• Journal of Fisheries and Marine Sciences Education
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• v.28 no.5
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• pp.1290-1300
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• 2016

This study investigates the awareness about competency assessment of the candidates for fourth class promotion, the competency factors and its operation, so that we find its problems and solutions. We carried out a questionnaire survey targeting the 64 candidates in April 2016. The results of this study are as follows. First, the candidates think that competency assessment system is helpful in improving reliability and fairness of promotion system and in eradicating nepotism. Second, the required competency factors needed to perform the role of fourth class public official are direction guidance, fostering, communication, integrative thinking, achievement management and power of execution in sequence. Third, in managing the competency assessment system, compulsory competency is considered more importantly than differentiated competency. Fourth, the candidates think that the competency assessment system can be applied advantageously to particular groups. Fifth, sufficient training period and information about the competency assessment system should be provided to solve the many problems caused by the lack of advance information about the system.

• Human Ecology Research
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• v.62 no.2
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• pp.197-216
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• 2024

The dual aims of this study were i) to explore the effectiveness of an assessment method that can measure the competencies learned through high school home economics and ii) develop a competency-based assessment framework for high school home economics, including components of competency-based assessment, item development system, and other elements. The study involved the following stages: literature analysis, draft development, concretization, validity verification, and final version. Based on the results of the literature analysis and expert deliberation, a competency-based assessment framework for high school home economics was developed which comprised three dimensions: 'core idea' × 'process' × 'context and value'. Based on this, an item analysis table was presented to systematize various activities for the competency-based assessment of high school home economics, following which a holistic rubric suitable for competency assessment tasks was proposed by referring to the newly developed 'process' dimension assessment criteria. This study is significant in that it is the first to propose a competency-based assessment framework that systematically presents a variety of assessment activities. These will facilitate the development of assessment standards and tools that teachers can refer to or trust in the changing school environment due to the introduction of the standard-based assessment system based on a high school credit system, and the guarantee of a minimum achievement level.

• International journal of advanced smart convergence
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• v.7 no.4
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• pp.121-127
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• 2018

This paper develops and builds an Integrated Assessment System for National Competency Standard Professional Basic. The integrated evaluation system for basic job competency in the National Competency Standards is developed to conduct examination by means of computers, smartphones and tablet PCs. The system can be used for the basic job competency test, examination for online cyber universities, job competency examination for enterprises, and the listening, reading, and speaking test in the foreign language proficiency examination and is even better in terms of facility investment and saved operating costs as well as efficient use of spaces in comparison with conventional evaluation schemes. Even greater synergy effects can be achieved by providing support for the integrated evaluation system for basic job competency in connection with the NCS qualification system. The evaluation system has been tested and practiced at a specialized high school and can be applied to the NCS education evaluation of the college and four-year college and to the selection examination of new employees of the company.

• Journal of Fisheries and Marine Sciences Education
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• v.29 no.2
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• pp.479-491
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• 2017

The purpose of this study is to seek the recognition and development method of the competency assessment in order to set up the competency assessment system introduced for the manager promotion in B metropolitan city. The following conclusion were obtained by studying the recognition of competency assesment system of candidates for promotion and non-candidates. First, it is found that non-candidates have a higher recognition of the necessity of competency assessment system and its credibility, fairness and influence on relieving nepotism than candidates for promotion. Second, competency factors that recognized to be necessary for the performance of manager's role were direction guidance, fostering members, integrative thinking and communication in sequence by candidates for promotion, while direction guidance, communication, integrative thinking and management of organization in sequence the non-candidates. Third, in terms of the operational aspect of the competency assessment system, both candidates and non-candidates wanted a pass rate of 70~90%. And the time required for the assessment task was most favored for 1~2hrs, and the judges of the competency assessment were preferred in the order of professors, public official, consultants, and headhunters. Fourth, $1^{st}$ candidates than non-candidates recognized that the person who are from $5^{th}$ or $7^{th}$ class appointment are younger, have high education, are better at presenting, are in administrative positions, and are more optimistic would be more advantageous in competency assessment.

• Korean Journal of Adult Nursing
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• v.24 no.6
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• pp.627-634
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• 2012

Purpose: The purpose of this study was to identify registered nurses learning needs about physical assessment. Specifically, what are the perceived competency, frequency of skill use and the unmet training needs. Methods: The study was an exploratory survey study. The sample was 104 registered nurses. Data were collected through three instruments: The Perceived Competency in Physical Assessment Scale, the Frequency of Physical Assessment Scale, and the Training Needs of Physical Assessment Scale which incorporated 30 core Physical Assessment skills. Descriptive statistics, t-test, and Pearson's correlation coefficient were used to analyze the data. Results: Auscultation of heart and lung sounds and inspection of the spine were rated by the subjects as physical assessment skills they feel least competent and also were less frequently performed. The most competent area for physical assessment was neurological system. The respiratory and abdominal system was identified as two systems that more education would be needed. Nurses with less than one year of working experience reported needing more training. Nurses with more than five years of clinical work experience performed physical assessment more frequently than nurses with less than five year of work experience. The perceived competency was positively related to the frequency of physical assessment. Conclusion: Continuing education is necessary to further train registered nurses regarding physical assessment skills and the program needs to be focused on the area which nurses are less competent for and have high training need.

• Journal of National Security and Military Science
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• s.3
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• pp.243-263
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• 2005

The purpose of present study is to applied center assess method to Military General's Promotion System. This study aim to examine assessment center method based on core competency model will be applied to Military General's Promotion System and Human Resource Management. This study propose that Military General's core competency model based on job analysis to identify competency of Army, Navy, Air Force's Generals and to identify the consequences and performances of assess center method. This study propose that assess center method applied to Military General's Promotion System have many kinds. Facilitated Simulation methods were Planning and Analysis /Oral Presentation, Presentation management Coaching, customer /Peer lnteraction. Non-facilitated Simulation methods were In-Basket game, Leaderless Group Discussion, role playing. And this study propose that Military General's assessment center method based on core competency model will be effective in Military field.

• Journal of Practical Engineering Education
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• v.10 no.1
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• pp.57-62
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• 2018

The recognition of the importance of lifelong vocational competency development, the proliferation of MOOC, and interest in online education have increased. As a result, efforts are continuously being made to develop an education system for lifelong vocational competency development. However, research on design and development of competency-based evaluation tools and systems in the field of technology engineering is still insufficient. In this paper, we designed and implemented a Competency-based Assessment System for Lifelong Vocational Competency Development(CBAS-LVCD). CBAS-LVCD utilizes NCS-based rubric-based assessment tools to evaluate learners and provides simulation tools for use in technology engineering. This is expected to be of great help in assessing the competencies required for practical affairs in the field of technology engineering, where practical work and on-line testing are limited.

• Journal of Venture Innovation
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• v.4 no.1
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• pp.51-65
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• 2021

The HR policy in the public sector was closed and operated mainly on written tests, but in 2006, a new evaluation, promotion and education system based on competence was introduced in the promotion and selection system of civil servants. In particular, the seniority-oriented promotion system was evaluated based on competence by operating an Assessment Center related to promotion. Competency evaluation is known to be the most reliable and valid evaluation method among the evaluation methods used to date and is also known to have high predictive feasibility for performance. In 2001, 19 government standard competency models were designed. In 2006, the competency assessment was implemented with the implementation of the high-ranking civil service team system. In the public sector, the purpose of the competency evaluation is mainly to select third-grade civil servants, assign fourth-grade civil servants, and promotion fifth-grade civil servants. However, competency assessments in the public sector differ in terms of competency assessment objectives, assessment processes and competency assessment programmes compared to those in the private sector. For the purposes of competency assessment, the public sector is for the promotion of candidates, and the private sector focuses on career development and fostering. Therefore, it is not continuously developing capabilities than the private sector and is not used to enhance performance in performing its duties. In relation to evaluation items, the public sector generally operates a system that passes capacity assessment at 2.5 out of 5 for 6 competencies, lacks feedback on what competencies are lacking, and the private sector uses each individual's competency score. Regarding the selection and operation of evaluators, the public sector focuses on fairness in evaluation, and the private sector focuses on usability, which is inconsistent with the aspect of developing capabilities and utilizing human resources in the right place. Therefore, the public sector should also improve measures to identify outstanding people and motivate them through capacity evaluation and change the operation of the capacity evaluation system so that they can grow into better managers through accurate reports and individual feedback

• Journal of Korean Society of Industrial and Systems Engineering
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• v.35 no.3
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• pp.32-44
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• 2012

The competitiveness of modern organizations highly depends upon organizational competencies rather than individual competencies. However, most of previous studies on project success focused on individual competencies, such as project manager's competency and leadership. Even though there are some assessment models for the organizational project competencies, they are limited in specific organizations and industries. Furthermore, it is difficult to apply them to domestic companies, especially to small and medium enterprises because some assessment items are inappropriate for them. The purpose of this study is to propose an organizational project competency assessment model that is suitable for evaluating small and medium enterprises. First, the assessment areas and items for each area are determined through extensive investigation of previous models including OPM3, CMMI, and PMBOK. Next, the weights of assessment areas and items are decided by AHP analysis of experts response in the field of the project management. Finally, a project competency assessment model with assessment sheets is proposed. The model proposed in this study might support managers of small and medium enterprises to find pros and cons of project competencies and to establish improvement plans.

• International journal of advanced smart convergence
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• v.5 no.4
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• pp.48-53
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• 2016

In this paper, all elements used in integrated infrastructure for job competency assessments of NCS (National Competency Standards) will be merged into assessment system using multiple devices(ASMD). NCS is a systematic approach on required abilities (knowledge, technical expertise, attitude) to process the tasks in the fields by industry. Competiveness of ASMD design is that no limitation of time and space using personal devices like PC, laptop, smartphone, and tablet, while seeing screen, hearing, touching, speaking, and writing. Question type can be limitless to express the situation. To lead technologies and market for domestic and oversea assessment system, supporting on multiple devices with connectivity that will eliminate limitation of time and space is the key feature for design competitiveness. Design of integrated assessment system proposed in this paper can be applied to NCS, fundamental competency evaluation, online test, job aptitude test, and foreign language test which involve listening, reading, writing, and speaking. Compared with existing evaluation method, reduction of investment and operating cost will be greater. Along with development of ICT technologies, the next generation of integrated assessment system will be quickly changed to ASMD, which already involves connected service between internet and smart devices.