• Journal of Practical Engineering Education
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• v.14 no.2
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• pp.413-423
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• 2022

The purpose of this study is to analyze the role of the job competency assessor who assess achievement of job performance ability based on NCS (educational training, qualifications, field experience, etc.) through competency assessment. For this purpose, job analysis including development and verification of the job model and selection of core task are conducted. As a result, main duties of the job competency assessor are to understand the NCS based assessment principle, establish an assessment plan, design and develop assessment tools, assess competence, provide feedback and re-assessment, record and manage assessment result, verify the internal assessment result, establish the RPL (recognition of prior learning) plan, implement the RPL and verify the RPL assessment result, and 48 task are derived. In addition, a total of 21 core tasks are derived based on the threshold value multiplied by the importance and difficulty of the task for each duty. Based on this, implications for job analysis of the job competency assessor are presented.

• Journal of the Korean Society of Radiology
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• v.10 no.7
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• pp.551-557
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• 2016

National competency standards, which are the contents of the knowledge, skills and attitudes required to perform a job in industry, is organized by the country. the job performance was evaluated based on the National competency standards from the third-year grade of radiology students by using field-based training courses. according to the evaluation results, students showed over 93% satisfactory ratio of job performance in all radiography projection methods. Therefore, it can be predicted that field-based training courses for students made a positive effect on improving their job performance. Exposure methods with CR equipment were evaluated the best rating, yet it has various problems. The standard deviation between students was very high, and the CR operation skill of students was insufficient. Film methods was evaluated also showed problems, due to the exposure condition setting and developing operation. although DR method was rated good to the students, it was evaluated that the operation skill of DR and the ancillary equipment operation skill was shortage. By supplementing the evaluation factors below proficiency levels to a course management in each exposure method, it could help students course achievement. Also, it could help students to improve job performance of clinical areas after graduation.

• Korean Journal of Social Welfare Studies
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• v.48 no.1
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• pp.113-141
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• 2017

Child welfare centers not only protect children at the first line of community, but also perform the tasks of systematic social service by linking the various resources of community and establishing a support system for children. Making quantitative growth, child welfare centers are faced with a request for operational systemicity and professionalism in terms of quality. This study set out to investigate the effects of professional capability, psychological capital, and career-related continuous learning on the job performance among practitioners of child welfare centers. For those purposes, the study conducted a survey by mail with those who were working for child welfare centers in Busan and Gyeongnam Province from March 2 to 25, 2016. Of the collected questionnaires, 550 whose responses were sincere were used in the final analysis. The analysis results show that psychological capital had the biggest influence on the job performance among practitioners of child welfare centers. Furthermore, in the chief of child welfare centers, the more having of professional capability, the more job performance they experienced. However, in the front-line social workers, professional capability did not affect the job performance. Those results indicate that the expansion of psychological capital should be a top priority to help the practitioners of child welfare centers improve their job performance. Based on those findings, the study offered some implications for the organizational management of child welfare centers.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.299-308
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• 2013

Purpose The aim of this study was to identify the differences and relations among the communication competence, job stress and job satisfaction of clinical nurses. Method The participants included 209 nurses who worked at general hospitals in metropolitan Seoul and Gyenggi province. The instruments used for this study were the revised version of the Global Interpersonal Communication Competence Scale(GICC), the Job Stress Scale, and the Job Satisfaction Scale. Data were analyzed using frequencies, t-test, ANOVA, Spearman rank-order correlation coefficient with the SPSS 16.0 program. Result The results of this study were as follows: The mean score for communication competence was 3.30(${\pm}0.43$). For job stress and job satisfaction's mean score were 2.90(${\pm}0.33$) and 3.01(${\pm}0.30$). Significant negative correlation were found between the communication competence and job stress of clinical nurse(r=-.247, p<.001). Significant positive correlation between the communication competence and Job Satisfaction of clinical nurse(r=.248, p<.001) was also found. Conclusion The findings of this study support the importance of the communication competence of clinical nurses for efficient human resource management. Studies for developing programs to facilitate communication competence of clinical nurses are highly recommended.

• Journal of the Korea Society of Computer and Information
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• v.29 no.6
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• pp.121-130
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• 2024

In this paper, we propose and design an NCS-based job matching system for individuals with disabilities. This system allows users with disabilities to access it, input basic information (personal and disability-related details), and take a simple test related to job performance. The system then provides NCS job-related information appropriate to their type and degree of disability. To effectively link various NCS-based jobs, it is essential to consider the degree of disability for each type of disability. However, most evaluation tools target specific types of disabilities or assess the vocational abilities of individuals with disabilities in a limited manner, focusing only on cognitive levels or certain physical functions. This makes it challenging to apply these tools to an NCS-based job matching system for individuals with disabilities. Therefore, in this paper, we utilize the ICF coresets for VR to assess the cognitive levels or physical functions required for performing specific jobs. Additionally, we use the NCS vocational competency evaluation tools to determine the levels of vocational competencies required for performing specific jobs. By doing so, we match NCS-based jobs according to the type and degree of disability. The proposed NCS-based job matching system relies on the user's interaction with the system, which may pose challenges for visually impaired individuals or those with intellectual and autism spectrum disabilities who have low literacy levels. Enhancing the accessibility of this system could enable individuals with disabilities to receive recommendations for NCS-based jobs that suit their vocational abilities.

• Proceedings of the Korea Contents Association Conference
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• 2011.05a
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• pp.177-178
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• 2011

최근 우리나라의 국제화와 국제결혼 등을 통해 외국인의 활동이 많다. 따라서 대민접촉이 많은 경찰공무원에게는 어학능력은 필수라 할 수 있다. 그러므로 이 연구의 목적은 초임 경찰관들의 직무관련 어학능력을 개선하는데 있다. 연구범위는 초임 경찰관들의 어학능력 향상을 위한 교육훈련에 대한 연구이므로 초임 경찰관 교육기관의 교육훈련에 대한 연구로 한정하였다. 연구방법은 국내 외 공식현황 및 자료에 대한 분석과 경찰 내부자료를 분석하는 문헌연구를 수행하였으며 경찰공무원을 대상으로 설문조사를 실시하였다.

• Journal of Korea Port Economic Association
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• v.30 no.1
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• pp.159-173
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• 2014

This study is key competence port logistics companies analyze the priorities of evaluation factors. key competence index of NCS(National competency standard) was designed on the basis of the research model. The priorities of evaluation factors were analyzed using AHP method. The results of the analysis of 1 layer's key competence priorities are as follows: Interpersonal skills(0.217), communication skills(0.153), ability to develop problem(0.148), ability to understand the organization(0.103), and resource management skills(0.090), self-development ability and professional ethics(0.070), information skills(0.065), technical skills(0.049), numeracy skills(0.035).

• Proceedings of the Korea Contents Association Conference
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• 2015.05a
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• pp.213-214
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• 2015

디지털콘텐츠 교육은 실용학문 분야로써 게임 프로그래밍, 게임 아트, 특수효과, 3D애니메이션 등 다양한 직무영역에 대한 교육이 이루어진다. 이러한 실용학문은 대학교육 기간 동안 해당 직무를 수행하는데 필요한 능력을 배양하여야 하며, 그러한 능력을 역량(Competency)라고 일컫는다. 본 논문은 디지털콘텐츠 분야 학생들이 실용학문으로써 직무능력을 배양하는 교육을 받고 있음에 맞추어 디지털콘텐츠 직무분야별 학생들의 평가를 기존의 교과목 기준이 아닌 직무에 맞는 종합역량을 평가하는 지수를 개발한다.

• Korean Security Journal
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• no.43
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• pp.147-175
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• 2015

Woman officers with the power of the future is likely to be more female officers can increase castration. These changes to the times in order to meet the recent Lady, chosen to increase the Police and military, and female employees in the movement to operate inside the police organization to efficiently is increasing. This study with regard to women soldier and police women a typical one of speecial job of womanpower, there is the purpose of study to suggest the direction to improve the job performing ability through the careful anlysis. On account of the minority in number of women soldier and police women in the group which consist of many men, there are lots of difficulties on duty. In order to keep up with the times for the expansion of opportunities for excellent womanpower, army and police should lead to stronger efforts for them. Besides, in comparison with the general work of womanpower, woman soldier and police woman have a special duty assignments in the groups wihich have a specific predisposition. In conclusion, it is necessary to have lots of politicasl support and cosideration.

• Journal of the Korean Applied Science and Technology
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• v.36 no.3
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• pp.726-736
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• 2019

The purpose of this study is to investigate the effect of University hospital nurses' self-efficacy and job performance on job satisfaction. The subjects of this study were 130 nurses working at a university hospital in C city and collected data using structured questionnaires. The collected data were analyzed using mean, standard deviation, t-test, ANOVA, Pearson's correlation and multiple regression analysis using spss 25.0. The results showed that the self-efficacy was 3.24 points for the average score, 2.74 points for the job performance, and 3.10 points for the job satisfaction. Self-efficacy, job performance, and job satisfaction were statistically correlated. The factors affecting job satisfaction were self-efficacy (${\beta}=.39$, p<.001), age at 30~34 years (${\beta}=-.27$, p=.001), Operating Room(${\beta}=-.17$, p=.029), Medical ward (${\beta}=-.17$, p=.025) and unmarried (${\beta}=-.20$, p=.012) and the explanatory power of the model was 30.4%. Based on the results of this study, it is necessary to develop a program to improve the job satisfaction considering the self-efficacy, age, working department of hospital nurse.