• Journal of Information Technology Applications and Management
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• 제25권4호
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• pp.67-77
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• 2018

With the types and targets of cyber attacks expanding and with personal information leaks increasing, the quantitative demand for information security specialists has increased. The base for training the workforce has expanded accordingly, but joblessness and job-seeking still coexist. To resolve the gap between labor demand and supply, education and training systems that can supply demand quickly are needed. It takes a considerable amount of time for information security education and new manpower supply through universities and graduate schools to be reflected in the market. However, if information security retraining is carried out in terms of career development of information security and related workforce, the problem of lack of experts could be solved in a relatively short period. This paper investigates and analyzes the information security work of the information security workforce, the degree of skill level, the need for retraining, and the workplace migration experience; it also discusses the direction of career development retraining.

• 정보보호학회논문지
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• 제30권1호
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• pp.123-139
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• 2020

1987년 컴퓨터보안법에서 연방기관 인력의 컴퓨터보안 인식 및 실무 훈련을 의무화한 것이 미국의 사이버보안 인력 양성 정책의 시작이라고 볼 수 있다. 법률 제·개정이 곤란한 경우, 인사관리처(OPM) 규정과 예산관리국(OMB) 회람 등을 통해 인력 양성 정책을 강화해왔다. GISRA 2000, FISMA 2002 법률이 10여 년간 사이버보안 인력 양성에 대한 중심 역할을 수행했다. 이후 기술 발전 및 정책적 보완 필요성으로 FISMA 2014를 제정하였으며, 사이버보안 인력에 대한 법률은 2차례에 걸쳐 제정하는 등 미국 연방기관에서 사이버보안 인력의 중요성이 더욱 증대되었다. 미국 사이버보안 인력 양성 법·규정 등의 검토·분석을 통해 인력양성의 핵심 비교 항목을 도출하여 우리나라의 법·규정과 비교하여 개선방안을 제시하고자 한다.

• 한국IT서비스학회지
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• 제18권4호
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• pp.55-66
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• 2019

The career development of information security workforce affiliated in administrative department is very different from workforce affiliated in private companies. Their career development attempts are made not by voluntary motivation but by involuntary job movement by the principle of internal relocation. So they are not directly linked to monetary compensation or advancement. Due to the nature of the organization, their work attitude is very passive and there is little intention to turnover. They do not need professionalism, but they must be retrained according to the law. In this paper, we investigate and analyze the roles and responsibilities of information security workforce of each administrative department. And we do questionnaire survey to find out current roles and responsibilities of them will not affect the demand for retraining. Through these research, we would like to discuss how to manage information security workforce affiliated in administrative departments.

• 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.

• Journal of Information Technology Applications and Management
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• 제31권1호
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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.

• 농촌지도와개발
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• 제9권2호
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• pp.185-197
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• 2002

The supporting system for agricultural workforce and education strategy has been changing both domestically and worldwide range term. To change the fundamental directions, much more needs to be learned about the process of structural adjustment regarding the dynamics of the agricultural and rural sectors. A rural development doctrine must pay more attention to the ongoing problems of population imbalance and the dissolution of the countryside. The focus should be young people prefer to live in cities because there are more opportunities, services, and great personal fulfillment. This paper was described the effective fostering directions of young agricultural workforce and educational program to prepare future and young farmer for teaching careers in agriculture, food, farm management, and marketing. To achieve these goals, the specific approaches are 1) establish the strong partnership between related organizations of agricultural business, 2) strengthen the management and marketing education of products, 3) create the various in-farming or out-fanning incomes including green tourism, 4) enhance the aggressive marketing strategies by Internet, Telephone, and TV etc, 5) make the association among the same items for the effective research and risk management.

• 산업진흥연구
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• 제8권2호
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• pp.45-59
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• 2023

오늘날 기후변화대응을 위한 기술패권 경쟁이 고조되는 가운데 기술 역량을 보유한 기후기술 분야 전문 인재를 양성하기 위한 사업들이 추진되고 있다. 지속가능한 인재양성 사업의 추진을 위해서는 사업 모니터링 및 성과평가가 필수적으로 병행되어야 함에도 불구하고 현재까지 기후기술 분야 인재양성 사업의 성과평가 관련 연구가 부족한 실정이다. 이에 본 연구는 기후변화대응 기술 분야 중 수소 및 정책 분야 인재양성 사업을 통해 수혜 학생들의 R&D 역량과 경력개발 의지를 향상시켰는지 분석하였다. 기후기술 인재양성 사업의 수혜 학생들을 대상으로 설문 조사와 포커스 그룹 인터뷰를 실시한 결과, 학생들 개인별로는 R&D 역량이 향상되었고, 경력개발 자신감이 높아진 것으로 보였다. 대학별로 분석한 결과 동일하게 R&D 역량이 향상되었고, 기술가치 인식이 개선된 것으로 나타났다. 본 연구결과를 통해 학생들이 기후기술 분야의 R&D 역량들은 발굴되었지만 기후기술 분야 경력개발로 이어지기 위해서는 추가 개선이 필요하다는 시사점을 제공하였다.

• 산경연구논집
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• 제11권10호
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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.

• 보건행정학회지
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• 제32권1호
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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.

• 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.