• 한국정보교육학회:학술대회논문집
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• 2007.08a
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• pp.221-226
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• 2007

군 복무 중 이러닝을 통해 군 장병의 자기 계발을 돕기 위해 정부는 군 이러닝 포털시스템을 구축하였다. 본 연구에서는 군 이러닝 포털 시스템을 통해 다양한 교육용 콘텐츠를 제공하기 위해 교육용 콘텐츠에 대한 메타데이터를 설계하였다. 군 장병들이 원하는 콘텐츠와 이를 표현하는 방법에 대한 설문 조사를 통해 요구 분석하였으며, 이를 토대로 분류 체계와 분류 항목을 선정하였다. 이러한 분류 체계와 분류 항목을 KEM과 SCORM과 같은 국내 외 콘텐츠 표준화 규격을 참조하여 교육 콘텐츠 메타데이터로 설계하였다.

• International Area Studies Review
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• v.16 no.3
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• pp.367-390
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• 2012

This thesis aims to analyzing the fact that how the Korean troops Intranet impacts on military service satisfaction to give something back to the community by doing time management, mental and physical health care of human resources who are in an army life in their 20's. This is full of suggestions as efficient operation of military service at the national and personal level. Also, this is able to be a guideline that provides useful information about self-discipline to new generation soldiers. This study regards it as meaningful to analyze causes that how the Korean troops Intranet impacts on military service satisfaction and provide information for effective utilization to new generation soldiers in their 20's consisted of the Internet generation at a military organization level. In conclusion, the Intranet has proved as important causes and tools that influence job satisfaction effectively. Also, the fact that the Intranet used in military organization should be developed to be useful to achieve their goal not to simple work or a means of transmission has came up.

• Proceedings of the Safety Management and Science Conference
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• 2009.11a
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• pp.339-348
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• 2009

건설업은 공사수행을 포함한 대부분의 기업 활동이 인력에 대한 의존도가 높은 산업으로서 원가구성 측면에서도 외주비와 재료비를 제외하고 가장 큰 원가항목이 인건비다. 따라서, 건설업의 인력관리 강화는 효율적인 인력 운용과 원가관리를 위해서도 가장 중요한 관리항목이다. 본 연구에서는 건설업에서 체계적인 인력 및 시간관리를 통해 인력운용의 효율을 높일 수 있고, 업무시간 실적 정보에 의해 업무에 대한 성과관리의 정확성을 높일 수 있는 제도운영 및 시간관리 시스템 (TMS: Time Management System) 구축 방안을 소개하였다. 이러한 시간관리는 높은 수준의 인력 및 업무 관리를 가능하게 하고 업무에 대한 우선순위 결정과 적정 시간 분석으로 관습적이고 비효율적인 업무요소를 파악하여 효율적인 인적자원 관리를 하고자하는 건설사뿐만 아니라 프로젝트 산업 군에 속하는 여러 기업들에게 도움을 줄 것으로 기대한다.

• Journal of Digital Convergence
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• v.10 no.4
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• pp.333-339
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• 2012

This study involved a small business workers continuing education according to characteristics and job satisfaction by comparing the development of effective continuing education programs to improve workers' skills is to derive the key indicators. Job satisfaction than those below 40 in the 20s incentives, skills development, human resource management, organizational commitment was higher throughout the 20 to 30 units from 40 to 50 single professionals and young workers compared to their job satisfaction is higher, the number of years worked less than 5 years working in a different number of years than those in group incentives, skills development, human resource management overall significantly higher, rank in the lower position due to differences in job satisfaction was higher than the upper position, technical, administrative two trades was higher than Therefore, by improving job satisfaction in the workplace contributes to strengthening the competitiveness of enterprises and workers must strive to improve the quality of life.

• Convergence Security Journal
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• v.13 no.5
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• pp.77-87
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• 2013

Mobilization is defined as a use of national authority to effectively control, manage and utilize all personnel and material resources of a nation in a national emergency situation. Therefore, the complete posture of mobilization many deter war and secure victory as well as serve as a driving force for national economy during peacetime The future of military mobilization policies will need to be developed in relation to other government and administrative departments. Also mobilization of reserve forces can increase its swiftness and effectiveness by integrating the civilian, governmental and military departments. Additionally, the mobilization of military reserve forces policy after the unification in this Peninsula will need to be developed through active researches.

• Journal of agriculture & life science
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• v.44 no.3
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• pp.99-110
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• 2010

This paper builds a system of indicators representing rural regional development level. Indicators were classified into two groups, that is, living environment indicator group and regional vitality indicator group. Living environment indicator group consists of four indicators including housing, road, water supply, and sewage system, while regional vitality indicator group consists of five indicators including regional economy, public finance, and demography. Real data of the year 2002 and 2006 were used to do the basic statistical analysis and estimate the suitable statistical distributions for each indicator. Data were applied for the three city/county type, general city, urban-rural combined city, and county. General cities have the strongest urbanization tendency among the three types, while counties have the weakest tendency. General cities turned out to be superior in housing condition, road density, water supply system and sewage system. Indicators of employment and local finance showed the highest levels in counties. The results of this analysis are expected to provide local governments with the appropriate reference for their rural regional development policy.

• Journal of dental hygiene science
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• v.17 no.2
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• pp.150-159
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• 2017

The purpose of this study was to identify job competencies of a dental intermediary-manager and to develop a job competency model. First, job competencies were extracted from literature review. Next, a focus group interview was conducted with a total of 5 people to prepare a draft of job competency model for dental intermediary-manager. Finally, a Delphi survey was conducted with 32 panels. A job competency model for dental intermediary-manager consisted of 6 groups which were dental business management, medical support, human resources management, communication, customer management, leadership, self-control and attitude. Subsequently 25 sub-competencies and 95 behavioral indicators were developed. The job competency model will be able to provide basic data for the development training programs to improve the competency of dental intermediary-managers.

• Journal of vocational education research
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• v.37 no.5
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• pp.101-121
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• 2018

The purpose of this study is to clarify the relationship between coaching and self-esteem, career decision-making self-efficacy, and career preparation behavior through field experiments. To accomplish the purpose of the study, as the purposeful sampling was selected 50 male university students in Chungnam, South Korea. This experimental design, 25 university students were assigned to an experimental group, and another 25 university students were assigned to a control group. The experimental group had four sessions of coaching program. The control group did not have any coaching sessions. After four coaching sessions, questionnaires were administrated again. To conduct ANCOVA, pre-measurement scores for each dependent variable were included as covariates and post-measurement scores were included as dependent variables. The result proved the effect of coaching on self-esteem, career decision-making self-efficacy, and career preparation behavior. As the results of analysis, for control group, there was no difference between before and after measurement for each dependent variable. However, there was statistically significant difference between before and after measurement for each dependent variable in experimental group. This result confirmed that coaching caused increase in the level of self-esteem, career decision-making self-efficacy, and career preparation behavior. The result like this has a significance to be able to be used as a basic data that used efficiently in the field of career guidance and HRD for university student.

• 월간산업보건
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• s.62
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• pp.17-23
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• 1993

산업보건 역학의 연구결과를 우리가 어느정도로 신뢰할 수 있는지, 또는 어느정도의 정보를 제공할 수 있을지를 결정하는 요인들 중에서 중요한 것으로 간주할 수 있는 것은, 측정된 폭로자료(Exposure data)가 어느정도인지(amount), 얼마만큼 구체적이며(specificity) 그리고 얼마만큼 정확한지(precision)에 관한 것이다. 이상적으로는 우리는 각 개인개인의 폭로량을 구하고 이에 관련된 질병발생의 정도를 측정하고자 한다. 이러한 연구야말로 다른 폭로에 대하여도 일반화할 수 있는 양-반응관계를 추정하게 할 것이다. 그러나 실제로는 측정된 폭로자료를 구하기가 어렵거나 또는 아예 이러한 자료가 존재하지 않는 경우가 흔한데 왜냐하면 기술적으로 제약(특정한 물질에 대한 분석이 아직 불가능하거나)이 있거나 부족한 인적 및 물적 자원때문이다. 그러므로, 대부분의 경우에 폭로수준은 이러한 직접적인 폭로 측정자료 대신에 다른 자료로 부터 간접적으로 알아내야 한다. 이 글은 작업장 환경의 특성을 파악하는 것에 대한 개념 및 몇가지 방법 및 토의할 만한 사항을 요약한 것이다. 이들 중에서 가장 중요하게 다루게 될 사항은 아무래도 작업장에서 근로자 폭로이 강도(intensity)와 기간(duration)을 추정하는 것이 될 것이다. 이에 더하여 (예를 들어 병원환자에 대하여 환자-대조군 연구를 행하는 경우와 같이) 지역사회 연구(community studies) 또는 등록자료를 기초로 한 연구(registry-based studies)에 대한 직업적 폭로의 평가에 대하여도 간략하게 언급하도록 하겠다. - 저자 주 -

• Convergence Security Journal
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• v.22 no.4
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• pp.35-44
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• 2022

Among the five promotion strategies of Defense Innovation 4.0(DI 4.0), the military structure/operation optimization strategy aims to innovate the military structure based on advanced science&technology(S&T), and to integrate advanced S&T in the field of defense operation such as education&training and human resource development. As the future battlefield expands to AI-based unmanned/robot combat systems, space, cyberspace, and electromagnetic fields, it is necessary to train officers with the capabilities required in these battlefields. It is necessary to develop capabilities from junior officers who will lead the future battlefield to operating core advanced power based on the 4^th industrial revolution S&T. We review the education system of the military in universities and propose a method of redesigning the education system that is compatible with DI 4.0 and can develop technology-intensive capabilities based on advanced S&T. We propose a operation plan of major and extra-programs that can develop the capabilities of junior officers required for the future battlefield, and also suggest ways to support the army's practical training.