• Journal of Digital Convergence
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• v.10 no.1
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• pp.253-270
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• 2012

In a rapidly changing IT and business management environment the demand for competent IS personnels is increasing. However, it is ironic that the number of IT and IS majors has sharply decreased as well as the widespread skepticism of IS identity. This research suggests directions to differentiate MIS to other IT majors, diversify IS core competency and make general improvements in MIS curriculum. The research recommend the courses of IS Strategy and policy, ITA/EA, Global IT Management, Emerging Technologies, DW/DM, BI, IT Service Science, Project Management, IT Consulting and integrated capstone which are few in Kore universities. This research also stress the course of soft skills like business communication, team building, analytic/logical thinking, rational problem solving and so on as a important IS competency. The pedagogy of course is important, so the research recommend the internship, mentoring programme, lecturers in industry according to industrial - educational cooperation.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.30 no.1
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• pp.123-139
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• 2020

In 1987, Computer Security Act was enacted, requiring computer security awareness and practical training for federal workforce. This is the beginning of US development of federal cybersecurity workforce. It has been strengthening the development of federal cybersecurity workforce policy by establishing OPM regulations and OMB circulation in cases where it is difficult to define by law. Through GISRA 2000 and FISMA 2002, which has been improved, it played a central role for development of federal cybersecurity workforce for more than 10 years. Since then, FISMA 2014 has been enacted as a necessity for supplementing technology and policy. In 2014, the importance of cyber security personnel in US federal agencies has been increased even more, by enacting a single law on cybersecurity workforce twice. We will review the current state of Korea's development of cybersecurity workforce by reviewing and analyzing the development and federal cybersecurity workforce in the United States.

• The Optical Journal
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• s.111
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• pp.22-25
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• 2007

지식기반형 첨단기술의 특성을 갖고 있는 광학산업은 신기술 경쟁이 치열하고 라이프 사이클도 짧아 끊임없는 기술창출이 이뤄져야 한다. 더욱이 중소기업 위주의 국내 광학산업의 수준은 선진국에 비해 낮은데다 선진국으로부터의 첨단기술 이전은 거의 불가능하다. 이러한 국내 여건 속에 핵심기반기술인 정밀광학렌즈 및 광학박막기술의 확보를 위해서 5년간 인력양성교육을 실시한 인하대학교 광기술교육센터가 총 3372여명의 교육생을 배출한데 이어, 올해부터 다시 5년간의 일정으로 정밀광학기술 전문인력양성교육에 들어갔다. 광학기술 인력 확보가 결국 우리 산업경쟁력의 척도라는 대전제 하에 국내 광학기술 보급 및 전문인력 양성의 메카로 성장한 인하대학교 광기술교육센터를 찾아, 황보창권 센터장으로부터 운영현황 및 계획에 대해 들어보았다.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.29 no.10B
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• pp.880-890
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• 2004

As the side effects of information society, for example hacking, virus, etc., diffuse, the information security becomes one of the most important issues over the world. Information security manpower who produce the information security products, and who conduct the information security services are critical factor to complete secure information society In spite of many Plans formulated and implemented by government and civil sector, there is no systematic analysis on the current status of information security educational institutions. This article aims to analyze the current status of information security educational institutions - colleges, universities and graduate schools-with Statistical Yearbook of Education, and to predict the supply of information supply manpower.

• 정보화사회
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• s.160
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• pp.22-27
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• 2003

정보통신부는 정보기술(IT) 산업의 미래 성장 동력을 배양하고 세계 최고 수준의 정보화 일등 국가를 이루기 위해 올해 핵심기술 개발 인력 양성 표준화 등 연구개발 사업에 모두 9천718억원을 투자하기로 했다. 분야별 투자규모는 정보통신기술 개발사업에 7,061억원, 정보통신 인력 양성 사업에 1,688억원, 정보통신 표준화 사업에 292억원, 정보통신 연구기반 조성 사업에 677억원등이다.

• Journal of Technology Innovation
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• v.25 no.4
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• pp.263-284
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• 2017

The purpose of this research is to analyze the performance of national R&D projects and to find out measures to improve the performance indicators, focusing on energy HRD projects. The main analysis target is 86 energy manpower projects supported since 2010. The performance indicators of the energy HRD projects are related to the research capacity, the number of emission workers, industry-university linkage, job creation and so on, and analyzed by using the 11 indicators of human resource performance index called KPI index. As a result of analyzing the attainment level of the proposed target by task, the index with the highest achievement level is the corporation linkage rate, and the index with the lowest achievement level is the participating company employment. As a result of examining the effects of job creation in company - linked activities, it was found that the greater the number of participating companies in the business, the greater the employment creation effect of the number of internships. As a result of the above analysis, the following policy alternatives are proposed. First, it is necessary to consider adding indicators that can express the quality performance of the business and performance indicators that can express actual business linkages. Second, it is necessary to strengthen the management of differentiated performance indicators according to policy performance targets and major target groups. Third, it is necessary to improve information input and accumulation system along with improvement of performance index.

• Journal of Digital Contents Society
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• v.13 no.1
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• pp.83-89
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• 2012

Even though it is expected the industry on new media contents will be grown constantly, corporate feels that the related specialists, human resources are so lack and it is real that the specialty level on related personnel, skilled works is low. In current situation, it is essential that the active supports will be given to new media contents industry with constant high quality human resource development as a winning point to success. Therefore the curriculum development must be reflected the current field situation in this industry for the human resource to meet the field corporate requirements. The DACUM method is used to develop the curriculum on this study in order to develop the college level human resources who have active adoptability to corporate in new media contents industry.

• Korean Security Journal
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• no.25
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• pp.109-130
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• 2010

As many countries in the world including the Republic of Korea have used all their national resources in the accelerating economic information warfare, illegal leakage of industrial technologies and information has increased rapidly. The costs required for damage prevention from 2007 to 2008 are estimated at approximately KRW 180 trillion which is expected to increase gradually in future. Because the tricks of leaking key technologies are also getting increasingly systematized, sophisticated and bigger, e.g., simple theft at the individual level or the conspiracy of all the staff taking part in the research activities, we should pay special attention to technology security in addition to technology development. While there are several factors affecting such the brain drain, they usually include personal, social, political and cultural factors, for instance, very heavy educational expenditure of children compared to relatively low pay, the speedy labor market circulation for experienced personnel, or political restrictions on researches. In this context, as part of efforts made to prevent the outflow of core personnel, individual companies and research institutes should establish systematically appropriate core personnel management systems for their own organizational or business goals and principles which are intented to ensure to give better treatment and benefit to core personnel and to exercise closer supervision over them. Furthermore, the conventional personnel management system should be radically and flexibly improved in the manner of encouraging the core personnel returning to the organization to combine their external experiences with practices, instead of penalizing them. At the same time, it is necessary to train and educate core personnel through mutual collaboration and in-house training facilities as well as external academic programs operated jointly at the level of the industry. Finally, as the issues concerning the outflow of core personnel are not just problems of relevant companies and other advanced countries have devoted their best efforts to secure their own key technologies at the national level, it is urgent for the industry and the competent authorities to cooperate closely.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.37 no.3C
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• pp.267-276
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• 2012

In this paper, we propose the future strategy of convergence IT workforce program through the question analysis of convergence IT promising area. We analyzed the future strategy of convergence IT workforce program from different angles in the aspects of convergence IT promising area, workforce model operation, and infrastructure & system support. Based on this analysis, we suggest the key strategy of each area. As a result, we concluded that the outcome of the proposed strategy is visible when the upper three aspects are efficiently coordinated and the strategy is effectively proceeded. Also, we concluded that selection of promising areas through overall analysis, the necessity of efficient correlation plan establishment among state-industry-university, and the necessity of state-run systematic support and state policy establishment are very important.

• Journal of Practical Engineering Education
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• v.11 no.2
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• pp.269-282
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• 2019

The purpose of this study is to identify the level of development of major technologies used in smart manufacturing in Korea and to use it as an objective basis for establishing smart manufacturing R & D personnel training policies. We select 25 key technologies to build and operate smart factories for the US, Germany, Japan, EU, Korea, and China, and examine the level (%) and gap (year) by smart manufacturing technology in each country. Based on the results, it is expected to contribute to reinforcing the global market competitiveness of the Korea manufacturing industry by checking the current status of R & D personnel training and suggesting policy suggestions for nurturing R & D personnel.