• Journal of Venture Innovation
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• v.4 no.1
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• pp.51-65
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• 2021

The HR policy in the public sector was closed and operated mainly on written tests, but in 2006, a new evaluation, promotion and education system based on competence was introduced in the promotion and selection system of civil servants. In particular, the seniority-oriented promotion system was evaluated based on competence by operating an Assessment Center related to promotion. Competency evaluation is known to be the most reliable and valid evaluation method among the evaluation methods used to date and is also known to have high predictive feasibility for performance. In 2001, 19 government standard competency models were designed. In 2006, the competency assessment was implemented with the implementation of the high-ranking civil service team system. In the public sector, the purpose of the competency evaluation is mainly to select third-grade civil servants, assign fourth-grade civil servants, and promotion fifth-grade civil servants. However, competency assessments in the public sector differ in terms of competency assessment objectives, assessment processes and competency assessment programmes compared to those in the private sector. For the purposes of competency assessment, the public sector is for the promotion of candidates, and the private sector focuses on career development and fostering. Therefore, it is not continuously developing capabilities than the private sector and is not used to enhance performance in performing its duties. In relation to evaluation items, the public sector generally operates a system that passes capacity assessment at 2.5 out of 5 for 6 competencies, lacks feedback on what competencies are lacking, and the private sector uses each individual's competency score. Regarding the selection and operation of evaluators, the public sector focuses on fairness in evaluation, and the private sector focuses on usability, which is inconsistent with the aspect of developing capabilities and utilizing human resources in the right place. Therefore, the public sector should also improve measures to identify outstanding people and motivate them through capacity evaluation and change the operation of the capacity evaluation system so that they can grow into better managers through accurate reports and individual feedback

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2010.10a
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• pp.149-151
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• 2010

최근 해양사고 및 해양오염사고로 인하여 해상교통관제 역할의 중요성이 재인되어 해상교통관제 역량강화의 필요성이 대두되었다. 해상교통관제 역량을 강화하기 위해서는 인적요소인 관제사의 업무역량 강화가 무엇보다 중요한 요소 중 하나이다. 따라서 이 연구에서는 해상교통관제와 유사한 업무를 수행하고 있는 항공 및 철도관제사 제도와 외국 선진 항만 관제사의 자격제도, 평가제도 및 교육제도를 분석하여 해상교통관제사의 실정에 적합한 제도개선 방안을 제시하고자 한다.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.25 no.5
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• pp.1293-1314
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• 2015

As ICT is becoming a major social infrastructure, the need to strengthen cyber capabilities are emerging. In the major advanced countries including the United States, has a continuing interest in strengthening cyber capabilities and has studied in enhancements of cyber capabilities. The cyber capability assessment is necessary in order to determine the current level of the country, establish policy directions and legislations. The selection of criteria has very important meaning to suggest future policy direction as well as an objective assessment of cybersecurity capabilities. But there are variable criteria for national cyber capabilities assessment such as strategy, legislation, technology, society and culture, and human resources. In this paper we perform the analysis of criteria for the other country's cybersecurity assessments including the U.S. and Europe. And we proposed the criteria for the national cybersecurity assessment reflecting the our country's characteristics.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.32 no.1
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• pp.335-360
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• 2021

This study aimed to develop self-diagnosis tools to evaluate the common competence level of public library librarians, apply them to actual public library librarians, and analyze the factors of competency value evaluation through empirical research methods. To this end, the study modify the existing capacity value evaluation indicators of librarians from a public library perspective and conducted a survey to self-diagnose the common capabilities of public library librarians. As the results of analysis showed that librarians of public libraries themselves think that the level of core competence that professional librarians should acquire is relatively higher than the average. Among the overall capabilities of librarians, the average of the 'librarians' behavior and attitude' area was the highest, followed by the 'librarians' skill' and 'librarian's knowledge' areas. The study suggested to strengthen the capacity of public library librarians for various duties, the re-education system for librarians should be established, and a systematic system for promoting librarians' duties as professionals, and a personnel system for professional development.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2010.10a
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• pp.152-154
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• 2010

VTS가 설치 및 운영되기 시작하여 해양사고의 수가 감소하였으나 최근 VTS 관제범위 내에서 주목할 만한 해양사고가 발생하고 있다. 이 연구에서는 VTS의 역량강화를 위한 방안으로 해상교통관제사 자격제도를 도입하는데 있어서 필요한 직무분석을 실시하고 자격을 갖추는데 필요한 지식과 기술에 대한 비중을 분석하였다. 현재 관제업무에 종사하고 있는 해상교통관제사를 대상으로 설문조사를 실시하고 결과를 분석하여 해상교통관제사의 자격제도, 교육훈련 및 평가제도의 연계방안을 수립하는데 도움이 되고자 한다.

• Journal of the Korean Society for Library and Information Science
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• v.55 no.1
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• pp.107-133
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• 2021

This study was performed in order to provide suggestions on how to strengthen librarian competency by evaluating and analyzing the competency value of librarians as information professions. First, the study divided the common competency value of librarians as human capital of libraries into skills, knowledge, behavior and attitude, and analyzed each area of competency value for librarians of the A-library. As a result, the average of the 'librarian's behavior and attitude' area was the highest, followed by the 'librarian's skill' area and the 'librarian's knowledge' area. Second, in terms of 'librarian's skill', A-library librarians' competence values were high in the order of 'communication', 'leadership', 'technology' and in the terms of 'librarian's knowledge' ones were high in the order of 'law and policy', 'marketing', 'learning and growth' and 'finance and accounting'. In addition, in areas of 'librarian's behavior and attitude', the factors were high in the order of 'ethics and values', 'interpersonal relationships' and 'customer service'. Third, the analysis of whether the average difference exists depending on the characteristics of A-library librarians on their evaluation of the competency value shows that only the 'working period' factor in the total competency value and the two factors 'age' and 'working period' were statistically significant in the 'librarian's knowledge' area. Forth, as a result of a regression analysis to identify the characteristics of A-library librarians and their impact on competency value, only the 'final education' factor was statistically significant for the competency value of the 'librarian's skill' area. Fifth, in the survey on problems and desirable improvement measures in increasing the competency value of librarians, the proportion of presenting problems and improvement plan in systemic aspects such as the 'librarian qualification system' and 'librarian training system' was high.

• International Commerce and Information Review
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• v.18 no.1
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• pp.131-150
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• 2016

Recently, as most companies are getting globalized, global sourcing of raw materials are also provided actively. Since each country has different, strict and complex rules-of-origins, importance of COO(country-of-origin) is increasing more and more. This study was surveyed with 127 manufacturing companies in South Korea. The purpose of this study is to verify the effect relationship how brand equity and COO capacity impact on the COO performance. The research hypothesis and model was derived from the basis of existing theory and empirical research, and obtained the following results. Firstly, brand equity of the COO showed positive (+) effect on the COO information capacity and product brand equity showed positive (+) effect on the COO management capacity. Secondly, the COO information capacity showed positive (+) effect on the COO management capacity. Lastly, product brand equity and the COO information capacity showed positive (+) effect on the COO performance. This study is differentiated from previous research information by empirically evaluating the relationship between the brand equity and the COO. This study contributed to academic by examining the research on the COO management in South Korea and also practically suggested the direction how manufacturing company in South Korea is to take the advantage of the brand equity and the COO capacity.

• 한국벤처창업학회:학술대회논문집
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• 2007.11a
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• pp.111-140
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• 2007

This paper was analyzed to improve internal corporate venture system in public companies. The problems of internal corporate venture systems in a public company were as follows: First, lack of the CEO's willingness in venture business was shown. The culture of venture business also was not mature; Second, the employees were behind the effort to develop their business ability; Third, the objective views are needed to screening venture items and evaluation; Fourth, to measure performance of internal corporate venture, a clear basis and measure system were needed. Fifth, the reward was restricted; Finally, the mother-company did not invest any money for the spin-outed ventures The results of the paper were as follows: First, the CEO's support and effusion of venture culture were needed for successful internal corporate venture system; Second, a public company has to provide education program for venture and information--sharing system; Third, outside consultant may be utilized in finding venture items and feasibility evaluation. Fourth, each venture team may be provided a clear object and specific evaluation system based on characteristic of each team; Fifth, performance-base reward system is needed to enhance motivation; Finally, the public company has to provide find for the spin-off venture by utilizing government system and forming venture capital funds.

• Proceedings of the Korean Society of Disaster Information Conference
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• 2023.11a
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• pp.180-181
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• 2023

2022년 1월 「중대재해처벌법」시행 후 기업에서 경영책임자로써의 안전보건확보 의무에 대한 책임이 강화되어 건설산업에서는 안전보건관리체계를 구축하고 이행 확인 활동을 통하여 중대산업재해예방에 노력하고 있다. 동법 시행령 제4조 제9호에서 요구하는 안전보건 역량을 평가하여 업체를 선정할 수 있는 기준과 절차 즉'적격수급업체 선정체계'가 중대산업재해 예방에 핵심과제라 할 수 있으며, 이를 위해서는 안전보건수준을 평가할 수 있는 시스템이 필요하다. 이에 건설업에서 민간기업 스스로 적격수급업체 선정을 위한 안전보건수준평가를 운영하고 있으나 전문성과 신뢰성이 부족하다. 또한 민간 건설업체마다 안전보건수준 평가방법이 명확하지 않고 표준화 되어 있지 않아 하수급업체에서는 입찰마다 평가 수검을 받고 있어 효율성이 낮게 나타나고 있다. 본 연구는 선행연구 고찰과 공공기관에서 운영되고 있는 건설업 원도급사에 관한 안전 평가제도 실태조사를 통하여 하수급업체 안전보건수준평가 인증제도의 필요성을 확인하였다. 이에 건설업의 적격수급업체 선정체계 운영이 필요한 표준화된 안전보건수준 인증제도 도입 방안을 제시하기 위함이다.

• Review of KIISC
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• v.19 no.6
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• pp.49-67
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• 2009

06년 세계에서 11번째, 아시아에서 2번째로 CCRA 인증서발행국으로 가입한 우리나라는 적극적인 대외활동으로 국제 경쟁력을 강화하였고 CC 저변확대를 통하여 국내 평가 인증 시장을 성숙시켰다. 즉, CC 차기버전 집중연구 및 ICCC(08년) 개최 등을 통하여 대외적으로 국내 평가제도를 한단계 끌어 올렸으며 4곳의 민간평가기관 추가지정으로 안정적인 정보보호제품 수급여건을 조성하였다. 향후에도 지속적인 CC 기반 평가역량확대와 올바른 평가제도 개선이 이루어지기 위해서는 국외 평가 인증기관과의 협력관계 유지 및 정보보호제품 평가동향은 필수적인 요소가 아닐 수 없다. 따라서, 본 논문에서는 CCRA 인증서 발행국의 평가 인증 체계를 소개하고 정보보호제품 평가현황을 분석함으로써 CC 관련 국제 활동 및 해외시장 진출에 도움을 주고자 한다.