• 호스피스학술지
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• 제1권1호
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• pp.46-69
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• 2001

Hospice Care is the best way to care for terminally ill patients and their family members. However most of them can not receive the appropriate hospice service because the Korean health delivery system is mainly be focussed on acutly ill patients. This study was carried out to clarify the situation of hospice in Korea and to develop a hospice care delivery system model which is appropriate in the Korean context. The theoretical framework of this study that hospice care delivery system is composed of hospice resources with personnel, facilities, etc., government and non-government hospice organization, hospice finances, hospice management and hospice delivery, was taken from the Health Delivery System of WHO(1984). Data was obtained through data analysis of litreature, interview, questionairs, visiting and Delphi Technique, from October 1998 to April 1999 involving 56 hospices, 1 hospice research center, 3 non-government hospice organizations, 20 experts who have had hospice experience for more than 3 years(mean is 9 years and 5 months) and officials or members of 3 non-government hospice organizations. There are 61 hospices in Korea. Even though hospice personnel have tried to study and to provide qualified hospice serices, there is nor any formal hospice linkage or network in Korea. This is the result of this survey made to clarify the situation of Korean hospice. Results of the study by Delphi Technique were as follows: 1.Hospice Resources: Key hospice personnel were found to be hospice coordinator, doctor, nurse, clergy, social worker, volunteers. Necessary qualifications for all personnel was that they conditions were resulted as have good health, receive hospice education and have communication skills. Education for hospice personnel is divided into (i)basic training and (ii)special education, e.g. palliative medicine course for hospice specialist or palliative care course in master degree for hospice nurse specialist. Hospice facilities could be developed by adding a living room, a space for family members, a prayer room, a church, an interview room, a kitchen, a dining room, a bath facility, a hall for music, art or work therapy, volunteers' room, garden, etc. to hospital facilities. 2.Hospice Organization: Whilst there are three non-government hospice organizations active at present, in the near future an hospice officer in the Health&Welfare Ministry plus a government Hospice body are necessary. However a non-government council to further integrate hospice development is also strongly recommended. 3.Hospice Finances: A New insurance standards, I.e. the charge for hospice care services, public information and tax reduction for donations were found suggested as methods to rise the hospice budget. 4.Hospice Management: Two divisions of hospice management/care were considered to be necessary in future. The role of the hospice officer in the Health & Welfare Ministry would be quality control of hospice teams and facilities involved/associated with hospice insurance standards. New non-government integrating councils role supporting the development of hospice care, not insurance covered. 5.Hospice delivery: Linkage&networking between hospice facilities and first, second, third level medical institutions are needed in order to provide varied and continous hospice care. Hospice Acts need to be established within the limits of medical law with regards to standards for professional staff members, educational programs, etc. The results of this study could be utilizes towards the development to two hospice care delivery system models, A and B. Model A is based on the hospital, especially the hospice unit, because in this setting is more easily available the new medical insurance for hospice care. Therefore a hospice team is organized in the hospital and may operate in the hospice unit and in the home hospice care service. After Model A is set up and operating, Model B will be the next stage, in which medical insurance cover will be extended to home hospice care service. This model(B) is also based on the hospital, but the focus of the hospital hospice unit will be moved to home hospice care which is connected by local physicians, national public health centers, community parties as like churches or volunteer groups. Model B will contribute to the care of terminally ill patients and their family members and also assist hospital administrators in cost-effectiveness.

• 벤처창업연구
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• 제6권2호
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• pp.1-12
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• 2011

본 연구는 우리나라 경제성장의 견인차 구실을 할 플랜트산업의 전문인력 양성을 위해 추진하고 있는 플랜트 해외인턴 자원사업 중 2010년도 사업에 대하여 그 성과를 정량적으로 분석하고, 사업에 대한 개선사항을 제안하는 것을 목적으로 한다. 2010년 12월 6일부터 12월 10일까지 본 사업에 참여하고 있는 기업과 참가자의 근무현장을 실사하였고, 현장실사내용을 평가분석하고, 2010년도 성과를 정량적으로 분석하여 평가하였다. 당초 400명 파견이 목표였으나, 402명을 해외현장으로 파견하였으며, 월별, 전공별, 지역별, 기업유형별 인턴사원의 파견 실적과 취업취약계층에 대한 지원 실적을 분석하였다. 본 사업의 성공적인 진행을 위해서는 채용연계를 전제로 하는 인턴과정으로의 확대, 대국민 홍보 추진의 필요성, 참여 대학과의 지속적인 협력관계 구축, 그리고 참여기업과 협회 그리고 수료자들 간의 네트워크 강화가 요구된다.

• 문화기술의 융합
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• 제9권2호
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• pp.295-299
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• 2023

우리나라는 21세기 들어 출생자 수가 급격히 감소하고 있다. 이것은 현행 병역제도와 인사제도를 유지한 상태로는 감축한 36.5만 명의 육군도 유지하기 어렵게 한다. 그럼에도 불구하고 육군은 국가방위 최후의 보루로서 외부의 침략으로부터 국토를 지켜야 할 사명이 있다. 이러한 사명을 다하기 위해서는 병역제도와 인사제도를 개선하는 방법도 있지만, 개인의 전투력을 극대화시켜 일당백의 용사를 만들고 적보다 우세한 기동력을 통해 부족한 병력 수를 극복하는 방안도 있다. 본 연구는 후자의 개념을 적용하여 개인전투력과 기동력을 극대화 할 수 있는 유·무인 복합전투체계를 통해 병력 부족의 해결은 물론, 전투력을 강화하는 방안을 연구하였으며 더 나아가 미래 전장환경을 분석하고 육군의 유·무인 복합전투체계의 발전적인 방향을 제시하여 작전수행 체계에 대한 시사점을 제공하는 것이다.

• 융합보안논문지
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• 제12권5호
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• pp.71-77
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• 2012

경비의 형태는 과거 인력 경비에서 현대에 이르러 기계경비로 점차 전환되고 있다. 이는 기계경비가 인력경비에 비해 효율적이기 때문이다. 하지만 기계경비 시스템의 운용에 있어 오경보로 인해 기계경비의 높은 기대효과에도 불구하고 발전을 저해하는 요소로 인해 기계경비의 성장을 더디게 하고 있다. 이에 본 논문은 연구는 IPA(Importance Performance Analysis)기법을 이용하여 기계경비 시스템 운용에 있어 결함성 측면의 제거가 기계경비의 발전에 있어 그 중요도가 얼마나 높은지를 살펴보고, 또한 기술적 측면에서 기계경비 시스템의 오동작을 최소화할 수 있는 복합형 방범 센서를 제시하고자 한다.

• 동아시아식생활학회지
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• 제14권3호
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• pp.302-308
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• 2004

This study was conducted to compare the acquiring and using patterns of information about food and nutrition between medical professional group (MP) and non-medical professionals group (NP). Questionnaire survey were done by total 310 subjects, 149 doctors/nurses (MP) working in Dankook University Hospital and 161 general laborers (NP) in Cheonan area. Personal characteristics, interests in food and nutrition information, and application of information about food and nutrition were asked in questionnaire. Age of MP and NP ranged from 20 to 50. In education level, 59.8% of MP and 46.6% of NP had college degree. The source of information favored the most was the internet website, 53.0% in MP and 51.6% in NP. The most interested information subjects in MP were ‘the diet therapy related to diseases’, and ‘cooking recipes’ in NP. The information was applied to their real life in 55.7% of MP and 58.4% of NP. The percentiles who would like to take part in the education about food and nutrition through internet system were 44.3% of MP and 34.8% of NP. From the results of this study, we concluded that many of MP and NP wanted and needed the education on food and nutrition through internet system. For being the better and more efficient source for the information about food and nutrition, internet websites should provide accurate informations and easier method to find the needed information to the users.

• 농촌지도와개발
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• 제6권1호
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• pp.43-54
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• 1999

Taiwan has plural agricultural education system and has accelerated its social and economic growth through Agricultural Extension Education. This study has been carried out centering around the work plans which analyzed the project of cultivating young farmers supported by the Republic of China Government. Taiwan has promoted administrative and financial support systems with the government as the central figure in order to equip the efficient and continuous development system of agricultural human resources for securing agricultural skilled personnel, developing farmers' organizations and cultivating young farmers that can cope with the open world. The main training programs are for developing farmers' organizations and they are as follows. 1) The Agricultural Production and Marketing Group(APMG) 2) Expert Farming Training Program for Rural Youth 3) Agricultural Extension Service Worker Training Program 4) Rural Youth Development Program 5) School 4-H Club Activities for Student Development Program 6) International Rural Youth Exchange Program Development 7) Agricultural Extension Education Program for Minority People 8) Job Change Training Program for Rural People The training programs are organized for all the rural residents and students to develop their individual careers systematically and continuously, and they are very encouraging in whole development. Also they offer us many suggestions.

• 한국비블리아학회지
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• 제21권2호
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• pp.39-56
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• 2010

이 연구는 공공도서관 청소년 프로그램의 현황을 조사하여 문제점을 분석하고 개선 과제를 탐색하였다. 1개 특별시와 6개 광역시의 공공도서관 중 2009년 8월 31부터 9월 4일까지 청소년 프로그램이 실시된 86개관을 대상으로 조사하였다. 이 연구에서는 청소년프로그램을 참여형, 체험형, 강좌형, 콘테스트형, 기관협력형 등 5가지 유형으로 구분하여 각 유형별 특성과 문제점을 분석하였다. 그리고 공공도서관의 청소년 프로그램의 활성화를 저해하는 제반 환경적 문제를 점검하고 발전 방안을 제안하였다.

• 한국정보통신학회논문지
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• 제13권2호
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• pp.425-430
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• 2009

의료분야에서 많은 정보가 디지털화 되고 있으며 개인의 건강에 대한 관심은 점점 높아지고 있다. 이에 발맞추어 U-health 시스템을 구축하기 위한 고속의 개인용 헬스케어 모니터링 플랫폼이 요구된다. 본 논문에서는 이러한 요구를 충족시키기 위해 고속의 ARM11 기반의 최신 프로세서인 S3C6400 CPU를 이용한 플랫폼 구현에 관한 연구를 진행하였다. 더불어 무선의 의료용 데이터 전송을 위해 802.11기반의 무선 랜을 이용한 네트워크 시스템 환경을 구축하였다.

• 수산경영론집
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• 제28권1호
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• pp.85-117
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• 1997

This paper is focused on management control system. From a management control perspective, strategies should be viewed as useful, but not absolutely necessary, guides to the proper design of an MCS. When strategies are formulated more clearly, more control alternatives become feasible and it becomes easier to implement each form of management control effectively. The common and important category of controls are action controls, personnel and cultural controls, and results controls. Action controls involves ensuring that employees perform(or do not perform) certain actions that are known to be beneficial(or harmful) to the organization. Personnel and cultural controls take steps to ensure that employees will control each others' behaviors. Results controls involve rewarding individuals(and sometimes groups of individuals) for generating good outcomes or punishing them for poor outcomes. The results controls of ROI-type measure cause to make managers excessively short- term oriented, or myopic. When managers' orientations to the short - term become excessive -when the management are more concerned with short-term profit than entity value-the managers are said to be myopic. We car, solve myopic problem by introducing AR(abnormal return), near-perfect indicators of value creation. The results - control ideal would be to hold all employees accountable for the wealth they individually create(or destroy) for the owners of the entities in which they work. This ideal is approachable for top management of publicly traded corporations because for these organizations, the wealth created(returns to shareholders) can be measured directly for any period(such as a year, a quarter, or a month) as the measurement period pin(or minus) the change in the market value of the stock.

• Journal of Information Technology Applications and Management
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• 제23권1호
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• pp.61-77
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• 2016

This study derived research model about the influencing factors of the successful performance of smart work. Research model is composed of four perspectives: technology perspective like system quality and usage level of information technology, interaction perspective like innovational climate, institutional perspective like personnel evaluation, and individual perspective like self-control. This study collected 155 survey data from K public company and M global software company. As a result of data analysis, all of four perspectives influenced smart work performance. Technology perspective had the strongest effect on smart work performance, the second was institution perspective, the third was interaction perspective, and the last was individual perspective. In conclusion, smart work is not an IT project. We have to reconsider the thinking that just only the introduction of cutting-edge IT increases business performance. Smart work project should be pursued in harmony with institution and climate in the organizational perspective and self-control in the personal perspective. Also, to maximize business performance in smart work environment, organizations should strengthen the positive factors and overcome the negative factors.