• Journal of Digital Convergence
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• v.8 no.4
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• pp.35-46
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• 2010

Since the major requisite of software production is manpower, the core element of the competitive power of software is also manpower. However, economic treatments and social status of software manpower are in a very unsatisfactory situation. While Korean government has been continuing to drive the policy to foster the local software industry, the most cultivating policies of software industry are adjusted to the focus to create the local market in software field, reinforce the global competitive power, and intensify the competitive basis of small and medium size business organizations. So it is true that manpower which is key players and core elements of the software industry, have been shunned by the government policy. The purpose of this study is to initiate the necessity of the policy for technical manpower in the software industry and to suggest a policy program to uplift the treatment of them. To achieve this purpose, this paper will analyze the structural relation between variables about software policy and suggest policy programs to improve the treatment of manpower in the software field.

• Journal of the Korea Convergence Society
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• v.13 no.1
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• pp.89-99
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• 2022

Due to COVID-19, non-face-to-face cultures such as remote classes, remote work, and tele-medicine are spreading. The major contributors to the settlement of such a non-face-to-face society are small and medium SW companies and SW manpower. However, recently as large platform companies and foreign big tech companies hire thousands of SW manpower, SW small and medium-sized companies are experiencing a serious manpower shortage. Therefore, the purpose of this study is to suggest policy alternatives for SMEs to stably secure SW manpower and support continuous business operation. To achieve this purpose, this study examines the current status of the SW industry and manpower, then summarizes related issues and suggests policy alternatives to solve these issues. Those policies include the reinforcement of incentives to support manpower retention such as the Naeil Chaeum deduction system, youth housing union composition, special military service system, recruitment of manpower through the contract semester system of employment conditions, reinforcement of customized education through supplementation of the SW manpower training voucher system, SW field skill standardization, establishment of a governance system for nurturing SW manpower, preparation of countermeasures against the outflow of manpower to large companies, and a win-win cooperation program for large and SME SW manpower.

• Journal of Advanced Technology Convergence
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• v.2 no.3
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• pp.59-66
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• 2023

The most important thing in digital transformation is SW technology. However, many companies are having difficulty securing SW technology and manpower. In particular, it is reported that the shortage of SW manpower will increase further. The government is carrying out manpower training policies and many support projects to resolve SW manpower supply and demand policies, but accurate predictions of demand and supply of the software industry are essential for these policies to be effectively established. Therefore, this study developed a simulation using a system dynamics methodology that can perform dynamic structural analysis to resolve the supply and demand imbalance in the software industry. System dynamics is appropriate to find the cause and policy alternatives from a dynamic perspective on the imbalance in manpower supply and demand in the software industry. In detail, the U.S. Bureau of Labor Statistics (BLS) methodology was used to develop a prediction model for manpower demand and supply in the software industry, and scenario analysis was performed to derive policy implications.

• Journal of Korea Technology Innovation Society
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• v.10 no.1
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• pp.22-46
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• 2007

This article introduces a recent innovation in Korea's human resources development policy in the SW sector. Facing serious problems in cultivating SW engineers such as a mismatch in supply and demand of SW workers, shortage of globally competitive SW professionals, and insufficient education and training of university graduates, the Korean government has decided to adopt a new paradigm in national SW engineering education, based on supply chain management (SCM) in manufacturing. SCM has been a major component of the corporate competitive strategy, enhancing organizational productiveness and responsiveness in a highly competitive environment. It weighs improving competitiveness of the supply chain as a whole via long-term commitment to supply chain relationships and a cooperative, integrated approach to business processes. These characteristics of SCM are believed to provide insight into a more effective IT education and university-industry collaboration. On the basis of the SCM literature, a framework for industry-oriented SW human resources development is designed, and then applied in the case of nurturing computer-software engineers in Korea. This approach is expected to fumish valuable implications not only to Korean policy makers, but also to other countries making similar efforts to enhance the effectiveness and flexibility in human resources development. The construction of SCM-based SW HRD model is first trial to apply SCM into SW HRD field. The model is divided into three kinds of primary activities and two kinds of supportive activities in the field of value chain such as SW HRD Council, SW demand and supply plan establishment and the integration of SW engineering capabilities that contribute the reduction of the skill and job matching through SW HR demand and supply collaboration.

• Journal of Digital Convergence
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• v.10 no.1
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• pp.317-321
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• 2012

There are SW engineering absence that cause the SW quality and Productivity Increase problems during software development project. Are exist necessity awareness of SW engineering growth and professional SW engineering manpower education. This paper define the SW Engineering standard Curriculum that establishment continuous growth and suggest guide manpower practical use guide. When performing the projects, we can suggest for SW Engineering professionals acquisition and standard to solve them by using Standard Curriculum for Software Engineering, which can strengthen manpower capacity the organization SW Engineering. This research provides solution of SW Process Curriculum about SW Development Process and SW Quality.

• Journal of Digital Convergence
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• v.8 no.2
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• pp.1-12
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• 2010

No one can deny that information technology has enormously contributed to the recent economic growth of Korea. Software serves as an essential part of most products and services today. However, economic treatments and social status of software technicians, who are the key players and core elements of the software industry, are in a very unsatisfactory situation. Despite this circumstance, discussion or study on the productivity of software people and approaches to raise value of technical manpower in software industry is scarce. The purpose of this study is to suggest a policy program to uplift the value of technical manpower in the software industry. To achieve this purpose, this paper will examine the present status of software manpower, analyze the productivity of software technicians, and suggest policy programs to improve the value of technical manpower in the software field.

• Journal of Digital Convergence
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• v.11 no.10
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• pp.95-102
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• 2013

The paradigm of SW industry has been rapidly changing into mobile and cloud technology environment. Research model based on PEST-SWOT analysis was employed to derive internal and external factors connected with PEST factors through analyzing the current status and problems of SW HRD system in Korea. Survey was conducted by 20 experts who are involved in SW companies, university, and R&D research institute using AHP(Analytic Hierarchy Process) model. The empirical result showed that SW fusion HRD, creativity-oriented university education in the field of software, global education and exchange, and revitalization of SW venture ecosystem are derived as policy visions of SW HRD for smart industry ecosystem. Another findings are that SW fusion HRD, revitalization of SW venture ecosystem, Job Creation through revitalization of SW start-up, Creation of coexistence between SW large enterprises and SMEs, creativity-oriented university education in the field of software, and global education and exchange are presented in order in terms of the importance of policy priority.

• Information and Communications Magazine
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• v.25 no.1
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• pp.5-11
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• 2008

우리 경제의 성장잠재력 저하에 대한 우려가 심화되는 상황에서 국민소득 2만불 시대 견인을 위해 2004년 수립한 IT 산업 발전전략이 IT839이다. 신성장동력 핵심기술 개발 등 IT839전략에 힘입어 세계 최초로 WiBro, DMB 기술개발과 국제표준화에 성공하는 등 IT분야 기술개발을 주도하여, 선진국과의 기술격차가 1년 이상 단축되었으며, 특히, 이동통신 DIV 분야는 미국, 일본 등 선진국 수준으로 경쟁력이 향상되는 성과를 보았다. 한편, 최근 IT를 둘러싸고 있는 환경은 IT를 기반으로한 융복합화 진전, 글로벌화 심화, 인터넷 확산과 웹의 진전이다. 2008년에는 이런 환경변화 속에서 IT산업의 지속적인 성장을 위한 전략을 수립.추진할 계획이다. 무선 융합환경에서 신시장 창출 및 선점, 고부가가치 IT산업의 집중 육성, IT중소기업, 핵심인력 양성 등 경쟁력 향상을 위한 기반 구축도 강화한다. IT R&D 정책은 기초 원천기술분야 R&D 투자비중을 확대하고, IT와 비IT융합 등 융합분야 기술개발 투자도 확대할 것이다. 혁신형 IT 중소기업 육성을 위해 민간 정책협력 네트워크인 IT전문협의회 운영을 개선하고, 중소기업의 원가절감을 위한 공통서비스 확대, 대 중소 기업의 상생협력을 제도화는 등 IT정책 인프라도 고도화한다. 또한, 반도체, 디스플레이 이후의 글로벌 주력품목군으로 IT SoC, u-센서, IT-BT-NT 융합분야 등 3대 핵심분야를 선정하여 집중 육성하고, 부품기업간 협업 활성화를 적극 유도할 것이다. 시장이 원하는 글로벌 수준의 인재양성을 목표로 공학교육인증 확산, IT 융합분야를 중심으로 대학의 R&D 지원도 강화하며, 전공역략을 갖춘 IT 전문인력, 석박사급 핵심 연구개발 인력, IT재직자 교육 등 시장이 원하는 맞춤형 인력양성도 병행 추진한다. 마지막으로 SW산업의 글로벌 경쟁력을 제고하고 신시장 창출을 위해 노력도 강화한다. 조선, 자동차 등 비 IT분야의 SW활용을 확산하기 위한 선도프로젝트를 추진하고, 틈새분야 중 세계적 시장점유율을 갖춘 중소기업 제품에 임베디드SW를 탑재하여 첨단기능을 구현하는 시범사업도 적극 추진할 계획이다.

• Journal of Intelligence and Information Systems
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• v.21 no.2
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• pp.191-204
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• 2015

According to the '2013 Performance Assessment Report on the Financial Program' from the National Assembly Budget Office, the unfilled recruitment ratio of Software(SW) Developers in South Korea was 25% in the 2012 fiscal year. Moreover, the unfilled recruitment ratio of highly-qualified SW developers reaches almost 80%. This phenomenon is intensified in small and medium enterprises consisting of less than 300 employees. Young job-seekers in South Korea are increasingly avoiding becoming a SW developer and even the current SW developers want to change careers, which hinders the national development of IT industries. The Korean government has recently realized the problem and implemented policies to foster young SW developers. Due to this effort, it has become easier to find young SW developers at the beginning-level. However, it is still hard to recruit highly-qualified SW developers for many IT companies. This is because in order to become a SW developing expert, having a long term experiences are important. Thus, improving job continuity intentions of current SW developers is more important than fostering new SW developers. Therefore, this study surveyed the job continuity intentions of SW developers and analyzed the factors associated with them. As a method, we carried out a survey from September 2014 to October 2014, which was targeted on 130 SW developers who were working in IT industries in South Korea. We gathered the demographic information and characteristics of the respondents, work environments of a SW industry, and social positions for SW developers. Afterward, a regression analysis and a decision tree method were performed to analyze the data. These two methods are widely used data mining techniques, which have explanation ability and are mutually complementary. We first performed a linear regression method to find the important factors assaociated with a job continuity intension of SW developers. The result showed that an 'expected age' to work as a SW developer were the most significant factor associated with the job continuity intention. We supposed that the major cause of this phenomenon is the structural problem of IT industries in South Korea, which requires SW developers to change the work field from developing area to management as they are promoted. Also, a 'motivation' to become a SW developer and a 'personality (introverted tendency)' of a SW developer are highly importantly factors associated with the job continuity intention. Next, the decision tree method was performed to extract the characteristics of highly motivated developers and the low motivated ones. We used well-known C4.5 algorithm for decision tree analysis. The results showed that 'motivation', 'personality', and 'expected age' were also important factors influencing the job continuity intentions, which was similar to the results of the regression analysis. In addition to that, the 'ability to learn' new technology was a crucial factor for the decision rules of job continuity. In other words, a person with high ability to learn new technology tends to work as a SW developer for a longer period of time. The decision rule also showed that a 'social position' of SW developers and a 'prospect' of SW industry were minor factors influencing job continuity intensions. On the other hand, 'type of an employment (regular position/ non-regular position)' and 'type of company (ordering company/ service providing company)' did not affect the job continuity intension in both methods. In this research, we demonstrated the job continuity intentions of SW developers, who were actually working at IT companies in South Korea, and we analyzed the factors associated with them. These results can be used for human resource management in many IT companies when recruiting or fostering highly-qualified SW experts. It can also help to build SW developer fostering policy and to solve the problem of unfilled recruitment of SW Developers in South Korea.

• Information and Communications Magazine
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• v.29 no.1
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• pp.17-22
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• 2011

최근의 글로벌 IT시장은 HW 중심에서 SW 모바일 중심으로 급속히 변화하고 있으며, SW, PC, 휴대폰 등 비교적 명확했던 IT 경계가 사라지고 융합화 되고 있어, SW산업은 IT 산업 전체의 경쟁력을 좌우하는 기반산업으로서 그 역할이 확대되고 있다. 그러나, 2010년말 국내 SW시장은 세계시장의 2.0%(임베디드SW 포함)에 불과하며, 적지 않은 문제점을 가지고 있다. 첫째, SW시장질서가 공정하지 못하며 생태계가 왜곡되어 있다. 둘째, 인력 기술 창업 등 SW산업의 기초체력이 미흡하다. 셋째, 임베디드시스템 경쟁력 부족으로 융합 시장이 활성화되어 있지 못하다. 넷째, 협소한 국내 시장을 넘어 글로벌 시장에 도전하는 기업가 정신이 부족하다. 이러한 상황에서 젊은 인재와 SW전문기업이 글로벌 시장에 도전하고 성공할 수 있는 생태계를 조성하기 위해 2011년 10월 27일 제102차 비상경제대책회의에 "공생발전형 SW생태계 구축 전략"이 상정되어 확정되었다. 동 전략의 기본 방향은 1) IT서비스 대기업 중심의 시장 질서를 전문 중소기업 중심으로 전환, 2) 패키지 SW 임베디드SW를 우리 경제의 사활이 걸린 분야로 선정하고, 핵심경쟁력 제고여건 조성에 있다. 이를 위한 추진과제로 SW공정 거래 질서 확립, SW기초체력강화, SW융합 활성화가 추진될 계획이며, 또한 정책의 지속적인 수행을 위한 재원 마련 방안 및 추진 체계를 확보함으로써, 공생발전형 SW생태계 구축의 새로운 전기가 마련될 것이다.