• The Journal of the Korea Contents Association
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• v.11 no.4
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• pp.485-496
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• 2011

The aims of this article are analyzing the job of healthy family supporter for culture work and understanding their core and development competency. As a result, the primary job of healthy family supporter for culture work is planning culture and volunteer work with family program, their core competencies are understanding of daily life and culture, interpersonal skills, creative thinking, problem-solving and social skills and development competencies are planning and evaluation program, word processing skill, creative thinking and problem-solving.

• Journal of dental hygiene science
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• v.17 no.2
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• pp.142-149
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• 2017

This study targeted 123 dental hygienists working at the university and dental hospital as well as the dental clinic in Busan. The study ran for 5 months beginning July 23, 2016. The purpose of the study was to understand the relationship between core competencies and job performance for dental hygienists. The major core competencies of dental hygienists were interpersonal relation competency (3.61) was the highest, followed by management and educational competency (3.59), organizational relation competency (3.57), and basic dental hygiene management competency (3.56). Regarding the subjects' job performance, 'the task requested by a boss could be finished by the deadline' (3.93) was the highest, followed by 'there has been no case where others were harmed owing to carelessness' (3.76). 'The performance exceeding the targets set by the boss' (3.11) was relatively low. The group working for dental hospitals showed higher job performance than the group working for dental clinics (p=0.009) while there were high correlations between core competencies and job performance (p=0.733). Also, analysis for understanding relevant variables of core competencies that affected job performance revealed that the interpersonal relation competency (p=0.25), self-control competency (p=0.32), and basic dental hygiene competency (p=0.15) were significant. In summary, reinforcement of the dental hygienists' core competencies has a positive effect on job performance. Improved job performance in turn should improve patient care as well as the performance of the healthcare organization overall which will be eventually helpful to the provision of high-quality medical service to patients, and helpful for the hospital organization Helpful in making their performance better. Therefore, it would be necessary to establish administrative/educational support to facilitate dental hygiene education to develop major competencies and vocational basic abilities, as well as reinforce diverse competency educational programs for the current dental hygienists.

• Journal of Korea Society of Digital Industry and Information Management
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• v.12 no.3
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• pp.11-24
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• 2016

The purpose of this study is to develop a recruiting platform resolving the mismatch between corporate job and job finder's competence in recruitment market. For this, we investigated technological trends and limitation on recruit platform. Based on the findings, this study investigates the trends and directions related to recruiting platform evolution and identified critical success factors and development strategies for successful development of recruiting platform. Two development strategies include employment of online resume and construction of database assessing job finder's competence. We also proposed target system architecture incorporating job database, competency assessment form, capability oriented resume. To analyze user requirement national competency standards and core job capability evaluation model were analyzed. Next, we designed integrated database, user interfaces, and dynamic functionalities using the forms developed in earlier stage. Finally, we assessed the fidelity of form item, integrity of database, and the usability of interface to evaluate the effectiveness of the system.

• Fashion & Textile Research Journal
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• v.20 no.4
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• pp.369-378
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• 2018

This study started with the need for transition to competency-based education as well as the witness of fast changes in fashion industry's job environment. The goals of this study were (1) to explore fashion designers' competencies that are necessary for a successful careers in global fashion industry, and (2) to establish fashion designer competency model. In-depth individual interviews were conducted with 15 participants who have charged for design department and moreover have shown high performance in national, licence or designer brands in Korea fashion industry. Grounded theory was adopted to analyze data. As a result of analysis, the 4 core competencies emerged: problem-solving, research, inter-personal, and self-development. Each core competency has sub-competencies. Creativity, commerciality, control, decision making were sub-competencies for the problem-solving competency. Information management, innovation understanding & application, trend analysis & forecasting were sub-competencies for the research competency. Consumer, inside company, and outside company relationships were sub-competencies for the inter-personal competency. Self-awareness, self-management, expertise were sub-competencies for the self-development competency. In order to acquire these competencies, knowledge (academic, practical, multi-discipline), skills (sense, analysis, synthesis, communication), and attitude (interest, enjoyment, perseverance, personality) were essential. Based on these findings, implications for university fashion design education and further research areas were suggested.

• Journal of the Korea Society of Computer and Information
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• v.27 no.9
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• pp.169-176
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• 2022

This study was conducted to find out the relationship between the perception of the necessity and importance of creative teaching methods and core competencies in universities. A total of 142 people who voluntarily agreed to participate in the study were selected and surveyed using the Naver online questionnaire. It was found that the necessity and importance of creative teaching methods was related to the sub-factors of core competencies such as practical field competency, problem-solving competency, convergence competency, communication competency, job ethics, community consciousness. University education should actively introduce and apply creative teaching methods such as action learning and PBL, focusing on improving core competencies, which are actual abilities to be performed in the field.

• The Journal of the Convergence on Culture Technology
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• v.8 no.6
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• pp.389-395
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• 2022

This study aims to develop a core competency model for adult college students. For this purpose, the core competencies of adult college students were derived by analyzing domestic and foreign literature studies. And the Delphi survey was conducted for the validity of core competencies. The SPSS 18.0 program was used for analysis. As results of the analysis, there are 11 core competencies of adult college students derived: communication, problem-solving and meta, interpersonal, personal management and development, digital information literacy, major knowledge, citizenship, convergence, character, professional job, and global. The core competency model of adult college students was developed by assigning numbers from 01 to 11 based on the results of the Delphi survey. Core competencies of adult college students were organically linked, so the cultivation of one core competency affects other core competencies.

• Journal of the Korean Society of Radiology
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• v.13 no.6
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• pp.857-864
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• 2019

Many countries, including Canada, operate a sonographer license system separately from a radiological technologist license. However, in Korea, radiological technologists perform ultrasound imaging under the guidance of doctors. Therefore, in order to have the opportunity to provide a systematic education by analyzing the job competency of the radiological technologist's ultrasound imaging, based on the Canadian National Competency Profile (NCP) lists, this study measured the job content validity of the job competences and detailed competencies required for performing ultrasonography in Korea. From the results of comparing and analyzing the importance of the core competencies included in the Korean radiological technologist's job competencies and the degree of job performance, the average overall importance was 4.087, the average of overall performance was 3.640, showing that the importance was higher than the performance and that there was a statistically significant difference. In conclusion, 'A Communication', 'B Professional responsibilities', 'D Operation of equipment' and 'G Workplace health and safety' showed high job content validity. However, it is said that as 'C Patient assessment and care', 'E Critical thinking and problem solving', and 'H Image' showed low job content validity, it is necessary to seek ways to strengthen and complement these competencies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.7
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• pp.133-144
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• 2019

The purpose of this study is to analyze the difference in perceptions of job applicants on core competency in the recruitment environment based on National Competence Standards(NCS), and also to obtain information relating to the seeking of employment and employment education plans. A survey and paired t-test were conducted on 355 job applicants of vocational colleges and four-year universities. Through these applicants, the difference between the current level and level of importance dependent on areas of core competency was analyzed. In addition, IPA analysis was conducted in order to confirm the educational necessity in this area. As a result, there were significant differences between the current level and level of importance in all 10 areas. IPA analysis confirmed that educational needs are prioritized. As a result, it was found that the areas which should be strengthened in both groups were interpersonal ability, communication ability, numerical ability, problem solving ability, and self-development ability. The area recognized as being in 'a state of excess' was resource management ability. As a result of checking the necessity levels of the two groups, it was found that job applicants of vocational colleges had to strengthen their problem solving ability, and the applicants of four-year universities had to intensify their communication ability, interpersonal ability, and information ability.

• Information Systems Review
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• v.5 no.2
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• pp.219-239
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• 2003

Since mid-1990s, demands for programmer have been decreasing, and the experts of planning IT strategy and solving overall management issues with IT have been increasingly needed. IS experts would have many different types of job as time passes, and they need variety of job competencies to meet their career paths. The purpose of this study is to investigate the potential careers to suit MIS major and the needed skills in that field to develop MIS Curriculum. We asked to the personnel working in the IS organization and user departments to evaluate the current MIS curriculum of 4 year colleges in Korea and to let us know what jobs are the most important for them, what the core job competencies for them are. The results of study show that there are several courses the users and IS experts regard as core courses: Introduction to Management, Project Management, Introduction to MIS, DBMS, ERP, Systems Development Methodology, and IS Strategy Planning. IS experts regard the data and application integration, IT evaluation and strategic planning as the important jobs, and the most important job competency to conduct those jobs is the category of interpersonal skills, and business management knowledge, IT skills are succeeded.

• 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.