• KSCE Journal of Civil and Environmental Engineering Research
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• v.38 no.1
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• pp.121-132
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• 2018

Korea's construction engineering companies are facing difficulties in deterioration of international construction profitability because they focus on traditional engineering fields such as design and construction supervision. Therefore, it is necessary to strengthen competency of high-add-value engineering field such as Project-Management-Consultancy (PMC). This paper aims to suggest the strategies to enhance the international PMC competency. This study identified the competency factors for international PMC, using Borich needs assessment and Locus for focus model. As a result, step-by-step strategies were suggested according to the competency level in domestic engineering companies. The results of this study will assist Korean engineering companies to consider the important competencies for international PMC projects. Furthermore, enhancement strategies are going to be proper references for domestic engineering companies which prepare the international PMC project.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2017.10a
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• pp.630-634
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• 2017

The importance of SW quality is also rising as the usage of SW is increased in the areas of society. The development of SW quality competency of the human resource is essential for ensuring the quality of SW product, and the details of it should be reflected firstly in the demands of industrial sites. In this paper, the needs assessment and the training priorities were identified by IT Test and IT Quality Assurance based on National Competency Standards(NCS). T-test, Borich's need assessment model, and the Locus for Focus Model were conducted for determining training priorities. As a result, top and post training priorities were drawn from the redundancy check and some related implications were suggested.

• Journal of the Korean Society of Clothing and Textiles
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• v.44 no.5
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• pp.837-855
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• 2020

This study develops a business ethics education program and verifies its effects through the implementation of a program for fashion companies. Questionnaires obtained from 161 fashion companies were submitted for an analysis of the education needs of business ethics components using the Borich's Needs Assessments Model and the Locus for Focus model. The business ethics component in the highest rank of the education need was 'promoting social contribution (PSC)'. An education program of PSC was developed based on the problem-based learning method and was implemented for 180 minutes on the CEOs or managerial board members of eleven fashion companies. Education participants showed an improvement in the perceptions of the business ethics component after the education seminar. The self-efficacy and the education effect perceived by participants were maintained 70 days after education. This study is meaningful to gain an empirical evidence of the positive effect of business ethics education implemented on the practitioners of fashion companies. The results will provide a knowledge base and a guideline for business ethics education in the fashion industry.

• The Journal of Korean Academic Society of Nursing Education
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• v.30 no.1
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• pp.82-95
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• 2024

Purpose: This study aimed to identify the needs for the managerial competencies of nurse managers in general hospitals. Methods: A cross-sectional design was used. The participants were 203 nurse managers, 141 head nurses or unit managers, and 62 directors or team managers from 17 general hospitals. Data were collected by a self-administered questionnaire with 42 nursing management competencies and 181 behavioral indicators. Participants rated the importance and performance of each indicator. Data were analyzed using a paired t-test, independent t-test, importance-performance analysis, Borich's needs assessment model, and locus for focus model. Results: In all 42 competencies, importance was rated significantly higher than performance. The head nurses or unit managers had high demands for "human resource development," "performance management," and "information management," while the directors or team managers had high demands for "change management." Competencies in high demand in both groups were "development of nursing standards" and "self-management." Conclusion: Based on the results, it is necessary to select priorities and prepare educational content when developing educational programs to strengthen the nursing management competencies of general hospitals' nurse managers.

• Journal of Distribution Science
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• v.16 no.6
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• pp.77-84
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• 2018

Purpose - The aim of this study was to analyze the educational needs of distribution company salespeople in core competencies for convergence and their general perception of convergence education. Furthermore, this study provides basic data on core competencies for convergence needed by them. Research design, data, and methodology - A survey was conducted on 104 distribution company salespeople who worked near Seoul, Korea to analyze the perceptions of their educational needs in core competencies for convergence education, according to their socio-demographic characteristics. The socio-demographic characteristics were gender, age, workplace size, education background, work experience and business category. The questionnaire consisted of demographic factors (7 questions), general perception of convergence education (5 questions), perception of importance of core competency for distribution company salespeople (9 questions), and current perception of distribution company salespeople on core competency of convergence workers (9 questions). Park et al.(2014)'s categorization of convergence core competencies was used: Cognitive convergence (creative thinking, critical thinking and understanding of convergence knowledge), convergence performance (problem solving, communications, collaboration and application of convergence tools) and attitude toward convergence (empathy and responsibility). Data was collected through an independent sample of t-tests and a one-way analysis of variance and the Borich Needs Assessment Model was used to identify the educational needs of distribution company salespeople in the core competencies of convergence education. Results- The results show that the subjects recognized the need for convergence education to be high among the general perceptions. The perception scores for workers of different backgrounds only varied according to the size of the business. Moreover, the results of the educational needs analysis and the ranks of the required core competencies of convergence workers by the subjects were as follows: 1. convergence knowledge understanding competency, 2. creative thinking competency, 3. convergence tool application competency, 3. communications competency, 4. problem solving competency, 5. collaboration competency, 6. critical thinking competency, 7. empathy competency, 8. responsibility competency. Conclusions - This study highlights the necessity of developing university curriculum that can nurture the core competencies of conversion education reflecting distribution company salespeople's requests as well as cultivating qualified convergence workers required by distribution company workers.

• 대한공업교육학회지
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• v.40 no.1
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• pp.23-39
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• 2015

The purposes of this study were to evaluate the effectiveness of teacher training program for specialized school teacher in invention patent field and to explore the program improvement ideas. The study was carried out through on survey method and using program evaluating model developed for this study. The study subjects are 39 specialized high school teacher participated in training program about invention patent field at CNU-IECT(Invention education center for teacher). The data collection was done on August 2, 2014. The 37 questionnaies were analyzed. The educational needs of the training program were calculated by using the Borich(1980)'s needs assessment formula. The evaluating model was developed by the team. Major findings of this study were as follows; First, the training needs of specialized high-school teachers was high. Second, the satisfaction of the training program was high. Third, the overall effectiveness of training programs was high. Fourth, the improvement ideas were divided into four area - 1)The status quo area, 2) the alternatives exploration area, 3) the strategy modifications area, 4) the expected expansion area.