• Journal of Korea Society of Industrial Information Systems
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• v.14 no.5
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• pp.197-207
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• 2009

The career orientations of an individual are affected by his/her career anchors that are comprised of needs, values, and capabilities. This study is intended to understand the career orientations by way of discovering the career anchors that are possessed by IT workforce in Daegu-Gyeongbuk regions. In particular, such demographic factors as gender, age, job tenure, and job title were investigated to see if these factors in fact affected the career anchors of IT workforce. To achieve this purpose, we collected questionnaires from 269 IT workers in the regions. The results of this study is expected to contribute to our understanding of the career orientations of IT workforce in the region.

• Asia pacific journal of information systems
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• v.33 no.4
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• pp.1135-1155
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• 2023

Management of the workforce in the early career stage who enter information security work after graduating from college or university so that they can continue to develop their information security careers without leaving the organization can be a solution to the problem of absolute shortage of staffing and lack of skills. This is because the workforce can improve their job skills, and organizations can build a stable, cost-effective human resource management system. This paper constructed and verified a turnover intention research model focusing on the factors that affect the turnover intention of early-stage workforce who took their first steps in society as an information security workforce after graduating from university or college; it confirmed that self-realization is a crucial factor. Furthermore, with in-depth interviews, the career path information of skilled workers, which is essential information necessary for self-realization, was analyzed, and the direction of HRM for self-realization of the workforce in the early career stage was presented.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.651-657
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• 2024

This study comparatively analyzed the impact of childcare workforce cost on fertility rates across different countries. In the cases of Nordic countries, comprehensive childcare support policies and subsidies for childcare workforce costs were found to have a positive impact on fertility rates. In contrast, high childcare burden and economic pressures were identified as major factors contributing to declining fertility rates in East Asian countries. In developing countries, the effectiveness of childcare support policies varied depending on the socioeconomic context. This study suggests that the impact of childcare workforce cost on fertility rates manifests in diverse patterns across countries, and effective childcare support policies require tailored approaches that consider each country's specific circumstances. In the future, increased social investment in childcare and the spread of a culture that respects the value of care are necessary.

• New & Renewable Energy
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• v.7 no.3
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• pp.36-45
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• 2011

Prediction of demand for workforce in new and renewable energy is precondition for sustainable growth of an industry. The purpose of this research is to review prediction methods and case studies of workforce in new and renewable energy industry. This research compares the three methods in the focused on possibility of applying in renewable energy industry; survey, input-output and labor function estimation methods. Also, three cases are reviewed in the focused on applied method; Korea, America and Australia. As a result, the survey method was wildly used in the new and renewable industry. Also the improvement rates of work force are difference depending on the methodology. This result can be applied to set up the policy of human resource development of renewable energy.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.27 no.2
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• pp.68-77
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• 2004

This paper considers the workforce assignment problem to minimize both the deviations of workloads assigned to workers and to maximize the total preference between each worker and each machine. Because of the high expense of technology education and the difficulties of firing employees, there is no part time workers in semiconductor industry. Therefore, multi-skilled workers are trained for performing various operations in several machines. The bicriteria workforce assignment problem in this paper is not easy to obtain the optimal solution considering the aisle structure and it is belong to NP-class. The proposed heuristic algorithms are developed based on the combination of spacefilling curve technique, simulated annealing technique and graph theory focusing on the multiple-row machine layout. Examples are presented for the proposed algorithms how to find a good solution.

• Management Science and Financial Engineering
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• v.19 no.2
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• pp.43-47
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• 2013

This paper studies an optimal consumption and portfolio choice problem for unemployed people who have an option to work. Our problem is to find optimal consumption, risky investment, and workforce re-entry strategies for the unemployed. We find a closed form of the critical wealth level to re-enter the workforce. We show that the unemployed with a higher disutility of labor or a larger relative risk aversion are more reluctant to re-enter the workforce.

• Perspectives in Nursing Science
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• v.13 no.2
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• pp.81-87
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• 2016

Purpose: The aim of this study is to review the nurse demand forecasting methods in empirical studies published during 1991~2014 and suggest ideas to improve the validity in nurse demand forecasting. Methods: Previous studies on nurse demand forecasting methodology were categorized into four groups: time series analysis, top-down approach of workforce requirement, bottom-up approach of workforce requirement, and labor market analysis. Major methodological properties of each group were summarized and compared. Results: Time series analysis and top-down approach were the most frequently used forecasting methodologies. Conclusion: To improve decision-making in nursing workforce planning, stakeholders should consider a variety of demand forecasting methods and appraise the validity of forecasting nurse demand.

• Health Policy and Management
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• v.33 no.2
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• pp.115-117
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• 2023

The issue of increasing the number of physicians is emerging. Because the physician workforce is a critical component of the health care system, and substantial costs are involved in training personnel, a cautious approach is required. The demand to increase the number of physicians is based on the contention that there are difficulties in accessing essential health services and the need to prepare for future demands such as fostering physician-scientists. However, simply increasing the number of physicians is not an appropriate approach to address these demands, especially considering that the effects of such an increase will appear 10 years later. Moreover, it is concerned that the current argument for increasing the physician workforce is intertwined with political interests. When considering the impact on the health care system, decisions regarding the expansion of the physician workforce should be based on evidence. Additionally, rather than temporarily responding to social issues, it is expected that a governance system will be established to continuously discuss and decide on fostering medical personnel.

• Journal of Families and Better Life
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• v.23 no.3 s.75
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• pp.153-167
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• 2005

This study was conducted to help develop women's human resources and promote married women's return to workforce. Using various data, we examined the patterns of Korean women's economic activities over the lifecycle, career discontinuation and return to the workforce. We also interviewed twenty full-time housewives who wanted to return to workforce. The interview questions included reasons for seeking employment, desired working conditions, and difficulties in finding a job. Major findings are as follows: First, there were two groups with respect to reasons why they want employment One was an economic need such as earning basic living expenses and supporting the family. The other was self-realization and social participation. Second most women wanted to do unskilled labor such as housekeeping work, whereas some young or well-educated women looked for a professional job. Third, married women preferred part-time jobs, which were compatible with their family care demands. Most of them wanted a workplace located close to home. The women with child-care responsibility preferred working at home. Fourth, regarding difficulties of returning to workforce, they pointed out vocational ability problems due to their career discontinuation, social prejudice such as gender discrimination and psychological pressure in maintaining work and family at the same time. In order to promote employment of married women, it is required not only to change social prejudices but also to increase effectiveness in policy implementation. In addition, counseling for job-search and vocational ability training programs should be provide.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.28 no.1
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• pp.249-267
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• 2018

The US cybersecurity workforce policy is being pursued comprehensively and systematically, based on the NICE established initiated in 2010. Security Technologies, one of the eight areas of Advanced Technology Education(ATE) of the National Science Foundation(NSF) included in the STEM. This policy has been comprehensively promoted in conjunction with NICE, and this security technology field is operated with five detailed programs. In this paper, we examine in detail five cybersecurity workforce development programs supported by ATE, and compare them with the current status cultivation of cybersecurity workforce in Korea. After finding out the problems and improvements by comparison with the current situation of cybersecurity workforce development in Korea, we propose several implementations of nation-wide strategies for cultivating new cybersecurity workforce in Korea.