• Journal of International Area Studies (JIAS)
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• v.14 no.2
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• pp.287-310
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• 2010

Developed nations are increasingly seeking to secure competitiveness in the international market through the development of human resources of workers in high value-added industries. And what is especially important in this process is the fact that workers, employers, and concerned government agencies are participating together in building and improving workers' skills through partnerships. This is based on the perception that workers training programs conducted according to the interest of one side are difficult to bring desired results. For the past decades, Korea has focused mostly on labor-management-government partnerships and strategies for developing the human resources of workers in developed nations in Europe. Related case studies show labor-management-government partnerships in European countries established through powerful trade unions, and interested parties actively cooperate and participate in employment and training programs that benefit both workers and employers. In contrast, studies on human resource development participated by workers and employers are relatively rare in the US, the reason being the lack of a mechanism for establishing labor-management-government partnership due to the country's strong tradition of decentralization and the emphasis on market principles. However, while it is difficult to find such channels for dialogue between workers, employers, and the government in th US on the federal level, there are many regional-level or industry-level programs that tackle common problems through partnerships between interested parties. This study analyzes how the regional labor-management-government partnerships in the US work and examines the types of programs operated by investigating the One-Stop Center based on the Workforce Investment Act and the Wisconsin Regional Training Partnership. While the One-Stop Center is a regional labor-management-government partnership model that is institutionally executed in each state according to the Workforce Investment Act, the WRTP is a regional labor-management -government partnership model led by the private sector. The two examples are introduced in the OECD as best practice examples of regional partnerships, and are key references to Korea's current human resource development policy.

• Journal of the Korea Safety Management & Science
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• v.10 no.4
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• pp.297-307
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• 2008

At the spots of enterprises experiencing rapid environmental changes, necessity for ceaseless managemental innovation is raised. We can't deny that management quality is also a part of such managemental innovation. Introduction of management quality by an organization is different from introduction of other individual innovative techniques. Management quality is not one time project but complete historical change program to be pursued continuously. Furthermore, it must be understood as a strategic 'Quality Journey' looking for far future of an organization. Malcolm Baldrige Model has been increasingly used in Korea as a global standard for management quality. The model, however, has shown a number of limitations in application due to nonsystematic elements in the implementation process. The deployment process of the model should be detailed through a real world case study. In this research, we proposed a quality evaluation standard model which is suitable for the Korean public enterprise based on the Malcolm Baldrige Non-profit Criteria, and examined the model. A 7-Point Likert Scale was used based on the seven categories within the 2007 Malcolm Baldrige Non-profit Criteria: Leadership, Strategic Planning, Customer and Market Focus, Management Analysis and Knowledge Management, Workforce Focus, Process Management, and Results. Furthermore, we analysed the validity and causal relationship among the factors within the model. Through the above case study, following common factors for successful Malcolm Baldrige Model have been derived. The following is a summary of the results of this study. First, for Malcolm Baldrige Model management, needs powerful support Leadership. Second, for Malcolm Baldrige Model management, needs systematic Strategic Planning. Third, for Malcolm Baldrige Model management, needs the continuous Customer and Market Focus. Fourth, for Malcolm Baldrige Model management, needs systematic Measurement Analysis and Knowledge Management. Five, for Malcolm Baldrige Model management, needs systematic Workforce Focus. Six, for Malcolm Baldrige Model management, needs systematic Process Management. The finding are surely necessary factors to arrange the human resource management for upgraded management quality, those factors help to explain why all enterprises consider human resource as the strategic view.

• Korean Circulation Journal
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• v.54 no.1
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• pp.1-12
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• 2024

Background and Objectives: The objective of this study was to estimate the supply and demand for cardiologists in Korea and provide evidence for healthcare policy to ensure a stable and adequate workforce for optimal cardiovascular disease management. Methods: Past trends of inflow and outflow of cardiologists were used to make crude projections, which were then adjusted based on demands of services to obtain final projections. Inflow of cardiologists was estimated using second-order polynomial regression and demand for cardiology care was estimated using linear regression. Results: There were 1,139 active cardiologists who were under the age of 65 in clinical practice in Korea. The estimated number of cardiologists from 2022 to 2040 showed that the number of cardiologists would peak at 1,344 in 2032 and gradually decrease thereafter. We also estimated an increase of 947,811 cases of heart-related procedures annually from 2023 to 2032. The number of heart-related procedures per cardiologist would increase 1.4 times from 12,964 in 2023 to 17,862 in 2032. The estimated number of emergency patients per cardiologist under 50 years old would almost double from 544 in 2022 to 987 in 2032. Conclusions: We expect significant shortage of cardiologists in Korea within the next 10 years. The number of emergency patients per cardiologist will increase by nearly 50%, leading to high individual workload for cardiologists. To prevent this imbalance between supply and demand, an organized and collective approach by the specialty of cardiology is imperative to produce a balanced workforce.

• The Korean Journal of Health Service Management
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• v.5 no.2
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• pp.105-117
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• 2011

The purpose of this study is to investigate evaluation and improvement of long-term care hospitals for changing long-term care hospitals fee system. Data were collected from 104 CEOs in nationwide long-term care hospitals using structured self-administered questionnaires during August 17 to 31, 2009. Major results of the empirical analysis are as follows; first, to change fixed sum medical fee per day caused to decline the level of geriatric service in 87% of CEOs. Second, 79% of CEOs were dissatisfied with changing fixed sum medical fee per day, and 47% of them were dissatisfied with graded fee for doctor and nurse management. Finally, they suggested that to specialize and to differentiate of long-term care hospitals will drive to improve long-term care hospitals function and to measure workforce based on rate of filled vacancies will increase efficiency and productivity of doctor and nurse management.

• International conference on construction engineering and project management
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• 2007.03a
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• pp.601-610
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• 2007

Responding to the fierce market competition and trying to cut personnel costs, the construction industry in Taiwan is adopting atypical employment in human resource. To discover this trend, this study employed a questionnaire survey to investigate the current use of atypical employment by domestic contractors and its possible impacts on the industry. According to the 103 returned valid questionnaires, 40.8% of the respondent contractors have applied some atypical employment types in recent three years and most of them used fixed-term employment. The major reasons the contractors used atypical employees are to reduce personnel costs, to deal with business fluctuations and to streamline personnel. According to the respondents, there is no significant difference between the advantages and disadvantages of using a large number of atypical employees in the short term. However, in the long term, atypical employment is generally more disadvantageous than advantageous.

• Journal of Korean Public Health Nursing
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• v.24 no.1
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• pp.5-18
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• 2010

Purpose: The purpose of this study is to understand nurses' perception of visiting nursing services of long-term care insurance. Method: The descriptive survey study involved 188 nurses selected by the convenient sampling of visiting nurses who participated in professional education sessions. Results: Of the 188 participants, 149 (79.3%) were aware of long-term care insurance. Awareness of aspects of long-term care services was 78.7% for facility service, 77.7% for ordinary visiting care service, 85.1% for visiting nursing service and 77.7% for visiting bathing service. Concerning visiting nursing service provision, the majority of the study subjects considered nurse-aid not to be the appropriate route for delivery of services including nasogastric tube exchange, tracheostomy tube management and stitch removal. Conclusion: Continuous evaluation and research on the standards and requirements of the nursing workforce is needed to secure and maintain the high quality of visiting nursing services. Exhaustive studies concerning task division and workforce separation according to nursing services type and level of difficulty should be done to develop the appropriate job description for visiting nursing service staff.

• Journal of Digital Convergence
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• v.14 no.2
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• pp.141-148
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• 2016

Agricultural machines can be viewed as a very important factor to reduce the workforce and reduce production costs as well as keep up with now days trend caused Labor shortages and the workforce reduction by aging in rural. The latest agricultural machinery has developed into a major agricultural industry to apply and integrate the telecommunication, next-generation batteries, semiconductors, wireless communications, content and high-tech display industry technology with a wide range of applications. In this study, to apply the information and communication technologies on agricultural planters relied on a mechanical method, we designed a quick and sophisticated ICT convergence planters that enable to monitor.

• Journal of Industrial Convergence
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• v.15 no.2
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• pp.1-6
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• 2017

This paper illustrates key features of an enterprise employment simulation which integrates a system dynamic feedback model with a cost-effectiveness optimisation capability utilising genetic algorithms. Its core is a 3-dimensional array structure tracking staff numbers by rank, by time-in-rank, by years-of-service. The resultant model, which could readily be adapted to non-Defence use, can identify, given user specification of any mix of employment rules, the likely patterns of employment behaviour including: resultant time-in-rank and years-of-service profiles; ability of a Unit to fill all positions to target strength; ability to fill promotional positions within normal rules for substantive promotion; need to fill promotional positions using rules for temporary promotion or transfer from outside; necessary recruitment pattern to sustain target strength.

• Proceedings of the Korea Contents Association Conference
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• 2006.11a
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• pp.391-399
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• 2006

This study is to explore the policy directions on retirement management system for public employees. This article focuses on the need and the building for the retirement management system of the government workforce. Finally, It makes a decision that retirement management program should be developed and constructed in becoming aged society's government.

• Proceedings of the Korean Information Science Society Conference
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• 2002.04a
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• pp.331-333
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• 2002

통신환경의 급속한 변화는 새로운 서비스가 신속하게 개발되고 적용되도록 인력의 운용을 요구하게 되었으며 끊임없이 기존 시스템과의 통합이 요구하였다. 기술의 급속한 발전과 CORBA의 표준화는 이기종 시스템과 정보공유 및 통신이 가능하게 하였다. 본 논문에서는 웹을 이용한 초기기술인 HTTP/CGI/HTML방식이 아닌 CORBA와 JSP를 활용하여 분산환경 및 무선환경하에서 접근이 될 수 있도록 UML을 이용하여 작업관리기능을 설계 및 프로토콜타입을 구현하였다. 본 논문에서 제시만 구조는 이전방식이 유연성 또는 분산화에 중점을 둔 반면 유연성, 통합화, 분산화가 가능하다. 특히 통신환경에서 신속한 서비스의 제공이 가능하다.