• Journal of the Korea Society of Computer and Information
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• v.9 no.1
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• pp.111-121
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• 2004

This paper presents the methods of evaluating validity and effectiveness of informatization budget investment for e-Government, through the preliminary evaluation. the progress evaluation and the Post evaluation of the investment, and a quantitative evaluation model which improves conformance of IT ROI (Return On Investment) using the evaluation results. the right evaluation targets of informatization investment for the development project to GDOC(Government electronic Document Distribution Center), and KPIs(Key Performance Indexes) which is enable to evaluate objectively effectiveness in the preliminary and the post evaluation phases are developed, and according to using the quantitative evaluation model . improved effectiveness evaluation results for each index in the point of view of usage and innovation are come out.

• Journal of the Korean Society for information Management
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• v.31 no.1
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• pp.119-141
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• 2014

To enhance its efficiency to improve organizations' competitiveness, performance evaluation is vital and it influences budget, policies, and human resource affairs of the organizations. The study aims to develop performance indicators for National Library of Korea (NLK) and evaluate performance based on indicators driven. As a result, the study develops 2 viewpoints for each work area of NLK - management of information system, digital resources enlargement, and the cooperative utilization system for alternative materials. It also develops total 12 indicators. Based on the evaluation;the research finally suggests strategies for performance improvement by viewpoints for NLK.

• Korean Journal of Social Welfare Studies
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• v.43 no.2
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• pp.113-139
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• 2012

Under the goal of investigating the difference of staff perceptions in performance evaluations at local self-sufficiency centers, this study set out to examine whether differences would be found between team leaders or those in higher positions and the common staff in criteria, procedures, implementation, rewards, and feedback of performance evaluations. For that purpose, the investigator conducted a survey by mail with staff working for local self-sufficiency centers in 15 cities and provinces across the nation from September 6 to 30, 2010. Of 672 questionnaires that were distributed, 439 were returned. Of these, a total of 432 were used in latent mean analysis. The major findings are as follows: first, the staff at local self-sufficiency centers had a relatively negative perception of performance evaluation in terms of rewards for evaluation results. Secondly, the team leaders or those in higher positions had a more negative perception of performance evaluation in terms of evaluation criteria and rewards for evaluation results than common staff. Based on those findings, the study offered some implications with regard to performance evaluation systems at local self-sufficiency centers.

• Journal of Korea Technology Innovation Society
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• v.12 no.1
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• pp.137-164
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• 2009

As a means to address the modes of developing institutional evaluation system aimed at improving performances of GRIs, this study looked into the influential relations where institutional evaluation system has an impact on receptivity of evaluation outcomes and performances of institutes optimize their performances. After making analysis, it was confirmed that the National Research Council for Economics, Humanities and Social Sciences' institutional evaluation system for GRIs had a positive (+) influence on performances of research institutes, and receptivity of evaluation outcomes is related to performances of research institutes. In addition, it was also confirmed that institutes with high performances, in general, have high level of receptivity of evaluation outcomes along with positive recognition of institutional evaluation system. However, weaknesses of the Council's institutional evaluation system for GRIs resulted in low level of receptivity amongst GRIs, and thus there is limitation on the government and the Council in the active utilization of evaluation outcomes. Finally, it addressed the limitations and areas for improvement in relation to research outcomes.

• Journal of the Korea Society of Computer and Information
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• v.19 no.2
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• pp.201-208
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• 2014

The objective of the present study is to investigate the relationships among the perceptions of performance appraisal politics(POPAP)), employee's attitude to work, and team-based work system characteristics. Using survey data from various occupationally heterogeneous sample of white-collar employees(N=195) from various organizations, the results indicate that when employees perceive performance rating to be manipulated because of rater's personal bias and punishment motive, they reduce organizational commitment. Contrarily, the employees' POPAP with motivational motive increases organizational commitment. And task interdependency has positive effect on employees' POPAP.

• The Journal of the Korea Contents Association
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• v.21 no.3
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• pp.410-418
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• 2021

In a program that runs an engineering education certification, program outcomes refer to the knowledge, skills, and attitudes a student must have until graduation. In general, capstone design is used as a tool for evaluating program outcomes. This paper applies the intraclass correlation coefficient (ICC) to measure the raters' reliability in assessing program outcomes. Several raters evaluate program outcomes, and the result is used to obtain the raters' ICC. ICC measures the reliability of ratings or measurements for clusters - data that has been collected as groups or sorted into groups. If the ICC is close to 1, it means that the reliability among the raters is high. We evaluated the proposed method's usefulness through case analysis. As a method for assessing an evaluation tool's objectivity, multiple raters measure the same evaluation tool. As a result, we measured the ICC values for all POs, and analyzed the cause for the low measured POs. We applied this method to evaluate program outcomes of the Department of Computer Engineering in the past two years. As a result, we derived guidelines for improvement and program outcomes.

• Journal of Industrial Convergence
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• v.20 no.1
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• pp.35-42
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• 2022

This study divided employee performance factors into individual, organizational, and institutional factors, and empirically analyzed their relationship with performance evaluation results. Based on the final 417 samples, the results using the SPSS and AMOS are summarized as follows. Among the performance factors, job satisfaction and a fair performance system showed a significant positive (+) relationship with the individual performance evaluation results, and it was difficult to find a clear correlation with stable interpersonal relationships. Job satisfaction (β= 0.432, t= 7.375^***) had the greatest impact, followed by a fair performance system (β= 0.127, t= 2.406^*). This can be said to be the case where the cause of performance is satisfaction with the job and the recognition that the organization's performance system is fair. However, it was found that stable interpersonal relationships, that is, interpersonal relationships that have smooth relationships with other people and are accompanied by psychological stability, are not a performance factor. Based on the empirical analysis results, a discussion on performance factors, implications of this study, and future research directions are presented.

• Korean Journal of Construction Engineering and Management
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• v.19 no.2
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• pp.83-95
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• 2018

The aim of this paper is to develop a performance evaluation model for PPP (Public-Private Partnership) projects that appropriately reflects the important traits that are unique to PPP projects. To this end, 1) it defines a set of distinct perspectives involved in the PPP projects and their associated success factors that might differ amongst the perspectives; 2) it identifies the key performance indicators and suggests the performance evaluation criteria for each indicator; and 3) it builds a performance evaluation model by matching the success factors from each perspective with performance measure criteria as well as applies the model to the two selected BTO road projects in Korea. The process of model construction and its application confirms significant differences between the main stakeholder perspectives typically involved in PPP projects, which highlights the need for an evaluation model tailored for PPP projects by taking into account the distinct perspectives. The results from the PPP evaluation model developed in the study is compared against the results from the existing ex-post evaluation model for construction projects in general. The former shows a closer match with the results from the user satisfaction survey conducted. This new evaluation framework and the performance indicators entailed in it permits a balanced evaluation of PPP projects as it takes into account different perspectives involved in PPP projects as well as an understanding of the factors affecting the success of PPP projects. While the construction of the model is based on transport projects, it is applicable to different types of PPP projects through variation with the weight allocation amongst different success factors and/or additions or other adjustments to the performance evaluation criteria as required.

• The KIPS Transactions:PartD
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• v.15D no.3
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• pp.387-398
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• 2008

Recently, an evaluation for information system performance analysis an investment effect quantitatively and qualitatively. So various performance evaluation methods are applied to overcome a limitation which is based on traditional investment returns. However a performance evaluation in public service only derives that a result which is qualitatively evaluated about evaluation domain is yes or no, the performance evaluation does not improve in quality of information system. So in this paper we improve existing performance evaluation methods in public service and add a quality evaluation and quantitative evaluation in the methods. Therefore we propose an integrated evaluation model which guarantees objectivity and reliability of evaluation result and which improves an information system. We consider a project object of an Administration Information DB Construction Project which is promoted in information-oriented project and derive an evaluation result which is applied reflection ratio and weight in each evaluation domain to show a validity of the proposed model.

• Proceedings of the Technology Innovation Conference
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• 1997.12a
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• pp.45-69
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• 1997

최근들어 환경변화가 가속화되고 기업의 환경적응성이 중요해짐에 따라 R&D 활동의 평가과정이 학습의 핵심적인 단계로서 새롭게 부각되고 있다. 또한 R&D 활동에서 결과 중심적 접근, 사업부와의 연계 등이 강조되면서 구체적 R&D 성과평가가 연구관리(R&D management)의 중요한 이슈가 되고있다. 그러나 그동안 R&D 성과평가는 R&D 활동 자체가 불확실성을 가지는 특성으로 인하여 체계적 접근이 이루어지지 못하여 왔으며 최근에 들어 R&D 성과평가 부문이 연구관리 및 기술경영분야의 도전적 연구과제가 되고 있다. 본 연구는 이러한 R&D 성과평가를 어떻게 접근할 것인지에 대한 접근방법과 성과 지표의 내용, 성과지표의 선택 및 개발절차, 향후 연구과제를 중심으로 제시한다. 본 연구의 세부내용은 다음과 같다. 첫째, 민간기업 연구개발활동의 성과평가에 적용가능한 평가의 분석틀(framework) 및 관점(perspective)을 제시하였다. 기존 평가모형에 대한 문헌고찰을 바탕으로 종합적, 체계적인 평가분석틀을 도출하고, 측정가능한 성과지표군을 제시하였다. 또한 성과지표들을 다양한 기준에 따라 분류하고 각 분류에 따라 적용가능한 성과지표군을 제시하였다. 둘째, 각 기업별 특성을 고려하고 경영전략과의 연계를 명확히 할 수 있는 구체적인 성과지표를 개발하기 위하여 4단계의 R&D 성과 평가지표 개발절차를 도출하였다. 셋째, 향후연구를 위한 성과평가 연구분야의 주요 연구과제들을 5가지로 정리하여 제시하였다.