• Journal of Korean Society for Quality Management
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• v.14 no.2
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• pp.55-60
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• 1986

The efficient management for the research and development (R&D) manpower will absolutely be necessary for the successful accomplishment of R&D projects. In this respect, a methodology through analyzing and evaluating the degree of technology accumulation was presented, using the INGRES Data Base Management System (DBMS) in UNIX operating system.

• The Pure and Applied Mathematics
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• v.4 no.2
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• pp.105-110
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• 1997

The distribution of staff in a hierachial organization has been studied in a variety of forms and models. Results here show that the promotion process follows a binomial distribution with parameters n and $\alpha=e^{-pt}$ and the recruitment process follows a poisson distribution with parameter $\lambda$. Futhermore, the mean time to promotion in the grade was estimated.

• Korean Medical Education Review
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• v.18 no.1
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• pp.21-25
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• 2016

The government of South Korea and its medical personnel must make a way by which health professionals who have escaped from the Democratic People's Republic of Korea (DPRK) can play a positive and practical role in unification and south-north medical unification while south-north authority talks on DPRK public health and medicine manpower development are not going smoothly. Medical personnel escaped from the DPRK have to be recruited for the interviewer of the national examination, to improve the accuracy of national examination interviews. For those medical professionals who have escaped from the DPRK with 6 years' medical college education, but failed the interview on the national examination, we propose here a course of 3.6 months for them to have a right to apply the Korean Medical Licensing Examinations (KMLE). We also propose that medical professionals who have escaped from the DPRK who have graduated from a 6-year medical college in the DPRK and who are medical doctors over the fifth grade or with more than 6 years of experience can be qualified as unification medical doctors and be exempted from the KMLE, getting the right to go directly into an internship and residency. They should be permitted to work in manpower development projects for the health professions. They should also be given opportunities such as to become psychiatrists who treat the mental illness of persons escaped from the DPRK and people from North Korea after unification. Medical students in South Korea should earn college credits on the topic of medical unification and not only students, but all South Korean medical personnel, should prepare for north-south medical unification with an open mind. A way for each medical college to participate in DPRK manpower development for the health professions through a memorandum of understanding between the medical colleges of the south and north.

• Journal of the Korean Society of Industry Convergence
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• v.14 no.4
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• pp.157-165
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• 2011

The study figures out the alternatives of training BIM design experts which is the biggest obstacle in training manpower of professional BIM designer, the largest problem when the plant introduce BIM design about the change in Construction Environment by Equipment Based BIM Design in reality of design followed by equipment based BIM design, education institution plan. BIM is the system which is built to make these information be used easier and technique which enables design construction and maintenance in 3-dimensional virtual space by designing buildings in 3-dimensional space, and by data-basing the generated information of every life-cycle information. As the essential contents of the study, educational institutions with the public authority should invest the opening of educational programs, recruit of experts and development of textbooks from a long-term perspective. And also, the role of public institution is important above all for the development of construction industry.

• Health Policy and Management
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• v.16 no.4
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• pp.112-127
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• 2006

The purpose of this study is to develop performance indicators for quality of public health center based home healthcare through the study the major factors of registrated weaken poorly residents in the community based home healthcare. Various literature review was conducted to study the performance indicators for quality of public health center based home healthcare of advanced countries and Korea. Mail survey was conducted from national wide PHC(public health centers), sub health centers and primary health care posts. of the surveys mailed, 2,293 centers(67%) were returned within the allotted and we included in the analysis these who completed the questionnaire. Data was analysed by SPSS for windows 12.0. The major results of the research were as follows; Firstly, major factors of registrated weaken poorly residents in the community based home healthcare in the multivariate analysis were jurisdictional families per manpower(OR:0.78, 95%CI:0.64-0.94, P=0.011), weaken poorly families per manpower(OR:0.42, 95%CI:0.35-0.50, P<0.001), business vehicles per manpower(OR:1.13, 95%CI:1.04-1.24, P=0.007) type of public health center(OR:4.42, 95%CI:3.32-5.90, P<0.001), region of public health center(OR:0.53, 95%CI:0.32-0.89, P=0.017). Secondly, performance indicators for quality of public health center based home healthcare were developed as basic investigation, registration, intervention and discharge level. Preparing for Activation of public health center based home healthcare in Korea, the result application as follows is possible. Firstly, we can conclude that the major factors of registrated weaken poorly residents in the community based home healthcare are jurisdictional families per manpower, weaken poorly families per manpower, type of public health center, region of public health center, business vehicles per manpower. Secondly, the new developed performance indicators which are divided into basic investigation, registration, intervention, discharge for public health center based home healthcare could be applied it for improving quality of home healthcare services.

• Journal of Digital Convergence
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• v.10 no.1
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• pp.317-321
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• 2012

There are SW engineering absence that cause the SW quality and Productivity Increase problems during software development project. Are exist necessity awareness of SW engineering growth and professional SW engineering manpower education. This paper define the SW Engineering standard Curriculum that establishment continuous growth and suggest guide manpower practical use guide. When performing the projects, we can suggest for SW Engineering professionals acquisition and standard to solve them by using Standard Curriculum for Software Engineering, which can strengthen manpower capacity the organization SW Engineering. This research provides solution of SW Process Curriculum about SW Development Process and SW Quality.

• Industrial Engineering and Management Systems
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• v.4 no.1
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• pp.47-53
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• 2005

The efficiency of fabrication (fab) operation is one of the key factors in order for a semiconductor manufacturing company to stay competitive. Optimization of manpower and forecasting manpower needs in a modern fab is an essential part of the future strategic planing and a very important to the operational efficiency. As the semiconductor manufacturing technology has entered the 8-inch wafer era, the complexity of fab operation increases with the increase of wafer size. The wafer handling method has evolved from manual mode in 6-inch wafer fab to semi-automated or fully automated factory in 8-inch and 12-inch wafer fab. The distribution of manpower requirement in each specialty varied as the trend of fab operation goes for downsizing manpower with automation and outsourcing maintenance work. This paper is to study the specialty distribution of manpower from the requirement in a typical 6-inch, 8-inch to 12-inch wafer fab. The human resource planning in today’s fab operation shall consider many factors, which include the stability of technical talents. This empirical study mainly focuses on the human resource planning, the manpower distribution of specialty structure and the forecast model of internal demand/supply in current semiconductor manufacturing company. Considering the market fluctuation with the demand of varied products and the advance in process technology, the study is to design a headcount forecast model based on current manpower planning for direct labour (DL) and indirect labour (IDL) in Taiwan’s fab. The model can be used to forecast the future manpower requirement on each specialty for the strategic planning of human resource to serve the development of the industry.

• Journal of Information Technology Services
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• v.17 no.4
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• pp.101-117
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• 2018

Companies are responding appropriately to the rapidly changing business environment and striving to lead those changes. As part of that, we are meeting our strategic goals through IT projects, which increase the number of simultaneous projects and the importance of project portfolio management for successful project execution. It also strives for efficient deployment of human resources that have the greatest impact on project portfolio management. In the early stages of project portfolio management, it is very important to establish a reasonable manpower plan and allocate performance personnel. This problem is a problem that can not be solved by linear programming because it is calculated through the standard deviation of the input ratio of professional manpower considering the uniformity of load allocated to the input development manpower and the importance of each project. In this study, genetic algorithm, one of the heuristic methods, was applied to solve this problem. As the objective function, we used the proper input ratio of projects, the input rate of specialist manpower for important projects, and the equal load of workload by manpower. Constraints were not able to input duplicate manpower, Was used as a condition. We also developed a program for efficient application of genetic algorithms and confirmed the execution results. In addition, the parameters of the genetic algorithm were variously changed and repeated test results were selected through the independent sample t test to select optimal parameters, and the improvement effect of about 31.2% was confirmed.

• Journal of Information Technology Services
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• v.7 no.4
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• pp.101-117
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• 2008

As the rapidly changing e-business environment and development of IT, it is difficult to predict appropriate demand and supply of human resources in e-business industry. Such problem causes the imbalance of needs in demand and supply and the difficulty of proving useful information about fostering necessary e-business human resource and so forth. This study present a manpower training plan in e-business industry by investigating e-business human resource in the market and by analyzing curriculums in selected universities. To achieve this objective, we conducted a survey study of e-business companies, educational organizations and workers. From the results of this study, we present the current status of e-business human resource market and the problems of past manpower training system, and provide recommendations. This study would help policy makers, the private companies and academic institutions in developing effective strategies for the e-Biz human resource sector.

• JOURNAL OF ELECTRICAL WORLD
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• no.11 s.59
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• pp.2-8
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• 1981