• The Journal of Asian Finance, Economics and Business
• /
• v.4 no.4
• /
• pp.17-26
• /
• 2017

Many workers today encounter the problem of overemployment which occurs when actual working hours exceed preferred or desired working hours. Overemployed workers desire to work fewer hours although this may entail a concomitant decline in earnings. This research is conducted to examine the likelihood of overemployment among employees in a particular state in Malaysia, that is, Penang. This study uses primary data that was collected in a survey encompassing a total of 525 employees in the state. A logit model is used to analyse the relationship between the likelihood of overemployment and various socio-demographic, household and work-related variables. The factors that are significantly related to overemployment are ethnicity, age, education, number of children in the household, occupation, hours of work and control over work schedule. Based on the findings of this paper, it is suggested that policies such as offering part-time jobs or job-sharing options to older workers, implementing family-friendly policies, adopting decent working time measures and strategies that give workers more control over their work schedule are some possible ways to deal with the issue of overemployment.

• Journal of Practical Engineering Education
• /
• v.9 no.1
• /
• pp.1-5
• /
• 2017

It is necessary to make efforts to resolve complaints such as the mismatch of the labor market and the re-education costs for the new employees by acting as the higher vocational education center of the university. This course introduces the case of developing a practical curriculum based on the competency units presented in the curriculum of the application system that meets the demands of the human resources development and the industrial field demands of the machinery area corresponding to the demand of the industrial society. By analyzing the job duties of industry, it is necessary to develop the new curriculum after grasping the level of demand according to the area, and the importance of the ability to equip as a professional technical manpower and to create high performance is increased. It will help to improve the employment rate of students through the development of field-oriented curriculum.

• Journal of the Korean Society of Industry Convergence
• /
• v.22 no.2
• /
• pp.155-161
• /
• 2019

Recently, increases in major disasters such as fires, earthquakes and typhoons have raised public expectations for safety. In addition to this increase in expectations of safety, the government continues to push for more manpower and better treatment for firefighters who are operating in the disaster scene. Despite the improvement of working conditions and increased welfare for firefighters, however, the incidence and turnover of various mental diseases continues to increase. It is reported that many of the diseases such as post-traumatic stress disorder and the turnover of firefighters are due to a mismatch in individual's personality and work environment. In this study, 108 firefighters were evaluated for their vocational aptitude in the new curriculum. Based on the analysis results, new firefighters were proposed to provide employment and education training improvements, and to provide job security suitable for the individual's personality type through the introduction of the vocational aptitude test for firefighters who are working in the fire service. In addition, we would like to use the vocational aptitude test as a material for reducing post-traumatic stress disorder and increasing turnover through long-term tracking and observation, rather than from a one-off perspective.

• Korea Trade Review
• /
• v.44 no.4
• /
• pp.67-85
• /
• 2019

This study analyzes the trade issues and curriculum issues of universities in the 4th Industrial Revolution era with the aim of finding strategies to improve the curriculum of international commerce and to cultivate trade manpower by matching them with the trade job competencies required by trade enterprises. To this end, trade college students, GTEP partners, industry-academia partners, and expert groups of N university were asked to provide information on trade curriculum for the current curriculum. The resulting data were analyzed by questionnaire frequency analysis and FGI method to reveal that both students and graduates are interested in improving the trade curriculum of the university, and that companies are also demanding talents who are responsible for the comprehensive process of trade practice and can perform sincerely and comprehensively. Therefore, we have established a new curriculum that is suitable for the 4th industrial age, opened a certificate acquisition course suitable for the needs of the company, and developed the commercial practice, trade simulation, capstone design, and PBL teaching method. Ways are suggesting to reduce mismatch between universities and companies.

• Asia pacific journal of information systems
• /
• v.30 no.4
• /
• pp.879-918
• /
• 2020

One of the challenges faced by Talent Acquisition teams today pertains to the acquisition of human resources by matching job descriptions and skillsets desired. It is more so in the case of competitive sectors like the Indian IT sector. There can be various channels for Talent Acquisition and accordingly, the cost and benefits might vary. However, the consequences of a mismatch have an impact on the quality of deliverables, high recruitment expenses and loss of revenue for the organization. With increased and diverse sources of data that are available to organizations today, there is ample opportunity to apply analytics for informed decision making in this field. This paper reveals useful insights that help streamline the Talent Acquisition process in the Indian IT Industry. The paper adopts a data-centric approach to examine the critical determinants for efficient and effective Talent Acquisition process in IT organizations. Selected supervised machine learning algorithms are applied for the analysis of the dataset. The study is likely to help organizations in reassessing their talent acquisition strategy with respect to key parameters like expected cost to company (CTC), candidate sourcing channels and optimal joining period.

• The Journal of the Korea Contents Association
• /
• v.10 no.1
• /
• pp.457-467
• /
• 2010

The purpose of this study is to develop New-IT internship and to search for the way to reduce quality mismatch and unemployment ratio and to ultimately enhance its effectiveness of university-industry collaboration(UIC) in the field of information technology in Korea. To achieve the goal of this study, we tried to come up with more job creation than educational UIC. The survey(based on CIPP model) based on the reaction of companies and interns participating in IT internship program promoted by MKE(Ministry of Knowledge and Economy) shows that intern experience helped them to get jobs and longer intern period gave them to find job more easily. This program is designed to focus on intern matching between students' major and their intern jobs, and requires new employees' level of job quality. They(56%) preferred to hire local college students majoring in special technology area related to regional innovation industry cluster. It also found that intern companies(87%) wanted to participate in this program again and hired intern students(61%) as showing the possible connection of internship and employment. IT Internship program affected students(68.3%) good images about small and medium enterprises(SME) after finishing internship.

• Journal of Practical Engineering Education
• /
• v.5 no.2
• /
• pp.123-127
• /
• 2013

Youth employment academy program focuses on resolving the job mismatch of youth unemployment through industry oriented human resource development for which company oriented capacity building program for graduate-to-be and graduate is supported. One of the major characteristics of this program is to use the M-to-M model with common skills for companies of same type of business. The operation organization in youth employment academy is supposed to be evaluated by the final employment rate after 1 year and 6 months since start of the program. So performance indicator for the operation organization was developed which means a kind of mid-term evaluation. In this research, the validity of the performance indicator is discussed. The correlations between the performance indicator and the performance evaluation, between the performance evaluation and the final employment rate, and between the performance indicator and the final employment rate are analyzed.

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

• The Journal of Korean Institute for Practical Engineering Education
• /
• v.4 no.2
• /
• pp.116-121
• /
• 2012

One of the most important object in youth employment academy is to resolve the job mismatch of youth unemployment through industry oriented human resource development for which company oriented capacity building program for graduate-to-be and graduate is supported. The major characteristic of this program is to compose a network of operation organization, involved company, involved university and trainee, among those the role of operation organization is most important. The operation organization in youth employment academy is supposed to be evaluated by the last employment rate after 6 months to the day following the programs of the year completion. So performance indicator for the operation organization is needed in selecting the operation organization of the next year youth employment academy, which means a kind of mid-term evaluation. In this research, the concept of development of performance indicator for the operation organization in youth employment academy is introduced and major performance indicator are suggested.

• The Journal of Korean Institute for Practical Engineering Education
• /
• v.2 no.2
• /
• pp.99-104
• /
• 2010

The Individual Training Account System(ITAS) is a new vocational training system for the unemployed in Korea. This paper analysis ITAS based on the theoretical framework of contracting-out public services. The results show that ITAS has problems of targeting and mismatch with the training needs of the industry. Also the possibility of the moral hazard problems of training institutions and trainees can be increased in ITAS. The unstability of training market may deteriorate the quality of the vocational training under ITAS. In order to solve these problems, there should be consulting services on the job finding and vocational training before issuing the training account so that trainees can take guided training courses according to industrial needs for vocational training. Government has to develop a more efficient monitoring and evaluation system on the vocational training institutions and to restructure the private training market based on the evaluation.