• International journal of advanced smart convergence
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• 제4권2호
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• pp.124-130
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• 2015

Infinite competition on ICT industries is starting again. The basis of competence over global dominance will be human resource, a global ecosystem for products and national agenda for science and technology, etc.. This paper presents the six solution for the Global Competitiveness and Coexistence of Korean ICT Industries. Korea should nurture the brand of "World Best Korean ICT Forever" to secure technical competency of ICT related fields in global market. All ICT technologies should be aligned to global standard and market demand from beginning and the ecosystem around product needs to be established. System framework for utilizing the resource of core SW experts must be established. Through global partnership with China as manufacturing base for Korea-developed products, technical competency can be maintained including product planning. Security measure for technical assets is mandatory. Finally, core technology that will drive the future of ICT industries in Korea should be regarded as core subjects.

• 한국콘텐츠학회논문지
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• 제14권9호
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• pp.651-662
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• 2014

산업현장 적합형 전문직업인력 양성이라는 사회적 요구에 부응하기 위해 전문대학교육이 국가직무능력표준(National Competency Standards, 이하 NCS) 체제 중심으로 변화되고 있다. NCS기반의 교육과정은 단순히 직무관련 지식과 스킬을 이해하는 것이 아니라 적용 수준으로 역량을 향상시킨다는 점에서 기존 교육과정과 차별화된다. 본 연구에서는 광고제작과 교육과정에 대한 전문대학 사례연구로, 산업현장 및 수요자 요구, NCS 분류체계를 토대로 교육과정을 개편하였다. NCS기반 교육과정 개발절차에 따라 일부 교과목들이 신규 도출되거나 폐지되었으며, 학과 자체적으로 도출한 능력단위들이 교육과정에 추가 반영되었다. 개편된 NCS기반 교육과정을 토대로 전문직업인력을 양성함으로써 전문대학교육이 산업현장과 한층 밀착연계될 수 있을 것으로 기대된다.

• International journal of advanced smart convergence
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• 제9권1호
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• pp.121-131
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• 2020

We study empirically analyzes the relationship between the leadership styles and management strategies of executives perceived by members of small and medium venture companies through organizational performance through SPSS 24.0. The empirical results are as follows. First, the hypothesis that the strategic leadership of the one-level management team had a significant influence on the management strategy showed that strategic leadership (strategic direction, strategic control, maintaining effective organizational culture, ethical management, human resource development, competency development) The relationship between positive cost, strategy of differentiation, and strategy of concentration was positive. Second, the hypothesis 2 management strategy (cost advantage strategy, differentiation strategy, centralization strategy) was statistically significant for both organizational performance (financial performance and non-financial performance). Therefore, management strategy implemented by management acts as a factor to improve organizational performance. Therefore, the execution ability of management strategy should be strengthened. Third, hypothesis 3 (Strategic Direction, Strategic Control, Maintaining Effective Organizational Culture, Ethical Management, Human Resource Development, Competency Development) could be identified as an important role factor for financial and non-financial performance. The organizational performance of SMEs has been a key factor in the strategic leadership and management strategy implemented by management. Therefore, the establishment and implementation of various practical measures to upgrade this were continuously required.

• 한국정보통신학회논문지
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• 제19권6호
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• pp.1277-1282
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• 2015

본 논문은 국가직무능력표준(NCS)기반 국가기술자격검정의 정보처리분야 실기시험 평가방법 개선을 목적으로 수행된 연구에 대한 내용을 기술한 것이다. 현행 정보처리분야의 실기시험의 내용을 체계적으로 분석한 후 최신 정보기술 동향을 반영하고 국가직무능력표준의 능력단위, 수행준거 등을 접목하여 정보기술 분야 실기시험의 새로운 평가방법을 제시하였고, 시범평가를 통해 그 효과를 검증하였다. 향후 한국산업인력공단 기술자격출제실에서는 본 연구를 기초로 세부직무분야 전문가를 통한 출제 기준 개정을 완료 한 후 정보처리분야 국가기술자격검정에 실제 적용할 예정이다.

• 한국컴퓨터정보학회논문지
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• 제17권5호
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• pp.103-114
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• 2012

최근 정보시스템의 중복투자 방지와 상호운영성 증대를 위해서 효율적이고 체계적으로 정보자원관리(IRM)를 위해 EA(Enterprise Architecture)를 도입 활용하고 있으며, 이러한 EA를 더욱 성과지향적으로 통제관리하기 위해 EA 거버넌스를 도입하고 있는 가운데 본 연구에서는 국내 공공기관의 EA 거버넌스 수준과 EA 역량에 대한 관련성을 실증적으로 수행하였다. EA를 도입 활용하는 정보화 부서에 종사하는 총190명을 대상으로 관련 가설을 수립하여 구조방정식을 이용하여 통계적으로 검증하였다. 그 결과, EA 거버넌스의 EA기능 프로세스, EA 조직과 인력 수준 모두 도입 후 EA관리와 활용 역량에는 영향을 미치지만 EA 조직과 인력 수준이 EA 수립에는 그 다지 영향을 미치지 못하는 것은 대부분의 공공기관들이 처음 EA 도입구축 시 관련 예산 부족 등으로 전문 인력 미확보와 전담 조직을 미처 갖추지 못하고 외부 전문가에 의존한 결과라고 볼 수 있다. 특히 EA 거버넌스가 단계적으로 EA수립 역량의 수준에 따라 두 번째 단계인 EA관리 역량에 영향을 미치고, 또한 EA관리 역량의 수준이 세 번째 EA활용 역량에 충분히 영향을 주는 것으로 검증결과가 규명되었다.

• The Journal of Asian Finance, Economics and Business
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• 제8권5호
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• pp.277-285
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• 2021

This study aims to examine the effect of variables of financial management information systems, organizational culture, and human resource competence on the accountability of village government financial reporting. The sample was 65 villages in the two districts using a simple random sampling technique. To analyze the data of this research, multiple regression analysis was conducted. The results showed that organizational culture as a differentiator in the two districts, namely financial management information systems, organizational culture, and human resource competence has a significant positive effect on accountability in preparing village government financial reports in Tabanan Regency. Meanwhile, organizational culture does not have a significant influence in Badung Regency, this is because each village government has a different work culture. In the Tabanan regency, we use local culture as the basis for organizational culture, while in the Badung regency it can be examined between organizational culture and it is carried out differently, which indicates that no one organizational culture type is superior to other types. This means that all types can move in line with and hand-in-hand based on how and when organizational goals are to be realized.

• 대한안전경영과학회지
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• 제24권3호
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• pp.61-74
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• 2022

In a rapidly changing environment, it is essential for companies to develop their capabilities for sustainable growth. To this end, informal learning at work plays an important role for small and medium-sized enterprises that are having difficulties in human resource development. If the GRIT of workers and the spiritual leadership of leaders are maintained at an appropriate level, the effect of informal learning will increase. This study derived the following results through a survey of workers participating in the Work-learning Dual System in Korea. First, experience and feedback among informal learning activities have a significant positive effect on competency development. Second, the higher the level of the GRIT of workers, the greater the magnitude of the positive effect of experience and feedback on competency development, showing a positive moderating effect. Third, in the case of workers with high GRIT, capacity development is strengthened as experience or feedback increases, and the higher the level of spiritual leadership, the greater the scope of reinforcement. On the other hand, it can be seen that in the case of workers with low GRIT, competency development weakens as experience or feedback increases, and the higher the level of spiritual leadership, the greater the extent of the weakening.

• 대한안전경영과학회지
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• 제25권2호
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• pp.167-174
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• 2023

Currently, the budget for vocational competency development training has been expanded, but the number of participants has decreased. As the budget for the Vocational Competency Development Project increases, the participation of a large number of people becomes necessary. This study aims to derive factors that affect satisfaction by selecting factors related to respondent characteristics, training institutions, training types, and job performance for satisfaction with vocational competency development training, and to study ways to improve satisfaction. Data were collected through focus group interviews (FGI), and logistic regression analysis was conducted through feasibility review and reliability analysis. As a result, in the case of the model, it was confirmed that the degree of agreement between the case actually measured and the case predicted by the model was low in the Hosmer and Lemeshow test, but the overall classification accuracy was classified as 96.0% in the classification accuracy table. As for the influence of the factors, the result was derived that the application of knowledge technology, training institution facility equipment, Business Collaboration, long-term work plan, and satisfaction with work performed have an influence in the order.

• 산경연구논집
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• 제13권11호
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• pp.31-38
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• 2022

Purpose: Strategic management research and findings are usually not focused on dealing with concrete instruments for measuring individual competencies. The presence of traditional human resources management instruments, which include the aspects of job analysis, selection training, and even development, has been used frequently for many years in organizations. This study aims to investigate the relationship between employee reading habits and their innovativeness. Research design, data and methodology: The research methodology applied in this case is qualitative research methods. It is a method that involves the collection of data from non-numerical formats. The technique helped in understanding the relationship that exists between the reading habits of the employees and the competencies of innovation. Results: The present researchers figured out the meaningful connection between the independent variable (Reading Habit and dependent variable (Innovative Competency), explaining 'The Reason Why Employees Should Read More Books' and 'How Organizations Promote the Reading Habits of Employees'. Conclusions: It is clear that with reading habits among employees, innovation is easily achieved since these employees know their goals, how to achieve these objectives and overcome any challenge that might hinder innovation. Organizational management should work towards fostering positive reading cultures among employees in organizations.

• 디지털융복합연구
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• 제18권7호
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• pp.73-84
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• 2020

지능정보기술로 인해 나타날 경제·사회의 혁신적 변화에 대응하기 위해 전 세계가 범국가적으로 다양한 노력을 기울이고 있다. 이에 본 연구는 지능정보사회에서 국가 공무원에게 요구되는 지능정보화 역량을 정의하고, 지능정보화 역량을 구성하는 요소들을 파악하여 역량군과 그에 따른 세부역량을 도출하고자 하였다. 이를 위해 우선 블룸의 디지털 텍사노미에 관한 선행연구, 정보화 역량 및 국가 ICT 관련 정책에 대한 문헌분석을 실시하였고, 블룸의 디지털 텍사노미 관점을 본 연구에 맞게 수정·보완하여 이를 기준으로 지능정보사회에서 국가 공무원에게 요구되는 지능정보화 역량을 정의하고, 잠정적 역량 구성요소를 도출하였다. 그리고 5명의 교육(공)학 및 정보화 전문가, 정보화 업무 담당 공무원을 대상으로 전문가 검토를 실시하였고 그 결과, 7개 역량군에서 22가지 역량이 도출되었다. 본 연구를 통해 도출된 지능정보화 역량은 국가 지능정보화 인적역량개발을 강화하고 활성화하기 위한 기초자료로 유용하게 사용될 것으로 기대한다.