• 한국IT서비스학회:학술대회논문집
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• 2006.11a
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• pp.12-21
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• 2006

현재 IT 분야는 단순히 하드웨어나 소프트웨어 제품을 제공하는 차원을 넘어 고객 기업이 요구하는 복잡한 비즈니스 전략에 따라 다양하고 심화된 서비스가 요구되고 있다. 이러한 급변하는 IT 비즈니스 환경에서 IT인재에게 요구되는 전문성과 역할을 정립하는 것의 중요성이 점차 가중되고 있다. IT 관련 해당업무별로 전문 지식과 스킬을 갖춘 인력을 적시적소에 배치하는 것은 기업의 대내외적 경쟁력강화와 국가적 차원에서 안정적인 IT산업의 전문 인력수급을 통해 총체적인 IT 산업발전을 도모할 수 있는 것이다. 이를 위해서 IT 산업 인력의 명확한 정의와 전문 인력 개발을 위해 요구되는 IT 스킬 표준이 필요하다. 이제 본 논문에서는 일본, 미국, 영국 등 선진국의 IT 스킬에 관한 벤치마킹과 관련 국내 환경에 대한 비교분석을 통하여 스킬정립에 관련한 정책적 시사점을 도출하고자 한다.

• Journal of the Korea Convergence Society
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• v.6 no.4
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• pp.105-111
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• 2015

Most of the software development is determined by the hard skills of project participants and capacity management and operations. However, failure of the current software development is very high. Since the development of the exploration of human psychology continues, the study that there is an association between the preferences of personality and work preference has been actively conducted. It is found out that there is a relationship of preferences in MBTI, the test tool of psychological typology, and those for the work of the ICT engineers tuned to the software development cycle. By using the information on the soft skills associated with software development for the psychological typology, it can be understood the preference of the software development process. In this paper, we develop a program for software development process to allow personality type to be classified with using the soft skills to find ways to improve education and collaboration capabilities of ICT engineers.

• Proceedings of the Korean Information Science Society Conference
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• 2012.06a
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• pp.119-121
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• 2012

본 논문에서는 닌텐도 DS를 이용하여, 임베디드 소프트웨어 교육을 수행하기 위한 준비 과정과, 실제 교육 내용을 소개하고, 향후 계획을 공유하고자 한다. 닌텐도 DS는 가격이 저렴한 게임기로 ARM9, ARM7 두 개의 CPU를 가지고 있으며, 기본적인 입출력 장치, 그래픽 가속기, 무선랜 등을 모두 포함하고 있다. 우리는 이 닌텐도 DS에 실시간 운영체제인 FreeRTOS를 이식하고, Eclipse 기반의 IDE 개발 도구 및 원격 디버깅 환경을 구축하였다. 또, 교육 과정에서는 하드웨어의 제어, RTOS의 기본 API의 활용, IPC, 동기화 문제의 해결에 이르는 주제를 포함함으로써 임베디드 소프트웨어 엔지니어가 지녀야할 기본적인 스킬들을 두루 다루는 실습이 되도록 구성하였다. 개발된 교육 환경 및 실습을 위한 강의 자료는 공개 소프트웨어로서 100% 공개되어 누구나 이용할 수 있다.

• Proceedings of the IEEK Conference
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• 2001.09a
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• pp.173-176
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• 2001

하드웨어 성능 및 소프트웨어 기술에 힘입어 컴퓨터 애니메이션 기술은 발전을 거듭하고 있으며, 영화와 게임산업으로부터 군사훈련에 이르기까지 다양한 응용분야에서 이용되고 있다.[1][2] 개발된 3D 애니메이션 엔진은 구조화된 클래스들로 되어있기 때문에 클래스의 가감이 용이하다. 또한 모션 데이터 로더와 캐릭터 로더가 포함되어 있고, 스킬(skill)간의 전이와 섞음이 가능하다. 그러므로 애니메이션 엔진을 이용하여 캡쳐된 모션데이터를 게임에 적용하기 쉬울 뿐만 아니라 다양한 가상환경에서 이용되리라 기대된다.

• Journal of Convergence Society for SMB
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• v.2 no.1
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• pp.59-67
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• 2012

As industrial software domain is recognizing with one of areas producing high added values, almost software company is running around in securing skilled workers. However, the hiring of software engineers without the consideration of long-term business goals can be caused the lack of manpower again. Also if there is no strategic workforce management plan, it is impossible to gain high performance despite many software engineers have been employed. One of ways to empower the software development capability, this paper identifies the software job functions in detail and proposes how to define the competency profile for the job function. We also propose the career path management scheme using the profile. The proposed workforce management approach which is based on the competency profile, enables to keep the appropriate size of human resources, and to achieve the business performance of software organization.

• Proceedings of the Korean Society of Computer Information Conference
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• 2018.07a
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• pp.417-418
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• 2018

오늘날 SW 중심사회에서 컴퓨팅 사고력은 꼭 필요한 핵심역량으로 중요성이 강조되고 있으며, 이에 따라 2015 개정 교육과정에서는 소프트웨어(SW) 교육, 정보 교육을 강화하였다. 온라인 채점 시스템은 학생들이 문제해결 소스코드를 제출하면 이를 평가하고, 적절한 피드백을 제공하므로 자기주도적인 문제해결학습 경험과 프로그래밍 스킬을 향상시키는데 도움을 줄 수 있어 사용이 확대되고 있다. 그러나 채점시스템에 탑재된 문제들은 반구조화된 형태로 되어 있어 학생들이 컴퓨팅 사고단계 중 1단계인 문제공식화(추상화) 단계를 충분히 연습하지 못할 가능성이 있다. 본 논문에서는 이를 보완한 문제해결학습 학습모형을 제안하고, 논의한다.

• The Journal of Society for e-Business Studies
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• v.27 no.2
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• pp.1-20
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• 2022

As the global business environment is rapidly changing due to the 4th industrial revolution, new jobs that did not exist before are emerging. Among them, the job that companies are most interested in is 'Data Scientist'. As information and communication technologies take up most of our lives, data on not only online activities but also offline activities are stored in computers every hour to generate big data. Companies put a lot of effort into discovering new opportunities from such big data. The new job that emerged along with the efforts of these companies is data scientist. The demand for data scientist, a promising job that leads the big data era, is constantly increasing, but its supply is not still enough. Although data analysis technologies and tools that anyone can easily use are introduced, companies still have great difficulty in finding proper experts. One of the main reasons that makes the data scientist's shortage problem serious is the lack of understanding of the data scientist's job. Therefore, in this study, we explore the job competencies of a data scientist by qualitatively analyzing the actual job posting information of the company. This study finds that data scientists need not only the technical and system skills required of software engineers and system analysts in the past, but also business-related and interpersonal skills required of business consultants and project managers. The results of this study are expected to provide basic guidelines to people who are interested in the data scientist profession and to companies that want to hire data scientists.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2015.05a
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• pp.67-70
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• 2015

This paper describes a one of HRD Program focus on ICT technology called TOPCIT as that companies and higher education providers voiced the need for a standardized, objective competency index that can reinforce the on-site competency of college students majoring in ICT/SW. And reduce the gap between the viewpoints of industrial and academic circles regarding the qualifications of a competent specialist in ICT field. For this reason, T.OPCIT developed and evaluated a performance-evaluation-centered test designed to diagnose and assess the competency of ICT specialists and SW developers critically needed to perform jobs on the professional frontier. This TOPCIT concept has been promoted not just in KOREA but in many ASEAN countries, e.g Thailand, Nepal, Bhutan, Philippines, Mongolia and Cambodia during the ICTD-USO Forum organised by ITU-ASP.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2014.05a
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• pp.61-62
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• 2014

With the introduction of the Cloud Computing, the IT Support organization is facing a new organizational challenge. Especially, the PaaS(Platform as a Service) cloud provisions all of the servers, the network, the storage, the OS, and the middleware installation & configurations without the IT subject experts. This change requires the researches on the new role of the IT Support staff, the collaboration among the skill groups, the conflicts between the IT Support and the Line of Business. But there is no study on this perspective. Hence this paper will study the negative forces against the adoption of the PaaS and the associated organizational changes. This finding can help the IT organization define the new organization structure and the skill set to easy the conflicts, and prepare the transformation for the PaaS adoption.

• Journal of the Korea Convergence Society
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• v.13 no.1
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• pp.89-99
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• 2022

Due to COVID-19, non-face-to-face cultures such as remote classes, remote work, and tele-medicine are spreading. The major contributors to the settlement of such a non-face-to-face society are small and medium SW companies and SW manpower. However, recently as large platform companies and foreign big tech companies hire thousands of SW manpower, SW small and medium-sized companies are experiencing a serious manpower shortage. Therefore, the purpose of this study is to suggest policy alternatives for SMEs to stably secure SW manpower and support continuous business operation. To achieve this purpose, this study examines the current status of the SW industry and manpower, then summarizes related issues and suggests policy alternatives to solve these issues. Those policies include the reinforcement of incentives to support manpower retention such as the Naeil Chaeum deduction system, youth housing union composition, special military service system, recruitment of manpower through the contract semester system of employment conditions, reinforcement of customized education through supplementation of the SW manpower training voucher system, SW field skill standardization, establishment of a governance system for nurturing SW manpower, preparation of countermeasures against the outflow of manpower to large companies, and a win-win cooperation program for large and SME SW manpower.