• The Journal of the Convergence on Culture Technology
• /
• v.10 no.4
• /
• pp.105-109
• /
• 2024

This study analyzes the increasingly severe issue of recruiting military officer personnel due to low birth rates and social changes, and seeks to explore recruitment strategies that consider the characteristics of the MZ generation. The military strives to maintain security amidst ongoing military threats from North Korea, but the sharp decline in birth rates significantly impacts conscription resources and personnel recruitment. Additionally, the shift in values among the MZ generation and the cultural gap between them and the military organization make it challenging to attract outstanding talents. The MZ generation values work-life balance, horizontal relationships, and self-fulfillment, finding the authoritative and hierarchical military culture unattractive. Therefore, this study aims to diagnose the problems in military personnel recruitment and propose tailored recruitment strategies reflecting the characteristics of the MZ generation, ultimately exploring sustainable development directions for the future military.

• Proceedings of the Korea Contents Association Conference
• /
• 2018.05a
• /
• pp.91-92
• /
• 2018

사업체, 연구소 등이 적극적인 구인에도 불구하고 인력수요를 충원하지 못하면 정상적인 운영이 어렵게 되는바, 부족한 인력규모를 조사하여 해소할 수 있도록 국가적인 정책지원이 필요하다. 그런데 인력수요를 해소하기 위하여 기존의 유휴 인력만으로는 충원이 어려워 인력양성을 해야 하는 경우에는 시간과 비용이 필요하므로 현재의 부족한 인력규모를 해소하지 못한다는 문제점이 있다. 본 논문은 기술분야별 인력양성을 위한 인력수요 예측 방법 및 시스템에 관한 것으로 인력 수요를 충족하기 위한 인력 양성에 시간과 비용이 필요하므로 인력 수요를 예측하여 미리 양성할 수 있도록 하기 위한 방법을 제안하였다.

• Korean Security Journal
• /
• no.45
• /
• pp.191-220
• /
• 2015

The purpose of this study is to analysis on status and trends of supply & demand and need of job level of security manpower from recognizing need for studies on supply and demand status of security manpower. The results were as follows. First, the shortage percentage of total security manpower was 1.2% ~ 1.6% from the first half of 2009 to the first half of 2015 as the result of analyzing status and trends of supply & demand of security manpower. Second, the need of job level of total security manpower was 785 ~ 2,557 people at the job level 1 from the second half of 2009 from the first half of 2013 as the result of analyzing status and trends of need of job level of security manpower. So, we should have interests such as (1) positivity of security manpower from trends and prediction of supply & demand of manpower, (2) Ensuring professionalism of security manpower considering the job level, (3) training of security manpower utilizing national competency standards(NCS), etc.

• The Korean Publising Journal, Monthly
• /
• s.94
• /
• pp.6-7
• /
• 1991

현재 출판계에서 공개채용을 통해 인력을 충원하는 곳은 손에 꼽을 정도인데, 그나마 채용인원 전부를 공채로 뽑는 곳은 더욱 적다. 대부분의 경우 추천이나 연고채용을 통해 인력을 끌어들인다. 공개채용의 필요를 못느낄 정도로 영세하게 운영되는 한 출판계 인력수급구조의 허약화는 피할 수 없다는 게 중론이다.

• IT SoC Magazine
• /
• s.8
• /
• pp.32-41
• /
• 2005

최근 사회적으로 큰 이슈가 되고 있는 고실업률과는 대조적으로 SoC 기업의 인력난에 대한 문제는 예전부터 재기되어 온 문제이다. 인력 수급에 대한 애로는 이번 조사에서도 여실히 드러나 한 업체당 시급히 충원이 필요한 인력이 평균 학사급 2.2명, 석사급 3.8명, 박사급 0.6명으로 인력부족현상의 심각함을 보여주고 있다. 특히 석사급 인력수급에 가장 큰 애로사항을 느끼고 있는 것으로 드러났다.

• Social Workers
• /
• no.11 s.55
• /
• pp.32-35
• /
• 2006

• The Journal of the Convergence on Culture Technology
• /
• v.9 no.5
• /
• pp.675-683
• /
• 2023

Countries around the world are accelerating digital transformation based on intelligent information technology to overcome the economic and social crisis caused by the COVID-19 pandemic and enhance national competitiveness. Based on the Framework Act on Intelligent Informatization, Korea is also focusing on implementing various intelligent informatization policies, projects, and digital platform government. In this study, the government's professional manpower status and operation status were investigated and analyzed based on national statistics, and the number of professionals was insufficient compared to the rapidly increasing project and budget. Based on the results of this study, we hope to achieve a successful digital transformation by calculating appropriate personnel for informatization at the national level and recruiting them as soon as possible

• The Journal of the Korea Contents Association
• /
• v.8 no.7
• /
• pp.182-194
• /
• 2008

This study seeks to intensively shed light on the municipal police system which is certain to be introduced to the nation, and verify the effect of the new appointment system presented herein from the viewpoint of police and experts in related areas, thus contributing to having the municipal police system in place stably. In particular, this study sets as the most core factors the recruiting, selection, education and training, and placement in the process of a new appointment, centered on Municipal Police Introduction (Plan) submitted to the National Assembly. First, in the area of recruiting and adoption, presented the head or manager of the municipal police implements open administrative job recruiting system, expanded recruiting of women and manpower in special recruitment to administer citizen-friendly police administration, and the exclusive employment rights of the head of the municipality. Second, in the area of the education and training of the municipal police as to the securing of independent education and training agencies, establishment of curricula fit for characteristics of the municipal police, and utilization of education facilities and professors of regional universities. Finally, in the case of the placement of the municipal police as to side effects caused by the placement of region-hailing personnel, implementation of interview system prior to a new placement, and priority placement of policewomen to the civil service section.

• 프린팅코리아
• /
• v.12 no.12
• /
• pp.68-69
• /
• 2013

경기불황이 계속되다 보니 경영상 압박이 가중되는 곳이 하나둘이 아니다. 전체적으로 일감이 줄어드는 것이 가장 큰 위협이 되지만, 약간의 자금지원만 있으면 사업을 운영하는 데 숨통이 트일 것 같다는 생각을 할 때가 한두 번이 아니다. 이렇듯 일감과 자금에 대한 고민은 2013년을 살아가는 인쇄인의 공통된 고민거리다. 이에 버금가는 것이 인력문제다. 회사의 수익성 악화로 함께 일하던 직원을 떠나보내야 할 경우도 있지만, 때로는 불가피하게 떠난 직원의 빈자리를 대체하기 위해 발을 동동 구르기도 있다. 이린 경우라면, 병역지정업체 지정을 통해 산업기능요원을 지원받아 부족한 인력을 채우는 것도 좋은 방법이 될 수 있을 것이다.

• Proceedings of the Korean Institute Of Construction Engineering and Management
• /
• 2007.11a
• /
• pp.699-703
• /
• 2007

The recent plant order of oversea in domestic engineering and Construction Companies have been growing since 2003. In 2006, the total order came out 2.54 billion dollar. And in a quarter of 2007, the Ministry of Commerce announced that total order already came out 900 million dollar. They expect that the plant industry in the global market will be grown more in near future. However, even though there is growing plant businesses in oversea specially focused on the Middle East area, the domestic large engineering and Construction Company now face up the shortage of specialty manpower. Moreover, the domestic small and medium enterprises have same problems as large companies have. The plant construction industry is expanding rapidly, but the supply of specialty manpower can not follow its growing business. Also, most new supplied manpower is the person who graduated recently and received the degree in the different civil engineering track other than the plant major track, they are required to be re-educated. So, it is unable to deploy in short time. Also, there is shortage of manpower in the Construction Management financing division. Consequently, this project will study the efficient method of training for specialty manpower, provide the solutions.