• Journal of Korea Port Economic Association
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• v.29 no.4
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• pp.175-199
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• 2013

The purpose of this paper is tthe first, diagnosing the effect of terminal operating strategy which Busan Port container operators established and executed by the strategy execution process (XPP) model, second, enhancing the competitiveness of Busan Port Container Terminal by presenting ways to improve the executive ability of strategies. In order to achieve the purpose, this study utilized XPP 6 steps diagnostic variables of Kaplan and Dr. Norton for problems of the strategy execution of Busan Port container operators and conducted the survey of 7-point scale targeting employees of Busan Port container operators for the variable measurement.

• Journal of the Korean Society of Food Science and Nutrition
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• v.38 no.5
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• pp.626-635
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• 2009

The purposes of the study were to identify a comprehensive competency list related to the jobs of nutrition teachers and to compare the competency needs for nutrition teachers and dieticians' competency levels. Job functional areas and a competency list for nutrition teachers were developed based on a review of literature and revised through expert panel reviews. A total of 53 competency statements associated with 11 job functional areas were specified. Questionnaires were distributed to 457 dieticians engaged in school food service and 148 responses were returned (response rate: 32.4%). Excluding incomplete responses, 142 questionnaires were used for data analysis. Approximately half of the respondents were enrolled in an 1-year nutrition teacher certificate program, 25% in a graduate school of nutrition education, and 19% had completed an 1-year nutrition teacher certificate program. The dieticians highly rated requirements of the competencies related to sanitation and employee safety, nutrition counseling, nutrition education, and teaching practices; in contrary, their competency levels for nutrition education, nutrition counseling, and teaching practices were low. Respondents' competency levels were significantly lower than the required competency levels of effective nutrition teachers in all functional areas. A quadratic analysis based on the requirement and self-evaluation of the competencies revealed that priorities of education programs targeting school nutrition teachers or students preparing to be nutrition teachers should be placed on improving competencies related to nutrition education, nutrition counseling, teaching practices, sanitation and employee safety, menu management, and human resource management. These results can be used to develop curriculum materials for basic and continuing professional education for nutrition teachers. It is necessary to review and update competencies regularly to reflect environmental changes in school food service programs.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.466-475
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• 2020

Current performance evaluation of call center employees is dependent on the number of calls they have resolved, regardless of the individual and social characteristics of employees. However, since call center tasks are highly customer-oriented and emotional laborious, individual capability as well as social characteristics of employees is critical to performance. Therefore, this study analyzed the relationship between employees' individual/social characteristics and their performance. To extract individual characteristics, a repertory grid technique was employed, whereas social network analysis was conducted to extract the social characteristics of employees. Using individual and social characteristics as input variables, multiple regression was conducted to analyze the effect of each variable on performance. As a result, in-degree centrality of dining network, initiative characteristics, open characteristics, and enjoyment of studying were determined to be important variables for performance. This study is expected to be used in both performance management and human resource management of call center practices.

• Journal of Venture Innovation
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• v.4 no.1
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• pp.51-65
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• 2021

The HR policy in the public sector was closed and operated mainly on written tests, but in 2006, a new evaluation, promotion and education system based on competence was introduced in the promotion and selection system of civil servants. In particular, the seniority-oriented promotion system was evaluated based on competence by operating an Assessment Center related to promotion. Competency evaluation is known to be the most reliable and valid evaluation method among the evaluation methods used to date and is also known to have high predictive feasibility for performance. In 2001, 19 government standard competency models were designed. In 2006, the competency assessment was implemented with the implementation of the high-ranking civil service team system. In the public sector, the purpose of the competency evaluation is mainly to select third-grade civil servants, assign fourth-grade civil servants, and promotion fifth-grade civil servants. However, competency assessments in the public sector differ in terms of competency assessment objectives, assessment processes and competency assessment programmes compared to those in the private sector. For the purposes of competency assessment, the public sector is for the promotion of candidates, and the private sector focuses on career development and fostering. Therefore, it is not continuously developing capabilities than the private sector and is not used to enhance performance in performing its duties. In relation to evaluation items, the public sector generally operates a system that passes capacity assessment at 2.5 out of 5 for 6 competencies, lacks feedback on what competencies are lacking, and the private sector uses each individual's competency score. Regarding the selection and operation of evaluators, the public sector focuses on fairness in evaluation, and the private sector focuses on usability, which is inconsistent with the aspect of developing capabilities and utilizing human resources in the right place. Therefore, the public sector should also improve measures to identify outstanding people and motivate them through capacity evaluation and change the operation of the capacity evaluation system so that they can grow into better managers through accurate reports and individual feedback

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.2
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• pp.221-232
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• 2014

Many preliminary entrepreneurs are ready to start a business in every year. However, starting and preparing business have a lot of difficulties. Entrepreneurship is the most important factor for overcoming these difficulties. But, it is not easy to understand entrepreneurship to founders despite many research scholars. In this paper, we are focused on easy understanding of entrepreneurs. Instead of vague theories, we analyzed selected two companies in Korea. From the beginning until now, these companies have founders entrepreneurship and organization entrepreneurship. we studied these entrepreneurship factors with other Various causes. Analysis of two cases is summarized into three type. First, both companies had well-founded internal network system. Trained employees in internal network were flexible to meet the market conditions. Also, network effect made that employees can offer their idea and make discussions. Second, The company quickly recognized for organizational culture despite of most other companies recent awareness. This factor was the basic driving force for solving human resource management problem of small size companies. final factor is innovation capacity of these companies. Financial difficulties experienced of establishment is common to every company. However, two companies has continued to invest research and development despite of this financial problem. As a result, intellectual property management was accepted, as well as technology development. Clearly, these three factors are consistently applied since established and led to the company's continued growth and success.

• Journal of Agricultural Extension & Community Development
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• v.20 no.4
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• pp.937-952
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• 2013

The purpose of this study was to choice the efficient operation for the Rural Revitalization Support Center(RRSC) by using AHP method. AHP method is to assess the importance of the RRSC has come up with the weighting values. According to AHP analysis procedures, the two most important function for the RRSC are eliciting supports for the forum and human resources development management. And we must acknowledge each RRSC has the difference manpower or condition. Therefore, the RRSC need a focus on efficient and working in conjunction of related organizations, in order to promote the effective center of the function. Also, supraorganization need for integrated management.

• Korean Journal of Remote Sensing
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• v.36 no.5_4
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• pp.1167-1177
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• 2020

In this study, we established the process for collecting and utilizing video scripts of disaster site based on public-private partnerships. It is for the purpose of actively utilizing private capabilities in disaster management, and quickly sharing video scripts to identify field conditions. Based on the experience of actual operation of public-private partnerships system in the event of typhoon in 2019, we also derived implications for continuous operation of the process. Results are meaningful in that the government established the process for collecting and utilizing video scripts through public-private partnerships during the initial disaster response phase. And we also confirmed the possibility of spreading positive perception of disaster management organizations. However, there is a limit to the actualization and practical use of performance as an experimental pilot operation in the R&D stage. In addition, for continuous operation of the system, it is necessary to prepare institutional support measures such as organization, infrastructure for operating, programs of education and training, and policy making.

• Industry Promotion Research
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• v.1 no.1
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• pp.13-18
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• 2016

This study verified the effect of the application of National Competency Standard on job involvement. The study results showed that the application of National Competency Standard significantly affected Organizational Commitment(${\beta}=.583$, p<.001) and Job Performanc(${\beta}=.366$, p<.01). Spcecifically, the application of National Competency Standard in hiring process and developing ability significantly affected Organizational Commitment(p<.001), and the application of National Competency Standard in developing ability significantly affected Job Performance(p<.05). This study proved the validity and effectiveness of adopting National Competency Standard in human resource management by confirming the effect of the application of National Competency Standard on job involvement.

• Korean Security Journal
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• no.56
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• pp.55-81
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• 2018

The purpose of this study is to find significant activities in human resource management (HRM) to solve growing-pains caused by the rapid external growth in private security business. To this end, we applied the HRM factors suggested by the National Job Capability Standard (NCS) to the private security and investigated the relative importance using the Analytic Hierarchy Process (AHP). The results were as follows. First, the importance of 4 HRM criteria in the private security was ranked in order of recruitment, operation, benefit, and retirement. Particularly, the relative importance of recruitment reached 63.8%. Second, the composite importance was calculated by dividing the 4 HRM criteria into 14 capability sub-criteria and 46 capability alternatives. As a result, personnel planning and hiring at the recruitment turned out as the areas that needed the most improvement. In addition, the operating and planning of education involved in the highest rank, 8th and 10th respectively. Based on these results, we suggested critical HRM factors for developing the private security business as well as proposed research directions and methods for further studies.

• Journal of Christian Education in Korea
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• v.69
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• pp.193-220
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• 2022

Competency cannot be transformed as knowledge, so the operation of competency-based curriculum requires support from the extracurriculum that gives many opportunities practical experience. Therefore, many universities establish the own extracurricular courses by using much financial, human, and physical infrastructure. However, it is doubtful whether the extracurriculum is effective on cultivating competencies, what kinds of programs is useful to nurture right abilities, how to assess the outcome of implementing of the extracurriculum. For these reason, the accreditation system, that awards to student who accomplish certain programs based on the given standard, has been used as the tool to manage outcome achieved by the extracurriculum. This study aimed to investigate the outcome of the accreditation system of K university in order to verify its effectiveness for cultivating competencies through the extracurriculum. Through the analysis of prior research, it could be inferred that students who achieved the accreditation system would be able to cultivate relevant competencies, improve major abilities, and instill a positive image of related administrative departments while participating in various programs. Thus, this study collected data of those who achieved the accreditation and did not by participating at least once in extracurricular program from March 2020 to February 2021 to compare their results of the diagnosis of core competencies and student circumstances, and survey of educational satisfaction and interpreted interviews of 10 students, excellent certifier. As a result, it was verified that the more evenly participating in various programs to achieve the accreditation system, the more diverse competency was obtained, and the satisfaction with the student support department and major education was improved.