• Journal of Convergence Society for SMB
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• v.6 no.3
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• pp.13-19
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• 2016

In various ICBM (IoT, Bigdata, Cloud, Mobile) IT convergence environments, IT technologies have been evolved, new information security threats have been occurred. As information security incidents in major public agencies, financial institutions and companies occurred, it was emphasized that the importance of human security was disclosed. Thus, implementing of information security management system could protect hacks and security breaches and respond quickly to accidents so it minimized the sized of loss. In this paper, comparison of human security controls shown in ISO27001, COBIT, NIST 800-53, K-ISMS, Cyber Security Framework such as the main information security management systems was analyzed, and proposed of the security implications about effective controls of human resources security issues.

• Management Science and Financial Engineering
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• v.17 no.1
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• pp.45-63
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• 2011

The aim of this paper is to consider the process of supplying trained workers with knowledge and skills for upcoming business opportunities and the process of training apprentices to be prepared to meet future demands in an IT service firm. As the demand for new workers fluctuates, a firm should employ a buffer workforce such as apprentices or interns. However, as a result of rapid business development, the capacity of the buffer may be exceeded, thus requiring the company to recruit skilled workers from outside the firm. Therefore, it is important for a firm to map out a strategy for manpower planning so as to fulfill the demands of new business and minimize the operation costs related to training apprentices and recruiting experienced workers. First, this paper analyzes the supply and demand of workers for the IT service in a knowledge-intensive field. It then presents optimal human resource planning strategies via the familiar method of stochastic process. Also, we illustrate that our model is applied to the human resource planning of an information security service firm in South Korea.

• The Journal of Information Systems
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• v.7 no.1
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• pp.37-53
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• 1998

본 논문은 인적자원관리에 필수적인 전문가시스템의 개념에 대해서 논의하고 있다. 전문가시스템을 인적자원관리분야에 적용하기 위해서는 전문가시스템의 개발과 관련된 일반 적인 고려사항들 뿐만 아니라, 인적자원관리와 관련된 고유한 특성들이 고려되어야 한다. 본 논문에서는 인적자원관리 전문가시스템의 장점과 구조를 제시하였으며, 전문가시스템 개 발을 위한 단계별 구체적 활동을 논의하였다. 아울러, 규칙을 이용한 인적자원관리의 지식 표현법 및 예제를 통해서 인적자원관리정보시스템의 하부 시스템으로서의 전문가시스템의 특성에 대해서도 논의하였다.

• The KIPS Transactions:PartD
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• v.11D no.1
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• pp.229-240
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• 2004

The National Education Information System (NEIS), one of ERP systems developed by Ministry of Education & Human Resources Development, has been utilized in primary and secondary schools. In this paper, we considered the NEIS should be used not only for educational administration affairs, but also for a lifelong management of National Human Resource. The current School Information Management System (SIMS) is unsatisfactory due to the insufficiency of actual field suitability and user's conveniency. For solving such problems, the system rebuilding or revision should be accompanied by. As a guideline of revision and supplement of the SIMS, we suggest an application useful in both schools and clinics by the integrating healthcare management information of people. For this, we propose a lifelong healthcare information management by integrating Student Health Records of the NEIS with Electronic Medical Records of doctors' offices. The healthcare information is designed and represented in XML. We applied different XSL style-sheets to XML documents in order to offer a view suitable for demands of schools and clinics. The healthcare information can be managed and utilized efficiently by using the view. We ascertained that the lifelong Healthcare Information Management System is an improvement to overcome the inefficiency of healthcare information management and the connection inadequacy between schools and medical institutions, and is desirable for a lifelong management of the National Human Resource.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.33 no.3
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• pp.225-232
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• 2010

글로벌 IS 소싱이 확산됨에 따라 다국적 팀원들로 구성된 글로벌 프로젝트 팀이 급격히 늘어나고 있다. 상이한 시간대에 위치한 팀원 간의 상호작용이 필수적인 글로벌 프로젝트는 이러한 시간적, 공간적 복잡성 때문에 프로젝트의 성공적 수행에 많은 어려움을 겪고 있다. 본 연구는 성공적인 글로벌 프로젝트 수행에 필요한 프로젝트 관리 역량에 대한 탐색적인 연구 조사를 하고자 한다. 본 연구는 글로벌 프로젝트 관리 역량을 정보 기술적 역량(IT capability)과 인적 자원 역량(human resource capability)의 관점에서 고찰하였다. 연구 결과에 따르면 기술적 역량으로는 팀원 간의 조정 및 지식 공유 등을 지원하는 협업 도구(collaborative tools)가 프로젝트 성공에 중요한 역할을 하고, 인적 자원 역량과 관련해서는, 기존에 중요시 여겨지던 기술적 지식들 보다는 경영학적 관리 지식 및 의사 소통 능력 등이 중요시 여겨지는 것으로 나타났다. 인적 역량의 관점에서, 본 연구 결과는 해외소싱이 활발해 짐에 따라 프로젝트 관리자(Project Manager, PM)들이 가져야 하는 주요지식으로 기존의 기술적 지식의 비중은 급격히 줄어든 반면, 의사소통 능력, 해외개발 인력관리, 소싱전략 등과 같은 관리에 대한 지식과 비즈니스 업무지식이 점차 중요해 지고 있음을 보여주고 있다. 한국의 해외 소성은 매우 초기 단계에 있지만 본 연구는 차제에 한국의 IT 인력 특히 PM 인력들이 갖추어야 하는 지식요건과 해외소성을 관리하기 위한 기술적 역량 등에 대한 방향을 제시하고 있다는 점에서 의의가 있다.

• Management & Information Systems Review
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• v.25
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• pp.407-428
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• 2008

The purpose of the study is to examine a new paradigm of Korea labor movement so that Korea labor union may adapt itself to change of labor environment and raise its organizing rate. Examining assignments to have to practice for a new paradigm of a labor union in the 21st century. First, common industrial relations should be constructed. To achieve it, it is necessary that labor and management have a strong partnership as a group sharing common destiny on the basis of mutual confidence. Second, unionism in the side of social reform should be settled down. Labor and capital should grope coexistence and co-prosperity through conversation and negotiation, escaping from opposition and fighting. Third, service function of a labor union should be strengthened. A labor union should offer service as pursuit of diversity, self-management and autonomy in work for laborers. Fourth, labor and management should try to stabilize industrial relations followed by industrial-level negotiations. Fifth, labor and management should try to develop human resources in cooperation between the two. Labor and management should participate in developing human resources on the basis of cooperation. If a labor union has a positive practice for a new paradigm of labor movement as above and recognition about a labor union is changed, industrial relations will realize more developmental relation.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.20 no.1
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• pp.95-104
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• 2010

As the information security industry has developed and its proportion in the national economy has increased, the demand for the information security manpower also has expanded. With the frequent turnovers of the information security professionals within the industry and between other industries, it is essential to investigate the causes of turnovers for the efficient human resource management and furthermore the sustainable growth of the industry. This study aims to analyze the factors affecting the information security professionals' turnover intention. We reviewed related researches to select the turnover causes that affect the turnover intention and tested the relationships between the turnover causes and the turnover intention. Human resource managers can use the results of this study to maximize the performance of the organization through the reasonable turnover management of information security professionals.

• Asia pacific journal of information systems
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• v.33 no.4
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• pp.1135-1155
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• 2023

Management of the workforce in the early career stage who enter information security work after graduating from college or university so that they can continue to develop their information security careers without leaving the organization can be a solution to the problem of absolute shortage of staffing and lack of skills. This is because the workforce can improve their job skills, and organizations can build a stable, cost-effective human resource management system. This paper constructed and verified a turnover intention research model focusing on the factors that affect the turnover intention of early-stage workforce who took their first steps in society as an information security workforce after graduating from university or college; it confirmed that self-realization is a crucial factor. Furthermore, with in-depth interviews, the career path information of skilled workers, which is essential information necessary for self-realization, was analyzed, and the direction of HRM for self-realization of the workforce in the early career stage was presented.

• Journal of Information Technology Services
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• v.8 no.3
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• pp.51-65
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• 2009

National qualification system for SW engineering is intended to be mechanisms to assure the competence of SW professionals. Qualification system for SW engineering can be categorized as national qualification, nationally certified private qualification, and private qualifications. In this paper, we present a summary report of needs analysis for new national qualification systems, based on the survey from human resource department managers of IT companies in IT service, package SW and embedded SW industry. The survey results show that SW qualification system is appropriate for evaluation and career management, but does not provide up-to-date information concerning the technology assessment and change. Based on the result form needs analysis, we suggest the SW specialist and embedded SW specialist as new licenses in national qualification system. In addition, we also propose SW quality management engineer, systems management engineer, IT Protect management engineer, network management engineer and SW architect engineer, as new nationally certified private qualifications.

• Asia pacific journal of information systems
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• v.32 no.2
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• pp.191-225
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• 2022

Based on its technological elements (distribution, encryption, immutability, tokenisation, decentralisation, and smart contracts), blockchain has drawn considerable attention in various industries and verticals. Still, the strategic adoption of blockchain is in its early stages because of the current barriers and challenges in the areas of 'customer experience', 'business models', and 'operational processes.' This work delivers a comprehensive synopsis of the fundamental challenges faced by blockchain adopters in their digital journey, based on a literature survey. The authors leveraged MAXQDA software and the theory, context, characteristics, and methodology (TCCM) framework to develop themes, findings, and evidence for adoption barriers. The research evaluates the literature on blockchain adoption challenges and offers research insights and managerial agendas for future inferences.