• Journal of the Korea Society of Computer and Information
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• v.16 no.9
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• pp.145-153
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• 2011

In this paper, we propose a CMS(Career Management System) based on the Android Platform, which is able to manage the result of MBTI, an aptitude test and English skills such as TOEIC, conversation, writing, etc. and to deal with the performance of the on-the-job practice, internship, project participation, graduation exhibition, contest exhibition, etc. during the period of attendance at school, This system is divided into the server module and the client one. First, the server module is used to build up the web site of the CMS that can serve to save the data related to each student's career. Second, the client module is to develop the application based on the Android Platform. This application can easily access the career-related information and always function as maintaining and managing the new data. If we make good use of the CMS proposed in this study, the relevant departments and bureaus in colleges and universities can activate the service capacity and also enhance the employment competitiveness by adding value to the students.

• Journal of the Korea Convergence Society
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• v.6 no.5
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• pp.23-31
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• 2015

The aim of this study is to show how much career management system of hospital affect the psychological state and career effectiveness for hospital employees. The research was dealing the issues about hospital's career management system which affect organizational engagement. Moreover, these psychological factors have to be analyzed in the relation of career effectiveness. Finally, based on the analyzed results, this study has provide useful information for hospital management to establish efficient and productive human resources-management measures in therms to increase in organizational engagement and career commitment of employees as well. Questionnaires were distributed to employees who are working in hospital located in Seoul city. We found that career management support systems have a significant effect on job engagement. In addition, job engagement influences significantly career commitment. Conclusion and implications are discussed.

• The Journal of the Korea Contents Association
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• v.6 no.11
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• pp.15-24
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• 2006

To achieve this study, this study divide career orientations of AIS user into technology and management and group job characteristics into variety and autonomy and is to verify an effect of two factors on system performance (AIS satisfaction and use). The results of this study are as follows. First, there is a positive effect of the relevance between technology orientation and autonomy on AIS satisfaction. Second, there is a positive effect of the relevance between management orientation and job variety on AIS satisfaction. Third, there is a positive effect of the relevance between technology orientation and autonomy on AIS use, and finally, there is no positive effect of the relevance between management orientation and job variety on AIS use.

• Management & Information Systems Review
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• v.36 no.2
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• pp.207-221
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• 2017

The career management concept is changing rapidly in the career management field in recent years. It becomes very difficult to have a lifetime employment within the same firm. As there is career interruption that is pervasive phenomenon in the women's career management area, many academics and practitioners have been interested in it. The purpose of this study was to examine the influence of women's career-interruptions as the effective career strategy on career development actors and career success. To test the effects of the proactive career management of career-interrupted women, data were divided into two groups including proactive career management group and general career management group based on whether career-interruptions are voluntary or not. The results showed that the proactive development actors was significantly different depending on women's proactive career management and general career management group. First, proactive-career women were more self-directed to learn and have a significant impact on developing skills through training. Second, the career successes were not significantly different depending on and general career management group.

• Proceedings of the Korea Contents Association Conference
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• 2009.05a
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• pp.378-382
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• 2009

The purpose of this study is to design and develop competency based career development system for mid size IT company employees to support HRD(Human Resource Development) & HRM (Human Resource Menagement). Although many researches have been done in terms of employees career and competency development in corporate environment, there are not many cases to analyze mid size companies because small companies have limited number of employees and budget to develop career development system. This study analyzed 55 subjects to analyze their current competency level and job description in two mid size IT companies to design and develop competency based career development system. Three career paths such as R&D, management, and marketing, were common in IT companies and each suitable career development plan was recommended. The results of this study are able to provide self diagnostic competency based career development system for mid size company employees to improve their job performance and administration efficiency as a consequence.

• The Journal of Korea Institute of Information, Electronics, and Communication Technology
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• v.13 no.3
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• pp.235-242
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• 2020

This paper proposes a system that can manage and verify personal career information through a block chain to solve the problem of getting a job by forging an individual's career when hiring employees. Blockchain network uses private network, and inside the block, the user's academic and career information is kept. The functions of the block chain perform the functions of block creation, block internal data retrieval, career and academic verification, which works through chain code. As a result of the performance evaluation of the proposed system, the processing time per transaction was measured at approximately 110 ms and the search time was measured at 10 ms, and it was applied to the actual system to confirm that it was available.

• Proceedings of The KACE
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• 2018.01a
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• pp.151-152
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• 2018

ICT를 기반으로 한 기술융합의 속도와 범위가 확대되는 4차 산업혁명에 따라, 기업 및 산업의 혁신환경변화에 대한 능동적 대응방안 수립 필요성이 중요하게 인식되고 있으며 학부생들의 직업역량 강화를 위한 다양한 시도가 이루어지고 있다. 직업역량 강화를 위한 다양한 교과와 비교과과정 프로그램의 효율적인 관리를 위한 전산시스템의 중요성이 강조되고 있으나 기존의 경력개발 시스템은 학교행정중심으로 개발되어 그 본연의 기능을 충실히 수행할 수 없었다. 이에 운영자들의 의견을 반영하여 학생-교원-직원-기업 등 주체에 차별적 Benefit을 제공하며, 경력개발에 실질적 도움을 줄 수 경력개발서비스 시스템을 구현하기 위한 요구분석과 시스템 설계를 진행 하였다.

• Proceedings of the KSCN Conference
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• 2003.11a
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• pp.1081-1082
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• 2003

교육인적자원부에서는 학교급식의 안전성 확보를 위하여 1999년에 특별정책 연구를 실시하여 학교급식 HACCP 일반모델을 개발 보급하고 2001년부터는 규모가 큰 학교에서 조리실이 설치된 모든 급식학교로 점진적으로 적용을 확대하였다. 그럼에도 불구하고 학교급식에서 식중독 사고는 증가 추세에 있으므로 학교급식에서의 HACCP 시스템을 재진단하고 수행도가 낮은 중점관리점의 문제점을 짚어내는 것이 필요하다. 따라서 본 연구에서는 대전지역의 초, 중, 고등학교 영양사 153명을 대상으로 위생관리 직무 수행도와 HACCP의 일부 CCP (중점관리점)수행도, HACCP에 대한 인지도, 급식시설현황 등에 대하여 조사하고 변인간의 관련성을 분석하였다. 조사 대상자는 초등학교 영양사 56.5%, 중학교 영양사 25.5%, 고등학교 영양사 17.6%이었으며 4년제 대학 졸업자가 51.0%로 가장 많았고 연령은 30-34세가 36.6%, 35-40세가 21.6%로 30대가 대부분이었다. 근무경력은 평균 5.8년이었으며 영양사 1인당 담당하는 평균 학생수는 1,163명, 조리종사원 1인당 배식 아동수는 평균 124명이었다. 배식방법은 교실배식이 56.2%, 식당배식 34.6%, 교실과 식당의 혼합형태가 9.2%로 교실배식이 차지하는 비율이 많았고 직영급식이 90.2%로 대부분을 차지하였다. 위생관리 영역의 수행도는 개인위생관리 부문이 가장 높았고 기기설비 위생관리, 저장관리, 교차오염관리, 시간관리, 온도관리 순으로 나타났으며, 특히 온도관리 수행도는 낮은 것으로 나타났다. 식당배식을 실시하는 학교의 온도관리 수행도가 다른 그룹에 비해 높았고 직영급식의 시간관리수행도가 위탁급식 보다 높았다. 영양사의 연령과 근무경력이 증가할수록 모든 위생관리영역에서 수행도가 높아지는 경향을 보였다. CCP별 수행정도 평가에서는 ‘운반 및 배식과정(CCP7)’이 가장 높은 수행도를 나타냈고 그 다음으로는 ‘검수’, ‘식품취급 및 조리과정’, ‘식품접촉 표면 세척 및 소독과정’, ‘식단의 구성’, ‘생채소 및 과일의 소독’, ‘잠재적으로 위험한 식단의 관리’ 순으로 나타났다. ‘운반 및 배식과정의 수행도’는 식당배식이 유의적으로 높은 점수를 보였고 CCP8(식품접촉표면의 세척 및 소독)를 제외한 모든 영역에서 직영급식이 위탁급식에 비해 높은 유의성을 나타내었다. 또한 근무경력과 연령이 많을수록 모든 CCP영역에서 높은 수행도를 보였다. CCP1과 CCP2의 수행도가 낮은 주된 이유로 ‘CCP1과 CCP2의 관리기준이 이해하기 어렵다’이었다. 학교 급식관리 영양사의 HACCP시스템에 대한 지식 및 이해 정도를 조사한 결과 HACCP 인지도 점수의 평균은 총 100점 만점에 전체 평균 점수는 74.9점이었다 CCP별 점수분포는 CCP7의 인지도 점수가 가장 높았고 CCP6, CCP1, CCP5, CCP3, CCP8, CCP2의 순으로 절차 낮아졌다. 정규직의 HACCP인지도 점수가 위탁직 보다 높았으며 근무경력에서도 경력이 3년 미만인 경우가 가장 낮고 8년 이상인 경우가 가장 높은 점수를 보였다. 급식시설면은 보온보냉시설을 갖춘 학교가 온도관리 부문에서 갖추지 않은 학교보다 높은 수행도를 나타냈고, 전처리실과 손 소독기가 있는 학교는 교차오염관리 부문에서 높은 수행도를 보였다.

• The Journal of the Korea Contents Association
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• v.17 no.5
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• pp.552-564
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• 2017

This study is aimed to overcome the limitation of traditional learning competence and career management system, and conducted to design the function of integrated ePortfolio and the elements of the system for administrative control of curricular and extracurricular program of the university as well as to develop a printout-based prototype in the context of S-university. Researchers deducted the main menus and functions of the integrated ePortfolio by two experts validification procedures, searched for the subfunctions, and secured their validity. Mainly 6 elements of integrated ePortfolio system are designed as follows: basic information, learning and competence management, course and career management, portfolio management, and community. Among these, the three elements of learning and competence, course and career, and portfolio management are assessed as excellent and differentiated from traditional ePortfolios. The study also developed a printout-based prototype of ePortfolio system and provided authentic guide for the ePortfolio system. At the same time, the result of the study contributed to increasing the sense of the developmental direction of the ePortfolio in the institute.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2006.11a
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• pp.373-377
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• 2006

By prosperous condition of construction economy in the early 90s in korea, we needed a lot of the qualified professional engineers(PE) to manage the construction site. In order to meet the high demand of P.E., government has established the admitted engineer system(AES) which is given to admitted engineer who do not take the written exam but have equivalent working experience in 1995. However, since 2000, while professional engineer's shortage has been resolved, the opposite situation has occurred that is serious over-supply of construction engineers. Thus, government announced that will abolish the admitted engineer systems as recognized existent admitted engineers. However, Professional Engineers institution is insisting that must not recognize existent admitted engineer. From this point of view, it is critical to make the supply-demand forecast systems as a derivative approach of system dynamics also, that is useful in comparing the argument between government and Professional Engineers institution. This paper describes about qualified engineer's supply change by admitted engineer system abrogation and suggests the idea to regulate the supply and demand with the improvement of the regal system.