및 개인정보유출 등의 정보보안관련 이슈가 대두됨에 따라 정보보호 인력 양성을 위해 많은 정보보호관련 학과가 신설되고 있다. 하지만 컴퓨터공학 등의 기존 IT 학과와의 차별성이 부족하고 실제 현장에서 원하는 인재를 양성하지 못하고 있는 실정이다. 이러한 문제를 개선하기 위해 정보보호 직무체계와 각 직무에 필요한 역량 및 기술들을 제시한 기존의 연구를 조사했다. 그리고 미국의 NICE에서 제시된 역량을 중심으로 국내 대학 정보보호관련 학과의 교육과정을 분석했다. 그 결과 정보보호 제품을 개발하는 분야를 위주로 교육과정이 편성되어 있는 것을 확인했고 교육과정이 정보보호 직무체계별 역량을 중심으로 개선할 필요가 있었다. 이 결과를 통해 이후 정보보호 학과의 교육과정 개선을 위한 기초 연구로 활용되고자 한다.

• 한국산업정보학회논문지
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• 제21권1호
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• pp.71-82
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• 2016

본 연구는 국내 의료기기 업체 종사자의 직무별 현황, 인력확보의 어려움 정도와 그 이유, 퇴직률 등을 분석하여 인력확보와 관련된 자료를 제공하고자 수행되었다. 연구결과, 의료기기 제조업체는 생산품목과 관계없이 국제인증 취득과 수출을 담당하는 해외영업 인력이 필요하며 수도권에 소재한 기업이라 할지라도 인력확보가 용이하지 않았다. 그리고 의료기기 회사는 직원 수 및 매출 규모와 관계없이 인력확보의 어려움을 겪으며 특히, 3등급의 의료기기를 생산하는 업체의 구인난이 심했다. 인력확보가 어려운 이유는 개인은 취약한 근로조건, 법인은 회사가 요구하는 직무능력을 갖춘 구직자의 수가 적기 때문이었다. 따라서 의료기기 업체의 구인난이 해결되기 위해서는 기업에서 요구하는 수준의 직무능력을 갖춘 인력이 양성되어야 하고, 회사는 적절한 수준의 근로조건을 마련하는 것이 필요함을 알 수 있다. 그리고 퇴직률 분석에서 회사 규모가 크고 직원이 많을수록 인력관리에 어려움을 겪고 있는 것으로 나타나 체계적이고 통합적인 인력관리 프로그램이 필요함을 알 수 있었다.