• Journal of Intelligence and Information Systems
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• v.25 no.4
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• pp.123-139
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• 2019

The job classification system of major job sites differs from site to site and is different from the job classification system of the 'SQF(Sectoral Qualifications Framework)' proposed by the SW field. Therefore, a new job classification system is needed for SW companies, SW job seekers, and job sites to understand. The purpose of this study is to establish a standard job classification system that reflects market demand by analyzing SQF based on job offer information of major job sites and the NCS(National Competency Standards). For this purpose, the association analysis between occupations of major job sites is conducted and the association rule between SQF and occupation is conducted to derive the association rule between occupations. Using this association rule, we proposed an intelligent job classification system based on data mapping the job classification system of major job sites and SQF and job classification system. First, major job sites are selected to obtain information on the job classification system of the SW market. Then We identify ways to collect job information from each site and collect data through open API. Focusing on the relationship between the data, filtering only the job information posted on each job site at the same time, other job information is deleted. Next, we will map the job classification system between job sites using the association rules derived from the association analysis. We will complete the mapping between these market segments, discuss with the experts, further map the SQF, and finally propose a new job classification system. As a result, more than 30,000 job listings were collected in XML format using open API in 'WORKNET,' 'JOBKOREA,' and 'saramin', which are the main job sites in Korea. After filtering out about 900 job postings simultaneously posted on multiple job sites, 800 association rules were derived by applying the Apriori algorithm, which is a frequent pattern mining. Based on 800 related rules, the job classification system of WORKNET, JOBKOREA, and saramin and the SQF job classification system were mapped and classified into 1st and 4th stages. In the new job taxonomy, the first primary class, IT consulting, computer system, network, and security related job system, consisted of three secondary classifications, five tertiary classifications, and five fourth classifications. The second primary classification, the database and the job system related to system operation, consisted of three secondary classifications, three tertiary classifications, and four fourth classifications. The third primary category, Web Planning, Web Programming, Web Design, and Game, was composed of four secondary classifications, nine tertiary classifications, and two fourth classifications. The last primary classification, job systems related to ICT management, computer and communication engineering technology, consisted of three secondary classifications and six tertiary classifications. In particular, the new job classification system has a relatively flexible stage of classification, unlike other existing classification systems. WORKNET divides jobs into third categories, JOBKOREA divides jobs into second categories, and the subdivided jobs into keywords. saramin divided the job into the second classification, and the subdivided the job into keyword form. The newly proposed standard job classification system accepts some keyword-based jobs, and treats some product names as jobs. In the classification system, not only are jobs suspended in the second classification, but there are also jobs that are subdivided into the fourth classification. This reflected the idea that not all jobs could be broken down into the same steps. We also proposed a combination of rules and experts' opinions from market data collected and conducted associative analysis. Therefore, the newly proposed job classification system can be regarded as a data-based intelligent job classification system that reflects the market demand, unlike the existing job classification system. This study is meaningful in that it suggests a new job classification system that reflects market demand by attempting mapping between occupations based on data through the association analysis between occupations rather than intuition of some experts. However, this study has a limitation in that it cannot fully reflect the market demand that changes over time because the data collection point is temporary. As market demands change over time, including seasonal factors and major corporate public recruitment timings, continuous data monitoring and repeated experiments are needed to achieve more accurate matching. The results of this study can be used to suggest the direction of improvement of SQF in the SW industry in the future, and it is expected to be transferred to other industries with the experience of success in the SW industry.

• Journal of the Korea Society of Computer and Information
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• v.13 no.4
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• pp.31-37
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• 2008

In this paper, we propose a dynamic job relocation strategy that considering application's characteristics in multiple grid sites. This scheme classifies application to execute in multiple grid sites by their characteristics : computing intensive application, network intensive application. Also, it eliminates the communication between sites by allocating the network intensive application in single site, thus reducing the total job execution time. But if a number of free nodes to execute the network intensive application aren't found in single site, the proposed scheme the first allocates the network intensive application in multiple sites to minimize network latency. Then if the network intensive application being executed in multiple sites suitable free nodes are found in single site. the proposed scheme relocates the application being executed in multiple sites to another single site. This results in reducing the total job execution time. Through simulation, we show that the proposed dynamic job reallocation strategy improves the performance of Data Grid environment compared with previous strategies.

• Journal of Information Technology Services
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• v.16 no.1
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• pp.1-26
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• 2017

Keeping good, talented people is one of the most significant factors in a company's success. HR analytics is an important area for applying big data analysis techniques to human resources. It provides organizational insight that enables effective management of employees, allowing management to reach their business goals quickly and efficiently. Job satisfaction and employee turnover analysis are the keys to HR analytics. Job review web services have been becoming popular. Because people exchange information about job satisfaction and turnover through these web services, useful information about HR Analytics is accumulated on the job review web sites. In this paper, we identified factors of employee retention by analyzing a Job Satisfaction/Retention group, and the factors of employee turnover by analyzing a Job Unsatisfaction/Turnover group. In order to do this, we first classified employees according to whether their self-reported job satisfaction or turnover was true. We collected and analyzed data from Jobplanet, a popular job review site. Through dominance analysis and LDA topic modeling, we found major factors, topics, and keywords of the classified groups by IT, service, and manufacturing domains. Our approach is a novel model to apply the analysis of reviews and text mining to the HR domain, and it will be practically helpful for setting new strategies that improve job satisfaction.

• Journal of the Korean Institute of Intelligent Systems
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• v.21 no.5
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• pp.588-594
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• 2011

This paper presents the development of application and management system for guiding job information based on android smart-phone. The real-time informations which are provided from the job portal site, become known by using the smart-phone, and the sever system for saving and managing the related informations has been implemented. Especially, the relay and synchronization protocol of job informations have been designed and the system for managing a transmitting and receiving information is also designed and modelled. The developed application has been made up for and registered in the application store for making good use.

• Asia pacific journal of information systems
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• v.34 no.1
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• pp.321-350
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• 2024

When a competent employee leaves an organization, the technical skills and know-how possessed by that employee also disappear, which may lead to various problems, such as a decrease in organizational morale and technology leakage. To address such problems, it is important to increase employees' job satisfaction. Due to the advancement of both information and communication technology and social media, many former and current employees share information regarding companies in which they have worked or for which they currently work via job portal websites. In this study, a web crawl was used to collect reviews and job satisfaction ratings written by all and incumbent employees working in nine industries from Job Planet, a Korean job portal site. According to this analysis, regardless of the industry in question, organizational culture, welfare support, work system, growth capability and relationships had significant positive effects on job satisfaction, while time and attendance management, performance management, and organizational flexibility had significant negative effects on job satisfaction. With respect to the path difference between former and current employees, time and attendance management and organizational flexibility have greater negative effects on job satisfaction for current employees than for former employees. On the other hand, organizational culture, work system, and relationships had greater positive effects for current employees than for former employees.

• Journal of Convergence for Information Technology
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• v.10 no.8
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• pp.239-249
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• 2020

In this study, 205 graduates of beauty majors were surveyed for the purpose of the study to analyze the differences between factors in each major by examining the impact of the perception of beauty education courses on site utilization, job utilization, and job satisfaction. The study found that practical skills were required as a supplemental major subject, and the theory

• The Journal of Korea Institute of Information, Electronics, and Communication Technology
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• v.3 no.1
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• pp.57-62
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• 2010

This paper proposes two methods for the construction of job offer and job hunting information in order to supply an environment that can easily connects to job hunting information. First, the database expansion, category rules and ERD(Entity Relation Diagram) are designed for the construction of job hunting site with real example. Second, the prime number labeling rules are designed for the strong intimacy of label rules. Therefore, according to using the systematic and regular rules when we design and construct a database, the consistency and efficiency are improved in the database being constructed and being operated. And the convenience of application program development and operation are easily provided. In addition, the proposed code-expansion rule can be defined and be standardized in the domestic and foreign job offer and job hunting information provision agency.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.17 no.4
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• pp.203-208
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• 2017

Recently, the youth unemployment becomes the significant social problems and various industry-university cooperation projects those reflect the job site oriented education are planned and fulfilled at the university in order to help graduates to get the job easily. These efforts, however, becomes job hunting failure or suffers lots of trials and errors without reflecting the correct circumstances of the job market properly. In this paper, we propose the business model for training the 4th grade students as a job site oriented software engineers in BLE fields through tight industry-university cooperation and fulfill the related project. After then, we search for the problems and failure factors of the business model through the correspondence strategy analysis for weaknesses and threat factors and propose the improved and successful business model.

• Journal of the Korea Safety Management & Science
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• v.3 no.3
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• pp.143-149
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• 2001

With the development of computer technologies and the increase of internet users, Internet plays an important role in job-recruitment business. However, almost of the sites which provide job offering and job hunting service, merely have the function such as simple inquiry for information corresponding to job offering and job hunting. In this research, the online website whose task is supporting whole procedure of recruitment for real enterprises is constructed to apply the interview procedures of the real enterprises through internet. We utilize the video conference to increase the reality for interview. Also it has functions such as presentation of application form and resume and self introduction using the video conference. Through the online recruitment website we can expect time and cost saving for recruitment for both sides of enterprise to hunt the person and people to seek the job.

• Journal of dental hygiene science
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• v.21 no.1
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• pp.70-78
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• 2021

Background: The aim of this study was to analyze the public demand for information about the job of dental hygienists by mining text data collected from the online Q & A section on an Internet portal site. Methods: Text data were collected from inquiries that were posted on the Naver Q & A section from January 2003 to July 2020 using "dental hygienist job recognition," "role recognition," "medical assistance," and "scaling" as search keywords. Text mining techniques were used to identify significant Korean words and their frequency of occurrence. In addition, the association between words was analyzed. Results: A total of 10,753 Korean words related to the job of dental hygienists were extracted from the text data. "Chi-lyo (treatment)," "chigwa (dental clinic)," "ske-illing (scaling)," "itmom (gum)," and "chia (tooth)" were the five most frequently used words. The words were classified into the following areas of job of the dental hygienist: periodontal disease treatment and prevention, medical assistance, patient care and consultation, and others. Among these areas, the number of words related to medical assistance was the largest, with sixty-six association rules found between the words, and "chi-lyo," "chigwa," and "ske-illing" as core words. Conclusion: The public demand for information about the job of dental hygienists was mainly related to "chi-lyo," "chigwa," and "ske-illing" as core words, demonstrating that scaling is recognized by the public as the job of a dental hygienist. However, the high demand for information related to treatment and medical assistance in the context of dental hygienists indicates that the job of dental hygienists is recognized by the public as being more focused on medical assistance than preventive dental care that are provided with job autonomy.