산업기술인력 부족의 결정요인 분석

엄미정 ( Mi Jung Um ),박재민 ( Jea Min Park ) 기술경영경제학회 2007 Journal of Technology Innovation Vol.15 No.2

It has been pointed out that the shortage of the Korean science and engineering workforce is a key issue in enterprises` competitiveness. The Korean government has conducted various surveys and research projects to determine the current situation and its causes. Nevertheless, the surveys report different results, and, to date, very few in-depth studies have been conducted on the factors that lead to such a shortage. This study aimed at investigating the factors that cause the shortage of the science and engineering workforce by looking at a recent survey on the actual employment conditions in manufacturing and major service industries. The study also estimated the determinant factors, based on the results of a survey conducted on 5,967 enterprises. Particularly, the probability of the workforce shortages are defined as a logistic probability function, which includes a diverse number of explanations that represent the characteristics of an enterprise and its internal demand conditions on workforce. The findings showed that key determinants include not only the factors that have been recognized by previous studies, but also research propensity and competitiveness aw well as the enterprises` internal demand conditions on human resources. In other words, an enterprise is more exposed to the problem of workforce shortage when it performs its R&D more proactively and its innovative activities are more organized. It has been further analyzed that the R&D and internal demand variables are more eminent to the shortage problem on skilled workers, which proves the shortage of workforce is not only caused by the quantitative aspect but also hold qualitative aspect characterized by skill obsolescence and mismatch in the labor market.

여성 청년연구원의 연구환경 실태분석 및 개선방안 도출 - 이공계 대학원생 중심으로 -

엄미정(UM, MI-JUNG),임희진,최윤,김가은 과학기술정책연구원 2019 조사연구 Vol.- No.-

과학기술 발전에 따른 기술인력 직무 변화 추세 진단과 대응방안

엄미정(Mi-Jung UM),서지영,조가원,이원경,박기범,진설아 과학기술정책연구원 2019 정책연구 Vol.- No.-

In the recent rapid technological change, called 4<SUP>th</SUP> Industrial Revolution, engineers and technicians are expected to make big change in their work. The purpose of this study is to prospect that what kinds of challenges Korean engineers and technicians will face, and to find ways for engineers to respond appropriately to recent technological changes. Based on oversea cases, many engineers tasks are changing to simulation, and data-base analysis and planning is expected to increase. And it is expected that there will be many changes in the maintenance work due to the increase in the distance monitoring. In response to these change, continuous training is emphasized. Korea has been responding to various technological changes, but has been concentrating on cultivaing engineers and scientists in the new technology and establishing vocational training programs for job losses and transition. Meanwhile, Korean legal framework for continued training of engineers is scattered among the various laws and is not systematic. Governmental vocational programs that support engineers are limited and, the education of engineers depends heavily on companies, Therefore, it is necessary to comprehensively prepare a policy that responds to the work of engineers due to rapid technological change. It is necessary to prepare students for changes in engineers" career and task. We have to invest in reform in curriculum, improvement of education and research infrastructure of higher education, and supporting career development. In the long term, it is necessary to have a continuous professional development system for engineers.

과학기술인력 정년에 관한 이슈와 정책대안

엄미정(Mi-Jung Um),성경모,정성철,이윤경 과학기술정책연구원 2015 정책연구 Vol.- No.-

Our society is certainly in the era of aging population and social concerns about the diminution of productive population and deterioration of potential growth rate are major issues in these days. In this context, "The Prohibition of Age-Discrimination in The Employment and The Employment Promotion Law for The Aged" was revised on May 2013. Since then, institutional framework for the use of older workers has been established. The retirement at 60 is applied to companies with more than 300 employees and the public sector from this year. The studies about the late-career path for scientific and technological human resources have been conducted since the 2000s. However, they just focused on distinct characteristics of scientific and technological human resources, the necessity of their deferred retirement and possible functions for the aged researcher from internal point of view. There is still no active debate on the imbalance of age structure in organization and labor policies such as wage system and career transition etc. Recently, government-supported research institutes are forced to implement the wage peak system which has not been discussed in depth within the science and technology community. They have a difficulty to react to this question. Therefore, we need to find labor market derived factors which may affect the science and technology community and policy measures on the basis of discussions of the retirement and the career transition. This study has purposes to analyze changes in labor market that can occur in the science and technology community and identify policy challenges for reactions in the era of legislated retirement at 60. The analysis in this study mainly focus on cases of government-supported research institutes. This report is composed of seven chapters. The first chapter is the introduction of this study. The chapter 2 and the chapter 3 are discussions of general retirement system. The former mentions about the legislation process of the retirement at 60. The latter summarizes Japanese case. In the chapter 4, we find the settlement process of retirement system and major issues about retirement in the government-supported research institutes. We analyzes about reasonable age of retirement in the chapter 5 and changes of human resources management/career development for the aged researcher in the chapter 6. Finally, we propose future policy plans to change actual situations.

첨단·신기술분야 고급 인력의 육성 및 성장 지원방안

엄미정(Mi-Jung UM),이혜선,백대현,조가원,홍성민,박정호,황은혜 과학기술정책연구원 2021 정책연구 Vol.- No.-

This study focused on the attributes of the new emerging technologies(NET) which are recently received attention such as AI and new material. NETs have different characteristics from the old technologies, and the nature of NETs changes the demands of engineers’ skills. Therefore, the training of engineers should also change. The feature of NET that this study focused on is ‘enabling’ attribute, which is to create new value by combining with other domains or systems. Due to this feature, the demand for engineering workforce faces the following changes. First, the demand for domain knowledge, which NET applied to, increases. Due to rapid technological change, the companies preferred the engineers with NET knowledge and also the applied domain knowledge. Second, the demand for high-level engineers in NETs increases. Third, the demand of engineers changes rapidly and the uncertainty of changing direction grows. Because the period to train engineers s takes a long time, it is necessary to change policies for cultivating a new engineers. In response to the changed technological features, this report suggests the following policies. First, as an alternative to reinforcing domain knowledge, a business association (association, etc.) should prepare a place for students to experience each domain knowledge outside the university (or at the school center). Second, in order to foster high-level engineers, it is necessary to understand the growth path of advanced engineers. Third, constant monitoring is required to respond to rapid changes and grown uncertainties of NETs.

산업기술인력의 숙련수요와 부족결정요인에 관한 연구

박재민(Park Jaemin),엄미정(Um Mi-Jung) 한국기술혁신학회 2007 한국기술혁신학회 학술대회 발표논문집 Vol.2007 No.11

최근 들어 산업기술인력의 부족이 산업의 성장에 걸림돌이 되고 있다는 지적이 많다. 이와 관련해 몇몇 실태조사가 이루어졌으나 정작 산업기술인력의 부족여부에 영향을 미치는 요인과 상대적 중요성에 관한 연구는 드물다. 본 논문은 약 6.000개의 사업체에 대한 수급실태조사 결과를 활용하여 사업체의 숙련부족에 관한 결정요인을 분석하였다. 특히 본 연구에서는 사업체의 숙련수요, 특히 연구 개발투자를 포함한 기업의 혁신활동과 인력 부족 간의 관련성을 중심으로 분석하였다. 실증분석 결과 사업체의 숙련수요를 설명하기 위해 추가했던 설명변수들이 모두 산업기술인력의 결원성향에 유의미한 영향을 미치는 것으로 나타났다. 특히, 산업기술인력 중 준전문가 이상의 직종에 종사하는 전문기술인력을 구분하여 분석하였을 경우 부족현상을 보다 잘 설명하였다. 따라서 산업기술인력에 비해 높은 자격과 숙련이 요구되는 전문기술인력에 대한 부족현상은 단순한 노동력의 부족보다는 특정한 숙련이나 자격 혹은 직무경험이 부족하여 충원이 어려운 숙련부족결원의 성격이 보다 강함을 확인할 수 있었다. 나머지 설명변수들 중 공단입주여부는 산업기술인력을 종속변수로 하였을 경우에 대해서만 유의했고, 사업체 종사자수와 상대임금은 전문기술인력에 대해서만 의미있는 설명변수로 나타났다. 지역의 중소기업 비중이 높거나 졸업생의 공급 비중이 높을수록 부족가능성을 낮추었지만 숙련 수준이 높은 전문기술인력을 대상으로 할 경우 첨단기술업종의 비중만 영향을 미치는 것으로 나타났다. It has been much reported that the shortage in technology and engineering workforce serves as an obstacle toward industrial growth. With regard to this, a few surveys have been conducted. However, workforce shortage and its relative importance have been very rarely tackled. This paper made use of the recent survey results of about 6,000 businesses and analyzed the determining factors behind the shortage of skilled workers. Particularly, our analysis focuses on the relationship between the workforce shortage and skill demand by these businesses including businesses' innovative activities. The result of the empirical analysis showed that businesses' demand for skilled workers significantly influenced the tendency of job vacancies. Especially, the occurrence of shortage was better explained when the analysis was conducted on those occupation requiring higher qualifications and skills. Therefore, it has been confirmed that the shortages in technology and engineering workforce over all and those with higher qualifications are difficult to fill up due to the shortage of specific skills, qualifications, or experience and to be characterized as skill-shortage vacancies.

기술규제 개혁을 위한 의제설정 연구사업(4차년도) - 제1권: 기술규제 의제설정 연구 -

이광호(Kwang Ho Lee),엄미정(Mi-jung Um),정일영(Ilyoung Jung),최해옥(Hae Ok Choi),박현준(Hyunjun Park),김명순(Myungsoon Kim),목은지(Eunji Mok),김종영,조용혁 과학기술정책연구원 2020 정책연구 Vol.- No.-

인구절벽시대, 이공계 대학원생 현황과 지원방향

이혜선(Hye-Sun Lee),엄미정(Mi-Jung Um),박기범(Kibeom Park),황은혜(Eunhye Hwang) 과학기술정책연구원 2022 STEPI Insight Vol.- No.306

인구절벽시대에 대응한 이공계 대학원 지원방향 제언

이혜선(Hye-Sun Lee),엄미정(Mi-Jung Um),박기범(Kibeom Park),황은혜(Eunhye Hwang) 과학기술정책연구원 2022 정책연구 Vol.- No.-

자궁근종이 있는 여성에서 자궁근종용해술 전후 성기능과 임상 증상에 대한 연구

최은영 ( Eun Young Choi ),엄미정 ( Mi Jung Um ),김수아 ( Soo Ah Kim ),정혁 ( Hyuk Jung ) 대한산부인과학회 2011 Obstetrics & Gynecology Science Vol.54 No.9

목적: 자궁근종이 있는 환자에서 고주파 자궁근종용해술 후 성기능과 임상 증상의 개선 여부를 알아보고자 하였다. 연구방법: 조선대학교 산부인과에서 고주파 자궁근종용해술을 시행 받은 54명의 환자들에서 수술 전과 6개월 후의 성기능과 임상 증상에 대해 설문조사 하였다. 결과: 고주파 자궁근종용해술 후 성교통, 생리통, 월경과다, 복부 통증, 복부 압박, 허리 통증, 다리 통증, 빈뇨 등의 임상 증상이 통계적으로 의의있게 개선되었으며, 자궁근종의 크기도 평균 4.41.6 cm 감소하였다(P = 0.043). 그러나 성욕, 성교 횟수, 오르가즘 빈도, 오르가즘 강도는 고주파 자궁근종용해술 전 후 큰 차이가 없었다. 결론: 고주파 자궁근종용해술은 성 기능에 영향을 미치지 않으면서 자궁근종의 임상 증상을 개선시키고 근종의 크기를 줄일 수 있는 효과적인 시술이다. Objective: The purpose of this study was to estimate sexual functioning and clinical symptoms after radiofrequency (RF) myolysis of uterine myomas. Methods: Fifty-four patients who had undergone RF myolysis in the Department of Obstetrics and Gynecology at Chosun University Hospital were surveyed regarding changes in the number, diameter, volume of myomas, sexual functioning and clinical symptoms before and 6 months after the procedure. Results: The mean age of the patients was 43 ± 4.048 years. The following clinical symptoms (dysmenorrhea, menorrhagia, abdominal pain, dyspareunia, pelvic pressure, back pain, urinary frequency and leg pain) were improved significantly 6 months after RF myolysis (P < 0.001). The results following parameters of sexual function (desire for sex, frequency of sex, frequency of orgasm and strength of orgasm) were no signifi cant differences before and after RF myolysis. The diameter and volume of myomas were significantly reduced 6 months after than before RF myolysis (P < 0.05). Conclusion: RF myolysis is effective in improvement of clinical symptoms without an influence on sexual functioning and reduction of myoma size.