• 한국정보시스템학회지:정보시스템연구
• /
• 제31권1호
• /
• pp.271-287
• /
• 2022

Purpose This research aims to study the changes in recruitment needed for the growth and survival of companies in the rapidly changing industry. In particular, we built a real company's worklist accounting for the rapidly advancing data-driven digital transformation, and presented the capabilities and conditions required for work. Design/methodology/approach we selected 37 jobs based on NCS to develop the employment search requirements by analyzing the business characteristics and work capabilities of the industry and company. The business specification indicators were converted into a matrix through the TF-IDF process, and the NMF algorithm is used to extract the features of each document. Also, the cosine distance measurement method is utilized to determine the similarity of the job specification conditions. Findings Companies tended to prefer "IT competency," which is a specification related to computer use and certification, and "experience competency," which is a specification for experience and internship. In addition, 'foreign language competency' was additionally preferred depending on the job. This analysis and development of job requirements would not only help companies to find the talents but also be useful for the jobseekers to easily decide the priority of their specification activities.

• 대한영양사협회학술지
• /
• 제3권2호
• /
• pp.141-158
• /
• 1997

The purpose of this study were to investigate the job analysis questionnaire was mailed to 250 dietitians who are members of The Korean dietetic association practice group in self-operated foodservices(hereafter group A)and 250 dietitians who are employed in contracted foodservice companies(hereafter group B). Completed questionnaires were received from 285 dietitians(121 in self-operated, 164 in contracted) ; a response rate of 57%. Statistical data analysis was completed using the SAS/win packages for descriptive analysis, t-test, $x^2$-test, The results of this study can be summarized as follows. 1. The dietetic training or internship experiences were significantly different between the two sample group(p<.001), but the perceptions of needs for training or internship were not different between and they thought one to six month training would be needed for the job. 2. The question about the time needed in order to perform an expert job was answered significantly differently(p<.001) 3. Group A usually took part in obligatory continuing education and short-term training courses, and group B usually took part in obligatory continuing education and on-the-job trainings, respectively. However both group perceived all three types of educations would be needed for performing the job better. 4. As for the physical demands of the job, a certain degree of accuracy and dexterity for physical tasks and equipment operations was needed for the job. Concerning the mental demands, they answered that their job needs considerable creativity and judgement for planning and performing their tasks was needed. 5. As for responsibilities, group B's responsibilities were heavier than group A’s(p<.001) and need for confidentiality was also greater for group B than for group A(p<.001). 6. As for the supervising role differences, group A rarely received supervision from others and they were given directions only in essential situations, whereas group B was usually supervised when planning and performing their job and tasks, showing significant difference in positions between the two sample groups(p<.001). But each group supervised co-workers and employees in their department. 7. With regard to personal contact, both groups frequently contacted people in their department and other departments at the company and sometimes people outside the company. 8. Concerning the work environment, there were some risks and discomforts in the physical environment and there was no significant difference between the two sample groups.

• 디지털융복합연구
• /
• 제14권7호
• /
• pp.167-174
• /
• 2016

학교는 좋은 직장에 들어가기 위한 취업 준비의 장으로 전락하고, 학생들은 남들보다 많은 스팩(자격, 인증, 어학실력 등)을 쌓고 취업재수를 하는 기현상이 일상화되기에 이르렀다. 그러다 직업을 갖게 되면, 다행히 평생동안 한 직장을 다닌 경우도 있다. 그러나 많은 경우 적성과 맞지 않는 직장을 참고 다닌 사람도 있고, 참지 못하고 여러 직장을 떠도는 사람도 있다. 이와같이 직업에 불만족하는 원인 중의 하나는 직업과 적성이 맞지 않은 것이다. 물론 그간 많은 조직에서 적성검사를 실시하면서 진로설계 지도를 해왔다. 그러나 적절한 직업을 찾아주는 데에는 한계가 있었다. 이에 본 연구는 보다 합리적이고 과학적인 대안으로서 플랫폼 모형을 제시했다. 본 모형은 빅데이터와 인공지능을 활용하여 개인의 특성을 보다 잘 파악한 다음 다양한 직업 중 그 특성에 부합하는 직업을 선별적으로 제안하고 멘토의 컨설팅 및 현장 경험을 기반으로 적절한 직업대안을 선택하고 설계해나가도록 하는 9개 모듈(하위시스템)로 구성되어 있다.

• 한국콘크리트학회:학술대회논문집
• /
• 한국콘크리트학회 2006년도 춘계 학술발표회 논문집(II)
• /
• pp.349-352
• /
• 2006

Pull-off test is generally used as a method of evaluating bond strength of FRP with concrete at the job site. However, pull-off test damages FRP composites and the maximum pull-off strength is limited up to tensile strength of concrete. Accordingly, it is required to set-up a test method that can simply evaluate bond performance of structural adhesive. This study suggested compression and bending test of epoxy resin as test methods that can indirectly evaluate performance of adhesive, as well as standardized test specification for different types of specifications from various countries. In this study, the section dimension of compression and bending test specimens is unified, and standard test specimen size is achieved by test results.

• 수산경영론집
• /
• 제36권1호
• /
• pp.81-101
• /
• 2005

This article is to estimate the fishing frequency function in Korean recreational fishery with respect to socio-economic characteristics of anglers. First, the study described the characteristics of the entire angler population on the view points of 9 socio-economic variables. And then, the study divided the total angler population into three groups of in-land, sea, and mixed angler populations in order to investigate the differences in their characteristics. The study could confirm the existence of differences in regions, size of regions, and educational levels between the in - land and the sea angler populations by testing heterogeneity in the frequency table. The fishing frequency function is estimated using Poisson regression model in order to accomodate the count data(non-negative discrete random variable) aspects of the fishing frequency. However, the model specification error is found due to overdispersion of data. The model exhibits the lack of goodness of fit. The negative binomial regression model is adopted to cure the overdispersion of the data as an alternative estimation methodology. Finally, the study can confirm overdispersion does not exist in the model any more and the goodness of fit improved significantly to the reasonable level. The results of estimation of fishing frequency population modeled by the negative binomial regression models are following. The three variables of region, sex, and education have effects on the decision making process of fishing frequency in the case of in-land recreation fishery. On the other hand, the three variables of sex, age, and marriage status do the same job in the case of sea angler population. Among the left-over variables, both income and use of Internet variables now affect on the process in mixed angler population. Finally, the results of whole angler population show that all of the previous variables are proven to be statistically significant due to the summation of data with all three sub-groups of angler population.

• 보건행정학회지
• /
• 제8권2호
• /
• pp.58-75
• /
• 1998

The hospital is characterized by it's remarkable labor industry and human resources input by unit. Recently, the administrative personnel are recognized as important staff to provide a hospital guidance to consumer and also easiness for consumer's visit to hospital. The objectives of this study is to find the performance of the administrative personnel in hospitals. The unit of analysis is the hospitals and data was collected form 144 staffs in 5 hospitals. Self administered questionnaire was given to analyze the general characteristics of staft such as age, sex, education, experience, and performance level in terms of frequency, ability, necessity of tasks. The major findings are as follows: 1. The 5 major tasks such as general affairs, insurance related affairs, hospital statistics, admission/discharge, and analysis of treatment cost were analyzed. Performance level of these tasks were not showed consistent level. It means that the same task was showed both high level performance and low level one. 2. The higher rates of performance level, ability and necessity were found, below 29 years of age, junior college graduates and university hospital than that of general one. 3. Factors mostly affected to performances were found as characteristics of hospital, age and education. 4. Concerning the various manpower management, On the job training, incentive mechanism and colose relationship among units were somewhat lack. In conclusion, most responded administrative personnel have performed actively in dealing with their tasks. however, the performance level and ability of the same task were showed differently, it means that such routine works were not standardized. Therefore, standardization and specification of tasks should be developed to strength the performance. Finally, this study is the first attempt to find out the performance of the administrative staffs and the study results imply that further study could be neeed to promote the performance of administrative personnel efficiently and effectively.