• Journal of Information Technology Applications and Management
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• v.17 no.3
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• pp.163-189
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• 2010

The purpose of this research is to develop a decision-making model for the calculation of the National Disaster Management System's standard prevention workforce quota. The final purpose of such model is to support in arranging a rationally sized prevention workforce for local authorities by providing information about its calculation in order to support an effective and efficient disaster management administration. In other words, it is to establish and develop a model that calculates the standard disaster prevention workforce quota for basic local governments in order to arrange realistically required prevention workforce. In calculating Korea's prevention workforce, it was found that the prevention investment expenses, number of prevention facilities, frequency of flood damage, number of disaster victims, prevention density, and national disaster recovery costs have positive influence on the dependent variable when the standard prevention workforce was set as the dependent variable. The model based on the regression analysis-which consists of dependent and independent variables-was classified into inland mountainous region, East coast region, Southwest coastal plain region to reflect regional characteristics for the calculation of the prevention workforce. We anticipate that the decision-making model for the standard prevention workforce quota will aid in arranging an objective and essential prevention workforce for Korea's basic local authorities.

• Journal of Information Technology Applications and Management
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• v.31 no.1
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• pp.79-95
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• 2024

In modern society, as data plays a crucial role at the levels of businesses, industries, and nations, the utilization of data becomes increasingly important. Consequently, governments are prioritizing the development and implementation of plans to cultivate data workforce, viewing the data industry as a cornerstone of national strategy. To enhance domestic capabilities and nurture workforce in the data industry, it is deemed necessary to conduct an objective comparative analysis with major foreign countries. Therefore, this study aims to analyze cases of domestic and international data industries and explore methods for quantitatively comparing data industry workforce across nations. Initially, the study distinguishes between "data industry workforce" and "data job-related workforce," particularly focusing on professionals handling data-related tasks. Subsequently, it compares the workforce sizes of data job-related workforce across nations, utilizing standardized occupational classification codes based on the International Standard Classification of Occupations(ISCO). However, it should be noted that countries employing their own unique occupational classification systems often require matching job titles with similar meanings for accurate comparison. Through this study, it is anticipated that policymakers will be able to establish future directions for cultivating data workforce based on comparable status.

• International conference on construction engineering and project management
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• 2009.05a
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• pp.1094-1099
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• 2009

Workforce information is important in production planning because production planning requires matching a production unit's capacity to loads of assignments. However, tracking and managing workforce information such as skills and accident history is not an easy job. This paper describes a prototype database system for a workforce database system that employs RFID technology. This system tracks daily workforce production capacity on sites. A pilot project is described to explore the benefits and possibility of using radio-frequency identification (RFID) to track and manage workforce information, and is followed by the results of a survey to identify benefits. In addition to the survey identifying the benefits of the database system, the paper also presents a list of challenges through a series of interviews.

• Health Policy and Management
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• v.32 no.1
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• pp.73-93
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• 2022

Background: Appropriate physician workforce projection through reasonable discussions and decisions with a broad view on supply and demand of the workforce, thus, is very important for high-quality healthcare services. The study expects to provide preliminary research data on the workforce diagnosis standard model for Korean physician workforce policy decision through more flexible and objective physician workforce projection in reflection of diverse changes in healthcare policy and sociodemographic environments. Methods: A low flow rate through the causal map was developed, and an objective workforce demand projection from 2019 to 2040 was conducted. In addition, projections by scenarios under various situations were conducted with the low flow rate developed in the study. Lastly, the demand projection of the physician workforce by region of 17 cities and provinces was conducted. Results: First, demand of physicians in 2019 was 110,665, 113,450 in 2020, 129,496 in 2025, 146,837 in 2030, 163,719 in 2035, and 179,288 in 2040. Second, the scenario for the retirement of baby boomers led to a decrease in the growth rate due to time delay. Third, Seoul and Gyeonggi-do account for a high percentage of demand, a very high upward trend was identified in Gyeonggi-do, and as a result, the projection showed that the demand of the physician workforce in Gyeonggi-do would worsen over time. Conclusion: This study is meaningful in that rational and collective physician workforce supply and demand and its imbalance in workforce distribution were verified through various projections by scenarios and regions of Korea with System Dynamics.

• The Journal of Industrial Distribution & Business
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• v.11 no.10
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• pp.49-58
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• 2020

Purpose: The purpose of this study was to examine the differential effect of workforce diversity on employee productivity and its subsequent impact on customer experience. Research design, data and methodology: A once-off cross-sectional research design was used in this study where the Zimbabwean civil service was targeted. Randomization was used to collect 324 validated responses. The study focused on both primary (age and gender) and secondary (education and political affiliation) dimensions of workforce diversity. Results: The results were confirmatory that workforce diversity is a significant predictor of employee productivity (β = 0.668, P < 0.05), at the same time employee productivity holds explanation to customer experience by 37%. Results also revealed that gender diversity, educational diversity and political diversity were significant determinants of workforce diversity (P < 0.05). However, the study established that age diversity was not a significant factor in enhancing employee productivity (P > 0.05). Conclusions: The study concluded that workforce diversity is a powerful tool in enhancing both customer experience and employee productivity. As such, the latter can be augmented through shrewd workforce diversity practices as championed by management. To that end, the study recommends the development of a workforce diversity framework which promotes inclusivity.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2004.11a
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• pp.246-249
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• 2004

While the recovery of local construction industry is picking up steam, and the number of the employed in the construction industry is on the increase, workforce supply is out of balance in its quality as well as quantity, and with economic crisis facing the country, construction and recruitment methods are in transition. In addition, rising demand in skilled workforce and a workforce in short supply have expedited wage rises and have brought broad effects on construction including productivity and construction time. Such imbalance in construction workforce supply also causes various structural changes by category. This research compares and analyzes data on annual wages of construction workforce, analyzes the state of construction workforce supply, understands recruitment structure in accordance with workforce supply conditions, and looks over characteristic changes in recruitment structure. With reflections drawn from these, this paper suggests responsive measures to future construction circumstances - changes to wages of construction workforce - as well as prospects of future construction workforce supply and measures designed for stable medium and long-term workforce supply.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.6
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• pp.440-446
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• 2018

This study examines the contrasting effects of an aging workforce on organizational innovation and the moderating role of age diversity. By utilizing a knowledge-based view, this study asserts that an aging workforce can contribute to organizational innovation to some degree due to accumulated firm-specific knowledge and experiences as well as various social networks within and outside the firm. On the contrary, as the portion of an aging workforce increases, the negative effect of the aging workforce on organizational innovation can overwhelm the positive effects because of the limitations of new knowledge creation. In addition, this study explores the effect of age diversity to moderate the relationship between aging workforce and organizational innovation.Empirical findings showed that an aging workforce and organizational innovation had an inverted-U relationship, and age diversity moderated this curvilinear relationship as this study predicted. These theoretical arguments and empirical findings highlight the necessity to explore the complex effects of an aging workforce on organizational innovation as well as additional factors influencing the relationship between aging workforce and firm innovation.

• Journal of Construction Engineering and Project Management
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• v.2 no.1
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• pp.5-13
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• 2012

The lacks of local workforce supply become a problematic in Malaysian construction industry. Meanwhile, HRP is important during workforce supply to help organizations in order to appoint the right people in the right job. This paper reports on the use of factors influencing HRP towards local workforce supply in the construction industry in general, and Malaysian construction in particular. Semi structured interviews were conducted to 10 interviewees from the government and non-government organizations to investigate current issues of local workforce and the practices of HRP in the construction organization. The analysis methods were based on descriptions of previous tested research. The findings reveal that the lack of local workforce is due to low wages system, safety issues, educational changes, low status and unsecured work, environment in construction industry, developments and technologies changes in Malaysia. The internal factors of HRP were practiced among construction organization are organization strategy, organizational culture, organization changes, leadership and experience, nature of work and empowerment of labor. Meanwhile, the external factors are technology changes, economic changes, legislation and demographic changes. The paper provides valuable information on the practices of factors influencing HRP for local workforce supply in Malaysian construction industry.

• Asian Pacific Journal of Cancer Prevention
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• v.13 no.4
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• pp.1159-1166
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• 2012

Research on radiation oncologists has indicated that there is a shortage in supply of specialist workers in this field internationally, and also within Australia. However, there are no current estimates as to what the future Australian radiotherapy workforce will look like. This paper aims to review the current status and capacity of the three main disciplines that make up the radiation oncology workforce in Australia and project the workforce supply and demand for 2014 and 2019. Using data on the workforce from a survey of all radiotherapy facilities operating in Australia in 2008 a workforce model was constructed. This study found that there will be a future shortfall of radiation oncologists, radiation therapists and radiation oncology medical physicists working in radiation oncology treatment. By 2014 there will be 109 fewer radiation oncologists than what will be demanded, and by 2019 this figure will increase to a shortfall of 155 radiation oncologists. There was a projected shortfall of 612 radiation therapists by 2014, with this figure slightly decreasing to a shortfall of 593 radiation therapists in 2019. In 2014, there was projected to be a deficit of 104 radiation oncology medical physicists with a persisting shortfall of 78 in 2019. This future projected shortage highlights the need for radiation oncology workforce planning.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.7
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• pp.413-424
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• 2020

This study examines the direct effect of workforce restructuring on the withdrawal behavior and mediating effect of perceived job insecurity. Empirically it also explores the moderating effect of career plateau and procedural justice on the above relationship. The study focuses on the mediating role of job insecurity and the moderating role of career plateau in relations to procedural justice, which will concentrate on the relationship between workforce restructuring and withdrawal behavior. For the empirical study, we collected and analyzed 442 survey data from employees of Korean companies. SPSS 24 is used for reliability, correlation and regression analysis. The results of the empirical analysis are as follows. First, perceived job insecurity mediated the relationship between workforce restructuring and withdrawal behavior. Second, content career plateau had a negative moderating effect on the relationship between workforce restructuring and job insecurity. Finally, the moderating effect of procedural justice was not supported. This research extend workforce restructuring and career plateau related studies; by exploring the mediating variable and moderating variable on the relationship between workforce restructuring and the pertaining outcomes. Based on the results, we provide theoretical and practical implications along with future research recommendations.