• Review of KIISC
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• v.10 no.3
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• pp.63-74
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• 2000

정보보호관리자에 대한 직업교육훈련 프로그램을 개발하기 위해서 정보보호관리자에 대한 직무분석에 대한 체계적인 직무준석을 실행함으로서 정보보호관리자의 직무정의 직무흐름도. 직업명세서, 직무명세서, 작업명세서를 도출하였다 정보보호관리자의 직무는 4가지 책무와 13가지 작업으로 분석되었고 교육훈련 프로그램으로 18가지 교육내용과 7가지 교육과정이 제시되었다.

• Korean Business Review
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• v.23 no.1
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• pp.45-68
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• 2010

Current oversupply of college graduates is the need in the industry, but the absolute lack of manpower and the company's dissatisfaction with graduates of the retraining costs borne by businesses increases with the overall gap between university education and industry is causing a scene. Particularly job-oriented vocational training colleges for the purpose of sahoegak areas of professional knowledge, teaching theory, research, and cultivate talent, and social development of countries required to cultivate professional personnel for the purpose were established. However, the purpose of today's college founded largely on these off, which reflects the needs of industry through the development of the curriculum of colleges established in the original intent and purpose of the on demand came to be intellectually and socially. Reflect the needs of industrial on-site training is the development "of industrial units for each job through the job analysis is required in college to acquire job skills training to be a list of subjects and the importance of each subject and analyzed the incidence and Curriculum Development Reflected in and through which industry and the job comes from the college curriculum to eliminate the gap between research. Research-oriented job analysis methods commonly used in curriculum development, DACUM technique was used, through which subjects daebipyo skills, selection of the companies surveyed set of job model, job creation and the job description and job specification we analyze it using a group of experts to evaluate the interview and questionnaire via WEB to evaluate the results of the educational process.

• The Journal of the Korea Contents Association
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• v.22 no.2
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• pp.305-316
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• 2022

This study attempted to analyze the jobs of early childhood special education teachers working in kindergarten's special classes using the DACUM technique. To this end, the DACUM Committee was formed with six early childhood special education teachers with extensive field experience. A total of six DACUM workshops were conducted to derive job definition, job descriptions, and job specifications. As a result, the job description of early childhood special education teachers consisted of 9 duties and 53 tasks, and the job specification consisted of 80 knowledge, 98 skills, and 22 attitudes. Early childhood special education teachers working in kindergarten's special classes were tasks differentiated from special education teachers working in elementary and secondary school including home-linked guidance, health and safety management, elementary school transfer guidance, environmental composition according to play topics, and indoor and outdoor play activities guidance. In the case of knowledge, the Special Education Act on the Disabled, etc. and knowledge on behavioral modification took precedence. Skill showed high frequency of observation-record, parental interviews and parental education skills. Attitudes as experts and administrators took priority. The results of this job analysis can help organize a curriculum to train early childhood special education teachers with high job competency in universities.

• 대한공업교육학회지
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• v.44 no.2
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• pp.86-103
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• 2019

The purpose of this study is to provide basic data on the development of education and training programs for training 'mechanical facilities maintenance manager'. To this end, the DACUM technique was used for job analysis and education and training programs were developed through expert consultation meetings. The job analysis was based on the 10-member DACUM Committee to derive the job definition, job model, job description, and task description of the 'mechanical facilities maintenance manager'. The main findings are as follows. First, the 'mechanical facilities maintenance manager' was defined as those who operate, inspect, diagnose, and repair mechanical facilities to provide the best performance and efficient operation management, provide a safe and pleasant environment, and perform energy saving and facility life extension tasks. Second, the duties of the 'mechanical facilities maintenance manager' analyzed in the job model consist of the comprehensive plan for operation of mechanical facilities, energy management of mechanical facilities, operation management of mechanical facilities, maintenance of mechanical facilities, safety environment management of mechanical facilities, and customer support management of mechanical facilities. Considering the nature and content of the duties, 4 to 11 tasks per duty were derived and a total of 33 tasks were presented as job model. Third, the curriculum for the 'mechanical facilities maintenance manager' was set up in two courses: Practice I for Mechanical Facilities Maintenance and Practice II for Mechanical Facilities Maintenance. Considerations and policy suggestions were presented when applying and implementing education and training programs based on the results of the research.

• Journal of the Korea Convergence Society
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• v.8 no.9
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• pp.17-23
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• 2017

The National Competency Standards (NCS) is a standard that allows korea to efficiently organize the training of national talents by systematically classifying the knowledge, skills, and attitudes necessary for the job of industry groups. Ontology is a discipline that allows the abstract information in the human concept to be expressed in a form that enables computing to be done. There is a need to formalize the knowledge management by converting the NCS system currently stored in the simple DB into an ontology. This study design and implement NCS ontology for the task of "Application SW Engineering" among vast NCS jobs, enabling intelligent knowledge management and inference search of the job. In addition, it provides consistency with the formalization specification of the learning contents structure of the competency unit elements of the job, and provides the basis for extension to the whole NCS job ontology.

• The Journal of the Korea Contents Association
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• v.7 no.1
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• pp.190-198
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• 2007

This study is to analysis the application statue of account and non-account information of the tax investigators, who are charging significant roles in the decision making process of the tax investigation and to verify whether work factors, regarding work performance, affect on the application of the taxation discretion. Following to verified results of the study, tax investigators apply the income statement most frequently and significantly consider the financial statement with annexed specification from the data to expedite an efficient tax investigation. In a selection of non-account information, work group preferentially considers the disorder of job performance. The analysis of primary factor embodies that the professionalism, regarding legal or institutional work performance, and the working environment intimately effect on the tax discretion application.

• Journal of vocational education research
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• v.33 no.3
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• pp.145-167
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• 2014

The purpose of this research is to prepare the measures for evaluating the job of horse-riding instructor and improvement related to it and for distributing horse-riding industry effectively. Forsuch, we tried to analyze job of horse-riding instructor. Inparticular, we have developed DACUM chart of horse-riding instructor through DACUM method and experts related to it. As result, we found out eight duties and hundreds of job and arranged seven duty areas in total and eighty-two executed works. In addition, as experts said, the horse-riding instructor is the one who 'instructs people learning horse-riding in horse-riding facility and manages horses, horse-riding equipment and man-power.' Such results provide the procedure of horse-riding instructor cultivation which has been presently underway with many viewpoints. Especially, there are three educational processes and subject materials related to horse-riding instructor's examination(Hipologia, Horse-treatment technique, Horse Health management). However, as result of analysis on duty, we found out that racecourse management and horse-riding education theory has been needed to be added and complemented as well. In addition, the work and duty of analysis can be used to be made use up of as work profile and specification and such data can be also made use of as standard of training and submission. Through this study there should be a necessary work to distinguish between re-drafting and role of duty in its own right related to certification of horse-riding instructor in future and it would be necessary to develop study that is able to connect them all to certificate. What is more, there should be work and measure required for rethinking of utility of certification.

• Journal of Information Management
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• v.36 no.4
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• pp.117-136
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• 2005

'IT skills framework' provides a common reference model for the identification of the skills needed to develop effective information system making use of information and communications technologies. It is a simple and logical two-dimensional framework consisting of areas of work on axis and levels of responsibility on the other. It uses a common language and a sensible, logical structure that can be adapted for the HRD(human resources development) For example (1) gather labour market intelligence coherently and consistently (2) quantify the skill requirements of the ICT market (3) set up the career path for IT workers and so on.

• Journal of the Korean Institute of Landscape Architecture
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• v.45 no.2
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• pp.23-39
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• 2017

This study began from the question, "is there a way to efficiently apply industrial demand in the university curriculum?" Research focused on how to actively accept and respond to the era of the NCS (National Competency Standards). In order to apply NCS to individual departments of the university, industrial personnel must positively participate to form a practical-level curriculum by the NCS, which can be linked to the work and qualifications. A valid procedure for developing a curriculum based on the NCS of this study is as follows: First, the university must select a specific classification of NCS considering the relevant industry outlook, the speciality of professors in the university, the relationship with regional industries and the prospects for future employment, and the need for industrial manpower. Second, departments must establish a type of human resource that compromises goals for the university education and the missions of the chosen NCS. In this process, a unique competency unit of the university that can support the basic or applied subjects should be added to the task model. Third, the task model based on the NCS should be completed through the verification of each competency unit considering the acceptance or rejection in the curriculum. Fourth, subjects in response to each competency units within the task model should be developed while considering time and credits according to university regulations. After this, a clear subject description of how to operate and evaluate the contents of the curriculum should be created. Fifth, a roadmap for determining the period of operating subjects for each semester or year should be built. This roadmap will become a basis for the competency achievement frame to decide upon the adoption of a Process Evaluation Qualification System. In order for the NCS to be successfully established within the university, a consensus on the necessity of the NCS should be preceded by professors, students and staff members. Unlike a traditional curriculum by professors, the student-oriented NCS curriculum is needed sufficient understanding and empathy for the many sacrifices and commitment of the members of the university.

• Journal of the Korea Society for Simulation
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• v.31 no.1
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• pp.1-9
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• 2022

As the automobile market has grown steadily in recent years, consumer expectations have also risen. Therefore, it is necessary for automobile sales offices to create innovative customer value that is different from the past. Auto sales offices are making efforts to select salespeople who fit their management strategies, but they are having difficulties in evaluating their actual internal capabilities. Therefore, in this paper, based on the study of Spencer & Spencer (2008), we reconstruct the core competencies required for salesperson selection, and analyze the core competencies required for today's automobile salespersons by deriving the hierarchical importance between those competencies using AHP analysis. As a result, it was possible to derive the importance of core competencies different from previous studies. This is believed to be mainly due to the modern social market, the characteristics of existing car salespeople, and the tendency of recent customers. This study showed that it is possible to set selection criteria according to the ease and importance of calculating the required competency through AHP analysis. In addition, if the existing research is based on job specifications, this study is different in that it analyzed the actual group of experts.