• Educational Technology International
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• v.7 no.2
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• pp.69-92
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• 2006

The research question in this study was to see whether there were similarities and differences in HR practices of IT-based companies in Korea. Interviews with 12 HR executives and a survey of 51 IT-based companies showed that there were IT industry-specific HR practices, but no group differences except one. The only one difference between two groups (small- and medium-sized firms versus multinational corporations) indicated that the latter was better positioned in various HR practices. Four HR themes emerged from analyses of interviews and a survey data: business environment, workforce management, HR practices, and HR for competitive advantage. The fact that none from large companies was found to have female HR executive calls for an in-depth study of what is occurring and what could be done to better the workplace in terms of diversity. A large-scale study using diverse methods in the future will produce more meaningful findings on HR practices in IT-based firms in Korea.

• International Journal of Internet, Broadcasting and Communication
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• v.12 no.1
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• pp.1-6
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• 2020

In this paper, we propose a new program for university student's IT leadership renovation. Automation and Artificial Intelligence(AI) are changing the nature of work. According to MGI report, they will change the skills needed in the workforce. Leadership is one of the skills needed more of in the future at workplace including IT industry. Leadership could be defined as having 5 level leadership. According to the 5 level leadership, a program was formulated to renovate university student's self-leadership, teamwork, team leadership and finally global leadership. We named the program as Stepping-Stone Platform for Student's IT Leadership Renovation(SSP-SLR). Each level of four stepping stones consists of one semester. Student can raise their leadership skills by the program step by step. Various instruction learning methodologies are adopted to the program, including Flipped learning which has been proved effective in many ways in the field of education recently.

• The Journal of the Korea Contents Association
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• v.19 no.2
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• pp.409-423
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• 2019

The purposes of this study was to confirm the current issues of workforce policy of dental auxiliary personnel in Korea. The literature review and data collection were conducted in terms of the auxiliary personnel supply, regional distribution, legal works, working environment. Despite the rapid increase in the number of dental hygienists, the number of active dental hygienists is less than half of the total, and the dental clinics still experience the shortage. Considering the dental hygienist's work, the available dental auxiliary personnel for the dental assistance is limited. The proportion of dental hygienists is concentrated in large cities, and the ratio of dental clinics composed of only dental hygienists is high. Thus, it is essential to look for a plan to solve the disparity. The criterion for judging the legality of the works is ambiguous because a large portion of dental hygienist's work is not specified in the Medical Technicians Act. The job life is also shortened, and occupational profession and satisfaction are lowered. Thus, job burnout is accelerating. The difference between the legal works and the practiced works of dental hygienist and the conflict between the personnel might be due to the lack of utilization plans for the dental personnel at the government level. Therefore, the government should establish the roles of dental hygienist in accordance with the demands of the dental health service, institutionalize the necessary policies accordingly, and make efforts to establish plans to improve the relevant laws and utilize the manpower appropriately.

• Korean Journal of Clinical Laboratory Science
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• v.54 no.1
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• pp.49-60
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• 2022

This study attempted to provide the basic data for developing a system to identify the role of medical technologists and ensure an efficient response for quick and accurate diagnostic tests in the COVID-19 era. The research method involved using focus group interviews for a survey and analysis of 15 medical institutions. Eleven sample collection institutions, 10.4 medical technologists, 2.1 minutes of collection time, 5.4 hours of test time, 9,670 tests, 6.2 member test workforce size, and 7 screening center operating institutions were surveyed. The results of the focus group interview analysis revealed that there were no standardized guidelines covering working hours, area, and environment to protect sample collectors and testers in relation to the COVID-19 tests. Also, legal protection measures were insufficient in the event of accidental infections and there were no personnel regulations related to COVID-19. In addition, the professional training of sample collectors and molecular diagnostic testers was required for reliable COVID-19 testing. In conclusion, it is necessary to provide professional education through special test short-term training institutions to cope with emergency infectious diseases such as COVID-19. Legal systems should be put in place to protect the workforce and ensure stability.

• Journal of Information Technology Services
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• v.10 no.3
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• pp.285-296
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• 2011

Recently world industry trends is moved from manufacturing to service. As a result product-market ideology is central to the service enabler of the service. And value creation and delivery of consumer-oriented services as the core design industry is gaining popularity abroad. But the Service design to dispose of the whole process from planning to be done systematically is not yet established a clear concept. This study suggested problems of the current service design industry, service plans and strategies for the development of service design through open questionnaire and FGI(Focus Group Interview) for using service model methodology which is presented by HyeogIn Kwon et al.(2010). And we also consider 27 kinds of developing challenges for service design industry innovation by 6 sectors, such as workforce, R&D, legal framework, lay the foundation, knowledge service and collaborative service.

• International Journal of Advanced Culture Technology
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• v.12 no.2
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• pp.104-109
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• 2024

In this paper, we examine American career self-help advice in the context of white-collar labor market changes in the U.S., especially how it tries to motivate and empower white-collar job seekers and how fundamentally flawed this is. In this regard, we focus on What Color Is Your Parachute? by Richard Nelson Bolles, as it is the foundational and representative literature in the field of career self-help advice. We first look at the white-collar labor market changes in the U.S. and the growth of career self-help advice along with its influence. We then show that What Color Is Your Parachute? seeks to motivate and inspire job seekers by defining job searching in individual terms and overlooking its structural nature. From this, we point out the most problematic aspect of career self-held advice, i.e., shifting job search responsibility as well as its outcome solely to individual job seekers, while also making it difficult to scrutinize and understand the broader context affecting job searching.

• Journal of Korea Multimedia Society
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• v.12 no.1
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• pp.31-40
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• 2009

Call centers have become the prevalent contact points between companies and their customers. By virtue of recent advances in communication technology, the number and size of call centers have grown dramatically. As a large portion of the operating costs are related to the labor costs, efficient design and workforce staffing are crucial for the economic success of call centers. Therefore it is very important to determine the adequate number of agents. In this context, the workforce staffing level can be modeled as mathematical optimization problem using queueing theory. In this paper, we deal with an approximate analysis of an N-design call center with two finite queues and two types of reneging customers by using the state decomposition method. We also represent some numerical examples and show the impact of the system parameters on the performance measures of the call center.

• Journal of Convergence Society for SMB
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• v.2 no.1
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• pp.59-67
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• 2012

As industrial software domain is recognizing with one of areas producing high added values, almost software company is running around in securing skilled workers. However, the hiring of software engineers without the consideration of long-term business goals can be caused the lack of manpower again. Also if there is no strategic workforce management plan, it is impossible to gain high performance despite many software engineers have been employed. One of ways to empower the software development capability, this paper identifies the software job functions in detail and proposes how to define the competency profile for the job function. We also propose the career path management scheme using the profile. The proposed workforce management approach which is based on the competency profile, enables to keep the appropriate size of human resources, and to achieve the business performance of software organization.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.22 no.9
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• pp.1185-1190
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• 2018

As a countermeasure to the increasing workforce diversity worldwide, this study addresses the need for an ICT (information communication technology) based diversity management function and identifies the role of e-HRM (electronic-human resource management), which enables this function. ICT has essential for the survival and growth of a company. And it is strategically crucial to recruit and manage a workforce efficiently that comprises individuals not only with diverse demographic backgrounds in terms of gender, race, and age, but also with diverse personal history in terms of educational background, functional background, and the number of years working at a previous job, because these are directly related to organizational performance. Based on the fact that only the organizations that utilize ICT adequately in managing diversity can gain a competitive advantage, this paper discusses the implications of ICT-based diversity management for organizations and managers.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.177-186
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• 2020

The purpose of this study is to view the current status of the smart manufacturing ecosystem and to use it as an objective basis for establishing a sustainable manpower training policy support plans for smart manufacturing suppliers. Therefore, questionnaires were constructed and distributed to 2,200 domestic smart manufacturing supply firms and 6,000 demand firms, which received responses from 259 supply firms and 155 demand firms. The results showed that both supply and demand firms needed digital converged workforce with comprehensive expertise and field-oriented digital transformation workforce. In the method of securing professional manpower, the demand for in-service training and post-management training was high. Based on the results of this study, this study suggests the manpower training policy support plans for smart manufacturing supply firms and contributes to strengthening the global market competitiveness of smart manufacturing supply firms in Korea.