• 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.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.31 no.3B
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• pp.239-253
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• 2006

For guaranteeing the international competitive power of SW industry that is the core industry for the future, the training of SW technical manpower as an architect is needed. They must confront the change of worldwide technology and also lead the design and analysis of SW industry for the future. However, SW technical manpower based on regular career tends to change his employment as a general manager in current status. For solve this situation and reconsider the quality level of SW technical manpower, we need to propose the systematic and effective growth direction for them. Therefore, we propose the systematic and effective growth direction for domestic SW technical manpower and a plan to be realized by suggesting the carrier path of high level SW analysis/design manpower in this paper.

• 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 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.

• Proceedings of the Korea Information Processing Society Conference
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• 2012.04a
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• pp.1174-1175
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• 2012

SW 개발 프로젝트 시, SW 품질 및 생산성 향상에 저해 되는 SW공학 가이드 부재가 존재한다. 그 중에서 SW공학 발전과 전문 SW공학 인력 양성의 필요성 인식이 존재하고 있다. SW공학 인력의 역량과 전문성을 강화시킬 수 있는 지속적 성장 체계 확립과 인력 활용 가이드 제시를 위하여 본 논문에서는 SW공학 표준 커리큘럼 개발을 소개한다. 프로젝트 수행 시 SW공학 표준 커리큘럼은 SW공학 전문 인력 확보를 위한 기준을 제시 하여, 조직 SW 공학 역량 강화를 할 수 있다. 본 논문에서는 SW 프로세스 분야 표준 교육과정을 소개하고자 한다.

• 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 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 Internet Computing and Services
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• v.21 no.1
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• pp.57-70
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• 2020

This study examines the subjective perception of software developers on happiness at work through the Q-sort methodology. Analysis of 63 respondents revealed four types happiness at work with highly differentiated characteristics: 'stability of work oriented', 'defiant self-driven, technology-oriented', 'realistic professionalism oriented', and 'genuinely technology and task-immersion oriented'. The 'defiant self-driven, technology-oriented' and 'genuinely technology and task-immersion oriented' types are interested in latest ICT and consider recognition of one's professionalism as well as self-realization result in happiness at work. On the other hand, the 'stability of work oriented' and 'realistic professionalism oriented' types did not pay much attention to one's growth of technical career but emphasized salary, welfare benefits and job promotion as the most important factors in happiness at work. Today, extraordinary SW developers are a key factor to acquire industrial competitiveness. Nations and corporations should prepare realistic ways to promote overall happiness at work by accurately understanding the varying characteristics and predisposition of domestic ICT personnel. In Korea, it is found that there is a shortage of 'genuinely technology and task-immersion oriented' SW developers. In order to secure national and industrial competitiveness in the era of the Fourth Industrial Revolution, creation of work ecosystem to promote high levels of happiness at work is required to secure quality software production and pride as an ICT professional.

• The Journal of Society for e-Business Studies
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• v.22 no.4
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• pp.193-214
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• 2017

It is a very important time to check how SW curriculum is actually organized and what is inadequate to practical requirements of SW manpower in the present situation where there is a difference of viewpoints between software field and SW curriculum of university. In overseas cases, efforts have already been made to cultivate SW manpower based on SW training centered on practical requirements. As a result, there is a positive response to the recruitment of actual related companies. In Korea, these attempts have been attempted under government initiative. In particular, based on the SW-centered university project, it has given the role of a leading university in related fields. However, with regard to the labor supply problem in the SW sector, the requirements of the business enterprises still differ from the educational curriculum. In this study, we tried to diagnose the method that can reduce the difference between the composition and the practice of the contents according to the existing limit that the environment factor of the viewpoint of the working companies about the curriculum composition is not clearly reflected. As a result, the topic modeling based on the university's curriculum and lecture plan data is used to derive keywords for curriculum and lecture plan. Through the data analysis, this study confirmed that the practice rate of related university departments utilized in data analysis is relatively low. In addition, we found that it is important to establish a systematic curriculum and to build a lecture plan to cultivate practical skills, as the number of overlapping textbooks and the number of keyword overlapping are found.

• 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.