• Cartoon and Animation Studies
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• s.46
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• pp.1-22
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• 2017

The practical learning requires the new paradigm in its content of education and environment along with the rapid development of information communication technology and the expansion of digital content industry. Especially, the animation education, core area of digital content industry, has attempted to improve the content and method of education by focusing on creativity, convergence and practical education. However, education environment in the previous form of computer laboratory has not been reflected the characteristics of animation education. In the light of this, this research would suggests the effective education environment implemented animation job competency and the characteristics of animation production. Firstly, the problem of previous educational environment will be explored through looking at computer rooms of domestic Universities. The characteristics of animation production consisted of Pre-production, Main-production, Post-production and elements of animation job competency will be reviewed by focusing on three phases of production, Pre-production, Main-production and Post-production, and six particular jobs, concept art, modeling & texturing, animating, lighting, VFX and compositing. Secondly, 6 types of space adapted from space syntax, possibly explored the embedded meaning of the structure of space and environment, will be reviewed by focusing on integration, separation and interaction. Thirdly, based on the characteristics of animation production, the element of animation job competency, 6 types of space, analytical tools about animation project education will be deducted, and the case study regarding animation studio, Walt Disney studio, will be processed by focusing on its production environment and spatial composition by focusing on Pre-production, Main-production, Post-production. Fifthly, the effective spatial composition for animation project education will be explored based on the interpretation of literature reviews and case study. In regard to this, the research addresses the spatial composition reflected the characteristics of practical learning and job competency in animation education, which differs from the previous form of standardized education spaces.

• Korean Journal of Adult Nursing
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• v.12 no.4
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• pp.546-559
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• 2000

The purpose of this study was to examine the effect of preceptorship on On the Job Training of new nurses. The research design was a retrospective survey and one group pre-post test design. The subjects were 49 entry nurses and 49 preceptors. The data were collected from Feburary 1, 1998 to December 1, 1998. One questionnair applied in this study consisted of general characteristics, the responses of new entry nurses and their preceptors and their qualities. The other questionnair consisted of job satisfaction of new entry nurses and preceptors and their competencies. The data were analyzed for frequencies, mean score, standard deviation, t-test, and ANOVA. The results of the study were as follows: 1) Preceptees's responses were that the nurses' affiliation of unit, cooperation of other nurses, and competencies of nursing skills improved after OJT applied preceptorship. 2) Preceptors's answers were that preceptorship had a positive effect on their continuing education. 3) While preceptees's job satisfaction scores were high in interaction, administration, and organization, they were low in autonomy and pay. 4) Pre-competency scores were the same as post-competency scores. 5) After preceptorship, preceptors responded that their nursing skill & communication competency increased, but their nursing administration competency decreased. 6) Finally, preceptorship's other effects were as follows: (1) Checklists for preceptee education at the nursing unit were developed separately. (2) It was proved that 'preceptor interview note' was effective on manage preceptorship. (3) We obtained duty overlap periods; medicalsurgical units-1 month, 5 ICU-2 months, operation room-3 months. (4) We prepared a preceptor program based on the study results.

• Korean Journal of Human Ecology
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• v.18 no.4
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• pp.809-824
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• 2009

The purpose of this study is to examine the contents and concept of program for healthy family and provide job opportunity and competency of healthy family supporter. For this research, participants are 51 healthy family supporters as a middle manager. Data were obtained through the survey using a questionnaire developed by the ministry of women and family and headquarter of healthy family support centers in 2007. The research process consists of two parts. One is to suggest their jobs and requirements, the other is to offer their core competency and area for improvement. First, the jobs of healthy family supporters as a middle manager are the generalization of team's work including the planning, management and coordination, training for the staff, and network of social resources. They recognized the planning and management of healthy family support center's goal and course as a strategic job. The requirements for the performance of their duties are having a bachelor's or a master's degree, career more than for 3 years, and a certificate of qualification of healthy family supporters, social worker and family counselor. Second, their competencies are the understanding of education of family life, theory of family counselling, the planning and valuation of program for healthy family, understanding for the variegated family, management of organization, networking with resources, ability of documentation, ability of persuasion and negotiation, management of time, sociality, communication skill, solving the problem, positiveness, cooperative spirit and so on.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.30 no.6
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• pp.1167-1187
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• 2020

We are facing the situation where cyber threats such as hacking, malware, data leakage, and theft, become an important issue in the perspective of personal daily life, business, and national security. Although various efforts are being made to response to the cyber threats in the national and industrial sectors, the problems such as the industry-academia skill-gap, shortage of cybersecurity professionals are still serious. Thus, in order to overcome the skill-gap and shortage problems, we propose a Cybersecurity technical response Job Competency(CtrJC) framework by adopting the concept of cybersecurity personnel's job competency. As a sample use-case study, we implement the CtrJC against to personals who are charged in realtime cybersecurity response, which is an important job at the national and organization level, and verify the our framework's effects. We implement a sample model, which is a CtrJC against to realtime cyber threats (We call it as CtrJC-R), and study the verification and validation of the implemented model.

• The Journal of Korean Institute for Practical Engineering Education
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• v.3 no.2
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• pp.158-165
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• 2011

The purpose of this study is to develop competency model in preparation for training programs for CEO of vocational training institutes in terms of needs assessment. This study collected data from 230 public and designated vocational training institutes including commercial learning facilities and life-long training centers using questionnaire by web mail. The frame of assessing training needs of competency applied to this study was based on the model with three components, namely importance, proficiency and learning desires of job skill and task needed to CEO of vocational training institutes. The methodologies of this study used were survey, FGI and case study. The major results proved that the higher priorities of training needs for vocational training institute CEO competency were as followings: (1) Competency for attaining talent of training teachers (2) Needs assessing competency for labor market change and trainee (3) Problem solving competency (4) Leadership skills and so on.

• Journal of Korean Academy of Nursing Administration
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• v.19 no.5
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• pp.658-667
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• 2013

Purpose: The study was undertaken to investigate effects of decision making competency, nursing professionalism and job satisfaction on turnover impulse, and identify factors contributing to turnover impulse among nurses. Methods: The study was a descriptive study with 231 nurses from 4 general tertiary hospitals participating. Data were collected during March, 2013 using a structured self-report questionnaire. Decision making competency, nursing professionalism, and job satisfaction were measured with validated instruments, and turnover impulse was measured with one question using a 5-point Likert scale. Data were analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson correlation coefficients and multiple regression. Results: The significant predictors of turnover impulse among nurses were professionalism (${\beta}$=-0.18, p=.015) and job satisfaction (${\beta}$=-0.18, p=.009). These variables explained 12% of the variance in turnover impulse among nurses. Conclusion: The results indicate that nursing managers need to put efforts in improving nurses' job satisfaction and to develop plans to increase nursing professionalism in order to reduce nurses' turnover impulse.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.11
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• pp.5178-5187
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• 2011

National Competency Standards(NCS) development related researches on the semiconductor industry were carried out partially, but the field training demand survey and analysis using that NCS were not done. The past demand survey for the job skill training had focused on personnel shortage and oversupply so it has the problems called skill mismatch. This study has the purpose to provide an alternative analysis of qualitative evaluation using the relative importance and gap of the job skill elements in the semiconductor industry. As research methods, we carried out related literature and report review, and a job skill demand survey on the semiconductor industry. We analyzed about the industry related jobs and job tasks, the qualitative demand for each job skill elements, and procurement methods for each job skills and manpower. We illustrated some related training courses to find out a relevant way for supplying the training programs.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.278-292
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• 2019

The purpose of this study is to provide a suggestion to improve speciality and job performance of social work case management using importance-performance-analysis(IPA). A quantitative research design was used and data were collected from 209 social workers who are in charge of case manager job at Ulsan metropolitan area. Study participants were asked the recognition of importance-job competence and need for supervision-experience of social work case management job description on the NCS(9 competency units, 33 competency units). Descriptive analysis and IPA were performed. This study found the need for intensified job competence of 'building external operating systems' and 'development of resource linkage systems'. Also, it is necessary to provide intensive supervision for 'building an external and internal operating system.' Based on the results, future direction of intensified job performance for socla work case management was discussed.

• The Journal of the Convergence on Culture Technology
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• v.8 no.4
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• pp.361-366
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• 2022

Although safety and health education is reported to be very effective in reducing the industrial accident rate, the demand for improvement in safety and health education is also very high. The purpose of this study is to present measures to enhance effectiveness by investigating the effectiveness and demand for safety and health education for supervisors among the safety and health education systems. As a result of the study, it was found that the satisfaction and effectiveness of safety and health education were low. As the most important competency required for supervisors, it was investigated that job competency was the ability to discover harmful risk factors and formulate disaster prevention measures in the work process and work environment, and base competency was communication ability. In addition to designated safety and health education institutions, there was a high demand for recognition as education completion time even when professional education by job was completed by other professional education institutions. Therefore, in safety and health education for supervisors, it is necessary to focus on major items to improve supervisors' job competency and base competency, and to recognize that they have completed education at a wide range of educational institutions. We believe that it can increase the supervisor's capacity for safety management and improve the effectiveness of safety and health education.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.464-478
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• 2010

Competency, a frequently mentioned word in connection to the recent education reform, is often used in discussing a paradigm shift from the education focusing on knowledge to the one emphasizing students' adaptability to the real social life. In order to foster talents equipped with practical knowledge and skills geared to the requirements of the jobs, education at college level also need to be improved by reforming the current curricula. This paper aims to develop better ways for college education based on the scrutiny of the pros and cons of the current curricula of colleges. To this end, it reviews preceeding studies on this subject and examines the applicability of the model of competency-based education. We analyse whether this model can be applied to college education or not. By indicating specific ways to apply the standards of the basic-level job competency developed by Human Resources Development Service of Korea to job training courses, the study also aims to contribute to the improvement of education at college.