• Information and Communications Magazine
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• v.18 no.12
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• pp.105-107
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• 2001

여성 IT 전문인력 육성은 사회제도와 조직문화가 여성인력을 수용하도록 개선되고 수요자인 기업이 여성인력을 유치하고 보유하려는 시도가 매우 중요하다. 한국통신학회 정보통신여성위원회에서는 사회제도와 조직문화적 측면에서여성의 IT 산업진출장애에 대한 논의는 여성의 사회진출관련 광범위한 잉슈를 포함하게 됨으로서 본고에서는 IT 여성 전문인력 육성방안모색을 주요내용으로 한다. 따라서 IT 전문 인력범위를 살펴보고 주변인이 아닌 핵심인력으로 육성키 위한 방안으로 장기적 추진방향과 산.학.연.관 협력추진활동을 제언한다.

• Proceedings of the Korean Association of Geographic Inforamtion Studies Conference
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• 2008.10a
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• pp.289-292
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• 2008

본 연구에서는 u-City인력수급 전망을 토대로 국토해양부의 u-City 관련 인력양성에 대한 실천계획이 효율적으로 실행될 수 있는 방안을 제시하였다. u-City를 추진하는 지자체, 개발사업자마다 공통적으로 제기하는 문제점은 u-City 관련 고급 및 기능 인력의 절대적인 부족이다. 그러나 u-City 전문인력은 u-City건설의 특성상 도시계획 개발, 정보통신망, IT 등 다양한 분야에 대한 전문지식을 갖추어야하나 이러한 고급인력이 배출되고 있지 않다. 따라서 본 연구에서는 인력양성방안의 목표를 'u-City의 성공적인 추진에 부합하는 전문인력양성'으로 설정하였으며, 수요자 중심의 교육, 지역 균형적인 전문인력양성, u-City 관련 분야의 융 복합교육, u-City 관련 교육인프라 구축을 추진전략으로 수립하였다. u-City 인력양성의 추진목표 및 전략을 실행하기 위한 중점추진과제로는 'u-City건설 전문인력교육 관련 수요전망', '지역별 거점대학 선정을 통한 전문인력의 양성', 'u-City 인력양성센터 건립추진', '교육포탈을 통한 온라인 교육', '교육인프라 구축' 등 5개를 선정하였다. u-City 인력양성을 위한 추진전략의 성공적 실행을 위해서는 중점 추진과제들간의 유기적인 연계가 필수적이다.

• Convergence Security Journal
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• v.18 no.1
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• pp.43-60
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• 2018

Recently, with the arrival of the 4th industrial revolution, the security risks are converging and complexly changing, and the demand of cybersecurity experts is increasing. Therefore, in this paper, it is the largest of the domestic educational institutions, it has the largest number of emissions talent, and selects the representative major field of humanities and society. Then, after analyzing the common curriculum in each major field, compare it with the training course of cybersecurity experts derived through existing previous research. Through analysis results, we try to design a retraining course for cybersecurity professional human resources. Utilizing the results of this research, it is expected that it will be used as the basic material necessary for the subjects of the re-curriculum education. It is also expected to contribute to resolving the supply-demand gap of cybersecurity professionals.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.17 no.4
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• pp.209-218
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• 2017

In order to efficiently and preemptively respond to financial security threats that are becoming more sophisticated and intelligent, and to enable financial users to receive financial services safely, financial information security professionals are needed. However, as of 2015, the number of financial IT security personnel was 4.9%, which is slightly lower than the previous year, but still low. In this study, it is expected that the number of experts in financial security will increase gradually. In order to verify the minimum performance of financial security professionals and enhance the security consciousness, the subjects of the existing security qualification system, Curriculum and inspection techniques to analyze the necessity of introducing information security specialization specialized in financial sector.

• 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 Practical Engineering Education
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• v.15 no.3
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• pp.681-701
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• 2023

The purpose of this study is propose performance indicators analysis and development plans for K University professional graduate school for the training of human resource professionals. Specifically, the main research includes the derivation of performance indicators for K University's professional graduate school, PR plan, academic establishment plan, name change, vision proposal, and curriculum improvement plan for each major. To this end, a survey was conducted on a total of 132 current and former students of K University's professional graduate school. FGI was also conducted with 29 participants. The results of the research are as follows. In the case of key performance indicators, 15 indicators were proposed, taking into account previous research, the characteristics of professional graduate school, surveys, and FGI surveys. Promotion should be continuous, not one-time, and the advantages and benefits of the graduate school should be actively informed to target customers. The proposed name of the professional association is the Korean Association for Employment and Vocational Competency Development. It was found that operating as a convergence society and focusing on convergence research were appropriate. The names of K University's professional graduate school were HR (Human Resources), HRD, and employment and vocational competency development graduate school. As for the vision, it was suggested that a balance between identity and differentiation is needed to flexibly respond to new changes while maintaining existing strengths. As for the proposed improvement of the curriculum by major, it is proposed to reform in a stepwise and gradual manner while maintaining the existing framework to some extent rather than being radical.

• Korea journal of population studies
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• v.28 no.2
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• pp.131-164
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• 2005

The central focus of this research paper is to explore the recent structural core empirical unemployment reason of IT new professional manpower who graduated in higher education level in Korea. The final goal of this issue is to estimate and analyze rambling impediment in IT manpower labor market between 26 detail occupations and between detail occupations and 3 educational levels of new graduates and entrants who entered in IT 6 occupational groups composing 26 particular occupations. This study uses the 2004 data published by the Ministry of ICT and relies upon both one-way analysis of variance and two-way analysis variance to tackle the issue. According to the ANOVA results, 2 main points were delineated In the one-way analysis of variance method. the total sum of squares (SST) is decomposed into two major components: within sum of squares (SSW) (6 detail occupations, 85%) and between sum of squares (SSG) (26 detail occupation, 15%) The other major finding is that total sum of squares (SST) is decomposed into three major components: between detail occupations (SSG) (19.3%), between educations (SSB) and errors (SSE) (56%) in IT SIW development design group.

• Journal of Korea Technology Innovation Society
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• v.16 no.3
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• pp.694-723
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• 2013

Securing a well-trained workforce with skills and expertise is a prerequisite for the successful fostering of IT industry. Investment into human resources in a knowledge-based economy is more effective than material resources since a high quality IT workforce is recognized around the world as the key resource that decides the national competitiveness. This study examines the environments of IT industry that are ever-changing depending on technology trends such as new bases for IT technology and convergence, the concept of IT convergence. The concept and necessity of ideal talents of convergence are also addressed as the paradigm of IT industry is changing. Chapter 3 analyzes the governmental demand-oriented IT workforce training programs and supports for convergence IT workforce training centers conducted by the government as well as convergence workforce training programs. Chapter 4 analyzes, based on the survey, major factors that may affect the attempt to secure an efficient education system for convergence-oriented IT workforce training in reflection of corporate demands. Lastly, chapter 5 states the major findings and limitations of this study.

• Journal of the Korea Convergence Society
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• v.12 no.11
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• pp.371-376
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• 2021

This study analyzed the mediating effect of turnover intention between the empowerment and the job satisfaction of professionals in the welfare centers for the handicapped. A survey of professionals working in Deajeon and Chungnam areas was conducted and the 352 data were analyzed. The analysis results are as follows : 1) professionals' empowerment had a positive effect on the job satisfaction. 2) the mediating effect of the turnover intention was proved between the both variables. Based on the research findings, it is necessary to provide proper authority for professionals and to raise the wage level for improving their empowerment quality. For reducing professionals' turnover intention, we need to ease the burden of work and to offer the mentor program, the club activities and the rest support service for the sake of managing emotional labor.

• Information Systems Review
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• v.11 no.2
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• pp.113-129
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• 2009

With increasing interest in information security, many studies have been conducted on cultivation and management of information security manpower. The widespread application of information security made the activity of information security professionals more diverse. Therefore, it is essential to analyze the knowledge and skills that are necessary for information security professionals to carry out their job and we also need to take these into considerations for the development and operation of education programs. In this study, for analyzing the perception gaps of information security knowledge and skills level between academia and industry, we have derived 58 knowledge and skills by conducting the literature review and Delphi method and we also conducted a survey of information security knowledge and skills requirements for information security professionals who are now working in industries and educational organizations. As a result, we analyze the perception gaps between two groups of information security professionals and suggest some guidelines for establishing the demand-based curriculum for training information security professionals.