• The Journal of the Korea Contents Association
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• v.17 no.7
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• pp.384-396
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• 2017

The purpose of this study is to design career learning program content and to suggest a development plan in order to assist in freshmen's successful adaptation. To accomplish this goal, first, we reviewed the precedent studies on the situations and problems of freshmen and education programs for freshmen. H. university freshmen's needs for support programs were analyzed. Second, a career learning program conceptual model was developed based on the results of precedent studies and program needs analysis. Third, the program contents for enhancing career learning competency were designed, and we suggested a development plan focusing on customized content, emotional support, and on-off line convergence program. It developed career learning tracks, big data analysis, and action planning as main content. The results of this study are expected to be used as basic data for the development and implementation of competency-based customized career learning programs for freshmen, which will help improve the quality of career learning programs and freshmen's adaptability.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.6
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• pp.317-326
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• 2020

Previous studies have suggested that individuals need to invest in the accumulation of career competencies. To demonstrate how to acquire career competencies, a model consisting of the knowing why, knowing how, and knowing whom competencies was actively discussed in the previous studies. This study seeks to identify the relationships among these competencies based on three ways of knowing, and their effects on perceived work performance. Furthermore, this study tried to identify the importance of each of these competencies in predicting perceived individual performance in the business workplace environment. The findings showed that the knowing why, knowing how, and knowing whom competencies all have a statistically significant positive influence on perceived individual work performance. Also, the study results showed the relative importance of the three competencies for perceived work performance. Specifically, the study results showed that the effects of the knowing why and knowing whom competencies are greater than the effect of the knowing how competency. The theoretical and practical implications of the study results were provided, including empirical evidence of the validity of the career capital model, the appropriateness of the career competency model based on the three ways of knowing, and assignment of resources for the acquisition of career competencies.

• Journal of Practical Engineering Education
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• v.11 no.2
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• pp.195-206
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• 2019

Accelerated technological advances and the convergence of information and communication technologies have led to changes of career concepts from one of lifetime employment to that of lifetime career. Given the importance of continuous career development for workers these days, systematic supports for workers' career development at the national level is necessary. Accordingly, a conceptual model of career competency mobility map (CCMM) has been proposed to support the development of workers' career competencies. The purpose of this study is to identify key issues that we should consider for real implementation by applying to each stage of the CCMM conceptual model as a case study. Based on the procedure presented in the conceptual model, the research process which includes collecting user information, conducting self-diagnosis of NCS-based job competencies, deriving necessary training competency, offering the guidance of training programs and job information were conducted. The results of the case study showed our participants' scores of competencies required further development and ranged from 1.83 to 4.52. Sequentially, a personalized information profile was offered for competency development, including training, certificates, and job information. Participants stated that the diagnosis results and profiles were meaningful and helped to explore further career development. Based on the results, implications are suggested.

• Information Systems Review
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• v.10 no.3
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• pp.65-87
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• 2008

Knowledge management is an innovation paradigm to improve organizations competitiveness by strengthening organization's knowledge competency. Most organizations which have implemented knowledge management have experienced various difficulties in improving organization's knowledge competency, and so they have strived to find solutions. For the problems, it may be considered as an effective approach to link between knowledge management and human resource development. This study introduces two real cases adopting such approach focusing on competency development and career development which are primary areas of human resource development, and presents a model structuring core mechanisms which can be found in the cases. The model focuses on creating synergy effects between knowledge management and workforces' competency development. The cases and the model are expected to be helpful in enhancing organizational competency and the performance of knowledge management.

• Journal of Digital Convergence
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• v.16 no.4
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• pp.29-37
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• 2018

The purpose of this study is to analyze the effects of self-development competency on employment readiness for job achievement of women's university students and to enhance the recruiting rate of female students ultimately. This paper classified the factors of self-development competency and employment readiness and defined a new research model. This study is meaningful what self-development competency is actually helpful for female undergraduates to get a job. Both self-recognition skill and self-control skill have positive primary effects on their career development skills in self-development competency. Career development skills has a positive secondary effect on not only their goal setting for job seeking but also their searching for job information. This paper suggests that career development skills is of paramount importance so as to improve employment readiness. It is expected that executable education policies and cases can be more developed on the basis of this study.

• Journal of Fisheries and Marine Sciences Education
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• v.28 no.2
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• pp.456-464
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• 2016

NCS development for construction of marine terminal structure was carried out through following procedures such as analysis on characteristics, analysis on duty, development of the first draft for standards, validation of industry sites, duty competency standards through expert committee, and utilizing package. The results were as follows. Firstly, duty competency was classified as levels from 3 to 7. Educational training institutions were followed by 22 universities, 21 colleges, 16 graduate schools, and 10 high schools. Secondly, developed standards were consisted of duty and competency unit. The name of duty was construction of marine terminal structure and competency units were consisted of 9 items as survey on economic effect, evaluation of conditions on construction environment, plan for construction of structure, construction of transfer, mooring, and power equipment, and construction, startup test, and maintenance of terminal structure. 33 competency unit elements below 9 competency units were developed. Thirdly, utilizing package was developed into 3 areas of life-long career path, training criteria, and guidelines for exam according to national competency standards for in order to develop development of labor's career and perform personal management such as hiring and promotion in industry sites.

• Journal of Korean Clinical Nursing Research
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• v.14 no.1
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• pp.99-111
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• 2008

Purpose: This study was done to provide basic data for developing an in-service education program to improve nurses' quality. First, frequency of nursing activities and competency levels of emergency nurses according to their career ladders were compared through job analysis and then practical education programs were presented on based of the results. Method: Data were collected from 335 nurses working in emergency rooms in 31 tertiary hospitals. Data collection was done from September to November 2005 using the job analysis questionnaire. Results: There were 41 nursing activities that showed differences in frequency and 78 activities that showed differences in perceived competency level. Irrespective of emergency nurses' careers, activities that show high frequency but low competency were sputum liquefying therapy, assessment of cranial nerve function, identification of diagnostic radiology, and communication with various departments. In-service education content according to nurse's career ladders was presented by adding high frequency nursing activities and activities with low competency level even though having high frequency. Conclusion: There is a need to develop and provide in-service education programs, which consider nurses' difference in frequency and competency level for their career ladders.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.6
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• pp.3807-3818
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• 2015

The objective of this study is to develop an on-line system for improving undergraduate students' competency development. After drawing elements necessary for the competency development such as assessment and planning, competency development, analysis of competency assessment, portfolio, analysis of job ability and community, based on the literature research related to competency and the analysis of the existing system, the direction of the system design was set up. The system was developed by using Microsoft Windows operating system in Windows server, ORACLE ver.10 as its database management system, and JSP and JAVA as its programing language. Reviewing errors and improvements of the system, it was modified and complemented. In order to examine the content functional utilization of the final competency development system, the utilization was verified. The competency development system for undergraduate students can be used as on-line space filled with the internalization of knowledge, self-directed competency development, convenience of record management and interactions between students-professors-alumna, owing to its functions such as boosting competency activities, cultivating career-pioneering ability and introspecting. When it is rare to find researches on the competency development system for undergraduate students, it is expected to be helpful to the development of competency education and the career education for undergraduate students as a new alternative for the competency development.

• Journal of Technologic Dentistry
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• v.34 no.4
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• pp.457-469
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• 2012

Purpose: The purpose of this study is analyzing how much students of dental technology possess core competencies and cognition between dental technicians and students. Methods: The subjects of this study were dental technicians, dental technology students and a self-administered structured questionnaire survey wax conducted for 428 selected people. Collected data were analyzed using SPSS Win 20.0 statistics program and analysis techniques include the frequency, t-test, One-way ANOVA. Results: The results of the survey are as follows. The cognition of key competency according to the gender in the students showed differences in interpersonal ability, information ability and the requirement of key competency according to the gender in the students showed differences in speaking ability, listening ability, problem solving ability. The cognition of key competency according to the grade in the students showed difference in speaking ability, listening ability and the requirement of key competency according to the grade in the students showed difference in comprehension of organization ability. The speaking ability is the lowest in the cognition of key competency according to the gender, grade, experience of clinical training in the students and the skill ability is the highest in the requirement of key competency according to the gender, experience of clinical training in the students. The cognition of key competency according to the career in the dental technicians showed difference in problem solving ability, self-regulation and self-development ability, skill ability and the requirement of key competency according to the career in the dental technicians showed difference in writing ability. The cognition of key competency according to the educational background in the dental technicians showed difference in comprehension of organization ability. The foreign language ability is the lowest in the cognition of key competency according to the career, job in the dental technicians and the skill ability is the highest and the math ability is th lowest in the requirement of key competency according to the career, place of employment in the dental technician. Conclusion: This study can be used as basic data for dental technology that are available not only to field-oriented disciplines but also to overall higher education fields which aim to strengthen key competency.

• Journal of Fisheries and Marine Sciences Education
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• v.28 no.6
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• pp.1772-1780
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• 2016

NCS development for the treatment of waste oils from ship was carried out through steps such as analysis on characteristics, development of competency standard, utilizing package, and validation of industry sites. The results were as follows. Firstly, duty competency was classified as levels from 2 to 6. Educational training institutions were followed by 75 graduate schools, 73 universities, 54 colleges, and 37 high schools. Secondly, developed standards were consisted of duty and competency unit. The name of duty was the treatment of waste oils from ship and competency units were consisted of 8 items as classification of waste oils from ship, pickup and transport of waste oils from ship, warehousing of waste oils from ship to marine disposal company, transport of waste oils from ship to land, warehousing of waste oils from to disposal company, determination of disposal method and plant recycling treatment, and incineration treatment. 28 competency unit elements below 8 competency units were developed. Thirdly, utilizing package was developed into 3 areas of life-long career path, training criteria, and guidelines for exam according to national competency standards in order to develop development of labor's career and perform personal management such as hiring and promotion in industry sites.