• Journal of Family Resource Management and Policy Review
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• v.12 no.4
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• pp.79-102
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• 2008

The aims of this article were to examine the basic law, contents and concept of educational program for healthy family and provide the jobs and competency of healthy family supporter for educational work. The research objects were 53 healthy family supporters for educational work inclusive of full-time and part-time position. They was analyzed through the survey. The process of research consisted of two parts. One was to suggest their jobs and requirements, the other were to offer their core competency and area for improvement. First, the jobs of healthy family supporters for educational work were the planning and valuation of program. The requirements for the performance of their duties are having a bachelor's degree or a master's degree, career for 1-3years, and a certificate of qualification of healthy family supporters, social worker and family counselor. Second, their competencies were the understanding of education for family life, management for healthy family support center, planning and valuation of educational program, a theory of counsel, community networking, ability of documentation, sociality, communication skill, the ability of solving the problem, the adaptation of various environments, receptiveness, positiveness and so on.

• Journal of the Korean Data and Information Science Society
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• v.27 no.5
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• pp.1361-1373
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• 2016

This study was undertaken to investigate the influence of teamwork skill and decision making competency on nursing work performance. A total of 170 nurses more than one years working experience were recruited from two university hospitals. Data were collected during March, 16 to 25, 2016 using a structured self-report questionnaires. Data were analyzed using the IBM SPSS/WIN 21.0 program. Teamwork skill and decision making competency for nursing work performance showed significant positive correlation. The significant predictors of nursing work performance among nurses were total clinical experience (${\beta}=.23$, p<.001), teamwork skill (${\beta}=.61$, p<.001) and decision making competency (${\beta}=.13$, p=.015). These variables explained 66% of the variance in nursing work performance among nurses. The results indicate that nurses' teamwork skill and decision making competency are factors positively influencing on nursing work performance.

• The Journal of Korea Institute of Information, Electronics, and Communication Technology
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• v.11 no.5
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• pp.493-506
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• 2018

This paper proposes the OOPP(Optimized Online Portfolio Platform) design for the job seekers to search for the job competency necessary for employment and to write and manage portfolio online efficiently. The OOPP consists of three modules. First, JDCM(Job Data Collection Module) stores the help-wanted advertisements of job information sites in a spreadsheet. Second, CSM(Competency Statistical Model) classifies core competencies for each job by text-mining the collected help-wanted ads. Third, OBBM(Optimize Browser Behavior Module) makes users to look up data rapidly by improving the processing speed of a browser. In addition, The OBBM consists of the PSES(Parallel Search Engine Sub-Module) optimizing the computation of a Search Engine and the OILS(Optimized Image Loading Sub-Module) optimizing the loading of image text, etc. The performance analysis of the CSM shows that there is little difference in accuracy between the CSM and the actual advertisement because its data accuracy is 99.4~100%. If Browser optimization is done by using the OBBM, working time is reduced by about 68.37%. Therefore, the OOPP makes users look up the analyzed result in the web page rapidly by analyzing the help-wanted ads. of job information sites accurately.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.675-681
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• 2024

The purpose of this study is to investigate the mediating effects of job characteristics and organizational contextual performance of care workers. This is an empirical analysis of the dual mediating effect of job attitude and organizational climate. A total of 274 caregivers were recruited. SASS process macro was used for data analysis. The results of the study were as follows. First, there was a significant correlation between job characteristics, job attitude, organizational climate, and contextual performance. Second, job attitude and organizational climate had a double mediating effect between job characteristics and contextual performance. Third, job attitude and organizational climate had a significant mediating effect between job characteristics and contextual performance. Based on this, psychological voluntary job competency improvement methods and follow-up studies were suggested to improve the job performance of care workers.

• Journal of Practical Engineering Education
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• v.13 no.2
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• pp.421-433
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• 2021

This study examined performance-related competencies for vocational training teachers and development process of Competency-Based Curriculum(CBC). Based on literature review of competencies, education and training of vocational training teachers, we developed competency modeling integrating job analysis, Behavioral Event Interview for vocational training teachers and Competency Dictionary and analyzed validity of competency modeling and competency need and proposed education and training program across competencies and training module. Finally we proposed necessary operating and management methods to effectively develop competencies for vocational training teachers using CBC.

• Korean Journal of Agricultural Science
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• v.48 no.4
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• pp.855-863
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• 2021

The purpose of this study is to suggest an improvement plan for the National Technical Qualification Practical Evaluation focusing on National Competency Standards. First, in order to strengthen practical techniques such as field abilities and expertise, practical evaluation methods were applied to the National Competency Standards, referring to a learning module focused on field performance. Second, an expert advisory committee in the field of organic agriculture was utilized to compare, analyze, and match the competency unit and competency unit elements of the National Competency Standards with the national technical qualification examination standards in field of organic agriculture. In addition, in order to identify work in progress in the industrial field, share professional practice skills, and analyze facilities and equipment, we visited an organic agriculture industry site. Through this, a practical evaluation exam was developed. Subsequently, in order to confirm the adequacy of the developed exam, the pilot test assessment was conducted for those majoring in organic agriculture. Finally, as a feasibility study, a survey was conducted. Based on the results, greater technical job competency in the field of organic agriculture will contribute to strengthening knowledge in this field by suggesting an improvement plan for the national technical qualifications practical evaluation method in the field of organic agriculture.

• The Journal of the Convergence on Culture Technology
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• v.8 no.2
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• pp.23-28
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• 2022

This paper analyzed the influence of employment, human resource development, and labor practices on the corporate performance. Data were collected from the Korea Labor Institute's workplace panel survey(WPS) from 2017, and the analysis used 2,868 companies. This study employed operating profit as a corporate performance. Employment included open recruitment of new employees, evaluation of NCS job competency, and implementation of core human resources acquisition program. Human resource development consisted of incumbent training, job competency improvement evaluation, management program for low performer, emoloyee's career plan, and HRD using job analysis. Labor practices included guarantees for parental leave, guarantees for maternity leave, and support for childcare facilities. The analysis method used binominal logistic regression analysis for two groups of operating profit surplus and deficit companies. As a result of the analysis, it was possible to confirm the influence of employment, human resource development, and labor practices on performance. And the implications of employment, human resource development, and labor practices to improve corporate performance were discussed.

• Proceedings of the Korea Contents Association Conference
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• 2009.05a
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• pp.378-382
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• 2009

The purpose of this study is to design and develop competency based career development system for mid size IT company employees to support HRD(Human Resource Development) & HRM (Human Resource Menagement). Although many researches have been done in terms of employees career and competency development in corporate environment, there are not many cases to analyze mid size companies because small companies have limited number of employees and budget to develop career development system. This study analyzed 55 subjects to analyze their current competency level and job description in two mid size IT companies to design and develop competency based career development system. Three career paths such as R&D, management, and marketing, were common in IT companies and each suitable career development plan was recommended. The results of this study are able to provide self diagnostic competency based career development system for mid size company employees to improve their job performance and administration efficiency as a consequence.

• Journal of Convergence Society for SMB
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• v.2 no.1
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• pp.59-67
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• 2012

As industrial software domain is recognizing with one of areas producing high added values, almost software company is running around in securing skilled workers. However, the hiring of software engineers without the consideration of long-term business goals can be caused the lack of manpower again. Also if there is no strategic workforce management plan, it is impossible to gain high performance despite many software engineers have been employed. One of ways to empower the software development capability, this paper identifies the software job functions in detail and proposes how to define the competency profile for the job function. We also propose the career path management scheme using the profile. The proposed workforce management approach which is based on the competency profile, enables to keep the appropriate size of human resources, and to achieve the business performance of software organization.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.358-368
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• 2011

The aims of this article are to examine the basic law, contents and concept of counselling work for healthy family and provide the jobs and competency of healthy family supporter for counselling work. The research objects are 48 healthy family supporters for counselling work inclusive of full-time and part-time position. They are analyzed through the survey using questionnaire made by ministry of women and family and headquarter of healthy family support centers. The process of research consists of two parts. One is to suggest their jobs and requirements, the other is to offer their core competency and area for improvement. First, the jobs of healthy family supporters for counselling work are planning, performance and valuation consist of 29 items. A publicity activity of them is the work strengthened strategically. The requirements for the performance of their duties are having a master's degree, career for 3years, and a certificate of qualification of family counselor, healthy family supporters and social worker. Second, their competencies are understanding of the characteristic and life cycle of family, family law, education of family life, ability of documentation, data analysis, sensitivity of the change of family, society and environment, ability of solving the problem, attitude of the dignity of man, positiveness and so on.