• 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

• Journal of the Korea Institute of Information and Communication Engineering
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• v.19 no.5
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• pp.1251-1258
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• 2015

Recently, as the development of cyber weapons, the threat of cyber warfare has been increasing. Nations, which experienced cyber warfare already, have been damaged not only in the cyber space as well as in real war field. Therefore, each nation is constantly making efforts to prepare for cyber warfare. First of all, to prepare for cyber warfare, each nation's capability of cyber warfare should be understood. A plan of reaction of cyber warfare should be searched by comparison and analysis of capability of cyber warfare. This paper compares and analyzes established methodology of capability assessment about cyber warfare, and this paper finds a better point to suggest the improvement of capability assessment about cyber warfare. This paper applies capability assessment of cyber warfare to nations, which can influence on Korea with improved capability assessment of cyber warfare. Comparing and analyzing the result of assessment, this paper deducts complementary point of Korean cyber warfare to suggest the plan to enhancing capability of cyber warfare.

• 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 vocational education research
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• v.37 no.3
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• pp.47-63
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• 2018

The purpose of this study is to develop the competency model of specialized vocational school teachers as admission officers. Whereas professional admission officers deal with a variety of admission activities in universities, teachers are responsible for admission duties in specialized high schools in Korea. Therefore, it is necessary to identify the core competencies required for teachers responsible for admission duties in specialized high school settings. In order to develop a competency model, factor analysis was completed for the survey results of 191 teachers who teach in specialized vocational high schools in Seoul, Korea. For evaluating validity of the competency model, the responses from those who had high experiences in admission duties and the average teachers were compared. As a result, this study identified a total of 14 competencies in three competency areas. The competencies required for specialized high school teachers include responsibilities for admission officers, ethics for evaluators, communication skills, teamwork, understandings of admissions process for specialized vocational high school, developing evaluation criteria, generating interview questions, increasing interrater reliability, interview skills, simultaneous evaluation of interviewees, quantification of evaluation results, synthesis of evaluation results, and decision making skills.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.22 no.5
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• pp.1039-1055
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• 2012

It is required for us to enhance the national cyber capability as the worldwide countries have been doing effort to strengthen their cyber capabilities. However, we are encountering the difficulty in estimating national cyber capability due to the absence of any cyber capability assessment methodology. This paper presents the national cyber capability assessment methodology which is used for settle up national cyber policy. We also introduce the result of five major nations(US, China, Japan, Russia, Korea)' cyber capability assessment using the proposed methodology. The methodology is developed using open data and includes three areas; base capability, attack capability and defense capability. The assessment result shows the in the order of US, China, Korea, Russia, Japan. As the analysis of that result, in order to enhance the our cyber capability, we recommend that first, cyber budget and human resources for the base capability should be more invested, second, the strategy for attack capability enhancement is strongly required and lastly, the patch ratio and security monitoring level should be upgraded.

• Korean Journal of Construction Engineering and Management
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• v.9 no.4
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• pp.154-162
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• 2008

Ministry of construction and transportation has been enforcing extensionally design phase VE(Value Engineering) to the construction costing more than 10 billion won, an importance of design phase VE accordingly is raising to get rid of a waste of cost and noneffective factors previously in construction projects. Although there are legal supports and technical effects, an effect about an introduction of design phase VE can not be applied properly because of several problems at the process. So, in this study, present competency factors of design phase VE to highly raise the output through organizing an effective team at the beginning stage of design phase VE. Find out 29 competency factors through characteristics of design VE team for the check list, classify by team knowledge, team work skill, and team attitude. Get an efficiency regarding importance and find out Competency Evaluation items of design VE team, present a Competency Evaluation plan for indicating an objective standard to Competency Evaluation by measuring relative importance as to each Competency Evaluation item.

• Convergence Security Journal
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• v.15 no.4
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• pp.43-55
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• 2015

The effective cyber capability assessment methodology does not exist, it's difficult to check the current state of the our country's cyber capabilities and to establish cyber capability enhancement plan based on the result of assessment. The cyber capability assessment is necessary in order to determine the current level of the country, establish policy directions and provide the basis for effective budgeting. But assessment of national cyber capability is multi-criteria decision makink problem. In this paper develops an assessment model based on the AHP and TOPSIS. AHP is used to determine weight of the criteria and TOPSIS method is used to obtain final ranking. We also introduce the result of four major nations cyber capability assessment using the proposed methodology. The experiment used the virtual experimental data. And the result show that the proposed methodology can expand the number of criteria and alternatives for assessment and provide more sophisticated mathematical base for objective assessment comparing methodology using AHP only.

• Journal of Elementary Mathematics Education in Korea
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• v.21 no.1
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• pp.93-113
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• 2017

This research analyzed the cases of math competencies-oriented assessment, integrating assessment and instruction, which had been conducted in an elementary school whose assessment system involves frequent tests from a formative perspective on assessment. The research outcome is as follows: First, the competencies-oriented assessment of integrating instruction made possible for curriculum restructuring and competencies-oriented teaching, whereas more emphasis needs to be focused on the assessment feedback. Second, assessment on math competencies involves multiple dimensions; therefore, it needs to be managed to prevent problems arising due to overlap between different competencies. Third, though it has been identified that with evaluation it is possible to recognize and gradually improve the areas short of competency, more practical studies need to be conducted in this regard. Fourth, even with the fact that various types of evaluation ensure its fairness, make an accurate interpretation of the evaluation result before arriving at a comprehensive assessment.

• 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.

• Journal of the Korean Society of Food Science and Nutrition
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• v.38 no.5
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• pp.626-635
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• 2009

The purposes of the study were to identify a comprehensive competency list related to the jobs of nutrition teachers and to compare the competency needs for nutrition teachers and dieticians' competency levels. Job functional areas and a competency list for nutrition teachers were developed based on a review of literature and revised through expert panel reviews. A total of 53 competency statements associated with 11 job functional areas were specified. Questionnaires were distributed to 457 dieticians engaged in school food service and 148 responses were returned (response rate: 32.4%). Excluding incomplete responses, 142 questionnaires were used for data analysis. Approximately half of the respondents were enrolled in an 1-year nutrition teacher certificate program, 25% in a graduate school of nutrition education, and 19% had completed an 1-year nutrition teacher certificate program. The dieticians highly rated requirements of the competencies related to sanitation and employee safety, nutrition counseling, nutrition education, and teaching practices; in contrary, their competency levels for nutrition education, nutrition counseling, and teaching practices were low. Respondents' competency levels were significantly lower than the required competency levels of effective nutrition teachers in all functional areas. A quadratic analysis based on the requirement and self-evaluation of the competencies revealed that priorities of education programs targeting school nutrition teachers or students preparing to be nutrition teachers should be placed on improving competencies related to nutrition education, nutrition counseling, teaching practices, sanitation and employee safety, menu management, and human resource management. These results can be used to develop curriculum materials for basic and continuing professional education for nutrition teachers. It is necessary to review and update competencies regularly to reflect environmental changes in school food service programs.