• The Journal of the Korea Contents Association
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• v.16 no.12
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• pp.383-398
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• 2016

The objective of this research is to depict examples of how a company could derive the skillset areas with the highest priority when analyzing the skill set requirements of human resources, based on the skillset requirements that are unique to each work site. For this purpose, a survey was conducted for each of the job categories for new employee in A company. The analysis results showed that in 32 out of the 34 areas, the gaps between the current levels and the expected levels were statistically significant. For employees of company A, the following 7 areas were determined to be the key job competencies with the highest priority: document creation skills, diagram creation skills, thinking skills, problem solving skills, time management skills, technology comprehension ability, and task comprehension skills. The required job competencies with the highest priority were found to be different for each job category. As a result of this research, the priority rankings of skillset requirements for each job category in company A could be determined, along with the implications for HRD/HRM and other companies.

• Korean Journal of Community Nutrition
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• v.3 no.2
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• pp.281-291
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• 1998

Job analysis was done by the method of interview and survey to find out the human attributes needed for dietitans' job performance. The knowledge, skills, abilities and other characteristics including personality were major items in the questionnaire. The questionnaire was distributed to 340 schools and hospital dietitians. Among these, 201 were compeletely filled out, returned and statistically analyzed according to the frequency scale and importance scale respectively. The results were as follows : 1) The age, education, job experience and monthly pay of hospital dietitians were higher than those of school dietitians. This was partly due to the reflection of short chronicle of school foodservice. 2) The most important human attributes for rwo groups were commonly shown as sincere and faithful personality, good human relationship and responsibility for business outcome. 3) Computer skill and menuplanning ability were human attributes of the most frequently used by school dietitians, whereas knowledge of diet therapy, clinical nutrition, and pathology of disease were frequently used by hospital dietitians. 4) The correlation coefficients between two groups were as follows : Spearman's rho value of personality, skills and abilities, and knowledge were 0.806, -0.432,-0.203 respectively, according to the importance scale. 5) An overall view from t test between two groups, various human attributes, especially knowledge were more frequently used by hospital dietitians.

• Journal of Digital Convergence
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• v.16 no.4
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• pp.29-37
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• 2018

The purpose of this study is to analyze the effects of self-development competency on employment readiness for job achievement of women's university students and to enhance the recruiting rate of female students ultimately. This paper classified the factors of self-development competency and employment readiness and defined a new research model. This study is meaningful what self-development competency is actually helpful for female undergraduates to get a job. Both self-recognition skill and self-control skill have positive primary effects on their career development skills in self-development competency. Career development skills has a positive secondary effect on not only their goal setting for job seeking but also their searching for job information. This paper suggests that career development skills is of paramount importance so as to improve employment readiness. It is expected that executable education policies and cases can be more developed on the basis of this study.

• Journal of Technologic Dentistry
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• v.29 no.1
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• pp.73-91
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• 2007

The purpose of this study is to investigate relations among job-related attributes of dental technicians. Findings of the study can be summarized as follows. Differences in four job-related attributes among dental technicians in accordance with their titles were investigated to find that dental lab managers were higher in job satisfaction than chief and assistant technicians of the lab. Dental lab managers were given the best work climate, followed by chief technicians of hospital, those of dental lab and assistant technicians. Job competence was highest in part of the managers, followed by chief assistants of hospital, those of dental lab and assistant technicians. But work facilities that were being used by dental technicians were not significantly different in quality in accordance with their titles. Assistant technicians were lower in job satisfaction, given work climate and job competence than managers and chief technicians of both hospital and dental lab. Under same work conditions, female dental technicians were higher in job satisfaction than male ones. Dental technicians' job satisfaction were most affected by work climate, followed by job competence and the quality of work facilities in order. In other words, job satisfaction was higher when work climate was better, job competence was higher or when work facilities were better. Job satisfaction was generally lower in part of male dental technicians than female ones. Considering the fact that job satisfaction is most influenced by work climate, more careful attention should be paid to assistant technicians who while on duty, usually have not so good relationship with seniors or colleagues. Those technicians also usually have few or no opportunity of obtaining latest knowledge or skills, so they should be allowed time for seminars or lectures in which such knowledge or skills are educated. It is also important to raise assistant technicians' pride about their job by empowering them by authorization or giving more remuneration or other rewards for their improved job competence.

• Culinary science and hospitality research
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• v.11 no.4 s.27
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• pp.59-76
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• 2005

The purpose of this study is to illuminate the influence happened by the process of acquirement of professional cooking skills related to satisfaction with duty of hotel cooks according to the development and expansion of the food service industry. First, interaction with colleagues, working environment, accomplishment of duty, satisfaction of duty etc. have a big effect on improvement of cooking skills, that is, acquirement and accumulation of cooking skill. Therefore, it's confirmed that improvement of skill can be promoted if we focus on this kind of factors and meet more positively. Second, field education training should be operated professionally with systematic education training. Third, duty rotation has an effect on skill advancement. It can be interpreted that oppressive feelings caused by ability, skill, knowledge, human relations etc. which is required in new business related to frequent change of the business in one's charge can have an effect on duty satisfaction. It's considered that comprehensive and in-depth study should be accomplished in future concerning duty rotation, field training.

• Journal of Korean Library and Information Science Society
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• v.39 no.1
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• pp.339-354
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• 2008

Information technologies has been playing critical roles in libraries and the practice of information technologies has expanded to various service areas. This study investigated information technological factors in the qualifications of librarian job ads to identify major information technology skills and experiences for librarians. As the result of investigation, the major preferences for information technology skills and experiences are identified in each group of librarians such as administration and management, reference, technical service.

• Journal of Fashion Business
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• v.21 no.5
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• pp.78-90
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• 2017

This study investigates the effects of appearance management behaviors on job search efficacy among female college students. Based on previous studies on appearance management behaviors and job search efficacy, the questionnaire items were developed. For the study, we conducted a questionnaire survey among 312 students from women's university in Seoul. The statistical analyses were performed using SPSS 23. The results were as follows. First, three types of appearance management factors have been identified: 'fashion & hair,' 'skin care & plastic surgery,' and 'body shape'; the reliability and validity of these factors were proved. Second, the appearance management behavior of female college students found to have a partially significant effect on job search efficacy: fashion & hair factor had a positive effect on job search strength; fashion & hair factor and body shape factor had a positive effect on job search skills. While skin care & plastic surgery factor had a negative effect on job search strength and job search skill. Third, between academic years, there were differences in job search efficacy but not in appearance management behavior. By majors, there were differences among skin care & plastic surgery factor, body shape factor, and job search strength factor. These results suggest that to improve the job search efficacy, proper appearance management through fashion and hair, and body shape management is necessary. In addition, it suggests that it is important to improve the effectiveness of employment by establishing the appearance management strategy that matches the characteristics of each major.

• Journal of Digital Convergence
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• v.10 no.4
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• pp.333-339
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• 2012

This study involved a small business workers continuing education according to characteristics and job satisfaction by comparing the development of effective continuing education programs to improve workers' skills is to derive the key indicators. Job satisfaction than those below 40 in the 20s incentives, skills development, human resource management, organizational commitment was higher throughout the 20 to 30 units from 40 to 50 single professionals and young workers compared to their job satisfaction is higher, the number of years worked less than 5 years working in a different number of years than those in group incentives, skills development, human resource management overall significantly higher, rank in the lower position due to differences in job satisfaction was higher than the upper position, technical, administrative two trades was higher than Therefore, by improving job satisfaction in the workplace contributes to strengthening the competitiveness of enterprises and workers must strive to improve the quality of life.

• 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.

• Journal of the Korean Society of Food Culture
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• v.24 no.5
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• pp.525-532
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• 2009

School dietitians are divided into two groups according to their status of employment, school nutrition teachers and dietitians, with the latter being irregularly employed by the institution. In this study, the job satisfaction, communication ability, work performance and importance in feeding services and dietetic counseling of both groups were compared. To accomplish this, 100 regularly employed school nutrition teachers (regularly employed) and 101 dietitians (irregularly employed) were surveyed by questionnaire. The results were as follows: (1) The irregularly employed dietitians showed a lower level of job satisfaction than the school nutrition teachers. This was likely because the school nutrition teachers belonged to the strong inner circle of school teachers and cafeteria workers, and had enough time to prepare for class lectures and consultancy. Conversely, the irregularly employed dietitians generally handle extra office work in addition to their primary duties. Despite these differences, both parties agreed that it was necessary to change the work system. Additionally, school dietitians reported that they had little opportunity for further training for career development. (2) Both parties had good communication skills; however, the irregularly employed dietitians had more conflicts with other staff members than the regular employees. (3) Job performance and job importance level was compared among employees involved in school feeding services and nutrition counseling. No significant differences were observed between dietitians and nutrition teachers in either group (p<0.05). However, the school nutrition teachers showed better skills than school dietitian with respect to public relations, running independent counseling offices, and using effective tools and materials. Job performance level was lower when compared to job importance level for all items, which meant the job was not well performed when compared to the work importance awareness.