구직요건(SPEC)에 대한 기업 인사담당자와 취업준비생의 인식 차이

조성인,김은애 한국취업진로학회 2014 취업진로연구 Vol.4 No.1

요즘 취업을 위해서는 8대 구직요건(일명 스펙)을 쌓아야 한다고 말한다. 이는 기존 학력, 학점, 토 익, 자격증, 어학연수의 5대 구직요건에서 인턴, 자원봉사, 공모전 입상 경험이 추가된 것으로 구직요건 이 좋아야 취업에 성공한다는 취업준비생들의 인식을 나타내는 것이기도 하다. 하지만 많은 기업에서 는 이러한 구직요건보다는 인성과 자기 기업에 맞는 준비된 인재를 선발하기 위해 노력하고 있다. 실제 로 탈 스펙화를 위해 지원자의 학교명 기재란 을 없애기도 하고 심지어 서류전형 자체를 하지 않는 기 업도 생겨나고 있다. 하지만 아직도 많은 취업준비생들은 취업 성공의 길을 높은 구직요건을 쌓는 것으 로 생각하고 있으며, 이를 위해 전공 지식을 쌓는 학업보다는 토익점수나 봉사활동 시간 등을 늘리기 위한 활동에 매달리고 있어 필요 이상의 비용과 시간을 낭비하고 있다. 본 연구는 취업준비생과 기업체 인사담당자들을 대상으로 구직요건에 대한 인식의 차이를 조사함으 로써 우리 사회에 퍼진 스펙에 대한 잘못된 인식을 바로 잡고, 이를 바탕으로 취업준비생들이 성공적인 취업을 위해 무엇을 해야 하는지 올바른 길을 안내하는 나침반의 역할을 하고자 하였다. 연구 결과 흔히 얘기하는 8대 구직요건에 대해 직무관련 자격증을 제외한 나머지 7대 구직요건에서 통계적으로 인식의 차이를 있음을 알 수 있었다. 특히 토익점수에 대해서는 인사담당자와 취업준비생 간 가장 큰 인식의 차이를 보이는 것을 알 수 있었는데, 이는 눈에 보이는 점수가 서류 전형 등에 큰 영향을 미칠 것이라는 취업준비생들의 인식을 엿볼 수 있는 것이라 할 수 있다. 한편 직무관련 자격증 과 인턴경험, 공모전 입상 등 직무와 직간접적으로 관련된 항목에 대해서는 인사담당자, 취업준비생 모 두 중요하다고 생각하고 있었다. 이 연구의 성과는 인사담당자와 취업준비생간의 인식의 차이가 있음을 통계적으로 밝혔다는데 있다. 이러한 결과를 바탕으로 취업준비생들이 구직요건이 아닌 직무에 대한 이해와 올바른 인성을 기르는데 보다 힘을 기울이는데 조금이나마 도움이 되길 바란다. In these days, University student preparing for job placement is focusing on job requirement (so-called SPEC) preparation than others requirements. They believe that SPEC is the most important factor for employment success. They has been focusing on five specification (Education background, GPA, TOEIC, Certificate, Studying abroad for English) but now it was added internship experience, volunteer activity and contest participation. But, many companies focus on seeing candidate’s personality and try to select the right person for their organization rather than eight job requirements. Actually, some companies is trying to get rid of the school background description on the document screening process. Still, many of students believe that job requirements is the best way for employment success so they spend a lot of money and time to make up eight job requirements rather than study of major in University. The purpose of this study is to examine the difference of awareness about job requirements between Human Resources Manager and University student. This study will show the perspective of what is the right job requirements for employment success to University students preparing job placement. The analysis result is that there was a difference of awareness for job requirements between Human Resources Manager and University student preparing for job placement except for certification requirement which is related to job. Especially, TOEIC has been shown the biggest difference of awareness than others all. It means that students consider TOEIC score will affect to pass the document screening process. Regarding to the certificate, intern experience and contest participation experience which is related direct or indirect with job, both Human Resources Manager and University Student consider these requirements is important. This study results has a good accomplishment to find out the difference of awareness between Human Resources Manager and University student about job requirements with statistics data.

일부 건설업근로자의 직무스트레스와 구강건강관련 삶의 질과의 관련성 - 대구 · 경북 농어촌지역 중심으로 -

김은희 ( Kim Eun-hee ),김혜정 ( Kim Hye-jeong ) 한국도서(섬)학회 2018 韓國島嶼硏究 Vol.30 No.1

건설업 근로자들의 직무스트레스와 이에 따른 구강건강관련 삶의 질(OHIP-14)에 미치는 영향을 분석하여 구강건강증진과 삶의 질을 높이기 위한 구강보건교육 프로그램개발에 기초자료를 제공하고자 본 연구를 실시하였다. 본 연구는 2016년 3월부터 6월까지 대구·경북 농어촌지역의 건설업에 종사하는 건설업 근로자 401명을 대상으로 자기기입식 설문을 하였고, 불성실한 32부의 자료를 제외한 369부의 설문 결과를 최종분석에 사용하였다. 수집된 자료는 SPSS 20.0 통계프로그램을 이용하여 빈도분석, 독립표본 t-검정, ANOVA, 상관분석, 다중회귀분석을 실시하였다. 본 연구의 결과는 다음과 같다. 첫째, 성별에 따른 직무스트레스는 직무불안정을 제외한 모든 항목에서 남자가 높았고, 연령에 따른 직무스트레스는 50대 이상이 30대 이하보다 직무환경 2.76, 직무요구 2.59로 높게 나타났다. 둘째, 고용형태에 따른 직무스트레스는 일용직이 2.73, 계약직이 2.64로 정규직 2.29에 비해 직무자율성이 떨어져 스트레스 점수가 높았으며, 직장문화에서 파견근로가 2.65, 계약직이 2.25로 나타나 고용형태 간에 통계적으로 유의한 차이가 있었다. 근무형태에 따른 직무스트레스는 주간근무가 교대근무보다 직무환경, 직무요구, 조직체계, 보상부적절 항목에서 스트레스 점수가 높았으며, 직무자율은 스트레스 점수가 낮았다. 하루 평균 근무시간에 따른 직무스트레스는 10시간 이상이 9시간 이하보다 조직체계가 2.67, 보상부적절이 2.58로 나타나 조직이 체계적이지 않고 보상이 부적절하여 스트레스가 높은 것으로 나타났다. 셋째, 구강건강관련 삶의 질은 여자가 신체적, 심리적, 사회적 요인 모두에서 삶의 질이 높았고, 연령은 30대 이하가 50대 이상보다 신체적 요인에서 삶의 질이 높았다. 근무형태와 하루 평균 근무시간은 교대근무와 9시간 이하가 각각 신체적 요인과 사회적 요인에서 차이가 나타났다. 또한 비흡연이 흡연보다 삶의 질이 높았고, 음주여부는 통계적으로 유의한 차이가 없었다. 넷째, 직무스트레스가 구강건강관련 삶의 질에 미치는 영향은 직무요구를 제외한 모든 항목에서 직무스트레스가 높을수록 삶의 질이 낮아지는 부(-)의 영향을 미치는 것으로 나타났다. 그러므로 건설업 근로자들의 직무스트레스를 감소시키는 방향으로의 관리가 필요하며, 구강건강증진과 삶의 질을 높이기 위한 프로그램을 구축하는 데 필요한 기초자료를 제공하고자 한다. 향후 실질적으로 활용 가능한 프로그램을 다양하게 개발하여 보급함으로써 효과적인 성과를 거둘 수 있는 개선 노력이 필요하다고 사료된다. This study was conducted to analyze the effect of construction workers’job stress on oral-related quality of life (OHIP-14) and provide base data to develop a dental health education program to enhance oral health and quality of life. The study conducted a survey with 401 construction workers by a self-administered questionnaire in Daegu Gyeongbuk farming and fishing regions from March to June 2016. A total of 369 questionnaires were used in the final analysis. A frequency analysis, independent sample t-test, ANOVA, correlation analysis and multiple regression analysis were carried out on collected data using SPSS 20.0 statistics program. The results of this study are as follows. First, for job stress according to gender, the level was higher in men in all items except job instability. For job stress according to age, the level was highest in those over 50 with 2.76 in job environment and 2.59 in job with 2.59 in job requirement. Second, for job stress according to employment pattern, the job autonomy level was lowest in day work with 2.73, and the level of workplace culture item was highest in dispatch work with 2.65. For job stress according to work pattern, the stress level of day work was high in all items except those of job instability and work place culture. For job stress according to daily average work hours, the rate of organizational system was 2.67 and that of inappropriate compensation, was 2.58 in the work for over 10 hours compared to that of less than 9 hours; this finding shows that organization is not systemic and compensation is improper. Third, for oral-related quality of life, shift work and the rate of less than an average of 9 hours work was high in physical and social factors. Fourth, for the effect of job stress on oral-related life of quality, as the rates of all items except that of job requirement were high, the rate of quality of life was low. Therefore, since it is necessary to reduce the job stress of construction workers, the study intends to provide base data to construct a program to promote oral health and enhance life of quality. It is thought that it is necessary to make efforts to obtain effective results by developing and providing various programs practically available in the future.

재난안전관리 공무원의 직무와 조직 인식 및 스트레스 관리 영향요인에 관한 연구

구주영 ( Koo Jooyoung ),권오영 ( Kwon O Young ) 단국대학교 융합사회연구소 2022 공공정책과 국정관리 Vol.16 No.3

This study analyzed the effects of job demand, pressure, and role on disaster safety management officials’ job satisfaction, organizational commitment, and job risk. This study also analyzed the factors that affect the implementation of job stress management policies and programs and officials’ intention to participate in them. Disaster safety management officials have complex and highly uncertain job environments and are likely to suffer from high levels of job-related stress. Their role in disaster safety management is important, so if their job stress, satisfaction, and risk and organizational commitment are not properly managed, the government’s disaster safety management capabilities, effectiveness, and systems are more likely to be disrupted. Thus, this study analyzed the effects of disaster safety management officials’ job demands, pressure, satisfaction, and risk and organizational commitment on job stress management activities. The results showed that job demands, risk, and pressure were negatively correlated with job satisfaction; job role perceptions were positively correlated with job satisfaction and organizational commitment; and job requirements affected the implementation of stress prevention programs, prevention activities, and diagnosis activities. Taken together, these results show that disaster safety management officials’ job requirements, pressures, and competition should be managed and ways of improving their effectiveness.

인문사회예술분야 일자리의 입직요건과 보상

박천수 ( Cheonsoo Park ) 한국경제학회 2019 한국경제포럼 Vol.12 No.1

이 연구는 인문사회예술분야 재직자를 대상으로 전공, 자격, 외국어, 직업훈련, 실무경험 등 입직요건이 소득, 고용안정, 직업 만족수준 같은 일자리 보상에 미치는 영향을 파악하였다. 분석 결과를 보면, 임금수준은 입직요건 가운데 외국어, 자격, 전공, 직업훈련, 실무경험 순으로 긍정적인 관련성이 큰 것으로 분석되었다. 고용안정수준은 실무경험, 직업훈련, 자격, 전공 순으로 영향이 큰데, 자격은 남자를 중심으로 뚜렷한 편이다. 직업 만족수준은 실무경험, 외국어, 전공 순으로 긍정적인 영향을 보이나, 자격은 부정적인 영향을 보이고 있다. 이 연구 결과는 우리나라 노동시장이 직무경쟁이론(job competition theory)의 예측과 매우 유사하게 작동하고 있음을 시사한다. 아울러 취업을 준비하는 대학생들이 전공에 대한 전문지식보다는 외국어나 자격증 취득 등 스펙(SPEC)쌓기에 열중하는 현상을 설명하고 있다. 그러므로 정부는 직업별 노동시장으로 이행을 위한 체계적인 정책을 수립·추진하고, 구직자는 자신이 중요하게 생각하는 일자리 보상에 맞추어 취업준비에 효율적으로 접근할 필요성을 제기하고 있다. We examined the impact of job placement requirements such as the importance of majors, qualifications, foreign language, vocational training, and working experience on job compensation such as income level, employment stability, and job satisfaction. According to the results, the income level is positively correlated with the foreign language and qualifications, majors, vocational training, and job experience. Employment stability is positively correlated with job experience, vocational training, qualifications, and majors. Job satisfaction is positively influenced by job experience, foreign language, and majors. The results suggest that the government is pushing for a step-by-step and systematic approach to the transition to the job-oriented labor market, and that individual job seekers need to strategically prepare for employment by the job compensation they consider important.

Scheduling algorithms for job-shop-type remanufacturing systems with component matching requirement

Yu, Jae-Min,Lee, Dong-Ho Elsevier 2018 COMPUTERS & INDUSTRIAL ENGINEERING Vol.120 No.-

<P><B>Abstract</B></P> <P>This study considers a scheduling problem for remanufacturing systems with parallel disassembly workstations, a job-shop-type reprocessing shop and parallel reassembly workstations, where the components obtained by disassembling a product must be matched when reassembling the corresponding remanufactured product, i.e. component matching requirement. The problem is to determine the allocation/sequence of jobs on the parallel disassembly workstations, the sequence of the jobs on each workstation of job-shop-type reprocessing shop and the allocation/sequence on the parallel reassembly workstations. To represent the matching requirement, the reprocessing jobs are grouped into job families each of which corresponds to a product to be remanufactured. After an integer programming model is developed, two types of solution algorithms, decomposed and integrated ones, are proposed, where the decomposed ones solve the disassembly, reprocessing and reassembly scheduling sub-problems separately while the integrated ones solve them at the same time after representing the problem as an extended disjunctive graph. Computational experiments were done on a number of test instances and the results show that the integrated algorithms outperform the intuitive decomposed ones significantly.</P> <P><B>Highlights</B></P> <P> <UL> <LI> We defined a new tardiness scheduling problem for remanufacturing systems. </LI> <LI> The component matching requirement was explicitly considered. </LI> <LI> A mathematical programming model was proposed for the new scheduling problem. </LI> <LI> We showed that the integrated solution approach outperforms the intuitive decomposed one. </LI> </UL> </P>

취업준비생과 기업 인사담당자 간 취업 스펙 관심도 차이 분석: 시선추적(Eye-Tracking) 실험 및 설문 인터뷰 조사를 바탕으로

최성희,김영신 한국제도∙경제학회 2018 제도와 경제 Vol.12 No.2

This paper analyzes how the intrinsic interest in the Specification(Job requirements) between job applicants and corporate HR managers in Daegu and Gyeongbuk area is different. In this paper, job applicants are job preparation candidates who will graduate from four-year college. To do this, we showed sample resumes including major five Specification (Job requirements: academic background, foreign language, certificates & license, external activities, language training) to twenty job candidates and twenty HR managers in Daegu and Gyeongbuk, performing eye-tracking experiment. We found the differences of intrinsic interest in job specification between job applicants and HR managers as result of the experiment. First, academic background showed a high intrinsic interest in job seekers, while it was the lowest-rated specification element for the HR managers. Second, it was found that the HR managers have more intrinsic interest in external activity specifications related to organizational work ability than academic background. The results of this paper are expected to be useful implications for preparing for the job specification by illuminating the asymmetry of the interest in the specification between job candidates and HR managers in the regional job market. 본 연구는 대구 경북지역의 기업인사담당자와 4년제 대학 졸업예정 취업준비생 간 취업 스펙에 대한 내재적(intrinsic) 관심이 어떻게 다른지 분석한다. 이를 위해 20명의 취업 준비생과 20개 대구·경북 소재의 기업 인사담당자들을 대상으로 5개 분야 주요 스펙(학력, 외국어, 자격증, 대외활동, 어학연수 등)이 담긴 샘플 이력서를 보여주고 ‘시선추적실험’(Eye-Tracking Experiment)을 수행하였다. 시선추적분석 결과, 취업준비생과 기업인사담당자 간 취업스펙에 대한 내재적 관심정도가 다름이 발견되었다. 첫째, 학력은 취업준비생들에게는 높은 내재적 관심을 보였지만 기업 인사담당자들에게는 가장 낮은 관심을 가진 스펙요소였다. 둘째, 기업은 학력 보다 조직업무능력과 관련된 대외활동 스펙에 더욱 많은 내재적 관심을 가지고 있음이 발견되었다. 본 연구 결과는 지역취업시장에서 예비취업자와 기업 간 스펙역량에 대한 내재적 관심도의 비대칭성을 조명함으로써 예비취업자에게 보다 효과적인 스펙역량 강화를 위해 기초자료가 될 것으로 기대된다.

부산지역 학교유형별 영양(교)사의 지식요구도, 직무만족도 및 나트륨 급원재료 사용량

연지영(Jee Young Yeon),이순규(Soon Kyu Lee),강백원(Baeg Won Kang) 대한지역사회영양학회 2014 대한지역사회영양학회지 Vol.19 No.2

To investigate the use frequency and amount of food sources of sodium and knowledge requirement, and job satisfaction with school food services according to the school types in Busan. Methods: A total of 98 schools were surveyed and knowledge requirement and job satisfaction were assessed using a questionnaire. In addition, the use frequency and amount of food sources of sodium for 10 school days were examined. Results: The response rate of the most difficult area among dietitians` tasks was significantly high in ‘nutrition education and counseling’ for elementary schools and ‘hygiene management’ for high schools (p < .05). The response rate of the factors to be considered in meal planning was significantly high in ‘energy and nutrients requirement’ for elementary schools and ‘menu/taste preference of students’ for middle and high schools (p < .05). The response rate of whether school food services affect health and eating habits of students or not was significant high in ‘very helpful’ for elementary schools (p < .001). The average sodium contents in the meals of elementary, middle and high schools was 1981.4 mg/meal/person/day, 1867.3 mg/meal/person/day and 1,329.9 mg/meal/person/day, respectively. For foods in highest sodium, Kimchi, Oribulgogi, and Kare rice were ranked 1st, 2nd and 3rd respectively. The main reason for not providing the fruits was ‘price’ among all groups. The knowledge requirement such as ‘nutrition and menu management’, ‘nutrition education’, and ‘nutrition counseling’ was significantly higher in elementary school compared with middle and high school (p < .001, p < .01, and p < .01 respectively). The dietitians and nutrition teachers of elementary schools have a higher job satisfaction compared with those of middle schools (p < .01). The job satisfaction was positively correlated with knowledge requirement of dietitians and nutrition teachers of elementary and middle schools. Conclusions: The results suggest that developing dietitians` education program about knowledge requirement contribute to increasing the school food service and job satisfaction in elementary and middle schools.

고령자 적합 직업의 직무 특성과 입직 요건 분석

한상근(Han Sang-Geun) 고려대학교 노동문제연구소 2023 노동연구 Vol.47 No.-

본 연구에서는 55세 이상 고령자들이 진출할 수 있는 고령자 적합 직업을 추출하고, 고령자 적합 직업의 특성과 입직 요건을 분석하려고 한다. 본 연구에서는 직업지표 자료를 활용하여 업무복잡성, 변화속도, 육체노동, 근로시간, 업무유연성, 위험성, 사회공헌 등의 항목을 이용하여 고령자 적합 직업을 도출하였다. 그 리고 고령자 적합 직업이 다른 직업과 비교하여 감정노동, 대인관계, 공감능력 변수에서는 다른 직업 보다 값이 높은 것을 확인할 수 있었다. 고령자 적합 직업의 입직 요건을 분석해 보면, 자격증과 직업훈련, 실무경험변수의 값이 높았다. 그리고 고령자 적합 직업 가운데는 학력이 낮아도 진출할 수 있는 일자리, 일정 한 직업훈련이 필요한 일자리, 자격증 취득이 필요한 일자리 등이 존재하는 것을 확인할 수 있었다. This study attempts to extract jobs suitable for the elderly that can be advanced by the elderly over 55 years of age, and to analyze the characteristics and employment requirements of jobs suitable for the elderly. In this study, jobs suitable for the elderly were derived using items such as work complexity, speed of change, manual labor, working hours, work flexibility risk, and social contribution using occupational index data. In addition, compared to other jobs, it was confirmed that jobs suitable for the elderly were higher in emotional labor, interpersonal relationships, and empathy variables than other jobs. When analyzing the employment requirements for jobs suitable for the elderly, the values of certificates, vocational training, and practical experience variables were high. In addition, it was confirmed that among the suitable jobs for the elderly, there are jobs that can be entered even if the education level is low, jobs that require certain vocational training, and jobs that require certification.

Developing a Best-Evidence Pre-employment Medical Examination: An Example from the Construction Industry

Gouttebarge, Vincent,van der Molen, Henk F.,Frings-Dresen, Monique H.W.,Sluiter, Judith K. Occupational Safety and Health Research Institute 2014 Safety and health at work Vol.5 No.3

The Dutch construction industry has introduced a compulsory preemployment medical examination (PE-ME). Best-evidence contents related to specific job demands are, however, lacking and need to be gathered. After the identification of job demands and health problems in the construction industry (systematic literature search and expert meeting), specific job demands and related requirements were defined and instruments proposed. Finally, a work ability assessment was linked to the instruments' outcomes, resulting in the modular character of the developed PE-ME. Twenty-two specific job demands for all Dutch construction jobs were identified, including kneeling/squatting, working under time pressure, and exposure to hazardous substances. The next step was proposing self-report questions, screening questionnaires, clinical tests, and/or performance-based tests, leading to a work ability judgment. "Lifting/carrying" is described as an example. The new modular PE-ME enables a job-specific assessment of work ability to be made for more than 100 jobs in the Dutch construction industry.

Developing a Best-Evidence Pre-employment Medical Examination: An Example from the Construction Industry

Vincent Gouttebarge,Henk F. van der Molen,Monique H.W,Frings-Dresen,Judith K. Sluiter 한국산업안전보건공단 산업안전보건연구원 2014 Safety and health at work Vol.5 No.3

The Dutch construction industry has introduced a compulsory preemployment medical examination (PEME). Best-evidence contents related to specific job demands are, however, lacking and need to begathered. After the identification of job demands and health problems in the construction industry(systematic literature search and expert meeting), specific job demands and related requirements weredefined and instruments proposed. Finally, a work ability assessment was linked to the instruments’outcomes, resulting in the modular character of the developed PE-ME. Twenty-two specific job demandsfor all Dutch construction jobs were identified, including kneeling/squatting, working under timepressure, and exposure to hazardous substances. The next step was proposing self-report questions,screening questionnaires, clinical tests, and/or performance-based tests, leading to a work ability judgment. “Lifting/carrying” is described as an example. The new modular PE-ME enables a job-specificassessment of work ability to be made for more than 100 jobs in the Dutch construction industry.