• The Korean Journal of Archival Studies
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• no.31
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• pp.43-93
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• 2012

The quality of human resources is critical element which promote efficiency in the community management. Each country all of the world is developing national competency standards to exploit them on human resources management. In response to this trend, the field of records management need to develop competency standards and to build human resources. Although each agency is placing qualified record manager and operating archives organization. growth and development is needed on this field. Under these circumstances, examining requirement for records management competency and using them is a task of great significance on the side of strengthening specialist and normalizing archives operation. This study suggests procedures and methodology competency standards enable to be exploited in entire fields of records management including private sectors as well as public sectors. Furthermore, as for procedures of suggesting measures for developments, cases of procedures of stand designs are shown, effectively verifying for feasibility, validity, and usability of development of competency standards in the field of records management. In this process, models for competency standard and elements based on competency units in the field of records management are suggested. This study will be ultimately expected to contribute to an adoption of manpower development system and a systematic method via procedures of approving expertise of records management being recently highlighted as an issue from revision process of records management act.

• 대한공업교육학회지
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• v.38 no.2
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• pp.267-286
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• 2013

Recently, the advanced company has been sparing no efforts in improving necessary core knowledge and technology to achieve outstanding work performance. In this rapidly changing knowledge-based society, the company has confronted the task of creating a high value-added knowledge. The role of R&D workforce that corresponds to the characteristic and role of knowledge worker is getting more significant. As the life cycle of technical knowledge and skill shortens, in every industry, the technical knowledge and skill have become essential elements for successful business. It is difficult to improve competitiveness of the company without enhancing the competency of individual and organization. As the competency development which is a part of human resource management in the company is being spread now, it is required to focus on the research of determining necessary competency and to analyze the competency of a core organization in the research institute. 'H' is the semiconductor manufacturing company which has a affiliated research institute with its own R&D engineers. Based on focus group interview and job analysis data, vision and necessary competency were confirmed. And to confirm whether the required competency by job is different or not, analysis was performed by dividing members into workers who are in charge of circuit design and design before process development and who are in the process actualization and process development. Also, this research included members' importance awareness of the determined competency. The interview and job analysis were integrated and analyzed after arranging by groups and contents and the analyzed results were resorted after comparative analysis with a competency dictionary of Spencer & Spencer and competency models which are developed from the advanced research. Derived main competencies are: challenge, responsibility, and prediction/responsiveness, planning a new business, achievement -oriented, training, cooperation, self-development, analytic thinking, scheduling, motivation, communication, commercialization of technology, information gathering, professionalism on the job, and professionalism outside of work. The highly required competency for both jobs was 'Professionalism'. 'Attitude', 'Performance Management', 'Teamwork' for workers in charge of circuit design and 'Challenge', 'Training', 'Professionalism on the job' and 'Communication' were recognized to be required competency for those who are in charge of process actualization and process development. With above results, this research has determined the necessary competency that the 'H' company's affiliated research institute needs and found the difference of required competency by job. Also, it has suggested more enthusiastic education methods or various kinds of education by confirming the importance awareness of competency and individual's level of awareness about the competency.

• Journal of the Korea Safety Management & Science
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• v.23 no.3
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• pp.47-55
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• 2021

Developed countries that have experienced decline in productivity due to the economic crisis in the past have come to recognize the smart factory as an important means to strengthen the competitiveness of the manufacturing industry due to the increase in labor costs, the avoidance of the manufacturing industry, and the resolution of the shortage of skilled manpower. The necessity of nurturing manpower for self-maintenance was felt through identifying factors for successful smart factory introduction by companies and providing smart factory education. Therefore, the effects of educational satisfaction and operational competency on self-efficacy as a parameter and self-efficacy as a parameter were analyzed using research models and hypotheses to determine whether there was an effect between job satisfaction as a dependent variable. As a result of the analysis, it was found that the mediating effect of self-efficacy and self-efficacy on job satisfaction was found to have significant effects on operational competency and self-efficacy as parameters, as well as educational satisfaction and operational competency. The implication of this study is that continuous education and innovation activities are important in order to increase the business performance of companies, and through this, the manufacturing competitiveness of SMEs can be improved.

• Journal of Science Education
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• v.42 no.2
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• pp.132-147
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• 2018

The goal of this research is to suggest a theoretical process-centered assessment model based on Learning Progressions of key competencies in the context of STEAM instructions. The "Process-Products Combined Module-type (P2CM) STEAM Assessment Model (P2CM STEAM Assessment Model, hereafter) can be used both as an instructional model and as an assesment model, applicable for various STEAM topics and instructional types. consists of 3 axes. The first X axis stands for 4C competencies that should be emphasized through STEAM instruction. The second Y axis stands for the types and the hierarchy of STEAM instructions. The third Z axis stands for the assessment standards based on LP. We also exemplified an assessment module combined creativity competency with creativity-based instruction based on . Based on the research results, we suggested elaboration of assessment models based on Korean LP research outcomes, development and supply of formative assessment models through field-based in-depth research, modification of formative assessment models with the participation of teacher communities and in-service teachers, and the necessity of further research on assessment models for tracking LP.

• International Journal of Internet, Broadcasting and Communication
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• v.16 no.1
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• pp.182-190
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• 2024

Various artificial intelligence neural network models that have emerged since 2014 enable the creation of new content beyond the existing level of information discrimination and withdrawal, and the recent generative artificial intelligences such as ChatGPT and Gall-E2 create and present new information similar to actual data, enabling natural interaction because they create and provide verbal expressions similar to humans, unlike existing chatbots that simply present input content or search results. This study aims to present a model that can improve the ChatGPT communication skills of university students through curriculum research on ChatGPT, which can be participated by students from all departments, including engineering, humanities, society, health, welfare, art, tourism, management, and liberal arts. It is intended to design a way to strengthen competitiveness to embody the practical ability to solve problems through ethical attitudes, AI-related technologies, data management, and composition processes as knowledge necessary to perform tasks in the artificial intelligence era, away from simple use capabilities. It is believed that through creative education methods, it is possible to improve university awareness in companies and to seek industry-academia self-reliant courses.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.14 no.5
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• pp.43-59
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• 2019

The promotion of social economy is one of the Korean government's top 100 initiatives. As of August 2019, there are 2,249 certified social enterprises in Korea, showing explosive growth with a 41-fold increase from 2007 when the Social Enterprise Promotion Act was first enacted. Currently, the discussion of the sustainability of social-economic organizations is lively, including the issue of changing the certification system to the registration system. Noting the unusual management structure of social enterprise - seeking both social and economic value, this study identifies factors affecting the performance of social enterprises. The study focuses on an empirical investigation of the relationships between characteristics of entrepreneurs' experiences in social economy, strategic competency, the extent to which they seek social value, and their performance. This study is unique in social enterprise research due to its approach to the hybrid management structure of social enterprise with a focus on entrepreneurs' characteristics. Accordingly, this empirical investigation focuses on how social-value seeking mediates the relationships between strategic competency emphasized in typical for-profit enterprises, the characteristics of experiences stressed in social-economic organizations, and the performance of social enterprises. The study findings suggest that, firstly, social entrepreneurs must seek social value as a top priority and improve economic performance using strategic competency to keep pursuing social value, and secondly, social-value seeking must be founded upon entrepreneurs' understanding and experiences in social economy. Practical implications of the study findings include concrete directions for training in social enterprises offered by relevant agencies and the establishment of competency models for current and future entrepreneurs.

• Journal of Digital Convergence
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• v.17 no.5
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• pp.257-266
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• 2019

This study investigates convergent factors related with communication competency of some health majors students in studying for TOEIC. The questionnaire was used using an unregistered self-administered questionnaire for 280 health majors students in TOEIC class from college located in J area from November 1, 2018 to November 30, 2018. The hierarchical multiple regression analysis shows the following results. The communication competency of respondents turned out to be significantly higher in following groups: a group in which ego-resilience is higher, a group in which inkling is higher, and a group in which self-leadership is higher. The results show explanatory power of 57.0%. The results of the study indicate that the efforts, to increase ego-resilience, inkling and self-leadership are required to improve the communication competency among health majors students in studying for TOEIC. These results can be used to develop and operate educational resources and support programs that improve communication competency of health majors students in studying for TOEIC. Future research requires presentation and analysis of structural models considering factors affecting communication competency and correlation with TOEIC scores of health majors students in studying for TOEIC.

• 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 Practical Engineering Education
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• v.15 no.3
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• pp.597-603
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• 2023

This study evaluates the AI digital competencies of teachers and presents a step-by-step framework for teacher's AI digital competencies that can be utilized in training. To do this, AI digital competencies were analyzed from the perspective of utilization and disposition, linked with the Technological Pedagogical Content Knowledge (TPACK) perspective. Then, as a precedent for step-by-step teacher AI digital competencies, the 3-step competency of the British Education and Training Foundation and the UNESCO ICT Teacher Competency Framework were presented. In this study, teacher's AI digital competencies were divided into three stages: entry, adaptation, and leadership, considering precedent research and domestic conditions. The initial entry stage passed the validity test in the second round of the Delphi survey, and the other two stages passed in the first round. The final entry stage is described as a stage where teachers understand AI digital but have difficulty implementing it, the adaptation stage is a level applied to standard curricula, and the leadership stage is a level where AI digital is applied in advanced courses and teachers serve as models for others. Through the overall AI digital competencies presented in this study, detailed competency development is possible, and it can be used as a reference material for developing evaluation items.

• Journal of Korean Academy of Fundamentals of Nursing
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• v.17 no.3
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• pp.362-370
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• 2010

Purpose: In this study the present status of the practicum in Fundamentals of Nursing and test for student competency in nursing skills were surveyed. Method: Participants included 72 nursing schools. A structured questionnaire was used for data collection and SPSS 17.0 for data analysis. Results: Credits for Fundamentals of Nursing, credits for practicum and hours per credit were 2.93, 7.34, and 2.14 respectively. Number of students per practice unit, full time assistants and students per assistant were 28.6, 0.6, and 20.2 respectively. Utilization of CPX room and OSCE room for practice was 5.6%, and 9.7% respectively. Of the school, 32.0% included clinical practice in the practicum. 90.3% provided an open lab but only 48.4% had full-time assistants for these clinical practice areas. Testing for nursing skill competency was performed twice a semester in most schools. Utilization of standard patients and high fidelity models for testing was 8.3%, and 23.6% respectively. The test was thought to be inappropriate in 33.4% of the schools. Conclusions: The results suggest that to improve the outcomes, the practicum for Fundamentals of Nursing needs to be changed to include expansion of facilities and human resources, utilization of standard patients and high fidelity models and development of appropriate test methods.