• Journal of the Korean Society of Costume
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• v.33
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• pp.55-72
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• 1997

우리나라 복식산업의 전문인력 양식은 주로 대학교나 전문학원에서 이루어지고 있으며 수적인면에서는 충분한 인력이 양성되고 있다. 그러나 질적인 면에서 산업체에서 요구되는 역량을 가진 전문인은 부족한 편이다. 이에 따라 산업체의 요구에 부합하는 인력야성을위하여 교육과정의 개선이 절실히 요구되고 있다. 따라서 본 연구에서는 실기교육 산학협력 및 산업체 현장실습이 활발히 이루어지고 있는 영국의 복식관련학과에 대하여 조사해 봄으로써 우리 교육의 개선방향을 모색하고자 한다. 영구의 경우 다양한 자격증 및 학위과정이 개설되어있으나 본 연구에서는 우리나라 학사학위에 해당되는 BA 및 Bsc만대상으로 하였으며 설문조사 문헌조사 및 사례연구를 통하여 현황 및 교과과정을 분석하였다 영국의 복식관련학과들은 그 교과과정 및 내용에 따라 크게 6개 전공분야로 분류되었으며 각 하과는 다시 세분화되어 전문성이 있는 교육이 이루어지고 있었다 또한 수업연한 및 과정의 형태에 따라 5개 유형으로 분류되었다, 이유형 중 특히 일년간의 현장실습을 학위과정으로 포함시켜 의무적으로 산업체에 근무하도록 되어있는 Sandwic Mode는 적극적인 산학협력의 한 형태로 매우 효율적으로 평가되는 교육체계이며 여러다른 학문 분야에서도 널리 활용되고 있는 체계이다. 교수진의 경우 전임교원이 수적인 면에서 다소 부족한 것으로 나타났으나 관련 산업체 인사 등을 시간강사로 고용함으로써 이를 보완 할 뿐 아니라 산학연계를 이루고 있었다. 또한 전임교원의 경우 주로 학사 혹은 석사의 학력을 가지고있었다. 그러나 모든 전임교수 뿐 아니라 시간강사의 경우도 산업체 경력을 필수 적으로 가지고있어 고학력위주의 우리나라 실정과는 매우 상이했다. 교과과정에 대한 사례연구에서 직물디자인에 집중된 2개 과의 교과과정을 보았으며 그중 한 개 과는 다시 편물 프린트 및 직물 디자인의 3분야로 세분화되어 심도 있는 교육이 이루어질 수 있는 것을 살펴보았다 또한 다른 3개의 예에서 볼수있듯이 2개 이상의 전공코스를 도입하여 공통과목과 전공 코스 과목을 둠으로써 시설 및 인적 자원의 활용 등 운영상 효율성을 추구함을 알수 있었다 또한 학생들의 경우 전문화된 코스의 선택을 할수 있게 하였다 이런 실례는 전문인력양성이 매우 필요하고 따라서 전공코스제의 도입의 필요성이 대두되고 있는 이시점에서 매우 유용하게 이용될수 있으리라고 생각된다. 영구의 교육이 우리나라 실정에 그대로 적용될 수는 없지만 본 연구 결과를 바탕으로 다음과 같은 시사점을 고려하여 우리교육을 개선해 나갈 수 있으리라고 생각한다. 첫째 교수진 인적 물적상황 및 지역적 상황등을 분석하여 각 대학별로 그 특성에 맞는 세분화되고 심도있는 전공교육과정을 개발 발전시켜 야 할 것이다 둘째 산업체 방문 산업체인사와의 면담 및 특강 등 산학협력을 좀더 적극적으로 모색하여야 할 것이다. 셋째 학생들의 산업체 현장 연수를 실질적으로 도입하여 산업체의 인력요구에 적극적으로 대처 할수 있어야 하겠다.

• Journal of Practical Engineering Education
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• v.6 no.2
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• pp.119-126
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• 2014

The purpose of this study is to take a look at the cases on managing the senior human resources of business enterprises following the significant number of retirement of baby-boom generation and obligatory retirement age of 60 years of age and present the implication points in policies. With respect to the implication of the company, it would urgently require the introduction of programs with long-term point of view for career management strategy from the time of employment to the resignation, settlement of company leave system called chulhyang, expansion of wage peak system, full-time job transfer support center within the enterprise for retirement management, expansion of various consulting, conversion of paradigm on senior human resource management of top management in the enterprise level. In the government level, it is considered as required for systematic supplementation of the chulhyang system, improvement of support system for employment encouragement fund, expansion of national work capability standard-based senior employment field as well as task development, support for innovation of personnel management system, supply of management manual and implementation of job transfer education for life-time conversion period in the government level.

• Journal of the Korea Convergence Society
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• v.9 no.12
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• pp.301-311
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• 2018

The purpose of this research was to examine the perceptions of CEOs and HR managers on family-friendly management and family-friendly company certification in small- and medium-size businesses. Six CEOs and HR managers participated in focus group interviews. Five themes were identified: provision of various family-friendly workplace policies, recognition of the need for family-friendly management, difficulty introducing family-friendly management and family-friendly workplace policies, willingness to acquire family-friendly company certification, and ways to expand family-friendly management and family-friendly company certification. All participants agreed on the need for family-friendly management and provided different family-friendly workplace policy suggestions for employees regardless of their interests in acquiring family-friendly company certification. However, they also had difficulties introducing family-friendly workplace policies. This finding suggests that different incentives are needed to encourage companies to expand family-friendly workplace policies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.4
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• pp.428-436
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• 2020

The purpose of this study is to analyze the needs for developing a curriculum for strengthening the long-term care service expertise and job competency. Specifically, the researchers analyzed previous studies on national long-term care services and national policy data, and conducted focus group interviews with 14 experts from related agencies. Activity theory was applied as a framework for analysis and a questionnaire about the importance and difficulty of subjects from 25 long-term service employees was administered for validating the results of the qualitative data analysis. The upper part of the subject-goal-tool of the activity system was considered the main area of action, and the following rule-community-division was divided into contextual parts for action, and the implications for demand analysis and future operation of the online curriculum are summarized. In total, six courses were required for development. These courses could be applied to as a learner-centered flip learning for long-term care service workers and various educational methods of collective education and supplementary education have been proposed. Based on the study results, implications in the educational field for effective management of courses were suggested at the end of the study.

• Korean Journal of Community Nutrition
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• v.9 no.2
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• pp.191-203
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• 2004

This study was performed to compare the foodservice management practices in the employee feeding operations of Jeonnam and Chungchong area. Questionnaires were developed and mailed to 160 dietitians with management in employee foodservice of Jeonnam and Chungchong area. Completed questionnaires were received from 124 dietitians with a response rate of 77.5%. The results of this study can be summarized as follows:. Age, work experience, concurrent position and work time of dietitians were significantly higher in the Chungchong area than those in the Jeonnam area. Times of meals and amount of meals served per day in the Chungchong area were significantly higher than those in the Jeonnam area. The type of menu by foodservice operation was high non-selective menu in both areas, especially non-selective menu was high in self-operated place whereas selective menu was high in contract management. Period of cycle menu was 10-15 days in Jeonnam area, but that was 7 days in Chungchong area and so cycle menu of both areas was significantly different (p ＜ 0.001). Most considerable factor in menu planning was preference in Jeonnam area and was cost in the Chungchong area. Food purchasing method was used mostly by automatic computerized order in the Jeonnam area whereas telephone or mail order was high in the Chungchong area.

• Journal of vocational education research
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• v.37 no.3
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• pp.85-111
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• 2018

The purpose of this study is to derive the competence of nursing teacher in Specialized vocational high school. The knowledge, skills, and attitudes required for the nursing teachers were verified and the competency groups and sub-competencies were verified and priorities were suggested. To do this, 23 nursing teachers who were currently working in the Specialized vocational high school were selected as expert panels and the study was conducted using Delphi and Layered Analysis(AHP) technique. The results of this study were as follows. First, the competency group of the nursing teacher in Specialized vocational high school showed teaching and learning methods & techniques, student guidance, curriculum development and operation, school management support, industry-academy cooperation, self-development and professionalism improvement. The total number was 6. Second, the sub-competency is composed of knowledge and skills related to the curriculum, planning and preparation of instruction, instruction operation, guidance of experiment and practice, instruction evaluation, development and utilization of teaching and learning medium, instruction environment, guidance on student education activities outside the curriculum, career guidance, life guidance, class management, guidance of technology and qualification, development of school curriculum, organization and operation of school curriculum, planning and operation of field practice, work planning, school management support, teacher evaluation and personnel management support, leaning support(practice place and equipment), establishment and operation of industry-academia cooperation, strengthening community cooperation, public relations in the school(department), field research for improvement of educational activities, participation in conferences and training, exploration of new knowledge and technology, The total number was 26. The most important of the relative importance was the curriculum development and operation. The subordinate competencies that have a high priority in each competency group were guidance of experiment and practice, guidance of technology and qualification, planning and operation of field practice, leaning support(practice place and equipment), management and work planning, establishment and operation of industry-academia cooperation, exploration of new knowledge and technology. The competency system derived from this study will be applied to the training and evaluation of nursing teachers in the future and can be used as basic data for related research.

• The Korean Journal of Air & Space Law and Policy
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• v.30 no.2
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• pp.337-371
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• 2015

In recent years, aviation safety has been facing new hazards due to the rapidly changing environment in which aircraft operation increasingly finds. Continuously increasing air traffic volume, integration of various cultures from many States, and many other changes are the causal factors of the new risks. To identify such new hazards and risks, the government of the Republic of Korea (ROK) established aviation safety reporting systems in accordance with the international standards of the Convention on International Civil Aviation. However, there are some misunderstandings by the government in operating and by the personnel who take part in these reporting systems. Everybody should understand that aviation safety reporting system is not a punitive measure but a tool for collecting data in order to improve safety. In addition, such a system can be utilized further to promote an improved awareness on the need for a proper safety culture on the part of both the government, the industry and the personnel. This paper includes studies on international standards, relevant regulations in the United States and the United Kingdom. Moreover, this paper proposes to the government of ROK several points to improve their own system, including integration of the existing reporting systems, improvement of reporting items, implementation of safety data taxonomy and the establishment of safety data protection.

• 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 Digital Convergence
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• v.12 no.4
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• pp.193-200
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• 2014

The purpose of this research is to explore ways to raise the quality of the financial services of Suhyup Bank, to secure its customers' loyalty, and to help it achieve sustainable growth. The results of this research showed that the ways to improve the service quality of Suhyup Bank are as follows: establish a relationship between its customers' satisfaction with the usefulness, creativity, reliability, and safety of its services and its customer management based on its customers' decision-making factors; establish service improvement schemes that consider new customer needs and desires; and improve its service quality and raise its internal quality factors, which are the keys to its expansion to customized services.

• Convergence Security Journal
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• v.13 no.5
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• pp.67-75
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• 2013

South Korea suggest that the United States government should delay the date to hand over wartime operational control (OPCON). It is fixed on December 1, 2015. Typically the president's position as head of the executive authority is coming from the Commander-in-Chief of the Armed Forces. Now we should know the commander-in-chief of the nation's forces and the meaning of OPCON. The relationship between sovereignty and the commander-in-chief of the nation's forces is a little different. This is one of the efforts to enlarge the efficiency of Armed Forces. Of course, operational control is little control of the sovereign personnel, logistics, administration, discipline, organizing, training, etc. It does not control all matters. The current ROK Combined Forces Command itself is made with reference to the North Atlantic Treaty Organization(NATO). If we insist our own sovereignty is infringed because of OPCON, that claim is coated in irreparable damage to the national interest.