• 정보기술과데이타베이스저널
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• 제8권2호
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• pp.61-69
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• 2001

System Integration Projects, especially in public sector, have a tendency of growing in size and duration. Under such environment the effects of IT personnel turnover becomes a serious problem. In addition a high rate of turnover hinders shill accumulation and competitiveness obtainment. In this research we explored the reasons of turnover by way of tracing IT personnel who have involved in large-scale SI projects and moved or quit before the completion of the projects. Based on previous research we identified three dimensions of variables that affected turnover : task-related dimension, human relations dimension, treatment-related dimension. We used these dimensions as a guideline for the interview and questioning exploration. Implications from the research for improving IT Personnel management are also elaborated.

• Asia pacific journal of information systems
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• 제7권1호
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• pp.49-66
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• 1997

Matching individual career desire and career path is desirable for individual motivation and organizational effectiveness. Some studies reported that major career orientations of MIS personnel are technical and managerial orientation. Furthermore, dual ladder system is based on the same notion above. However, subsequent research conclusions of this issues have been contradictory. Mnwhile, past studies on the work value of MIS personnel are mainly concentrated on the differences between MIS personnel and other occupations. To date, the study on the differences in the values of job factors between major career orientations is rare. The purpose of this study is to find out major career orientation of Korean MIS personnel and the differences of values of job factors between major orientations. The research result is two conclusions. First, major career orientations of Korean MIS personnel are technical and managerial orientation. Second, both group do not have different values about job property related factors, but managerial orientation group gives high values to the some organization related factors such as company policy, responsibility, authority, salary level and opportunity of promotion.

• Asia pacific journal of information systems
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• 제9권4호
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• pp.143-161
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• 1999

The objective of this research is to develop education and training systems for IS department and user department personnel, which is essential to effective implementation IT(information technology) strategies in most of organizations. In order to achieve this research objective, first this study theoretically derives six categories of education and training based on comprehensive review of the previous research, and explicates concrete items for each category. And then, with respect to each of these items, we empirically investigate the degree of necessity measured by the gap between the required level of knowledge and skills which staff members should have for effective implementation of IT strategies and the present level of them which they really have. Field survey is employed for the data collection: 270 questionnaires are distributed to the companies in private and public sectors, and 196 questionnaires are collected in useful condition and are analyzed. The findings of this research shows that six dimensions of education and training are empirically derived by factor analysis as following: (1) general knowledge for organizational overview, (2) management knowledge and skills, (3) knowledge and skills of the specific information system which IS department and user department personnel are directly involved in developing and operating, (4) knowledge and skills for strategic use of IT, (5) general knowledge and skills for IT and (6) advanced expert knowledge and skills for specific IT. And the degree of necessity turns out to be statistically significantly different among six dimensions of education and training needed by IS department and user department personnel respectively. Also for each dimension, the degree of necessity is shown to be statistically significantly different between IS department and user department personnel The results of this study can provide the theoretical basis for constructing the IT education and training system for effective implementation of IT strategies, Also they can be used as a practical guideline in developing and promoting specific IT education and training programs in real organizations.

• 산경연구논집
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• 제11권10호
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• pp.27-38
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• 2020

Purpose: The public sectors including government and public organizations have put an efforts to improve the quality of people's lives by providing enhanced services. The purpose of this paper is to investigate the factors that affect job attitude, job satisfaction, and job performance in the public sector, that are rarely examined by previous studies. Research Design, data, and methodology: The following research questions have been proposed: i) how do payroll system, personnel management system, cooperative working environment, and self-efficacy affect job attitude?; and ii) how does job attitude affect job satisfaction and performance? This paper used a survey through an online platform and collected data randomly from five classified public institutions. This study applied regression analysis and ANOVA. Results: This study found that cooperative working environment and self-efficacy had significant impacts on job attitude, while payroll system and personnel management system did not affect job attitude. Overall job attitude affected both job satisfaction and performance. Conclusions: The results provide policy implications to the public sector which factors should be considered to improve job attitude, job satisfaction, and job performance. The results also provide managerial implications how such efforts ultimately improve service quality to the citizens.

• 한국IT서비스학회지
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• 제13권2호
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• pp.55-69
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• 2014

As Korea's global IT sourcing is sluggish and supply of qualified IT personnel does not meet the demand, IT developers currently do not worry about their job security. The sluggish global sourcing is attributed to the lack of system design and analysis skills as well as lack of communication skills of IT personnel. Most of big Korean IT service firms operate in captive market. This is also attributed to the cause of the sluggish global sourcing. Some IT managers, especially in global IT service firms, concerned about the negative long term effect of the sluggish global sourcing on competitiveness and human infra capability of Korea's IT service industry. Managers in IT service firms expect skill requirement changes in the future when global sourcing becomes active. The skills and knowledge that they wish to retain in-house is business knowledge, system analysis and design knowledge, customer relation management skills, project management skills and industry knowledge. The jobs with the above knowledge usually involve customers.

• 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.

• 한국전자통신학회논문지
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• 제4권2호
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• pp.152-161
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• 2009

최근 국가R&D사업이 대형화 복합화 됨에 따라 기술개발과 관련된 기획 및 관리에서 새로운 기법 및 체계의 도입이 요구되고 있다. 본 연구는 다양한 기술이 포함된 대형 국가R&D사업 중 하나인 지능형국토정보기술혁신사업에 적용된 R&D 관리 기법인 기술 포트폴리오 지도(TPM) 방법론을 소개하고, TPM을 적용한 R&D 관리 적용 사례를 제시하기 위하여 수행되었다. 이에 따라 제2장에서는 TPM 방법론의 의의와 구성, 방법 등에 대하여 설명하였으며, 제3장에서는 TPM 방법론이 적용된 지능형국토정보기술혁신사업의 개략적인 내용과 동 사업에 TPM 방법론을 적용하기 위해 수행된 구체적인 절차와 TPM 방법론 구현 사례, TPM 방법론을 통한 과제관리 내용을 제시하였다. 이와 같은 사례는 향후 유사 대형 R&D사업 관리 기법의 발달에 기여할 수 있을 것으로 생각된다.

• 시큐리티연구
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• 제33호
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• pp.137-161
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• 2012

이 연구는 국가위기관리체계 패러다임의 변화를 통해 우리나라 민방위체계의 현황과 문제점을 분석하고, 가장 기본적으로 민방위대의 실효적인 기능과 조직체계가 필요하다는 진단 하에, 정예민방위대 구축을 개선방안으로 제시하였다. 전 세계적으로 유사하게 나타나는 국가위기관리체계 패러다임을 이론적으로 접근하기 위해 1) 민방위에서 국민보호 패러다임으로의 변화, 2) 지속가능한 국가위기관리체계의 원리, 3) 위기관리의 협력적 거버넌스에 대해 설명하였다. 국가위기관리체계상 나타나는 민방위의 문제점으로써는 1) 민방위의 이중적 기능으로 인한 조직 정체성 모호, 2) 민방위 및 재난관리체계의 비효율적 편제, 3) 민방위체계의 중앙집권적 경향으로 인한 지자체의 대응역량 약화, 4) 지역사회 실정 및 민방위자원의 실태 간과를 지적하였다. 민방위대가 본래의 취지대로 실질적인 역할을 할 수 있도록 하기 위해서는 위기사태 대비 및 대응에 필요한 전문기술을 가진 인적 자원들로 구성된 정예민방위대를 구축하여 이를 구심점으로 민방위대 관리운용을 실시해야 할 것이다. 이에, 정예민방위대 구축의 구체적인 방안으로써, 1) 위기관리관련 전문인력의 선발 및 활용, 2) 재난관리기능 중심의 조직편제, 3) 지방자치단체 중심의 민방위대 역량 강화를 제시하였다.

• 농촌지도와개발
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• 제4권1호
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• pp.353-358
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• 1997

In January 1997, there was a change in agricultural extension system enrolling the provincial and county level extension personnel in local government. They were previously enrolled in central government. Even though the extension agents' status were secured, but there were some complaints from the extension personnels until now. The purpose of this study was to examine the possibility to improve the extension service after the change. Some of the tasks for improvements from the change were as follows; 1) Revision of the laws related to rural development to protect against side effects on the localization, 2) Revision of the provisions to interchange personnels between the central and local extension service, 3) Provisions for organizing county level agricultural extension committee, and 4) Central government's support for the personnel expenses of local extension agents. Though there were such several improvements, some extension personnel still raise objection to the change as following; (1) the right of personnel management mandated partially from the chief of local government to the chief of the extension office, (2) substantial raising of the extension agents' pay, and 3) promotion in rank of extension educators.

• International Journal of Advanced Culture Technology
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• 제10권3호
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• pp.120-126
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• 2022

As part of the police reform, the current government is trying to establish a police bureau under the Ministry of Public Administration and Security and improve the personnel management of the police. Like the prosecution bureau under the Ministry of Justice, the main goal of the police is to establish a police support bureau in the Ministry of Public Administration and Security to have personnel, budget, disciplinary action, and inspection. However, the government's control of police rights was opposed mainly by the "Police Workplace Council," which is like a police union, and even police officials agreed with it, and the opposition was severe. It is becoming a form of struggle between the government and police organizations. As a police major, I don't want to side with anyone and support the police. However, I thought about what democratic control of the police should be with, considered what the police reform plan is, and analyzed the legal and institutional aspects of the current police, and expressed the following issues. First, this paper is as follows: First, we considered what the democratic control of the police was. Second, We focused on reform measures such as the personnel system and institutional approach. Third, I presented my argument on what the police reform plan is.