• 대한의생명과학회지
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• 제25권4호
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• pp.381-389
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• 2019

The physiological function test is the only patient contact area in the field of clinical laboratory. We need to recruit and encourage the experts due to requiring the expertise and long time for examination. However, there is currently no rule for estimating optimal workforce in the field of physiological function tests. The purpose of this study is to establish the basis of the studies for mid- to long-long term job creation in the field of ultrasound by evaluating the number of appropriate tests and appropriate workforce. We calculated the quantitative and qualitative workload for the number of appropriate tests and appropriate workforce using online questionnaire. All statistical analyses were performed using SPSS version 18.0 (SPSS Inc., Chicago, IL, USA). A total of 216 respondents were 48 (22.2%) male and 168 (77.8%) female. A total of 157 laboratories were 62 (39.5%) for echocardiography, 91 (58.0%) for the transcranial Doppler (TCD) and 4 (5.7%) for the carotid ultrasound. The mean number of appropriate tests was 10 ± 2 in the echocardiography, 9 ± 2 in TCD and 11 ± 2 in the carotid ultrasound. In addition, the number of laboratories required to recruit employees for appropriate workforce was 19 in echocardiography, 18 in TCD, and 0 in carotid ultrasound. The number of hospital required to recruit workforce were 7 primary hospitals, 22 secondary hospitals, 7 third hospitals. This study can be used as an important data as the first study at present time when the data on the workforce status and work environment of the ultrasonic laboratories is insufficient. Based on the quantitative and qualitative workloads, the number of appropriate tests and appropriate workforce can support mid- to long-long term job creation in the field of ultrasound.

• 기술혁신연구
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• 제15권2호
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• pp.25-40
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• 2007

It has been pointed out that the shortage of the Korean science and engineering workforce is a key issue in enterprises' competitiveness. The Korean government has conducted various surveys and research projects to determine the current situation and its causes. Nevertheless, the surveys report different results, and, to date, very few in-depth studies have been conducted on the factors that lead to such a shortage. This study aimed at investigating the factors that cause the shortage of the science and engineering workforce by looking at a recent survey on the actual employment conditions in manufacturing and major service industries. The study also estimated the determinant factors, based on the results of a survey conducted on 5,967 enterprises. Particularly, the probability of the workforce shortages are defined as a logistic probability function, which includes a diverse number of explanations that represent the characteristics of an enterprise and its internal demand conditions on workforce. The findings showed that key determinants include not only the factors that have been recognized by previous studies, but also research propensity and competitiveness aw well as the enterprises' internal demand conditions on human resources. In other words, an enterprise is more exposed to the problem of workforce shortage when it performs its R&D more proactively and its innovative activities are more organized. It has been further analyzed that the R&D and internal demand variables are more eminent to the shortage problem on skilled workers, which proves the shortage of workforce is not only caused by the quantitative aspect but also hold qualitative aspect characterized by skill obsolescence and mismatch in the labor market.

• Journal of Information Science Theory and Practice
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• 제11권4호
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• pp.51-81
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• 2023

This study aimed to study its required performance requirements and proposes a competency framework necessary for the digital workforce of the Provincial Offices in Thailand. The specific primary informants were determined as 17 people. The collecting process was performed using the Delphi technique and the electronic Delphi technique in two phases, totaling four rounds. In the first time, a structured interview was used to conduct online interviews for 15 people. Content validation was performed to determine issues of the competency framework essential for the digital workforce with 7-level scaled questionnaires, and then online reviews were collected between 10-15 people (2nd to 4th times). A consensus was found and confirmed four times with descriptive statistics, namely frequency, mean, standard deviation, mode, median, and the absolute value of the difference between mode and median, interquartile range, and application of the conceptual framework. The research findings revealed that the essential competency requirements for the digital workforce were covered in digital literacy (six aspects), digital skills (four aspects), and digital characteristics (four aspects). Consensus was confirmed for 84 issues. Therefore, it was concluded that 61 points for building an essential competency framework for the digital workforce made them effective in using digital technology as a labor-saving instrument, as well as for expanding the breadth of development of digital expertise to include members of the organization's digital practitioner network. This development will benefit government agencies and the private sector, both national and international, in the future.

• 농촌지도와개발
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• 제24권2호
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• pp.83-97
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• 2017

The purpose of this study was to classify the type of customer which is essential to agricultural extension service, specify their needs and identify the performance level of public agricultural extension organization by the needs of customer. To meet these purpose, we conducted a focus group interview and surveyed the agricultural extension workforce. The results of this study are as follows. First, we classify the customer of agricultural extension service as 9 types. Second, the needs by customer types are specified 12 types. Third, those who attached to Rural agricultural development administration and agricultural research and extension service organization in provinces recognize them selves as more performing organization than agricultural technology center in region, except one area.

• 대한지리학회지
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• 제40권5호
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• pp.533-552
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• 2005

지식기반사회의 도래와 함께 인적 자원과 대학 교육의 중요성이 점차 강조되고 있으며, 도시지역은 이런 인적자원을 유인하여 경제발전이 이루어지는 장소로 인식되어 왔다. 고급 인력 공급은 최근 경제 발전을 주도해온 정보기술산업의 핵심적인 요소이다. 본 연구는 미국 대도시 지역에서 대학의 정보통신업체에 대한 인력 공급의 지리적 특성에 영향을 미치는 요소들을 설문조사와 인터뷰를 통하여 분석한다. 분석 결과에 따르면, (1) 정보통신업체와 대학간 근접성은 대학이 고급 인력을 IT업체에 공급하는 정도를 증가시키고, (2) 필요 인력의 전문성 및 희소성의 정도가 높을수록 인력 공급의 지리적 범위가 넓어진다. (3) 더 높은 학위 수준을 제공하는 대학일수록 인력 공급의 지리적 범위가 넓어지며, (4) 규모가 큰 정보통신업체일수록 인력 공급의 지리적 범위가 넓어진다.

• International Journal of Advanced Culture Technology
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• 제11권1호
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• pp.153-158
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• 2023

Experts are concerned about the lack of troops and security vacuum due to the low birth rate in the Republic of Korea. They consider policies to expand the proportion and role of female soldiers to address these issues. In this regard, We would like to introduce the successful use of female personnel in the Ukrainian military and draw implications for the Korean military. This will provide a clue to offset the shortage of troops in the Republic of Korea.

• 정보보호학회논문지
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• 제28권1호
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• pp.249-267
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• 2018

미국의 사이버보안 인력양성 정책은 2010년 시작된 NICE를 중심으로 포괄적이고 체계적으로 추진되고 있다. 기존 과학 기술 공학 수학(STEM) 전문인력 양성 정책의 일환인 국가과학재단(NSF)의 첨단기술교육(ATE) 8개 분야 중 하나인 보안기술(Security Technologies)에서 사이버보안 인력양성 프로그램을 운영 중이다. 이 보안기술 분야는 NICE와 연계하여 추진되고 있으며, 5종의 세부 프로그램으로 구성된다. 본 논문은 ATE에서 지원하는 사이버보안 인력양성 프로그램 5종에 대해 세부적으로 살펴보고, 이 프로그램들과 유사한 우리나라의 정부지원 프로그램을 상호 비교하여 개선점을 도출한 후, 국가차원의 신규 사이버보안 인력양성에 대한 추진 방향을 제안한다. 이때 적용된 방법론을 체계적으로 정리한 사이버보안 인력양성 정책 평가 프레임워크를 새로운 인력양성 정책 수립시 적용할 수 있도록 제안한다.

• 국제학술발표논문집
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• The 9th International Conference on Construction Engineering and Project Management
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• pp.640-648
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• 2022

In the United States, the Safety Rest Areas (SRAs) were introduced as highway roadside infrastructures in the early 1900s. The State Departments of Transportation (DOTs) operate/maintain their SRAs using different methods. The Washington DOT used the in-house workforce method for over 20 years, whereas some states moved to Performance-Based Contracting (PBC) from the in-house workforce to save cost primarily. Several existing studies claimed that using the PBC approach saved costs on several highway assets. Thus, the principal objective of this study is to compute and compare the unit operating/maintenance cost of SRAs using the in-house workforce method (in Washington state) with the PBC approach (in other states). The findings of this study show that the average annual cost using the PBC approach was much more than the average annual cost using the in-house workforce approach. The findings also show that in Washington state, the 'Labor Cost' category was a key expenditure, which is statistically higher than other categories. The 'Labor Cost' was followed by the 'Other Services', and then 'Materials and Supplies' and 'Equipment.' The study's findings indicated that outsourcing does not always save costs for agencies. The study findings may help transportation construction/maintenance professionals select a cost-effective approach for their future planning.

• Industrial Engineering and Management Systems
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• 제6권1호
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• pp.22-27
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• 2007

This paper describes the optimization of maintenance workforce scheduling at Afam power station in Nigeria. The objective is to determine the optimum schedule to satisfy growing maintenance labour requirements with minimum cost and highest efficiency. Three alternative maintenance workforce schedules are compared. The first alternative is to continue with the traditional five-day workweek schedule currently being practiced by Afam power station maintenance line. The second alternative is to switch to a seven-day workweek schedule for the morning shift only. The third alternative is to use a seven-day workweek schedule for all three work shifts. The third alternative is chosen, as it is expected to save 11% of the maintenance labour cost.

• World Technopolis Review
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• 제3권3호
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• pp.153-164
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• 2014

It is recent that STEM (Science, Technology, Engineering and Mathematics) education emerged as a great concern of the U.S. policy makers in terms of securing national and regional competitiveness. However, few attempts to embrace STEM education as a source for sustainable regional growth have been made mainly due to methodological challenges. This paper investigates the role of STEM education in achieving sustainable economic growth. For the purpose of the paper, a U.S. federal workforce development program named Workforce Innovation in Regional Economic Development (WIRED) in Southeastern Virginia that was implemented between 2007 and 2010 is selected and evaluated qualitatively. By identifying three themes as a result of three-stage coding methods, the evaluation results call for particular attention of local policy makers and key stakeholders to STEM education as a source of sustainable long-term economic growth in regions.