• 한국안전학회지
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• 제32권1호
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• pp.98-107
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• 2017

This study is aimed to design for qualification structure and develop the subjects for examination of the school safety manager qualifications. For the study purpose, job analysis and meetings with experts were performed for extract contents such as task range, criteria of examination, subjects of examination and examination methods, etc. The first step, duties and tasks of the school safety manager were figured out through revised job analysis data of the school safety manager developed before. On the second step, job model was established and developed job specification including importance, difficulty and frequency of each task. On the third step, task specification was developed, and Knowledge-Skill Matrix was the most important thing on examination were completed. The fourth step was the selection of examination subject using task-subject matrix and 6 subjects such as The Principles of Safety, Understanding of the School Safety Manual, Law Related on the School Safety, Introduction to Education, Understanding and Dealing with Type of the School Safety, Establishment of the School Safety Plan were derived from previous procedure. The fifth step was development of guidelines for design examination of each subject. The last step was development for skills education program.

• 한국지능시스템학회논문지
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• 제14권5호
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• pp.563-570
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• 2004

Genetic algorithms have been successfully applied to various optimization problems belonging to NP-hard problems. The sequential ordering problems(SOP) and the job shop scheduling problems(JSP) are well-known NP-hard problems with strong influence on industrial applications. Both problems share some common properties in that they have some imposed precedence constraints. When genetic algorithms are applied to this kind of problems, it is desirable for genetic operators to be designed to produce chromosomes satisfying the imposed precedence constraints. Several genetic operators applicable to such problems have been proposed. We call such genetic operators precedence-preserving genetic operators. This paper presents three existing precedence-preserving genetic operators: Precedence -Preserving Crossover(PPX), Precedence-preserving Order-based Crossover (POX), and Maximum Partial Order! Arbitrary Insertion (MPO/AI). In addition, it proposes two new operators named Precedence-Preserving Edge Recombination (PPER) and Multiple Selection Precedence-preserving Order-based Crossover (MSPOX) applicable to such problems. It compares the performance of these genetic operators for SOP and JSP in the perspective of their solution quality and execution time.

• 한국직업건강간호학회지
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• 제22권2호
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• pp.121-129
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• 2013

Purpose: This study is designed to verify affecting variables to turnover intention of nurses in general hospital. Methods: The data were from the self-reported questionnaire responses of 168 nurses in five general hospitals 300-400 beds in Seoul and Gyungi province and analyzed by frequency and percentage, t-test, ANOVA and Sheffe's test and stepwise multiple regression. Results: The means of turnover intention were $3.14{\pm}0.87$, job overload, $3.54{\pm}0.67$, role ambiguity, $2.87{\pm}0.71$ and burnout, $2.68{\pm}0.72$. A significant correlation was found among turnover intention and job overload (r=.24, p<.001), role ambiguity (r=.30, p<.001), and burn out (r=.58, p<.001). The factors that affect turnover intention from the result of multiple regression by the stepwise selection, were emotional exhaustion, role ambiguity, and diminished personal accomplishment. Conclusion: Based on the results, to reduce turnover intention of nurses, emotional support should be provided and also range of roles be clearly defined. In addition, it is needed to improve the working conditions for nurses to get a sense of accomplishment.

• 응용통계연구
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• 제25권1호
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• pp.163-181
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• 2012

비정규직 재직자 직업능력개발에 대한 훈련 효과 추정을 위해 이 연구에서는 통계청의 경활 자료와 비모수적 매칭 방법을 사용하였다. 추정결과 재직자 직업능력개발 훈련은 정규직 자에게는 정규직 유지가능성을 높이고 비정규직 자에게는 임금보다는 정규직 전환확률을 높이는 것으로 나타났다. 또한 미관찰 요인에 의한 추정결과의 강건성을 알아보는 민감도 분석에서는 미관찰 요인은 추정결과에 크게 영향을 미치지 않는 것으로 나타났다.

• 한국의상디자인학회지
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• 제17권4호
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• pp.191-200
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• 2015

The purpose of this study is to analyze the difference of educational institutions and majors on Learning Participatory Motivation of Lifelong Education Organizations of Universities and Job Technical Colleges that are operating academic degrees on bachelor of fashion and associate of industrial arts in Academic Credit Bank System. The significance of this study is to provide basic information for educational institutions to promote efficient operation and devise a strategy for reinforcing educational competitiveness according to individual Learning Participatory Motivation and purpose of learners. In this study, educational institutions were classified into Lifelong Education Organizations of Universities and Job Technical Colleges operating academic degrees in Academic Credit Bank System. Degrees were divided into bachelor of fashion and associate of industrial arts, and majors were divided into fashion design and fashion business for bachelor of fashion and fashion design and fashion business for associate of industrial arts. Looking at Learning Participatory Motivation of learners, factors selected by learners as considerations for registration and selection of currently affiliated educational institution were found to be 'acquisition of degree at a university' and 'acquisition of degree' for Lifelong Education Organizations of Universities and fashion design major, and 'for employment' and 'acquisition of new knowledge and skill' for Job Technical Colleges and fashion business major.

• 한국정보처리학회논문지
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• 제2권5호
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• pp.768-776
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• 1995

스타형의 분산 컴퓨터 시스템에서는 중앙노드의 처리능력이 주변노드들의 처리 능 력에 비해 클 수가 있고 또 각 노드의 작업도착률은 서로 다를 수 있다. 따라서 작업 전송을 위한 송신자 기준과 수신자 기준의 선택에 따라 부하분산의 성능은 크게 달라 진다. 하지만 이종의 분산 컴퓨터 시스템에서 최적 송신자 및 수신자 기준의 설정은 매우 어렵다. 본 논문에서는 동적부하분산을 위하여 고정 임계값 대신에 노드의 평균 응답시간이나 작업의 기대응답시간과 같은 동적 기준을 사용하는 효율적인 위치 결정 부하 분산 정책을 제안한다.

• Industrial Engineering and Management Systems
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• 제15권1호
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• pp.11-18
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• 2016

This paper considers a scheduling problem in a flexible job shop with a reconfigurable manufacturing cell. The flexible job shop has both operation and routing flexibilities, which can be represented in the form of a multiple process plan, i.e. each part can be processed through alternative operations, each of which can be processed on alternative machines. The scheduling problem has three decision variables: (a) selecting operation/machine pairs for each part; (b) sequencing of parts to be fed into the reconfigurable manufacturing cell; and (c) sequencing of the parts assigned to each machine. Due to the reconfigurable manufacturing cell's ability of adjusting the capacity, functionality and flexibility to the desired levels, the priority scheduling approach is proposed in which the three decisions are made at the same time by combining operation/machine selection rules, input sequencing rules and part sequencing rules. To show the performances of various rule combinations, simulation experiments were done on various instances generated randomly using the experiences of the manufacturing experts, and the results are reported for the objectives of minimizing makespan, mean flow time and mean tardiness, respectively.

• 디지털산업정보학회논문지
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• 제14권4호
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• pp.109-116
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• 2018

This research proposed management plan of internal lecturer who is in charge of job training of researchers working in administrative, researching and developing institutes or public institutions related to information security. The education and training department of the government or public institutions selects and manages lecturers in member of the staff. We applied to the management plan of internal lecturers who are in charge of information security job training by analyzing the way in which internal lecturers are operated by public organizations or corporations. We propose the management plan of internal lecturer according to the position, because the institute of information security is applying the researcher 's position(rank) system. By the proposed circulation management plan by the position, the internal lecturer position is determined according to the position of the employees to be trained and the internal lecturer is selected and operated only at the same position. The proposed management plan includes internal lecturer selection, responsibilities and duties, education, evaluation, and training support.

• 한국건설관리학회논문집
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• 제13권4호
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• pp.25-32
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• 2012

현행 VE 활동은 Job-Plan에서의 VE 대상 선정을 단순히 형식적인 절차로만 인식하고 있다. 따라서 준비단계 중 VE 대상 선정 과정에서 많은 문제점이 발생되고 있다. 문헌연구와 전문가면담을 통해 문제점을 분석해 본 결과 고비용 분야를 중심으로 대상을 선정하는 기존의 대상 선정 방법이 준비단계와 분석단계의 연계성 부족, 시간적 비용적 제약, VE 팀원들의 인식부족 등의 문제점이 파악되었다. 이에 본 연구에서는 VE 대상 선정 단계의 문제점을 해결하고자 VE 대상 선정 방법의 개선안을 제안하였다. VE 대상 선정 방법 개선안은 기존의 고비용분야 대상 선정기법에 의해 선정되어진 1차 VE대상을 기준으로 Fish-Bone 다이어그램과 Worth를 적용함으로서 2차 VE 대상을 선정하는 것이다. 그리고 개선방법의 실효성 검증을 위해 실제 도로건설 VE 프로젝트에 적용하였다. 그 결과 개선방법이 기존 VE대상 선정방법과 비교해 상당히 효과적이라고 분석되었다. 따라서 개선방법은 VE 성과 증대에 기여할 것으로 판단된다.

• 문화기술의 융합
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• 제10권5호
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• pp.153-161
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• 2024

본 연구는 급변하는 안보 환경과 저출산으로 인한 인구 감소 문제에 직면한 대한민국 군의 간부 인사관리 체계 개선 방안을 제시한다. 현재 군 간부 인사관리의 주요 문제점으로 장기복무 예측가능성 부족, 전문성 개발 기회 제한, 전역 후 진로 불확실성, 군 조직 문화의 경직성, 그리고 인구 구조 변화에 대한 대응 부족 등을 지적하고 있다. 이를 해결하기 위해 미국, 영국, 이스라엘 등 해외 군 인사관리 사례를 분석하여 시사점을 도출하였다. 연구 결과, 장기복무 예측가능성 향상, 특기별 맞춤형 전직 지원, 군-민간 인사 교류 확대 등의 개선 방안을 제시하였다. 장기복무 선발 기준의 명확화와 단계적 선발 제도 도입, 군 특기와 민간 직종 간 연계성 강화, 자격증 취득 지원 확대, 그리고 공공기관 및 민간 기업과의 인사 교류 프로그램 확대 등 구체적인 방안들을 포함하고 있다. 또한 이를 실현하기 위한 법제도 개선, 예산 확보 및 배분 전략, 단계별 실행 계획을 수립하였다. 본 연구는 군인사법 개정, 전역군인 지원에 관한 법률 제정 등 법제도 개선 방안과 함께 성과 기반의 예산 운영 체계 도입 등 예산 전략을 제시하였다. 아울러 단기, 중기, 장기로 나누어 체계적인 실행 계획을 수립하였다.