• Advances in Traditional Medicine
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• 제9권1호
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• pp.14-19
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• 2009

The aim of this study is to evaluate appraiser's consistency and accuracy about pulse diagnosis (PD) in discrimination of eight-constitutions using Gage R&R study. Cumulative numbers of PD for discrimination of eight constitutions of three appraisers' experience were 75,000 cases, 50,000 cases, 1,100 cases, respectively. Three Appraisers diagnosed subject's eight-constitutions by PD with blinded method. Gage R&R study was used to verify the results. In the measurements of consistency, appraiser B (agreement = 80%, Value of k = 0.8276) was very good, appraiser A (agreement = 70%, Value of k = 0.7465) was good, and appraiser C (agreement = 50%, Value of k = 0.5365) was moderate. In the measurements of accuracy, appraiser B (agreement = 70%, Value of k = 0.6812) was good, appraiser A (agreement = 60%, Value of k = 0.6414) was good, and appraiser C (agreement = 0%, Value of k = -0.1000) was poor. The results suggest that accuracy of discrimination of constitutions relatively depend on experience and number of cases of PD. Further large controlled study is needed to evaluate the accuracy of PD.

• 대한영양사협회학술지
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• 제10권2호
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• pp.218-223
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• 2004

This study was performed to inquire demand for indroducing certification on contract foodservice management company(CFMC) and review about the system in a related field. The methodology was practiced an in-depth interview for grasping demand on certification of CFMC and composition on an appraiser group. Content analysis was reviewed about the system in a related field. Large enterprises and small and medium-sized enterprises were positive opinion on a certification of CFMC and they suggested that education and research institution, industry, government, association will be included in appraiser group. The review about the system of a related industry was investigated by field such as similar product and service with restaurant industry, similar service with hotel and tourism industry. And similar purpose with a certification of CFMC was put in operation as PQ(pre-qualification) and selecting an adequate corporation in architecture industry. Therefore, a certification of CFMC should be tried to scientific introduction by objective verification.

• 한국건축시공학회:학술대회논문집
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• 한국건축시공학회 2011년도 춘계 학술논문 발표대회 1부
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• pp.185-186
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• 2011

The latest domestic construction sector is receiving economic damage because of defect litigation. The Concrete Crack among them has the largest component in expense of apartment house defect. Also, contradictory suggestion of appraiser is problem. To improve these problem, need objective plan that people concerned can recognize about decision sequence. Therefore, in this study, compared general defect investigation and defect decision of appraiser taking advantage of Data Dictionary analysis method. Also, deduced current problem and amelioration plan.

• 간호행정학회지
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• 제5권3호
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• pp.425-444
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• 1999

The purpose of this study is to survey evaluation of the nurse on the current Performance Appraisal System. the need for future performance of the nurse and the opinions about the job rotation, and suggest the direction of improvement by obtaining basic data to improve personnel management of the nurse in a hosipial, the subject of the investigation. The study was conducted self-reporting questionniare survey of 330 nurses working at C hospital located in Chonbuk Province and the data was collected from May 4. 1999 through May 14. The research used measuring instrument developed by researcher for evalution about the present performance appraisal. the need for the future performanc appraisal system and the opinion of job rotaion. The analysis of the collected data was computerized using SPSS/PC+ program, calculated frequency, percentage, the mean and standard deviation and used Pearson, s Correlation Coefficients, t-test, chi- square test. Major findings are as follows. 1) As for the purpose of the current performanc appraisal, the appraiser recognized it as a security of promotion standard, while the employee saw it as a means for control as guidance and supervison of work. 2) With regard to use the result of the present performance appraisal, appraiser picked ambiguous appraisal standard, employees recognized unilateral evaluation of superior eliminated the participation of them as the highest priority. 3) In relation to the current criteria for promotion of the nurse, both appraisers and employees placed more weight on the length of clinical than performance appraisal score. 4) There is much possibility of the appraiser making an error to evaluate considering the length of performance appraisal. 5) Both appraisers and employees indicated that prospective result of performance appraisal should be used for the ability development & motivation of the individual. 6) Concerning employee's participation for performance appraisal both sides wanted by far more participation. 7) Regarding the most ideal appraisal method, both parties favored most the way added up the evaluation of the head nurse and peer review and followed by the manner the revaluation of the head nurse by considering self-evaluation. 8) As to the individual interview after the appraisal, more than 60% of appraisers responded it's not necessary, while above 88.5% of employees answered it is essential so that it is showed significantly difference between the appraisers and the employees. 9) As far as open of the evaluation result is concerned. 75% of the appraiser were against it but 80% of the employee were for it so that it showed significantly between them. The most principal reason that the employee want is that it motivates the individual's ability development and the fairness of the appraisal increases. 10) Whether the periodical rotation is necessary or not, 80% of appraisers and employees answered it's necessary, however, over 70% of them did not want the rotation. 11) Work-group Cohesiveness level within the nursing unit was attentive different from desire of the rotation, that is, the work group cohesiveness level of nurses wanting rotation was significantly lower than that of the group not desiring it.

• 디지털정책학회지
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• 제2권4호
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• pp.1-10
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• 2023

본 연구는 경찰교통에서의 효과적 ChatGPT 활용 방안 도출을 위한 사전 연구로서 운전면허 학과시험과 도로교통사고감정사 시험에 대한 ChatGPT의 응답을 분석하였다. ChatGPT가 뛰어난 성능과 접근성으로 여러 분야에서 기대를 받고 있으나 경찰 교통법규와 같이 고도의 정확성이 요구되는 분야에서는 사전에 그 성능과 한계를 탐색할 필요가 있다. 이에 본 연구에서는 운전면허 학과시험 문제은행과 도로교통사고감정사 1차 시험을 대상으로 파이썬 코드로 OpenAI API를 이용해 30회의 반복 실험으로 ChatGPT의 응답을 수집하고 응답 결과를 바탕으로 시험별·연도별·내용 영역별 정답률, 일관성 능력을 분석하였다. 분석 결과 첫째, 운전면허 학과시험 및 도로교통사고감정사 1차 시험의 평균 정답률은 각 44.60%, 35.45%로 합격기준보다 낮았다. 연도별로는 2022년 이후 정답률이 평균 정답률을 하회했다. 둘째, 영역별 정답률은 29.69%~56.80%로 나타나 큰 편차를 보였다. 셋째, 정답을 맞힌 경우 95% 이상 일관되게 같은 응답을 출력하였다. ChatGPT의 효과적 활용을 위해서는 사용자의 전문 지식, 평가 데이터 및 방법 마련, 양질의 교통법규 말뭉치 설계와 주기적 학습이 필요하다고 판단된다.

• 수산경영론집
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• 제42권3호
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• pp.1-13
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• 2011

It is necessary to set up a standard of estimation for annual unit price of sale and cost, damage rate for calculating compensation against fishery damage objectively. Two items on the unit price and cost have regulations but the damage rate has not, so it may occurred some problems such as reasonability and balance because the estimation should be handling by an appraiser's knowledge and experience. This study has analyzed using Regression model and searched variable costs and fixed costs about each items appraisers to operate in the present. It is compare profit damage index is calculated by an estimated model and an appraised example. This analysis showed highly 23-30% estimated model more than appraised example. It means the overestimation for fishery damage. This difference has caused by limited data, lack of sample, much difference in the standard deviation, and has not classified each kind of business and weight of coastal fishery, the overestimation more than what expected. This study has analyzed that the applied rate of fixed and variable cost in relation to the compensation in the cost of coastal fishery is very valuable.

• 한국건축시공학회지
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• 제14권3호
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• pp.195-206
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• 2014

공동주택의 하자감정과 관련된 다양한 문제점에 대한 개선을 하기 위하여, 본 연구에서는 선행연구와 관련기준 등을 분석하여 하자감정서의 분석체계를 마련하였다. 이를 활용하여 하자감정서 24건을 분석하였고 형식 요소와 질적 요소를 검토한 결과, 형식 요소의 경우 구성을 다소 변경하는 수준으로 손쉬운 대안을 제안하였다. 질적 요소를 분석한 결과, 감정인에 대한 평가제도와 참여기술자에 대한 전문교육제도의 마련을 통해 하자감정의 내실화를 강화할 수 있을 것으로 기대된다.

• 한국소프트웨어감정평가학회 논문지
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• 제16권1호
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• pp.1-11
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• 2020

2016년 3월 29일 개정된 민사소송법은 감정절차에 관한 변화를 가져왔다. 감정인의 의무 신설, 감정진술 방식의 변화, 비디오 중계를 통한 감정인신문 도입 등과 같은 제도 변화는, 그 동안 제기되어 온 소송절차 상 감정이 갖는 문제를 절차적으로 개선하는데 초점을 맞춘 것 이다. 이러한 변화는 민사소송 절차의 틀 안에서 이루어지던 저작권 감정 절차에도 영향을 미치게 된다. 이에 감정절차에 관한 민사소송법 개정이 저작권 감정절차에 미치는 문제, 즉 감정인 추가지정과 위임금지 문제, 복수감정 운영의 문제, 참여 전문가 공개 문제, 감정인 체계의 밀접성 문제 및 전문분야의 일치 문제에 대한 실무적 대응방안을 살펴보았다. 이를 통하여 저작권 감정 절차와 소송 절차 간 절차적 정합성을 확보하고 효과적인 감정 절차를 확립하기 위한 논의의 시작이 될 수 있을 것으로 본다.

• 한국소프트웨어감정평가학회 논문지
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• 제16권1호
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• pp.21-26
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• 2020

The completeness appraisal of software is performed in various forms, such as assessing the completion level in the development process, calculating the defect rate, estimating the development cost, and calculating the redevelopment cost. Along with this, the problem that is often dealt with is estimation of the development time. Even in a dispute over completeness due to delays in software development, issues of calculating an appropriate development time required to develop a delivery software or a development time required for change requests are often included in the appraisal request. In this paper, we introduce the procedure and method for estimating the appropriate project time of software development so that the appraiser can be applied to the appraisal work for determining the completeness. The method is based on the manual for calculating the appropriate project period of software development project.

• 간호행정학회지
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• 제10권1호
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• pp.25-36
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• 2004

Purpose: Nursing puts much weight en the organization of hospital. Therefore it is necessity to improve nursing care. One of the most important things is to secure confident nurses and to develop nurse' potentiality. It directs nurse evaluation system. The concept of "performance appraisal tools" is extremely important in evaluation system. Therefore, the purpose of this study aims to define performance appraisal process. Method: In order to do this, two main study has been observed interviewing appraisers and employees in-depth and analyzing performance appraisal tools of seven hospitals and analysed validity, reliability, acceptability and practicability. Result: The result of this study can be summarized as follows; Firstly, the result of analysis of performance appraisal tools. Regard to validity, Hospitals had a typical goal, but had not put to practice use. Regard to reliability, 1) Appraisal rule had been focused on appraiser's error, how to avoid. 2) 5 hospitals accessed nurses with relative rating and 2 hospitals with absolute rating both in practice. 3) 3 hospitals informed nurses the result of performance appraisal but 4 hospitals did not. 4) All hospitals in this study had conducted superiors rating. Regard to acceptability, 1)Rating scale method had been implemented by 6 hospitals and among those conducted beth ranking method and descriptive method. 2) Most hospitals had focused on personal traits in performance appraisal factors. Regard to practicality, The term of appraisal took $10{\sim}14$ days; performance appraisal happened 1 or 2 times per year; appraisal factors were based on 10 different items. Secondly, the result of in-depth interview with head nurses and staff nurses Regard to validity, head nurses and nurses wared that the goal of performance appraisal is to develop nurse's ability. Regard to reliability, head nurses pointed out that they were doubt of the justice of performance appraisal and they should have got training. Nurses insisted that raters should have been trained due to lack of qualification of appraiser; Head nurses and nurse proposed to convert form relative rating to absolute rating; to inform the result of appraisal; to implement peers rating. Regard to acceptability, One of the critical problems of performance appraisal tools was abstract of appraisal factors ; Lack of job analysis. Regard to practicality, Head nurses used to take overtime for appraisal. There was only a little respond despite of their efforts. Nurses questioned that appraisal tools exist for only appraisal; there was less cost-effectiveness. Conclusion: Based en these findings, it could be suggested to improve the performance appraisal tools for nurses evaluation. Firstly, it is necessary to describe goal of performance appraisal clearly set up, so that nurses could improve their positive word performance and develop their potentiality. Secondly, it is necessary to obtain various training on raters, implement absolute rating and inform the result of appraisal to nurses and use peers rating. Thirdly, it is necessary to convert from rating scale method to management by objectives or behaviorally anchored rating scale and take measurable appraisal factors based en job analysis. Finally, it is necessary to reduce the appraisal cost but increase effectiveness of performance appraisal.