• Journal of the Korea Computer Industry Society
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• v.5 no.1
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• pp.9-18
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• 2004

Successful project planning relies on a good estimation of the manpower required to complete a project in addition to the schedule options that may be available. Existing software manpower estimation models present the total manpower and instantaneous manpower distribution for the software life cycle. Putnam's Rayleigh and Phillai et al.'s Gamma models present a model with assumption that the manpower is needed at the system delivery. This means that 40 percent of total manpower is applied at the software development, and the other 60% is applied during maintenance phase. However Warburton observes the manpower is needed during development phase with the peak at the completion of the software design phase. So, the existing models were not appropriate to be applied to practical projects. This paper suggests the Sigmoid model which does not consider the point of manpower peak to fix the problem above. The suggested model showed some improvement when practical data was applied. Therefore, the Sigmoid model can be used as alternative of Rayleigh and Gamma model to estimate distribution of manpower during software development phas.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.27 no.3
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• pp.653-671
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• 2017

The majority of financial institutions are complying with the ratio of the total number of IT staff to total IT regulatory regulations, regardless of the size of the financial institutions and the scope of the information security work. The risk is spreading as a result of the information security workforce neglect their own work because of having multiple tasks. In this study, we propose a method to estimate the number of workforce needed in consideration of the size of financial companies and the characteristics of information security work, and to establish a systematic information security organization to respond more effectively to financial security accidents.

• Journal of Korea Society of Industrial Information Systems
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• v.21 no.1
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• pp.71-82
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• 2016

This study has been carried out to provide data for the workforce by analyzing personnel status of medical device manufacturers, level of difficulty in securing human resource, reason for difficulty in securing human resource, resignation rate, and recruitment methods. Results, medical device manufacturers are required overseas sales personnel responsible for international certification and exported, regardless of the production item. And the company is located in the metropolitan area did not facilitate a secure workforce. Medical device manufacturers have difficulties in securing personnel, regardless of the employees and sales. In particular, Class 3 production company was more difficult. The reason that it is difficult to secure the human resources is attributable to the poor working conditions of the private companies and there is a few possible employees equipped with the job competency demanded by corporate entities. With respect to the analysis on the retirement rate, the larger the company scale and the more the employee number, more difficulty is experienced in the human resource management. Therefore, for any medical device manufacturers with large organization scale, it would be critical to introduce appropriate human resource management program.

• Journal of Technology Innovation
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• v.21 no.2
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• pp.115-136
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• 2013

Although the proposition of universities in national R&D has been soaring up recently in Korea, there is gap between the performances and the social expectations. To meet the gap, there are increasing trial to strengthen the role of Industry-Academic Cooperation(IAC) Foundations supporting university-industry collaboration activities. This study focuses on IAC Foundations and attempts to validate the relation between their roles and IAC performances with a regression analysis and futhermore to analyse the effect of the size of full-time-entities(FTEs). This study proposes positive relations between the IAC related performance and the FTEs in technology commercialization in IAC Foundations. Moreover, we identified that two groups-the below- and above-average groups-show different effects of the roles in IAC on the performance and that in the above-average group, the FTEs in technology commercialization are affecting the performance more than below in above-average group. This study suggests that it is important to allocate role more in technology commercialization than in other ones for enhancing the productivity of IAC performances and staffing by job-sector should be different depending on the size of the industry-academic cooperation foundation.

• Proceedings of the KIEE Conference
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• 2011.07a
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• pp.2095-2096
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• 2011

본 조사는 부산지역의 전기공사와 자동화설비업 또는 전기 설계감리업과 안전관리 직종의 인력 수요와 채용 규모, 인력 채용시 기업이 요구하는 교육 내용 등의 실태를 조사하여 객관적이고 정량적인 기술인력의 수요와 공학교육의 요구 수준을 파악함으로써 향후 학생의 취업률 제고와 교육과정의 업그레이드를 위한 유용한 정보를 제공함에 그 목적을 둔다.

• 대학교육
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• s.78
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• pp.59-69
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• 1995

요즈음 여성인력의 활용을 위한 일종의 충격요법으로서 한시적 여성고용할당제 등 '적극적 조치'의 도입이 논의되고 있으며, 정부 정책으로서 추진될 예정이다. 그러나 한두 가지 죄가 마련된다고 해서 여성인력 활용 문제가 일시에 해결될 수는 없다. 전문직.행정직에서의 여성 자신의 경험의 일천함, 수준높고 역량을 갖춘 여성인력의 단기간 대규모 양성의 어려움, 전통적인 성차별의 관행.사회의식.제도 등의 구조화 때문이다. 따라서 여성정책은 단순한 구호가 아니라 실제로 현장에서 그것이 어떻게 수용되는지 지속적으로 평가하고 미비점을 보완하는 치밀함이 뒤따를 때 성과를 거둘 수 있다.

• Review of Culture and Economy
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• v.20 no.2
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• pp.3-18
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• 2017

The purpose of this study is to analyze changes in work autonomy of content industry workers using Korea Working Conditions Survey(2010, 2014) and difference-differences estimation method. The results find that there was no significant change in the work autonomy (work order, work method, work speed) of the content industry worker in In the overall sample. On the other hand, analyzing the sample of 30 or more employee establishment size shows that work autonomy of the content industry worker is greatly reduced. Also, work autonomy is high when the rank or capability is high, whereas work autonomy decreases when the establishment size is large. This study implies that the content industry workers have shown quantitatively the reduction of work autonomy. It also suggests that compensation and management systems are needed to enhance the competitiveness of the content industry.

• Journal of Energy Engineering
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• v.23 no.4
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• pp.196-206
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• 2014

This study analyzes the technological level of Korean bioenergy firms and its determinants by using a multiple logistic regression analysis based on a survey. As the result of analysis, the technological level of Korean bioenergy firms has been positively influenced by the firm size, R&D investments and R&D manpower, but negatively influenced by the competition in domestic market and economy of scale. The policy implications of this study are related to achieve the economy of scale and coevolve between demand and supply-firms for the improvement of the technological level of Korean bioenergy firms.

• Safe Food
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• v.1 no.4
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• pp.44-49
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• 2006

식품관련 질병의 증가, 식품산업의 거대한 성장과 제품, 생산과정의 다양성 등으로 식품안전성 문제가 대두됨에 따라 전 세계적으로 식품위생 시스템에 기초한HACCP을 확대 적용하고 있는 추세이다. HACCP은 식품의 안전성 확보를 위하여 식품의 생산단계에서 발생 가능한 위해 요소를 사전에 관리하는 과학적 관리시스템이다. 국내의 90% 이상을 차지하고 있는 중소규모 식품산업체는 현실여건상 HACCP을 적용할 수 없는 실정이다. 따라서 본 연구는 중소규모 식품산업체에서 효율적으로 적용할 수 있는 HACCP의 적용방안을 제시하였다. 미국, 일본, 캐나다, EU, 한국의 HACCP 현황 자료를 수집하였으며, 미국, 일본, 캐나다, 영국의 중 소규모 식품산업체를 위한 지원방안을 조사하였다. 국외의 경우기업체의 크기 등에 따라 차등화 된 유예기간을 적용하거나, HACCP 적용을 위해 재정상의 보조금 지급, 교육, training, 의사소통 등으로 식품산업체에 HASCP적용을 지원하고 있었다. 설문 방문조사를 통해 국내 중소규모 식품산업체에서의 실태 및 HACCP 적용의 문제점을 조사하였다. 재정상의 어려움, 전문인력의 부족, 경영자의 위생인식 부족이 가장 큰 문제점으로 파악되었다. 이를 토대로 유예기간 지정으로 그 문제점을 개선하는 한시적 간소화방안을 제시하였다. 식품의 안전성은 기업의 크기와 상관 있는 것이 아니라 operation과 관련된 것이기 때문에 중소규모 식품산업체도 대기업과 같은 식품위생기준을 적용하여 관리하여야한다. 따라서 HACCP 적용의 일정 기간의 유예기간를 두고 경제적 지원과 지도 교육, HASCP 원칙 중기록 및 검증의 단순화, 전문 인력의 양성 등을 통해 그 기간 후에는 중소규모 식품산업체에 HACCP 적용을 용이토록 하는 안을 제시하였다.

• 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.