• Korean Business Review
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• v.23 no.1
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• pp.45-68
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• 2010

Current oversupply of college graduates is the need in the industry, but the absolute lack of manpower and the company's dissatisfaction with graduates of the retraining costs borne by businesses increases with the overall gap between university education and industry is causing a scene. Particularly job-oriented vocational training colleges for the purpose of sahoegak areas of professional knowledge, teaching theory, research, and cultivate talent, and social development of countries required to cultivate professional personnel for the purpose were established. However, the purpose of today's college founded largely on these off, which reflects the needs of industry through the development of the curriculum of colleges established in the original intent and purpose of the on demand came to be intellectually and socially. Reflect the needs of industrial on-site training is the development "of industrial units for each job through the job analysis is required in college to acquire job skills training to be a list of subjects and the importance of each subject and analyzed the incidence and Curriculum Development Reflected in and through which industry and the job comes from the college curriculum to eliminate the gap between research. Research-oriented job analysis methods commonly used in curriculum development, DACUM technique was used, through which subjects daebipyo skills, selection of the companies surveyed set of job model, job creation and the job description and job specification we analyze it using a group of experts to evaluate the interview and questionnaire via WEB to evaluate the results of the educational process.

• Horticultural Science & Technology
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• v.32 no.6
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• pp.887-900
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• 2014

This study was conducted to provide a job analysis for, and assess the job performance of horticultural therapists, as well as examine future educational needs. To this end, a chart developed using the DACUM method was chosen as the appropriate tool for the job analysis of horticultural therapists (Study 1). Based on the chart, a survey using an evaluation form was produced to investigate the current level of job performance and future required level of horticultural therapists (Study 2). A total of 8 duties and 45 tasks were classified to examine job performance, based on analysis of the DACUM Council (Study 1). These duties include A. Decide execution organization for horticultural therapy (HT) program, B. Diagnose and assess clients before starting the HT program, C. Plan HT program, D. Develop HT program, E. Prepare to implement HT program for each session, F. Implement HT program for each session, G. Implement overall assessment for HT program, and H. Develop oneself as a horticultural therapist. Their duties were broken down further into five to eight tasks per duty, totaling 45 tasks. Based on the horticultural therapist job performance sheet developed through this process, an assessment of the current job level of horticultural therapists was performed and future required level were examined (Study 2). The evaluation forms were sent to 779 horticultural therapists with level 1 or 2 certification via email or mail delivery. The analysis of 242 questionnaires (31.1%) revealed that horticultural therapists with level 1 certificates have a significantly higher job performance level for 34 of the 45 tasks. Regarding future required level, 20 out of 45 tasks were assessed as higher for level 1 horticultural therapists than level 2. In addition, a Borich formula was utilized to identify the priority of educational needs for the 45 horticultural therapist tasks. The results revealed the following top three tasks: H1. Receive feedback from the supervisor for the horticultural therapy program; A1. Distribute promotional materials about the horticultural therapy program; and H2. Submit a grant proposal for horticultural therapy program to organizations such as welfare foundations. The results of this study are anticipated to facilitate understanding and improve work conditions for current horticultural therapists or horticultural therapists-in-training. In addition, institutions that train horticultural therapists will be able to use this as basic research to develop a practical training curriculum.

• The Korean Journal of Emergency Medical Services
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• v.17 no.3
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• pp.115-137
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• 2013

Purpose: The purpose of this study was to investigate the extended job of paramedic after the 1st job description in 2000 by the National Health Personnel Licensing Examination Board. Methods: This study was carried out from May 2012 to July 2013 on the Developing A Curriculum (DACUM) method to analysts 330 responses among 400 questionnaires (response rate 82.5%) after analysing 30 pilot questionnaires. In order to enhance validity and reliability of this job description, 2 job analysts in universities and 10 EMT-Paramedics in hospitals and fire stations were recruited. Results: There were differences between 166 (year 2000) and 240 (2012) in task element. There were higher answering at triaging patient(2.64 frequency, 4.15 importance), calling for help(2.68 frequency, 4.07 importance) in disaster emergency care. There were higher answering at measuring vital sign (3.95 frequency, 4.22 importance), measuring ECG(3.84 frequency, 4.14 importance), wound care(3.48 frequency, 3.86 importance), bleeding control & wound care(3.46 frequency, 3.86 importance), applying $O_2$(3.40 frequency, 3.94 importance) in physician assistant. Conclusion: Scope of extended practice as a physician assistant in hospital setting recommended us to replace the present curriculum and national exam with new curriculum and national written & skill test.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.1
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• pp.91-105
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• 2009

Purpose: The aim of this study was to analyze the needs of HIV/AIDS care and to develop the job description of HIV/AIDS Counselling nurse in Korea. Methods: The needs assessment was done by focus group interview with HIV/AIDS care recipients who are 16 persons living with HIV/AIDS and four their family members, seven persons from HIV/AIDS high risk group, and five nurses working on HIV/AIDS clinics. Based on the result of needs assessment, job description was developed using the DACUM. Mail survey was done to identify the frequency, importance, and difficulty of duties, tasks, and task elements. Results: The job description was classified under 8 duties, 36 tasks, and 290 task elements. Duties were categorized as needs assessment, health promotion and quality of life, improvement of treatment compliance, symptom care, health education, resource network, administrative activity, and career development. The importance of all duties and tasks showed high score from the survey, but the frequency and the performance level were middle range. Conclusion: It is suggested that the special training program based on the job description needs to be developed. In the political aspects, the introduction of HIV/AIDS nurse specialist certification could be considered.

• 대한공업교육학회지
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• v.39 no.1
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• pp.143-163
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• 2014

This study developed a National Competency Standard(NCS) regarding the casino operations management based on the manual for developing National Competency Standard of 13 years and a revised classification system chart of the National Competency Standard. For the research method, this study developed a national competency standard of relevant jobs after going through review, consultation, modification, supplementation, and reporting procedures 10 times with development experts of the National Competency Standard, the industrial setting professionals, education and training experts, qualification(job analysis) experts, facilitators, and a working group of job verification committee based on the phased range and DACUM procedure of study. The major development results of this study are as follows. First, this study selected and defined duties based on the revised classification system chart of the National Competency Standard, then drew and developed total 8 ability units based on the applicable duties. Secondly, based on the developed ability units, total 27 ability unit factors were deduced and developed. Thirdly, a standard system by ability unit factor was developed based on the level of the national competency standard and revised classification system chart, then this study deduced and developed a supra-domain of the standard system by competency units using the standard tranquility value by these competency unit factors. Based on such development contents and guidelines for the national competency standard ability unit classification number, this study deduced and developed category numbers by relevant competency unit. Fourthly, total 27 relevant performance standard by competency units and knowledge, skill, and attitude were deduced and developed. Fifthly, this study deduced and developed a scope of application, work situation, evaluation guide, core competency, and development history in reference to the total 8 relevant competency units based on the duties.

• Journal of Hospice and Palliative Care
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• v.13 no.1
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• pp.13-23
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• 2010

Purpose: This study was to identify the role of general hospice palliative nurse through job analysis (duties, task, and task elements). Methods: The sample consisted of 136 nurses or professors who were performing duties related to hospice care areas in Korea. A survey method was used, and the questionnaire included frequencies, criticality, and difficulties of task elements in job description by the DACUM method. Descriptive statistics were performed by using SPSS WIN 17.0. Results: The job description of general hospice palliative nurse was identified 8 duties, 36 tasks, and 137 task elements. As for the 8 duties, the average scores of frequency, criticality, and difficulty were 2.94, 3.66, and 2.80, respectively. The role of ‘pain assessment’ was the most important task element among frequency and criticality. The lowest score at the frequency and criticality were ‘manage public finance’ and ‘collect datum through diagnostic test & lab', respectively. Furthermore, the role of 'identify spiritual needs of patients and family' was the most difficult task, whereas the role of 'manage documents and information' was the least. Conclusion: In this study, we could recognize the reality of general hospice palliative nurse's performances. For general hospice palliative nurse, therefore, concrete practice guide lines of psychosocial and spiritual care, communication skills, and bereavement care with qualifying system are critically needed.