• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2007.11a
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• pp.699-703
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• 2007

The recent plant order of oversea in domestic engineering and Construction Companies have been growing since 2003. In 2006, the total order came out 2.54 billion dollar. And in a quarter of 2007, the Ministry of Commerce announced that total order already came out 900 million dollar. They expect that the plant industry in the global market will be grown more in near future. However, even though there is growing plant businesses in oversea specially focused on the Middle East area, the domestic large engineering and Construction Company now face up the shortage of specialty manpower. Moreover, the domestic small and medium enterprises have same problems as large companies have. The plant construction industry is expanding rapidly, but the supply of specialty manpower can not follow its growing business. Also, most new supplied manpower is the person who graduated recently and received the degree in the different civil engineering track other than the plant major track, they are required to be re-educated. So, it is unable to deploy in short time. Also, there is shortage of manpower in the Construction Management financing division. Consequently, this project will study the efficient method of training for specialty manpower, provide the solutions.

• Journal of Digital Convergence
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• v.19 no.4
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• pp.33-38
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• 2021

The data economy' is growing rapidly with the corona era. The quantity and quality of digital data is increasing rapidly. The domestic data industry needs a variety of data manpower, but there is still a shortage of high-quality data manpower. The data manpower in high demand is the development manpower, but the data business manpower is needed to increase the added value of the data industry. The role of a data trade manager that creates high core value among data business personnel is attracting attention. This study derives the job definition of the data trade manager, the necessary knowledge and skills, and the educational content necessary for the training course through Delphi research. In order to validate the results of the research, the study try to verifies the role of data trade managers. This study can be used as a theoretical basis for an educational model that is the basis for training data manpower, and can be used to establish a manpower training policy in the future.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.2
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• pp.209-218
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• 2005

Purpose: This study was to setup the basis on hospital and national nursing manpower estimation accurately according to apply patient classification system of Song's study to China hospital system. Method: This study was surveyed to 964 patients at surgical and medical ward on Yanbian University Hospital in China from 17th to 31th January, 2005. Results: There was study results to test hypotheses for estimating optimal nursing manpower as follows. First, a trimodel classification scheme was developed which suggested three categories of patients as minimal care(category 1), moderate care(category 2), intensive care(category 3). Second, there was not significant difference with nursing time by sex. Third, there was not significant difference with nursing time by medical wards. Fourth, there was not significant difference with average nursing care time for each category of patients. Category 1 was estimated to spend average 19.59minutes for patients, Category 2 was about 35.68 minutes, Category 3 was 72.07minutes respectively. Total nursing hours was 62,610 minutes. Conclusion: Patient classification system of Song's study is validity for optimal nursing manpower of hospital in China.

• Journal of agricultural medicine and community health
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• v.22 no.1
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• pp.75-83
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• 1997

The medical insurance system has been adopted in 1989. Since then, the utilization of medical care services has increased rapidly. It appears that the medical institution needs more nursing manpower such as nurses and nurse aides to meet an increased demand for medical care for the residents. However, the medical care clinics run by a medical practitioners has a more shortage of nursing manpower than hospitals. The purpose of this survey was to analyze the current employment status and to obtain an opinion on the improvement of utilization such as recruitment and retention of nursing manpower. The questionnaire sent to the private physician and the response rate was 28.7% ; 87 out of 300 physicians. 82.6% of the respondents employed nurses aides rather than nurses and an average number of employees per clinic was 2.5 persons. Most physicians had difficulties in recruiting nursing manpower. It took more than one month for replacement on average, therefore, they were suffering from giving good continual care for the patient and also high resignation of nursing personnel. The low wage, long working hours, hard work and lack of incentives are the biggest reasons for the difficulty in recruiting and retaining of the nursing personnel obtained for the clinics survey. The above mentioned problems would be solved in the near future by changing those difficulties. In the meantime, the private physicians are marking an effort to retain the nursing personnel by keeping a relationship of the private physician's cooperatives.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.4
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• pp.564-573
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• 2006

Purposes: This study was to provide basic data to explain the effect of the organizational effectiveness factor on hospital nursing, to construct an appropriate model to examine the validation and relationship with variables and to provide basic data for improving the organizational effectiveness of hospital nursing. Method: This study was a descriptive correlation research. Subjects of the study were 348 nurses, 219 patients, and 89 nurses for nursing quality. Twelve measurement variables and nine paths were established in the hypothetical model. Results: The fitness indices of the model were GFI=0.91, NFI=0.90, and PGFI=0.49. Five among the nine paths proved to be statistically significant : level of nurse manpower to organizational effectiveness, conflict to organizational effectiveness, organizational climate to organizational effectiveness, level of nurse manpower to organizational climate, and leadership to organizational climate. Level of nurse manpower and leadership influenced organizational climate. Organizational climate accounted for 43% by the predictor variables, and the level of nurse manpower, conflict, and organizational climate influenced the organizational effectiveness, which accounted for 77% by the predictor variables. Conclusion: This study identified that the level of nurse manpower, leadership, conflict, and organizational climate are important factors affecting organizational effectiveness.

• Journal of Korean Public Health Nursing
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• v.17 no.2
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• pp.181-191
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• 2003

Purpose: The purpose of this study was to evaluate demonstration health promotion programs offered by 18 health centers in a structural aspect of the health centers. Methods: The Evaluation Committee was organized with professors from collaboration universities and researchers of this study. Using structure evaluation frame. reports from 18 health centers were reviewed by the committee. Evaluation categories included organizational change, manpower construction, budget, and manpower training and education. Results: Only 5 health centers out of 18 have independent health promotion department. Nurses played a major role for health promotion programs. Other health personnel participated in the health promotion programs included dental hygienists, nutritionists, and exercise specialists. Related to program budgets. local government support rates were varied by the region. Various kind of manpower training was offered to health personnel for the health promotion programs including smoking control. exercise, alcohol, nutrition, and so forth. Conclusion: The study results indicated that establishment of independent health promotion department, maintenance of same manpower construction, provision of diversity manpower training were the factors that foster effective health promotion programs.

• Research in Community and Public Health Nursing
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• v.15 no.4
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• pp.528-538
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• 2004

Purpose: This study was conducted to investigate the level of awareness about health education in the manpower of public health center. in order to suggest a basis data for the development of a job-training program. Method: The subjects were 96 manpowers of public health centers. Data were collected from August 2nd. 2002 to September 20th using a self reported questionnaire survey. The data were analyzed using frequency. percentile and $x^2-test$. Results: The most necessary of health education according to health promotion service is 'quitting smoking' during the adolescent period. The most necessary of health education media according to health promotion service is 'reducing alcohol intake'. The most efficient media of health education is 'beam projector'. The most necessary capacity of health educator is 'planning capacity of health education'. The most necessary support implementing health education is 'manpower supply'. Conclusion: The level of awareness of health education in the manpower of the public health center are expected to provide basic data for developing job-training programs that might improve advanced knowledge and techniques of health education.

• Journal of Digital Convergence
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• v.8 no.2
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• pp.115-129
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• 2010

The purpose of this study is to explore manpower education plan of green growth industry of SME in Gwangju area. Nowadays, according to the change of green growth paradigm, We need to be the green switching strategy for solving the structural problem and overcoming a crisis in SME. Based on the findings, the study showed that SME in Gwangju area need to build up network of size and industrial classification. Also, green fusion technology grafting on the existing industry and the policy of educating manpower in long term and custom-made plan of educating manpower need to be followed.

• Journal of the Architectural Institute of Korea Planning & Design
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• v.34 no.5
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• pp.11-20
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• 2018

To prevent illegal building work in advance, regional building safety centers were introduced to perform technical investigations and management. The purpose of this study is to propose the detailed operational directions of the regional building safety center through the analysis on the current status of parameters, such as the operation of designated confirmation and inspection bodies in Japan. We consider the role, building administrative process and establishment criteria of regional building safety centers through the analysis the introduction background and the designation criteria of designated confirmation and inspection bodies. In establishing the center's professional manpower qualifications, we refer to the criteria for the professional qualifications of the designated confirmation and inspection bodies. In addition, the calculation method of required manpower of verification inspectors in Japan was used as a reference in setting the scale of regional professional manpower. Finally, we propose the detailed operational directions of the regional building safety center such as (1)roles of the center, (2)establishing management plan of the center, (3)work scope (4)scale of the professional manpower, (5)qualification of the professional manpower, and (6)funds.

• Proceedings of KOSOMES biannual meeting
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• 2018.06a
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• pp.51-51
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• 2018