• 간호행정학회지
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• 제10권1호
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• pp.25-36
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• 2004

Purpose: Nursing puts much weight en the organization of hospital. Therefore it is necessity to improve nursing care. One of the most important things is to secure confident nurses and to develop nurse' potentiality. It directs nurse evaluation system. The concept of "performance appraisal tools" is extremely important in evaluation system. Therefore, the purpose of this study aims to define performance appraisal process. Method: In order to do this, two main study has been observed interviewing appraisers and employees in-depth and analyzing performance appraisal tools of seven hospitals and analysed validity, reliability, acceptability and practicability. Result: The result of this study can be summarized as follows; Firstly, the result of analysis of performance appraisal tools. Regard to validity, Hospitals had a typical goal, but had not put to practice use. Regard to reliability, 1) Appraisal rule had been focused on appraiser's error, how to avoid. 2) 5 hospitals accessed nurses with relative rating and 2 hospitals with absolute rating both in practice. 3) 3 hospitals informed nurses the result of performance appraisal but 4 hospitals did not. 4) All hospitals in this study had conducted superiors rating. Regard to acceptability, 1)Rating scale method had been implemented by 6 hospitals and among those conducted beth ranking method and descriptive method. 2) Most hospitals had focused on personal traits in performance appraisal factors. Regard to practicality, The term of appraisal took $10{\sim}14$ days; performance appraisal happened 1 or 2 times per year; appraisal factors were based on 10 different items. Secondly, the result of in-depth interview with head nurses and staff nurses Regard to validity, head nurses and nurses wared that the goal of performance appraisal is to develop nurse's ability. Regard to reliability, head nurses pointed out that they were doubt of the justice of performance appraisal and they should have got training. Nurses insisted that raters should have been trained due to lack of qualification of appraiser; Head nurses and nurse proposed to convert form relative rating to absolute rating; to inform the result of appraisal; to implement peers rating. Regard to acceptability, One of the critical problems of performance appraisal tools was abstract of appraisal factors ; Lack of job analysis. Regard to practicality, Head nurses used to take overtime for appraisal. There was only a little respond despite of their efforts. Nurses questioned that appraisal tools exist for only appraisal; there was less cost-effectiveness. Conclusion: Based en these findings, it could be suggested to improve the performance appraisal tools for nurses evaluation. Firstly, it is necessary to describe goal of performance appraisal clearly set up, so that nurses could improve their positive word performance and develop their potentiality. Secondly, it is necessary to obtain various training on raters, implement absolute rating and inform the result of appraisal to nurses and use peers rating. Thirdly, it is necessary to convert from rating scale method to management by objectives or behaviorally anchored rating scale and take measurable appraisal factors based en job analysis. Finally, it is necessary to reduce the appraisal cost but increase effectiveness of performance appraisal.

• 기록학연구
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• 제11호
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• pp.91-122
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• 2005

Appraisal is a basic archival function that analyzes values of records and determines the eventual disposal of records based upon their archival values. In electronic records environment, however, appraisal is different from traditional appraisal system that mainly is based on paper records. Since electronic records don't have physical entity and strongly depend on computer technologies, archivists fall into various dilemma in appraisal of electronic records. Moreover, because creation environment of electronic records is remarkably complex and diversified, appraisal of electronic records cannot be done until the later stages of the life cycle of the records. In Korea, appraisal system is founded on the Tables of Transaction for Records Scheduling through which disposal activities of all records are definite in a concrete form. However, there are little institutional infrastructures associated with appraisal of electronic records. Therefore this paper will intend to analyze characteristic features about appraisal of electronic records as a preliminary study for establishing appraisal system of electronic records in Korea. For this purpose, I have firstly compared creation environment of electronic records with traditional creation environment mainly based on paper records, and analyzed differences between appraisal of electronic records and traditional appraisal system based on paper records in view of recordness of electronic record. then I have examined functional appraisal that focuses on functions and activities in which the records are created and used, and discussed about main issues in relation to establishing appraisal system of electronic records.

• 한국기록관리학회지
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• 제20권1호
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• pp.47-67
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• 2020

기록평가는 모든 기록관리업무의 토대가 되는 핵심 업무다. 이 연구의 목적은 기록평가제도의 정비에 필요한 정책요소들과 개선과제를 제시하는 것이다. 국가 차원의 기록평가제도는 평가정책과 기준, 평가 도구, 평가 대상, 평가 실무절차, 평가처분 주체 등의 구성요소들이 유기적이고 안정적으로 연계되는 구조를 가지고 있어야 한다는 관점에서 우선 각 구성요소별로 국내 현황을 파악하였다. 디음에는 각 요소별로 미국, 영국, 호주, 캐나다의 정책들을 비교분석하였으며, 시사점을 도출하였다. 마지막으로 이를 토대로 평가제도 정비를 위한 과제들을 제안하였다.

• 한국기록관리학회지
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• 제19권4호
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• pp.115-137
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• 2019

ISO 15489-1 2016년판의 가장 큰 변화는 현용기록 관리에 '평가(appraisal)'를 핵심 절차 중의 하나로 다루고 있다는 점이다. 2018년 11월에는 ISO 15489-1(2016)에서 제시한 평가의 개념과 원칙을 실무에 적용할 수 있는 방법론을 설명하기 위하여 기록평가국제표준으로 ISO/TR 21946(Information and documentation - Appraisal for managing records)이 발간되었다. 본고에서는 이러한 국제표준에 나타난 평가 개념과 특징, 실제 적용 시 고려해야 할 내용을 중심으로 분석하였다. 특히, ISO/TR 21946에서 제시한 평가 프로세스를 각 단계별로 정리하고, 해당 프로세스를 국내 대학 사례에 적용해봄으로써 국제표준의 기록 평가방법론을 국내 기록관리 환경에 어떻게 적용할 수 있는지 모색하였다. 이 연구는 새로운 기록 평가국제표준에 대한 이해를 높이고, 국내 기록관리 및 평가 제도의 개선 방향 모색에 기초가 될 수 있을 것이다.

• 한국자동차공학회논문집
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• 제22권3호
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• pp.19-24
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• 2014

This study, the exchange value of the car after the repair, which affects the valuation elements and repair characteristics factors were investigated. Based on this specific accident damaged condition of the car, repair range, repair methods, repair costs, market transactions, taking into account the vehicle's depreciation appraisal method is proposed.

• 한국기록관리학회지
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• 제15권4호
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• pp.7-24
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• 2015

1999년 기록관리법의 제정과 함께 정비된 폐기평가 제도는 처리과에서의 폐기를 금지하고 보존기간 책정제도를 보완해 중요기록물의 유실을 방지할 수 있는 전략적 개념을 지니고 있다. 하지만 실제 기록관에서 수행되는 폐기평가의 현실은 기록관리법에서 의도하는 이러한 취지와는 현실적으로 큰 간극을 지닌다. 이에 본고에서는 기록물 평가제도에 대한 검토를 통해 현행 우리나라 폐기평가 제도의 중요성을 살펴본 다음, 현행 폐기평가 제도의 운영현황과 실제 운영상의 문제점을 고찰하였다. 이어 폐기평가 제도를 모범적으로 운영하고 있다고 판단되는 실제 사례를 기반으로 향후 우리나라 폐기평가 제도의 현실적 적용을 위한 방안을 모색하였다.

• 정보관리연구
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• 제36권4호
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• pp.1-22
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• 2005

평가작업은 기록관리 업무에서 가장 중요한 기능 중에 하나이다. 즉, 기록관리에 있어서 평가란 기록물의 가치를 평가하는 것으로, 그 결과 지속적으로 유지 보존되어야 하는 업무적 가치를 지니거나 지속적 활용성을 지닌 기록을 체계적으로 선정하고, 그 보유기간을 결정할 수 있다. 현재 엄청난 양의 기록물이 생산되는 환경에서 선별의 범위와 방식을 규정하여 효용의 극대화를 추구하게 하는 기록물평가의 중요성은 더욱 부각된다고 볼 수 있다. 본 연구는 각국(영국, 미국, 캐나다, 호주)의 국립기록원이 제정한 영구적 기록물선정과 폐기를 위하여 수립된 평가정책을 1) 평가정책의 목표, 2) 평가목적, 3) 평가기준, 4) 평가절차, 5) 특별 고려사항 등 다섯 가지 항목에 대해서 분석하여 비교하였다. 또한, 본 연구는 법령으로 국가기록물을 체계적으로 선별 수집하기에는 역부족이라 생각하여 국가기록원이 국가기록물을 평가ㆍ선별하는 데 도움을 줄 수 있는 평가정책을 개발하는 것이 바람직하다고 보고, 평가정책 수립 시 고려사항을 제시하였다.

• 간호행정학회지
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• 제1권1호
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• pp.112-131
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• 1995

The purpose of this study is to know experiences and process of patients' healing relation with nurses. This study had been conducted from July to September in 1994. The subjects were 7 patients who had hospitalized within 10 days at general surgery unit in C university hospital. The data were collected through in-depth interview and observation on the basis of Grounded Theory. In-depth interview were performed 3-6 times for each patient and taken 10-15 minutes at once. The result were as follows : (1) The main concepts are worry to operation, worry to hospital environment, worry to their children, worry to nurses, general appraisal, appraisal of appearance, appraisal of attitude, appraisal of nurses' response, appraisal of nurses' help, interest to patients, appraisal of explanation, appraisal of direct nursing, appraisal of nursing role, appraisal of nursing fairness, empathy, feeling of jung, discontent exposure, content, rapport. (Jung is a unique feeling that appeared in only korean culture) (2) The main categories are worry, general appraisal, concrete appraisal, empathy, and rapport. (3) These process is worry, appraisal, empathy, and rapport in the order. (4) The core category is the need of relation formation. The hospitalized patients have had need of relation formation with nurses. In order to satisfy this need, patients in the early of hospitalization had the worries to nurses, hospital environment, their children and themselves. The more patients have information about themselves, the more they have worries. In addition to, patients have general appraisal through the first impression or feeling to nurses. A time goes by, general appraisal has changed concrete appraisal. High educated group (above bachelor degree) have expressed concretely and variousely their needs. The patients who have empathy to nurses are content with nurses and form rapport to be shown frankly thier discontents. Therefore, patients' healing relation formation is the process of being filled up the need of relation formaton with Nurses. As mentioned above, researcher suggests that nurses need study nursing strategies to make earlier the last phase of the healing relation formation, rapport.

• 산업융합연구
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• 제3권1호
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• pp.125-143
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• 2005

This study investigates that the relationship of performance appraisal justice and employee's job satisfaction and whether appraisal outcome perception can significantly take the moderate role on this relationship. We conduct empirical study with one dimension of distributive justice and 5 dimensions of procedural justice; appraisal system, participation of employee, feedback, knowledge of rater, and appraisal standard. The result shows that distributive and procedural justice significantly explain employees' job satisfaction. The result, also, shows that moderate role of appraisal outcome perception is significant. This means if the employee who regards appraisal outcome as high perceive appraisal justice, she/he will experience more job satisfaction than the employee who regards appraisal outcome as low.

• 한국경영과학회지
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• 제13권1호
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• pp.111-111
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• 1988

This paper identifies the current practice and problems of the performance appraisal system at a typical Korean company. We developed a general framework of performance appraisal system consisted of five subsystems. Along the components of this framework, we reviewed the internal documents and recent appraisal data in the firm, and analyzed the interview and questionnaire survey outcomes collected companywise. Main findings are as follows. The appraisal results are used solely for promotion decisions, and almost never for career development, rewarding, relocation and so on. The appraisal items are not clear in meaning, not comprehensive in scope, and do not adequately reflect characteristics of different jobs. The appraisal is made by superiors only, and needs to be complemented by peer and/or self reviews. The employees are appraised on the basis of subjective judgments of the superiors. The appraisal data are being accumulated, but due to inadequate formation and insufficient programs the database is not being used for the detection and correction of appraisal tendencies and errors. Appraisal results are not fedback to the employees for the constructive information exchange. Accordingly they perceive the effectiveness of the appraisal system as very poor. Finally, the implication of our finding for other companies is briefly discussed.