• Proceedings of the Korean Society for the Gifted Conference
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• 2004.11a
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• pp.179-190
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• 2004

본 논문에서는 영재와 정보과학영재에 대하여 여러 학자들의 의견을 바탕으로 그 개념을 정의하고, 초등 정보과학영재를 교육하고 있는 대학부설 영재교육원의 선발 실태 분석을 통하여 정보과학영채 선발방법의 문제점을 알아보고, 선발방법에 대한 개선점과 선발절차를 제시하였다.

• 한국정보교육학회:학술대회논문집
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• 2004.08a
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• pp.253-262
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• 2004

본 논문에서는 영재와 정보과학영재에 대해서 여러 학자들의 의견을 바탕으로 그 개념을 정의하고 수학, 과학 영재아의 특징, 판별사례 및 판별절차를 살펴보고 이것을 일반화하여 초등 정보과학영재의 영재판별 원칙, 판별요소, 판별절차를 제안하였다. 제안한 판별절차에 따라 초등학생을 대상으로 직접 적용했으며, 적용에 의해 선발된 영재집단과 수학 과학성적이 우수한 일반집단과의 비교를 통한 검증도 해 보았다.

• 산림경영
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• s.190
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• pp.64-77
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• 2008

• Journal of Gifted/Talented Education
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• v.13 no.4
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• pp.65-94
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• 2003

The purpose of this study is to acquire the information on the current situation of students' selection process in order to renovate the system of picking up the students. As a first step of the study, we examined the validity of the factors of the single-out system such as qualification and the process for the application and the standards and proceeding of the selection. Then we analysed the result of the entrance examination of Hansung Science Highschool in 2002. The analysis was on the correlation between the result of entrance examination and the achievement in the school and the decision of the course after graduation. To know on the achievement of the students, we investigated the records of regular tests and asked the teachers' opinion in math and science classes. As a result, we gained the following points: First, the present single-out system has a danger of excluding students who are much talented in science and math field because it is based on students' achievements in middle schools; Second, the new selection system should consider the character and attitude of the applicants in addition to their knowledge; Third, the continuous observation of the teacher in middle school should be an important factor of the picking up system; Fourth, more questions requiring divergent thinking ability and inquiry skill should be developed as selective examination question. Also examination questions should cover the various contents from mathematics to science, and do not affect pre-learning; Finally, the system of present letting all students stand in one line should be changed into that of letting students in various lines. We can consider using multi-step selection system.

• Proceedings of the Korean Society for the Gifted Conference
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• 2001.05a
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• pp.89-107
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• 2001

영재는 그 다양한 특성으로 인하여 객관적인 판별도구를 개발하는 것에 한계가 있으며 판별절차에 관한 학자들의 이론도 다양하다. 특히 고도의 창의적인 능력을 나타내는 수학 영재아의 경우에는 더더욱 그러한 면이 심하다고 할 것이다. 본 연구에서는 인천과학 영재교육센터에서 실행했던 중등 수학영재선발과정에 대하여 살펴보고 이에 대한 문제점을 검증함으로써 앞으로 더 발전된 수학 영재아의 판별을 위한 방안을 제시하고자 한다.

• Journal of the Korea Convergence Society
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• v.9 no.5
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• pp.191-202
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• 2018

Artificial intelligence (AI) is already being utilized in certain personnel selection processes in organizations; AI will eventually make even final decisions for personnel selection. The present study investigated potential job candidates' perceptions of an AI recruiter by comparing the selection procedures carried out by an AI recruiter to those carried out by a human recruiter. For this study college students in South Korea were recruited. They were each shown one of two recruitment scenarios (human recruiter vs. AI recruiter; between-subject design) followed by questionnaires measuring their satisfaction with the selection procedures and procedural justice, their trust in the recruiter, and their belief in a just world. Results show that potential job candidates were more satisfied with the selection procedures used by the AI recruiter than the human recruiter; they perceived the procedures as fairer than those used by the human recruiter. In addition, potential job candidates' trust in the AI recruiter was significantly higher than their trust in the human recruiter. This study also explored whether potential job candidates' perceptions of the AI and human recruiter were contingent upon their beliefs in a just world. The present study suggests a direction for future research.

• Journal of Gifted/Talented Education
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• v.16 no.2
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• pp.101-122
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• 2006

In this study, selecting process for scientifically gifted students was investigated and analyzed to science education institute for the gifted in university and was compared with foreign education institute for the gifted. The number of science education institute for the gifted was unequality located to the regions, comparing with the ratio of students. Therefore it is necessary for balancing location of science education institute for the gifted according to the ratio of students to let various students have the gifted education. Comparing with the ratio of gifted students between elementary school students and middle school students, the shape of ratios seems to be a inversed-pyramid. It is necessary to select students with the shape of the pyramid, supporting them to be educated, systematically and officially. The gifted students were selected through the procedures of creative test, intelligent test and individual interview in science education institute

• Electronics and Telecommunications Trends
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• v.28 no.5
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• pp.164-173
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• 2013

새로운 유형의 창업 지원 프로그램으로 창업자를 선발하여 단기간에 집중적으로 지원하는 엑셀러레이터 프로그램(또는 기관)이 주목 받고 있다. 실리콘 밸리의 투자자와 기업가 간의 네트워크, 외부 인프라 요소들이 결합하여 생겨난 프로그램인 엑셀러레이터는, 누구에게나 개방적이고 경쟁적인 지원 절차를 통해 창업자(팀)를 선발하고 단기간 동안의 체계적인 프로그램과 멘토링을 제공한다. 본고에서는 엑셀러레이터의 국내 외 현황 및 운영사례를 분석한 후 결론으로서 정책적 시사점을 제시한다.

• The Journal of the Korea Contents Association
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• v.7 no.9
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• pp.139-147
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• 2007

The police is huge career civil service organization. In 1999, police organization employed 7,801 persons as a new hiring. The police had revised employment system several times for competent human resources. But, it is true that much improvements need yet for person's employment which equip eligibility. Specially, discussions need for many new hirings by duty police system abrogation. Career civil service system is impossible of dismissal after permanent appointment. It is true that competitive rate of police officer examination much rose. But it's not important about organization development in addition this unconnects with competent resources. Must change police officer employment system for organization's future development. This study proposed policy about improvement way of examination for service step, field training officer and appointment.

• The Journal of the Korea Contents Association
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• v.11 no.5
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• pp.384-392
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• 2011

Recruitment and selection are separate but mutually reinforcing processes. The goal of recruitment is to attract the largest number of applicants possible to apply to the agency, and selection is the process of weeding out unqualified candidates and identifying qualified candidates. In this context, the recruitment and selection system of police officials is an important issue because it affects their future performance as police officers on the job, especially their policing skills, perception of society, occupational ethics. This study suggested the characteristics of U. S. recruitment and selection system of police officials. In the U. S, each police agency sets up its own recruitment and selection standards and procedures. However, recruitment and selection process follows a certain sequence : receiving application, psychological examination, background check, polygraph test, drug screening, interview, physical agility, and medical test. Special characteristic of American police system regarding recruitment and selection is that many law enforcement agencies use a polygraph test to ensure the integrity of the candidates. Another interesting screening process is a drug test because many Americans abuse illegal drugs. A candidate officer must submit urine or a hair sample for screening test. Police human resources specialists should continually identify the most innovative tests and approaches recruit and select police officers. Recruitment and selection strategies should increasingly attract and retain those officers who have the attributes to work in a community-oriented policing environment.