• Journal of Engineering Education Research
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• v.19 no.1
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• pp.47-53
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• 2016

New occupational qualification system built on NCS(National Competency Standard) aimed to induce industries, the final appliers of qualification, to play a leading role in designing qualification and to spontaneously apply such qualification standard to employment and promotion so as to reinforce universality of qualification. In this study, we verified the validity of NCS level of qualification categories for 130 occupational fields by redesigning NCS-based new occupational qualification system with a focus on 7 major areas, including mechanical field, which were found to have wide-ranging social ripple effect throughout society and high acceptability in 2014. The results of study on suitability at qualification level suggested the followings: First, there is a difference in number of competency units for each qualification category, depending on area. New qualification covering 7 major areas included 15.3 competency units for each qualification category, which exceeds the number of competency units(about 10 units) in subdivided NCS. By field, some difference was found with 7.9 competency units for cultural field and 22.6 competency units for information and communication area. Second, preference above normal level was observed in the criteria, procedure and method for determining qualification redesigning. However, preference below normal level was exhibited in connection with possibility of linkage with overseas qualifications, although preference was above normal level in relation to the suitability of design/qualification level and qualification categories based on lifelong career development path within scope of NCS as the criteria for determining the redesign of qualification categories. Second, we compared NCS level and SC(Sector Council level, and the results showed that NCS level was found to be somewhat well-defined. For the qualifications with different definitions, it was deemed difficult to determine superiority between NCS level and SC level. However, majority opinion indicated that it would be desirable to follow NCS level because NCS was created through collection of opinions for a prolonged period.

• Journal of the Korean Society of Clothing and Textiles
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• v.40 no.1
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• pp.69-80
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• 2016

This study investigated the National Competency Standards (NCS) of fashion planning to compare the fashion planning curriculum of domestic universities and colleges with NCS as well as suggest ways to activate the application of NCS to fashion planning education. Qualitative research was employed based on references from the old and new homepages of NCS as well as fashion planning related subjects of domestic universities and colleges. The results are as follow. First, fashion planning NCS was composed of 10 competency units. Competency units were composed of competency unit elements and performance criteria. The levels of the competency units and the competency unit elements were suggested based on 8 stages. There were significant differences in the content of competency units and the level of competency units between the old version and the revised version of fashion planning NCS. Second, considerable fashion planning related subjects seemed at a higher level than the function level of recent college graduates. There were also omitted subjects which were required for recent college graduates. Third, the requirements for the reorganization of curriculums and education systems as well as the cooperation among industry, colleges, universities, and development part of NCS were suggested for the activation of NCS based education and the validation of NCS.

• Journal of Korea Port Economic Association
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• v.33 no.4
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• pp.83-98
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• 2017

Being in the globally competitive environment, public port enterprises which accentuate on the employment of excellent talents to procure competitive advantage are introducing the NCS(National Competency Standards)-based employment system that focuses on job skills. This study mainly aims to analyze the actual status of NCS utilization among public port enterprises and its usefulness as well as performance. The appropriateness, efficiency, satisfaction, comprehensiveness and performance of the current NCS - based employment system were analyzed by using collected data from the recruiting officers and new employees as subjects. And eventually an improvement plan was suggested. The result of analysis shows that the appropriateness and satisfaction level of NCS - based employment system are generally high; while its effectiveness, applicants' recognition and acceptance level as well as performance are slightly higher. Moreover, the job capability and performance on the job of new employee selected by the NCS employment system were analyzed to be higher when the appropriateness and satisfaction level of that system is high. In order to establish NCS - based employment system, early formulation and implementation of job performance assessment system to evaluate the actual abilities and performance of job is necessary. This study suggested the NCS - based employment system is effective for public port enterprises to procure excellent talents, as well as being useful for job preparation of job seekers according to the job competencies requirement of the enterprises. Therefore, this study contributes to the proliferation of NCS - based recruitment system.

• The Korean Journal of Emergency Medical Services
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• v.19 no.2
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• pp.83-97
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• 2015

Purpose: Although appointed as a national competency standards (NCS) based reserves department, the department of emergency medical technology, an NCS-based emergency department, is mainly focused on subject deduction for a NCS-based curriculum. Methods: Job models were formed and verified by combining the competency unit of NCS and the duty of Developing a curriculum (DACUM) based on the development procedure indicated in the guidelines for a NCS-based curriculum. The mapping method of the subject was performed by deducting necessary competency units (duty) and competency unit elements (task) by connecting with the composition items of NCS and DACUM. Results: Job models combined with job analysis for the NCS and DACUM were reduced to 13 competency units (duty) and 79 competency unit elements (task). A modified method such as the 1:N method was mainly applied as a subject-matching method with consideration of the competency level and size of the competency unit. Conclusion: It would be a desirable direction to develop a NCS-based curriculum in the center of the practice subject in consideration of the size of the competency unit and competency level of the competency unit element. The existing curriculum should be promoted as a field-oriented curriculum at the complementary level.

• 대한공업교육학회지
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• v.45 no.1
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• pp.63-83
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• 2020

The purpose of this study is to provide the basic materials needed to plan the NCS Learning Module to be used effectively in practical courses. In this study, teachers and students' satisfaction surveys were collected about the NCS (National Competency Standards) learning module, career and field practice, practical environment used in the construction subject course. This study was conducted on public high schools in Chungcheong province (including Daejeon), which is operating practice course using the NCS learning module. The research questions are as follows; First, how was the satisfaction of teachers and students in the practical subject class using NCS learning module? Second, what is the degree of satisfaction of teacher's career and field practice guidance, student's career decision and field practice after the practical course using NCS learning module? Third, the satisfaction level of the developed NCS learning module and practical subject class using the same was determined by setting whether the number of training of NCS-related teachers or the presence or absence of on-the-job training of students were affected? The results of the study are as follows; As a result of comparing the teachers' and students' satisfaction, the students showed satisfaction in all items, whereas the teachers showed 'content level', 'interest', 'necessary knowledge', 'skill acquisition', 'Improvement of practical skills (level of skill performance)', 'scale of experimental practice', and 'items of experimental practice equipment' were dissatisfied. It was found that the number of NCS related teachers' training (or absence) or the presence of students on the field had an effect on the satisfaction of the developed NCS learning module and the practical course using it. In order to fully utilize the developed NCS learning module in the practical course, it is required to develop and construct the teaching material of the teacher who can serve as an intermediary for conceptualization and understanding of job skills. It is necessary to increase the number of education and training specialists to positively reflect the demands of the education field.

• Journal of the Korea Society of Computer and Information
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• v.23 no.3
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• pp.79-84
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• 2018

The government developed National Competency Standards and expands field friendly education for innovation of industrial field based education training. NCS is the national level of standards that the government systemized knowledge, skills and attitudes required to work in industrial fields by each industry and each level. This study was intended to research NCS education contents of an introduction of dental hygienics, which is a basic major subject among subjects of dental hygiene course, to present learning goals accordingly, and to be used as a basic resource of NCS field oriented classes of dental hygienists through the comparison before and after. In case of the dental hygiene course, dental hygienists are performing important core tasks as clinicians at dental offices. Therefore, such comprehensive and professional performance abilities as scaling, oral prophylaxis and oral health education are required at the fields. The education process and education contents for this should be researched continuously.

• Journal of vocational education research
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• v.36 no.4
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• pp.21-40
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• 2017

The purpose of this study is to demonstrate the effects of job training program satisfaction on objective training performance such as employment rate. In addition, the NCS(National Competency Standards) level was considered as a moderating variable in order to clarify the boundary conditions between job training program satisfaction and employment rate. The data used for the analysis of the research model are 513 job training programs that provide employment rate information among job training programs of 2016 Gwangju area on HRD-Net. The results of the analysis are summarized as follows. First, The satisfaction score of the job training programs calculated on the basis of the six dimensions of satisfaction is 4.46. The NCS level of the job training programs ranged from 2 to 6. The average score of the programs was 3.32. Second, satisfaction with the job training programs has no statistically significant effect on the employment rate, but the NCS level of the job training programs was found to be statistically significant in the interaction effect. Finally, policy implications, limitations, and further research directions are mentioned through this study.

• Journal of the Korean Institute of Landscape Architecture
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• v.43 no.1
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• pp.40-53
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• 2015

To train the manpower to meet the requirements of the industrial field, the introduction of the National Qualification Frameworks(hereinafter referred to as NQF) was determined in 2001 by National Competency Standards(hereinafter referred to as NCS) centrally of the Office for Government Policy Coordination. Also, for landscape architecture in the construction field, the "NCS -Landscape Architecture" pilot was developed in 2008 to be test operated for 3 years starting in 2009. Especially, as the 'realization of a competence-based society, not by educational background' was adopted as one of the major government projects in the Park Geun-Hye government(inaugurated in 2013) the NCS system was constructed on a nationwide scale as a detailed method for practicing this. However, in the case of the NCS developed by the nation, the ideal job performing abilities are specified, therefore there are weaknesses of not being able to reflect the actual operational problem differences in the student level between universities, problems of securing equipment and professors, and problems in the number of current curricula. For soft landing to practical curriculum, the process of clearly analyzing the gap between the current curriculum and the NCS must be preceded. Gap analysis is the initial stage methodology to reorganize the existing curriculum into NCS based curriculum, and based on the ability unit elements and performance standards for each NCS ability unit, the discrepancy between the existing curriculum within the department or the level of coincidence used a Likert scale of 1 to 5 to fill in and analyze. Thus, the universities wishing to operate NCS in the future measuring the level of coincidence and the gap between the current university curriculum and NCS can secure the basic tool to verify the applicability of NCS and the effectiveness of further development and operation. The advantages of reorganizing the curriculum through gap analysis are, first, that the government financial support project can be connected to provide quantitative index of the NCS adoption rate for each qualitative department, and, second, an objective standard is provided on the insufficiency or sufficiency when reorganizing to NCS based curriculum. In other words, when introducing in the subdivisions of the relevant NCS, the insufficient ability units and the ability unit elements can be extracted, and the supplementary matters for each ability unit element per existing subject can be extracted at the same time. There is an advantage providing directions for detailed class program and basic subject opening. The Ministry of Education and the Ministry of Employment and Labor must gather people from the industry to actively develop and supply the NCS standard a practical level to systematically reflect the requirements of the industrial field the educational training and qualification, and the universities wishing to apply NCS must reorganize the curriculum connecting work and qualification based on NCS. To enable this, the universities must consider the relevant industrial prospect and the relation between the faculty resources within the university and the local industry to clearly select the NCS subdivision to be applied. Afterwards, gap analysis must be used for the NCS based curriculum reorganization to establish the direction of the reorganization more objectively and rationally in order to participate in the process evaluation type qualification system efficiently.

• Proceedings of KOSOMES biannual meeting
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• 2017.04a
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• pp.37-37
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• 2017

• Journal of Korea Entertainment Industry Association
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• v.13 no.5
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• pp.263-271
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• 2019

The recent phenomenon of job "Miss Match", which is inconsistent with knowledge in the demand of educational training institutes and industries, has spread to an increase in private education costs for reeducation and employment of new hires, resulting in weak individual job competency and poor employment capability, as well as economic and material waste at the national level. To compensate for these problems, the National Competency Standards(NCS), which are available immediately in practice and look for a standard point of national job competency with the aim of fostering human resources sought by industries, were developed, and even the NCS-based qualification system was launched in line with the stream of times. This study is intended to look into the importance and priority of competency units and competency unit elements at the NCS-based qualification L3 level in the skin care field for an overall check of the NCS-based qualification level at a time when educational institutes are organizing and operating the school curriculums according to the NCS and NCS-based qualification level. And it is attempted to provide basic data for the development of curriculum in fostering professional human resources required by industries. To analyze the needs for competency units and competency unit elements at the L3 level, a survey using AHP method was carried out to a group of field experts and a group of education experts. In addition, the SPSS(Statistical Package for Social Science) ver. 21.0 and Expert Choice 2000, an AHP-only solution was used to do statistical processing through the processes of data coding and data cleaning. The findings showed that there was a partial difference of opinion between a group of field experts and a group of education experts. This indicates that the inconsistencies between educational training institutes and industrial sites should be resolved at this time of change with the aim of fostering field customized human resources with professional skills. Consequently, the solution is to combine jobs at industrial sites and standardized educations of educational institutes with human resources required at industrial sites.