• Journal of Intelligence and Information Systems
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• v.25 no.4
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• pp.123-139
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• 2019

The job classification system of major job sites differs from site to site and is different from the job classification system of the 'SQF(Sectoral Qualifications Framework)' proposed by the SW field. Therefore, a new job classification system is needed for SW companies, SW job seekers, and job sites to understand. The purpose of this study is to establish a standard job classification system that reflects market demand by analyzing SQF based on job offer information of major job sites and the NCS(National Competency Standards). For this purpose, the association analysis between occupations of major job sites is conducted and the association rule between SQF and occupation is conducted to derive the association rule between occupations. Using this association rule, we proposed an intelligent job classification system based on data mapping the job classification system of major job sites and SQF and job classification system. First, major job sites are selected to obtain information on the job classification system of the SW market. Then We identify ways to collect job information from each site and collect data through open API. Focusing on the relationship between the data, filtering only the job information posted on each job site at the same time, other job information is deleted. Next, we will map the job classification system between job sites using the association rules derived from the association analysis. We will complete the mapping between these market segments, discuss with the experts, further map the SQF, and finally propose a new job classification system. As a result, more than 30,000 job listings were collected in XML format using open API in 'WORKNET,' 'JOBKOREA,' and 'saramin', which are the main job sites in Korea. After filtering out about 900 job postings simultaneously posted on multiple job sites, 800 association rules were derived by applying the Apriori algorithm, which is a frequent pattern mining. Based on 800 related rules, the job classification system of WORKNET, JOBKOREA, and saramin and the SQF job classification system were mapped and classified into 1st and 4th stages. In the new job taxonomy, the first primary class, IT consulting, computer system, network, and security related job system, consisted of three secondary classifications, five tertiary classifications, and five fourth classifications. The second primary classification, the database and the job system related to system operation, consisted of three secondary classifications, three tertiary classifications, and four fourth classifications. The third primary category, Web Planning, Web Programming, Web Design, and Game, was composed of four secondary classifications, nine tertiary classifications, and two fourth classifications. The last primary classification, job systems related to ICT management, computer and communication engineering technology, consisted of three secondary classifications and six tertiary classifications. In particular, the new job classification system has a relatively flexible stage of classification, unlike other existing classification systems. WORKNET divides jobs into third categories, JOBKOREA divides jobs into second categories, and the subdivided jobs into keywords. saramin divided the job into the second classification, and the subdivided the job into keyword form. The newly proposed standard job classification system accepts some keyword-based jobs, and treats some product names as jobs. In the classification system, not only are jobs suspended in the second classification, but there are also jobs that are subdivided into the fourth classification. This reflected the idea that not all jobs could be broken down into the same steps. We also proposed a combination of rules and experts' opinions from market data collected and conducted associative analysis. Therefore, the newly proposed job classification system can be regarded as a data-based intelligent job classification system that reflects the market demand, unlike the existing job classification system. This study is meaningful in that it suggests a new job classification system that reflects market demand by attempting mapping between occupations based on data through the association analysis between occupations rather than intuition of some experts. However, this study has a limitation in that it cannot fully reflect the market demand that changes over time because the data collection point is temporary. As market demands change over time, including seasonal factors and major corporate public recruitment timings, continuous data monitoring and repeated experiments are needed to achieve more accurate matching. The results of this study can be used to suggest the direction of improvement of SQF in the SW industry in the future, and it is expected to be transferred to other industries with the experience of success in the SW industry.

• Journal of Information Science Theory and Practice
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• v.10 no.spc
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• pp.39-45
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• 2022

For national industrial development in the Fourth Industrial Revolution, it is necessary to provide researchers with appropriate job information. This can be achieved by interconnecting the National Science and Technology Standard Classification System used for management of research activity with the Korean Employment Classification of Occupations used for job information management. In the present study, an automatic linkage model of classification systems is introduced based on a pre-trained language model for interconnecting science and technology information with job information. We propose for the first time an automatic model for linkage of classification systems. Our model effectively maps similar classes between the National Science & Technology Standard Classification System and Korean Employment Classification of Occupations. Moreover, the model increases interconnection performance by considering hierarchical features of classification systems. Experimental results show that precision and recall of the proposed model are about 0.82 and 0.84, respectively.

• The Korean Nurse
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• v.19 no.5 s.108
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• pp.50-53
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• 1980

A new patient classification system, SLC System was introduced. It has been implemented in the Friendship Village Extended Care Facility in St. Louis, Missouri, USA, and it has shown that the system not only simplified the job but also increased the job e

• Journal of Engineering Education Research
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• v.5 no.2
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• pp.54-62
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• 2002

The study reviewed the properness of a present job field with 26 items so that the classification system of the national technical qualification can meet the needs of the industrial structure and the technical changes of the 21st century. In addition, it aimed not only to improve the efficiency and effectiveness of the management and operation of the national technical qualification system but to design a new classification system of the job field to stimulate qualification holders' employment. For the purpose of this study, materials and data relevant to the national technical qualification system were comprehensively collected and analyzed. Besides, a new job field with 13 job items was proposed in this study on a basis of the collective advice of experts on the properness of the job field in the national technical qualification system.

• Journal of Korea Technology Innovation Society
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• v.10 no.3
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• pp.531-554
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• 2007

This paper suggests a new model connecting various knowledge activities through classification systems such as classifications of research, technology, industry, major and job. Although research activities are linked to technology and industry areas or to education and job areas, there is no effort to link these kinds of activities. There are a few studies to link research and technology or research and education respectively. But, there have been no studies to connect technology-industry linkage and education-job linkage. This paper suggests that research area can be a basis of link between technology-industry linkage and education-job linkage. The methods building the links are not simple, but easy; 1) setting up new science/research classification system having two dimensions of research and application, 2) building electronic systems and databases allowing fields for several classification systems, and 3) making rules using multi-dimensional classification systems following the purpose of the programs. The model is designed to meet the needs of nationwide R&D and human resources policies, and for the preparation of knowledge society to grasp the relationship between sequential activities using knowledge. If we know the interactive relationships between various areas, we can trace related phenomena in different activities with restricted information.

• Journal of Intelligence and Information Systems
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• v.22 no.4
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• pp.247-264
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• 2016

With the rapid acceleration of low-birth rate and population aging, the employment of the neglected groups of people including the middle aged class is a crucial issue in South Korea. In particular, in the 2010s, the number of the middle aged who want to find a new job after retirement age is significantly increasing with the arrival of the retirement time of the baby boom generation (born 1955-1963). Despite the importance of matching jobs to this emerging middle aged class, private job portals as well as the Korean government do not provide any online job service tailored for them. A gigantic amount of job information is available online; however, the current recruiting systems do not meet the demand of the middle aged class as their primary targets are young workers. We are in dire need of a specially designed recruiting system for the middle aged. Meanwhile, when users are searching the desired occupations on the Worknet website, provided by the Korean Ministry of Employment and Labor, users are experiencing discomfort to search for similar jobs because Worknet is providing filtered search results on the basis of exact matches of a preferred job code. Besides, according to our Worknet data analysis, only about 24% of job seekers had landed on a job position consistent with their initial preferred job code while the rest had landed on a position different from their initial preference. To improve the situation, particularly for the middle aged class, we investigate a soft job matching technique by performing the following: 1) we review a user behavior logs of Worknet, which is a public job recruiting system set up by the Korean government and point out key system design implications for the middle aged. Specifically, we analyze the job postings that include preferential tags for the middle aged in order to disclose what types of jobs are in favor of the middle aged; 2) we develope a new occupation classification scheme for the middle aged, Korea Occupation Classification for the Middle-aged (KOCM), based on the similarity between jobs by reorganizing and modifying a general occupation classification scheme. When viewed from the perspective of job placement, an occupation classification scheme is a way to connect the enterprises and job seekers and a basic mechanism for job placement. The key features of KOCM include establishing the Simple Labor category, which is the most requested category by enterprises; and 3) we design MOMA (Middle-aged Occupation Matching Algorithm), which is a hybrid job matching algorithm comprising constraint-based reasoning and case-based reasoning. MOMA incorporates KOCM to expand query to search similar jobs in the database. MOMA utilizes cosine similarity between user requirement and job posting to rank a set of postings in terms of preferred job code, salary, distance, and job type. The developed system using MOMA demonstrates about 20 times of improvement over the hard matching performance. In implementing the algorithm for a web-based application of recruiting system for the middle aged, we also considered the usability issue of making the system easier to use, which is especially important for this particular class of users. That is, we wanted to improve the usability of the system during the job search process for the middle aged users by asking to enter only a few simple and core pieces of information such as preferred job (job code), salary, and (allowable) distance to the working place, enabling the middle aged to find a job suitable to their needs efficiently. The Web site implemented with MOMA should be able to contribute to improving job search of the middle aged class. We also expect the overall approach to be applicable to other groups of people for the improvement of job matching results.

• KDI Journal of Economic Policy
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• v.30 no.2
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• pp.61-97
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• 2008

This paper aims at analyzing the practice of job rotation in the Korean government and putting forward policy suggestions. The Korean government is often accused of low capacity and weak competitiveness, which mainly result from the low expertise of public officials. Considering the high quality of human resources flowing into the public sector in Korea, solutions should be found from the structure of the system. This paper regards frequent position changes due to excessive job rotation as a key factor undermining the accumulation of expertise and conducts in-depth analyses. The current practice of frequent rotation shows that the average tenure period of government officials at director level and above is only about one year, far shorter than those in major developed countries, which causes many problems such as low efficiency, lack of accountability and policy consistency, and low opportunity for accumulating expertise. Simple models are set up to analyze job rotation and other alternative personnel management systems. Analyses find that it would be desirable to have each individual experience various positions during the initial rotation period to find his/her own aptitude, and then accumulate expertise by settling in at a certain specialized field for a prolonged period of time based on the revealed aptitude in mid and high positions. This turns out to be in line with the structure of the Career Development Program which is being introduced. The model-based analysis of this paper distinguishes this study from preceding ones conducted in the traditional framework of personnel management study. Practical measures to mitigate the problems of frequent job rotation include rotating within the area of specialty, narrowing the scope of transfer, and reinforcing the minimum tenure period. However, since the current frequent rotation is fundamentally attributable to the rank system based on seniority, the present civil service classification system needs to be converted into a position classification system in the long run.

• Proceedings of the Safety Management and Science Conference
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• 2007.11a
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• pp.425-432
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• 2007

In the policy management of the safety&health, the environment and the quality, the documentation of the management system is required in every international regulatory guides. In case of 3 level classification of the system documents, it generally will be identified such name as the manual, the procedure and the job instruction. Each document has the unique role and usage though, the job instructions, especially, would be developed to support the practical job worker. So, the job instructions should be reflect the latest know-how of the job-handling methods. And that, it should be used at any times by the practical job worker. This study is planned to survey the actual usage status of the job instructions of the domestic enterprises, and tried to suggest the effective way of maintaining the documents.

• Proceedings of the Korean Society of Computer Information Conference
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• 2015.01a
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• pp.143-145
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• 2015

본 논문은 대기업에 편중된 구직 상황을 해결하기 위해 대학교의 학생 정보를 통해 중소기업과의 취업으로 연계하는 스마트 매칭 시스템의 설계를 제안한다. 기존 취업 포탈 사이트 에서는 업종과 직종을 직접 찾아들어가야 하는 매칭 시스템을 제공하고 있다. 이 문제를 해결하기 위해 대학교 DB에 있는 학생 정보를 직업들과 매칭하여 주는 스마트 매칭 시스템의 개발을 목적으로 한다. 따라서 제안한 스마트 매칭 시스템은 업종과 직종을 찾아 들어가야 하는 기존에 시스템을 로그인만 하면 바로 학과 정보, 지역 정보에 맞는 채용 공고를 자동으로 보여주는 방식으로 변경하여 대학생과 중소기업 간의 취업률을 높일 것으로 예측한다.

• Korean Institute of Interior Design Journal
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• v.22 no.1
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• pp.211-221
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• 2013

As the result of investigating domestic interior design (interior architecture) field-related laws, it was found that interior design (interior architecture) is not recognized as in independent area due to weak classification standards by Korean standard industrial classification and job classification. Korean standard industrial classification is applied as a standard setting limits to applicable targets and industrial fields for laws related to general administration and industrial policy other than various statistic purposes. Also, the standard industrial classifications regarding the industry field determines the laws or applicable tax rates, government support and such according to the classification, and thus is very important. Moreover, interior architecture field is largely different from general architecture due to specialization and distinct characteristics, but due to the comprehensive concept of architecture industry regulations, it is considered the proper assessment for the professionalism is not conducted. Also, interior architecture field has irrational contradictions that is not independent with a clear definition and industry field classification not only in legal system and trade customs. Therefore, The following is proposed as the plan to strengthen the domestic/international competitiveness and system improvements for interior architecture. (1)interior design (interior architecture) must be amended as an industrial classification that can coexist with architecture. (2)interior design (interior architecture) must be amended as a job classification that can coexist with architecture. (3)Among the design tasks of an architect, approval for the design task field of interior architecture field must be legislated. -In architect design standard contract (the existing architecture design task scope and quality standard table) of a structure, among the tasks by request of the owner, (1)interior design tasks shall be legislated. It should be legislated so that interior design (interior architecture) majors can be included as well. (4)The task field of interior design that coexists with design must be amended. (5)National contract law - among contract method by negotiation, specialty item must be vitalized.