Earticle

본 논문은 알고리즘을 활용한 최적화를 바탕으로 한 시스템 다이내믹스 피드백 모델을 통해 고용 시뮬레이션 의 특징을 제시하는 목적을 가지고 있고 직위, 근무기간, 계급 등의 요소를 중심으로 적정한 고용 인원을 제시하는 3차 원 논리적 판단구조를 제공한다. 호주 육군의 고용정책에 대해 보다 신축적인 고용시스템을 제시할 목적으로 시스템 다이내믹스 모델을 통해 국방부의 변화가 심한 정책에 대한 안정적 고용 적정선을 파악한다. 특히 생산성을 최대로 발휘할 수 있는 필요한 고용 패턴 및 외부 인력의 고용, 내부인력의 타 조직으로 이동 등 다양한 가능성을 분석한다.

This paper illustrates key features of an enterprise employment simulation which integrates a system dynamic feedback model with a cost-effectiveness optimisation capability utilising genetic algorithms. Its core is a 3-dimensional array structure tracking staff numbers by rank, by time-in-rank, by years-of-service. The resultant model, which could readily be adapted to non-Defence use, can identify, given user specification of any mix of employment rules, the likely patterns of employment behaviour including: resultant time-in-rank and years-of-service profiles; ability of a Unit to fill all positions to target strength; ability to fill promotional positions within normal rules for substantive promotion; need to fill promotional positions using rules for temporary promotion or transfer from outside; necessary recruitment pattern to sustain target strength.

본 연구의 목적은 미국과 일본의 간호인력 양성 및 활동현황과의 비교를 통해 현재 우리나라 간호인력 정책 및 관리에 주는 시사점을 도출하는 것이다. 우리나라는 간호사, 간호조무사 및 간호보조인력의 높은 이직율과 이로 인한 간호서비스의 질 저하, 수급관리, 인력관리 비용의 증가 등 간호인력 정책제도 운영에 있어 여러 가지 어려움을 겪고 있으며, 이를 해결하기 위한 다양한 정책방안의 모색이 시급하다. 미국, 일본 등 간호인력 부족에 대한 어려움은 공통적이나, 이들 국가는 간호사 취업률이 우리나라의 40% 수준 대비 70~80% 수준으로 높고, 간호인력 확충을 위한 간호사 배치기준 법제화 및 수가정책, 근로조건 개선 등의 정책 마련이 중요함을 시사하고 있다. 우수한 간호인력의 안정적인 수급을 통해 환자안전 및 간호서비스의 질 향상을 달성하기 위해서는 보건당국의 보다 적극적인 간호인력 확충, 근로조건 개선 의지가 필요하며, 이를 위한 법 제도 개선이 요구된다.

This study aims to derive implications on current problems in the nursing manpower management in Korea through the comparison with the nursing workforce and employmentrent in the United States and Japan. There are various issues in nursing policy, such as nursing shortage, quality of the nursing service, and the increased cost of management due to the high turnover rate of nursing staffs and it is urgent to seek various policy measures to resolve this. Although nursing shortage is a commom problem in the world, the U.S. and Japan were higher rate of employment than Korea in nursing staffs, which implicates the importance of the legislation of mandatory minimum staffing ratios, the establishment of policies such as the fees and charge policy and the nursing work environments. For quality nursing care and patient safety through the stable workforce of qualified nursing staffs, administrative mechanisms that support adequate nurse staffing and promote positive work conditions are needed, for which the improvement of legal system is required.

Purpose: This study examined the impact of the 2024 residents’ strike on the working hours and shift patterns of Level-1 Emergency Medical Technicians–Paramedics (EMT-Ps) employed at teaching hospitals in Korea. It aimed to provide empirical evidence of workforce changes in emergency medical centers during periods of physician shortages. Methods: A descriptive pre–post survey design was employed. Data were collected from 161 EMT-Ps working in regional and local emergency medical centers. Working hours were categorized (<8 h, 8-12 h, >12 h) and converted into representative values (7 h, 10 h, 13 h) for analysis. Paired t-tests, Wilcoxon signed-rank tests, and Bowker’s test of symmetry were applied to assess changes in average working hours and shift distributions before and after the strike. Results: Participants’ mean age was 30.8 years; 63% were female, and 63.2% were full-time employees. After the strike, average daily working hours increased significantly (t = −2.894, p = 0.004; z = −2.761, p = 0.006). The proportion of EMT-Ps working ≥12 hours rose slightly, whereas those working <8 hours decreased. Shift patterns also changed: day shifts and two-shift rotations declined, while three-shift rotations increased significantly (χ2 = 199.235, df = 4, p = 0.001). Conclusion: The absence of residents led to measurable increases in EMT-P working hours and a restructuring of duty shifts toward more frequent three-shift rotations. These findings highlight the vulnerability of emergency workforce allocation during physician shortages and underscore the need for flexible scheduling and supportive policies to ensure workforce stability and patient safety.

목적 : 본 연구의 목적은 장기요양서비스에서 작업치료 인력의 공급현황과 공급추계를 분석하고, 수요추계와의 비교를 통해 향후 장기요양 시장에서의 작업치료사 인력 수급 정책의 방향에 대해 논의하는 것이다. 연구방법 : 장기요양시장에서의 작업치료사 인력 공급현황과 공급추계를 위한 연구자료는 보건복지부의 각 연도별 보건복지통계연보와 국민건강보험공단의 작업치료사 활동현황에 대한 내부자료(2008년~2018 년)를 활용하였다. 작업치료사 인력 공급추계는 인력변화 추이에 대한 시계열 자료를 이용하여 이러한 추이가 앞으로 계속 유지된다는 가정 하에 장래 인력을 추계하는 총수방법을 활용하였고, 기술통계분석 을 통해 합계 및 평균치(전년대비 증가율, 3년 평균 증가율 등)등을 구하였다. 결과 : 장기요양기관에서 활동 중인 작업치료사는 2008년 41명에서 2018년 758명으로 지속적으로 증가 하였고, 이를 연평균 증가율로 환산하면 37.8%로 나타났다. 작업치료사 인력 증가율(전년대비 증가율 또는 3년 연평균 증가율)이 계속 유지된다고 가정하면, 2020년에서 2030년에 걸쳐 인력에 대한 수요에 비해 공급이 과잉되는 것으로 나타났다. 결론 : 질 높은 서비스를 제공하기 위해 무엇보다 장기요양서비스 내 작업치료 인력의 수급 불균형의 문제 를 해결하고 적정 인력 공급과 관리를 위한 정책적 노력이 필요하다. 정부의 장기요양서비스에서의 작업 치료사 인력 수급 정책의 방향이 지금까지 인력의 양적 공급에 주목한 것이라면 앞으로는 작업치료사가 장기요양시장에 진입하여 잘 정착할 수 있도록 저임금 등의 노동환경을 개선하는 등의 인력 질적 관리 로 전개될 필요가 있어 보인다.

Objective: The purpose of this study was to analyze the supply status of occupational therapists in long-term care and to forecast their supply and demand. Methods: As data regarding the supply status of occupational therapists in long-term care settings, we utilized data from the Annual Report on Health and Welfare Statistics of the Ministry of Health and Welfare and the National Health Insurance Corporation on occupational therapist activities (2008-2018). We used time-series data on trends in the supply of human resources for supply estimation and assumed that these trends will continue to be maintained. The sum total and average were then calculated through a technical statistical analysis. Results: The number of occupational therapists increased from 41 in 2008 to 758 in 2018. The average annual growth rate was 37.8%. The result of this study also showed that there will be an excess of supply compared to demand between 2020 and 2030. Conclusion: To provide high-quality services, it is necessary to solve the problem of imbalance between supply and demand of occupational therapist in long-term care services and make policy efforts for proper supply and management of personnel. If the direction of the human resource supply and demand policy of the government for occupational therapists in long-term care services has thus far focused on the quantitative supply of human resources, it will be necessary to expand it to include the qualitative management of human resources, such as improving the working environment, including low wages, allowing occupational therapists to enter the long-term care market and be successfully retained in the future.

IT기술의 발전에 따라, 여성인력의 사회 참여 확대와 함께 정보보호 여성의 인력 양성은 매우 중요한 이슈가 되고 있다. 그러므로 여성 정보보호 인력 양성의 방향을 파악하기 위해 관련 교육과정을 분석하는 것이 중요하다. 따라 서 본 논문에서는 국내 수도권의 서울 지역에 소재하고 있는 여성 정보보호 인력 양성 학과의 교육훈련 프로그램을 분석하였다. 본 논문의 주된 연구 목표는 여성 정보보안 인력양성 학과가 구성하고 있는 교육훈련 체계가 NIST 인력양 성 방향과 부합하고 있는지 검토하는 것이다. 연구 초점은 여성 정보보안 학과가 보안 전공별로 어떤 특성을 가진 교육 과정을 편성하는지, 그리고 어떤 직무 교육에 관심을 가지는지에 초점을 맞추어 연구하였다. 또한 본 논문에서는 해당 전공의 교육과정이 NIST 인력양성 프레임워크를 기준하여, 관련 대학의 전공들이 해당 직무에 부합하는 교육훈련 체 계를 가지고 있음을 확인할 수 있었다. 결론적으로 말해, 관련 전공들은 융합산업 보안의 인증 평가 인력이나 정보보안 개발인력, 그리고 일반적인 사이버 보안 인력 양성에 초점을 맞추고 있는 것으로 판단된다.

With the development of IT technology, along with the expansion of women's participation in society, the education training of information security women's workforce is becoming a very important issue. Therefore, it is important to analyze the relevant curriculum to identify the direction of fostering women's information security workforce. Therefore, in this paper, the education and training programs of the department for training women's information security workforce based in Seoul area of the Korean metropolitan area were analyzed. The main research objective of this paper is to review whether the education and training system, which consists of the department of women's information security human resources development, is in line with the direction of NIST's human resources development. The research focus was on what the women's information security department organizes courses with each security major and what task training is interested in. In addition, in this paper, we were confirmed that the curriculum of the relevant major is based on the NIST Human Resources Development Framework, and that the majors of the relevant universities have an education and training system that conforms to the relevant task. In conclusion, the related majors are judged to be focused on the development of certification evaluation personnel of convergence industry security or information security development personnel, and general cyber security personnel.

Twenty years post implementation of the Employment Equity Act; people with disabilities continue to experience high unemployment rates and workforce participation level of less than 50 percent of working age population (15 to 64 years old). The other three designated groups affected by this Act, women, visible minorities and Aboriginal peoples, each has seen a significant increase in workforce participation rates at all levels of the federally regulated workforce; however, people with disabilities have not benefited equally from this law. Other researchers and writers have done a substantial amount of work to identify the reasons why employment and people with disabilities appear to be incompatible, and to identify employment-related barriers. This paper will build on the knowledge published by preceding writers, but instead of focussing on employment barriers, it will focus on factors which can enable over 800,000 self-identified employees with disabilities to be currently employed in the Canadian workforce. More specifically, this research will evaluate several key components of the work environment, and then, it will review biographical records of people with disabilities who are successfully employed despite being confronted by existing barriers. The objective of this work is to draw conclusions about success factors which are instrumental for some persons with disabilities to thrive in the competitive world of work. The researcher anticipates identification of these success factors may be used by other persons with disabilities to achieve similar positive outcomes in employment, thus increasing the workforce participation rate in line with the members of the other three equity groups designated in the Employment Equity Act

본 연구는 우리나라 지역인적자원개발정책의 실효성을 높이기 위해 이와 유사한 문제의식에서 출발한 미국의 WIRED 사업을 분석한다. 본 연구는 두 가지 내용을 중심으로 이루어진다. 첫째, 미국의 WIRED 사업에 대한 단편적인 정보제공 수준을 넘어서기 위해 미국의 고용, 인력제도에 대한 역사적 배경과 전체 적인 맥락과의 연계성을 찾았다. 보다 구체적으로 추진배경 및 주요 내용, WIRED 사업의 거버넌스가 오 레곤 주 사례를 통해 소개된다. 둘째, 미국의 WIRED 사업과 우리나라 지역맞춤형 일자리 창출사업과의 비교분석을 통해 정책적 시사점과 개선방향을 모색하고자 하였다.

This study analyzes the U.S. WIRED project, initiated with goals similar to Korea’s regional HRD policies. In trying to find ways to enhance the effectiveness of Korea’s policies, this study mainly reviewed the following two aspects. First, to be more than a simple list of facts about WIRED, this study looked into the historic background of the U.S. employment and HR systems and searched for links with the overall context. Namely, it reviews the background leading to the project, main content, and the WIRED project governance (using the Oregon case). Second, it tried to present a specific policy direction for Korea by comparing WIRED with Korea’s Regional Policy Initiative in the area of Employment and Human Resource Development.

Multinational resource companies around the world, particularly those operating in developing countries, are required to maximise opportunities for indigenous and local staff. However, workforce nationalisation programs often produce limited results despite considerable budgets. This research examines specifically how security organisations in resource companies in Papua New Guinea can successfully develop their national security workforce through strategic mentoring and human resource development initiatives. Employing a mixed-methods approach, this research demonstrates that earlier workforce nationalisation in the security function is possible with organizations obtaining significant cost and reputational benefits. The key to successful early security workforce nationalisation was found to be mentoring programs that are well funded, supported by senior management, and aim to exist for a long period of time. These programs were underpinned by four elements: strong human resources, cultural awareness, engagement, and training and development.

Multinational resource companies around the world, particularly those operating in developing countries, are required to maximise opportunities for indigenous and local staff. However, workforce nationalisation programs often produce limited results despite considerable budgets. This research examines specifically how security organisations in resource companies in Papua New Guinea can successfully develop their national security workforce through strategic mentoring and human resource development initiatives. Employing a mixed-methods approach, this research demonstrates that earlier workforce nationalisation in the security function is possible with organizations obtaining significant cost and reputational benefits. The key to successful early security workforce nationalisation was found to be mentoring programs that are well funded, supported by senior management, and aim to exist for a long period of time. These programs were underpinned by four elements: strong human resources, cultural awareness, engagement, and training and development.

This research aims to analyze the human resource executives’ implementation intention of workforce analytics and its outcome in the Indian hotel industry by extending the technology, organization, and environment model (TOE). To identify the reasons for workforce analytics adoption in the hotel industry, the researchers have adopted a research design in which qualitative and quantitative techniques were used. A total of 250 samples from the hotels located in Bengaluru, Chennai, Kochi, and Hyderabad. This study employed interviews, and the collected data were analyzed using multivariate techniques. The findings ascertained that complexity, relative advantages, compatibility, competitive pressure, training, and management support are the predictors of workforce analytics adoption intention. Regulatory Support does not influence workforce analytics adoption intention. The association between relative advantage and adoption intention weakens in the presence of data privacy concerns. This study offers practitioners and executives in the hotel sector unique practical insights into the antecedents of workforce analytics adoption. This study makes a theoretical contribution by expanding the TOE model to give higher explanatory power using technology, organization, and environment constructs to investigate employee intentions to use workforce analytics.

Gender equality has been expected to realize fully in the process of globalization. According to neo-liberal, which views globalization as a rational development, irrational discrimination by culture will disappear. But some feminists criticize globalization as a patriarchal phenomenon. So in this paper, the extent to which women in Korea have achieved equality with men in the workforce is assessed through an examination of the gender gap during 1993-2003. As the result, it was found that women had still lower status than men in spite of laws established to promote gender equality. Then to explore the direction for eliminating the patriarchal gaps, women in traditional Korea were reviewed. Traditionally women were oppressed by the practice of Naeoe differentiating between women and men. But on the other hand it made women to have equal status with men by maintaining their own productive area. So it was suggested that differentiation should be considered as a source of power to be adopted into women's activitism such as NGOs or international women' movement to achieve full equality in inequitable globalization.

This article is considered that management of Gobi company has been using what motivation methods and reaching what results. The research has been done on a new approach to looking at motivation. Motivation concept and it is application was unsatisfactory by the researching. So present motivation concept need to be enriched by new contents and to be changed that one. If the company’s management could change their motivation concept, the company will make progress. Main thing, the management must understand relationships of these factors.

At this time, it is very urgent and important that the new high value-added industries with convergence and embedded software technologies are promoted to make the driving force for new growth. Moreover, software is used as an essential part or material of nearly all products. However, the economic and social treatment over the software workforce, which is the core of software development, is very weak. In addition, the discussion or study on the treatment improvement and value awareness of software practitioners is almost non-existent. Therefore, this study suggests some measures for software workforce’s improved treatment to meet their increasing role. We examine the present state of software workforce, discuss their status and role, and suggest some measures for the improvement of their working conditions and social treatment.

본 연구에서는 재난 상황에서 대응하는 정신건강지원 인력의 역할과 책임에 대한 다직역 전문가들 의 의견을 수렴하기 위해 델파이 조사를 수행하였다. 델파이 조사의 패널은 총 20명으로, 간호, 사회 복지, 심리, 정신의학 분야의 전문가 각 5명씩으로 구성되었다. 델파이 설문지는 문헌조사, 포커스 그룹 인터뷰 및 공청회 등을 거쳐 작성된 20개 범주와 69개의 세부항목으로 구성되었다. 패널들은 1점(전혀 적절하지 않음)~10점(매우 적절함) 척도 상에서 역할 및 자격 규정(안)의 적절성을 평정하 였고, 각 세부항목을 수행하는데 적합하다고 생각하는 인력의 유형을 선택하였다. 델파이 결과는 재난정신건강지원인력의 역할 및 책임에 관한 범주와 기술, 세부 항목의 적절성 모두 평균 8점 이상 으로, 적절성이 매우 양호한 것으로 평가되었으나 각 역할 및 책임을 맡을 수 있는 인력의 자격에 차이가 있음을 보여주었다. 이러한 결과는 전문가들의 관점에 기반한 것으로, 추후 실무자들의 관점 을 보완할 필요성이 논의되었다.

This study aimed to derive expert consensus regarding roles and responsibilities of disaster mental health personnel using a Delphi process. The Delphi panel was composed of twenty multidisciplinary experts from the field of psychology, nursing, social welfare, and psychiatry. Based on literature review, focus group interviews, and a public forum, 20 categories and 69 subdivisions of roles and responsibilities of disaster mental health workforce were developed. The Dephi panel assessed relevance of the content and suggested qualified mental health personnel for each role and responsibility. The result indicated that expert consensus was derived for all 20 categories and 69 subdivisions, with the consensus mean of 8 or above on a scale of 1 to 10. On the other hand, there was a slight difference in expert consensus regarding qualifications of personnel to perform each role and responsibility. These results were based on the viewpoints of experts, and thus its clinical applications and practical utility in the disaster mental health field were discussed.

본 연구는 라오스의 재활 서비스 및 재활 인력에 대한 공중 인식을 분석하고, 지속가능한 재활 인력 개발을 위한 전략을 탐색하고자 하였다. 이를 위해 라오스 내 보건·의료·교육 관련 5개 기관에 소속된 만 18세 이상 성인 75명을 대상으로 단면적 설문조사를 실시하였으며, 설문 내용은 재활에 대한 인식 수준, 정보 획득 경로, 인식된 재활 필요 영역, 재활 서비스 제공 환경, 그리고 재활 인력 수요 등을 포함하였다. 연구 결과, 전반적인 재활에 대한 인식 수준은 비교적 높은 편이었으나(77.3%), 관련 정보는 주로 개인적 또는 비공식적 경로를 통해 획득되는 것으로 나타났으며, 재활 서비스는 주로 병원 및 재활센터 중심으로 제공된다고 인식되고 있었다. 특히 라오스 국토의 약 80%가 산악 지형이라는 점을 고려할 때, 이러한 중앙집중적 서비스 제공 체계는 재활 서비스 접근성을 현저히 제한하는 요인으로 작용한다. 이러한 결과는 라오스에서 형평성과 지속가능성을 확보하기 위해, 세계보건기구(WHO) 기준 에 부합하는 대학 교육과정과 지역 기반 임상 실습 협력체계를 토대로 한 탈중앙화된 지역사회 기반 재활(Community-Based Rehabilitation, CBR) 시스템 구축의 필요성을 시사한다.

This study examines public awareness of rehabilitation services and the rehabilitation workforce in Laos and explores strategies for sustainable workforce development. A cross-sectional survey of 75 adults from five health, medical, and educational institutions assessed awareness levels, information sources, perceived rehabilitation needs, service delivery settings, and workforce demands. Although overall awareness was relatively high (77.3%), information was largely obtained through informal networks, and rehabilitation services were mainly perceived as hospital- and center-based. Given that approximately 80% of Laos is mountainous, this centralized service model substantially limits access to rehabilitation. These findings underscore the need for a decentralized Community-Based Rehabilitation (CBR) system supported by WHO-aligned university curricula and regional clinical training partnerships to ensure equitable and sustainable rehabilitation workforce development in Laos.

본 연구는 2024년 대한민국의 의료대란 기간 동안 아동간호 분야에서 근무한 간호사의 경험을 탐색하기 위해 수행되었다. 참여자는 서울 및 수도권 지역 병원의 아동간호 병동 및 외래 등에서 근무한 11명의 간호사로 구성되었다. 참여자들에게 반구조화된 질문을 적용하여 개별 면담을 진행하였으며, 2025년 1월부터 3월까지 수집된 자료는 내용분석 방법을 사용하여 분석하였다. 연구 결과, 총 307개의 진술문이 선택되었으며, 4개 영역, 9개 범주, 9개의 의미 있는 진술문이 도출되었다. 확인된 4개 영역은 '의사 지원 부재 상황에서의 복합적 아동간호 위기관리', '아동 중심 위기 돌봄 과정에서의 감정노동 경험과 소진 관리', '압박 상황에서의 변혁적 가족 중심 실무'이다. 본 연구의 결과는 의료인력 위기 상황에서 아동간호사의 경험에 대한 이해를 높일 것이다. 이러한 발견은 교육과정 개발과 관련 분야의 학문적 발전을 위한 필수적인 자료로써 기여할 것이다.

This study was conducted to explore the experiences of nurses working in pediatric nursing part during the national medical workforce dispute. The participants comprised 11 nurses employed at pediatric nursing centers in hospitals located in Seoul and the metropolitan area during the national medical workforce dispute. Individual interviews were conducted by applying semi-structured questions to the participants, and the data collected from Jan. to Mar. 2025 were analyzed using the content analysis method. As a result of the study, a total of 307 statements were selected, and 4 domains, 9 categories, and 9 significant statements were extracted. The 4 domains identified are navigating pediatric care complexity without physician support, emotional labor in child-centered crisis care, adaptive pediatric nursing interventions and play-based care, transformative family-centered practice under pressure. This study's results will enhance our understanding of pediatric nurses' experiences during the medical workforce crisis. The findings will provide essential data for healthcare curriculum development and academic advancement in related fields.

양질의 인적자원은 지속적인 지역 성장과 발전의 원동력이 될 수 있으며 우수한 인적자원의 육성은 지역발전의 경쟁력을 제고 할 수 있다. 국내에서는 영국, 아일랜드, 싱가포르, 독일 중심의 해외 인적자원개발 정책에 대한 사례연구가 있었으나 미국의 지역차원에서 인적자원개발 시스템과 정책이 어떻게 추진되고 있는 지에 대한 연구는 미흡하였다. 따라서 본 연구의 목적은 지역사회의 발전과 경쟁력을 강화하기 위해 미국의 텍사스 주에서는 어떠한 지역인적자원개발 시스템과 정책들이 추진되고 있는 지 인력투자법(WIA)을 중심으로 분석하였다. 본 연구의 연구 방법은 국내외의 다양한 문헌고찰과 미국 현지의 관련기관 방문과 전문가 인터뷰를 실시하였다. 미국 지역인적자원개발의 시스템과 정책을 인력투자법(WIA) 중심으로 결론을 도출하였으며, 향후연구는 다음과 같다. 첫째, 지역인적자원개발은 개념과 범주, 인적자원에 대한 관점에 따라 차이가 있을 수 있으므로 미국의 지역인적자원개발은 사회문화적 측면, 경제적 측면 등을 고려한 다양한 측면에서의 연구가 필요하다. 둘째, 지역대학과 인적자원개발, 지역인적자원개발 프로그램의 성과평가, 지방 거버넌스와 인적자원개발 등 미국의 지역인적자원개발 정책을 보다 세분화하여 연구하면 글로벌 시대에 대비한 다양한 인적자원개발 정책과 프로그램이 개발되고 보다 효율적인 인적자원개발 추진체계를 구축할 수 있다.

As the importance of national human resource development (NHRD) continues to grow, there is increasing concern about HRD for improving regional survival and competitiveness. Having the appropriate quantity and quality of human resources could be a power for regional growth and development. Although case studies about regional HRD (RHRD) policy have been conducted in several countries; however, no systematic research was identified on RHRD in the United States. This case study used expert interviews to focus on the Workforce Investment Act in Texas by identifying the RHRD systems and policies in Texas. Several conclusions made from this study. First, the state government in Texas conducted regional HRD policies and programs to improve regional competitiveness. Second, State and local governments were responsible for employment and training services under the WIA and managed service programs. Third, the WIA in the U.S. has several challenges still remained to enhance performances of adults or dislocated workers in labor market.