• 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.

• Journal of the Korea Fashion and Costume Design Association
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• v.4 no.1
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• pp.111-130
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• 2002

This study performed a structural questionnaire survey and non-structural interview of the ladies apparel manufacturers in Daegu on the qualification for the employees, skills required for job performance, job training, automatic manufacturing systems, and the use of computer. The results are as follows. 1. Almost all of the apparel manufacturing systems were Pair System, except one Line System in one company. In terms of outsourcing, most of the manufacturers answered “yes,” and in 1998 the outsourcing process was sewing, but in the year 2002, outsourcing has been increased :12 manufacturers(57.1%) outsourcing most of the processes except patterning, 3(14.3%) outsourcing the finish of sewing. 2. The workforce of 1998 and that of 2002 shows a significant difference(P＜. 01) between office work and management. The number of office workers has decreased from 15 down to 5.3 people. On the other hand, that of the management has slightly increased from 5.3 to 9.2 people. The number of the manual workers has decreased from 32.2 to 28.7 people. And the number of tailoring and patterning workers has slightly decreased, but the number has increased in sewing from 3.7 to 7.0 people. 3. The wage of an employee shows a significant difference between a sewing assistant(P＜. 01) and a production manager(P＜. 05), and the wage of a sewing assistant, in particular, has slightly raised from ￦905,000 to ￦1,054,000. 4. The qualifications required of employees are “cooperative human relations”(30.8％), “diligence,” and “ability for job analysis”(26.9％), and “positive thinking” (15.4％) in 1998, and “ability for job analysis”(38.5％), “cooperative human relations”(34.6％), and “positive thinking” (15.4％) in 2002. The areas for job openings are significantly different(P＜. 01) depending on the year. Job openings in the design section has increased from 1(3.8％) to 16 manufacturers (61.5％), and decreased in tailoring section from 22(84.6％) to 2 manufacturers(7.7％). Job openings in the sewing section have increased form 2(7.7％) to 6 manufacturers (23.1％). In terms of sex of the employees, there is a significant difference(P＜. 001). 19 companies(73.1％) wanted “male” in 1998, but 8 companies(30.8％) answered that they want “female” and 17 companies(65.4％) answered that “it does not matter.” About the educational background, there was a significant difference between the years. The number of the companies that want junior college graduates with an associate degree has increased(15 companies(57.7％). There was a significant difference(P＜. 05) in major of the employee. The number of the companies that want fashion majors has increased from 5(19.2％) to 20(76.9％). 5. In terms of job skills required, there was no significant difference. In 1998, “production skills” (46.2％) and “ability for job analysis” (26.9％) were required, and in 2002, “ability for job analysis” (42.3％) and “emotional skills” (26.9％). 6. In regard to training for job skills, “fashion professional training” has slightly decreased from 65.4％ in 1998 to 46.2％ in 2002, however, “training for job analysis” has slightly increased from 30.8％ in 1998 to 46.2％ in 2002, which indicates the fact that “fashion professional training” and “ability for job analysis” have been emphasized. 7. The number of the manufacturers purchased apparel CAD has increased from 1(3.8％) to 3(11.5％), and the number of the manufacturers that have no plan for purchase has increased from 16(61.5％) in 1998 to 15(57.7％), still taking up a big proportion. 8. About the use of computers in manufacturing, there is a significant difference(P＜. 05). The number of the manufacturers using computer has increased from 5(19.2％) to 15(57.7％) and that of the manufacturers which do not use computers has decreased from 17(57.7％) to 8(30.8％). 9. In the interviews with the owners of the manufacturers, they pointed that schools should give more weight on practical training courses, the invitation of experts in the specific field, complex production systems, training courses for sewing, field trip courses, and furthering specialty education, personality and vocational education.

• Journal of the Korean Institute of Intelligent Systems
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• v.23 no.3
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• pp.232-237
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• 2013

The aim of this study is to structuralize a model of the factors determining the quality of nursing care perceived by the director or manager of a long-term care facilities (hospitalization of patients) using FSM(Fuzzy Structural Modeling), employed in structuralizing social systems. The results were as follows: first, quality in the top tier was shown to be connected with job commitment, commitment to the organization, work experience, care skills, knowledge about the elderly, training and education, which are factors in the middle tier; and second, the structure of the middle tier (job commitment, commitment to the organization, work experience, care skills, knowledge about the elderly, training and education) either showed a connection with the lower tier, which includes employment type, job satisfaction, leadership, relationship with users and workplace relationships, or showed a connection among the factors within. These results confirmed the following: first, care skills and knowledge about the elderly, which demonstrate the job expertise of caregivers, showed a connection with service quality based on work experience; second, job commitment in the middle tier was observed to affect various factors in the same tier such as care skills, knowledge about the elderly, training and education amongst others, and it was determined that it is an important determining factor in service quality. Lastly, a meaningful result was shown in relation to leadership. The leadership skills of the director of the facilities had a connection with the care caregivers' commitment to the organization, which had a connection with service quality. This structure showed the kind of role the director must play in order to improve service quality.

• The Journal of the Korea Contents Association
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• v.22 no.2
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• pp.305-316
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• 2022

This study attempted to analyze the jobs of early childhood special education teachers working in kindergarten's special classes using the DACUM technique. To this end, the DACUM Committee was formed with six early childhood special education teachers with extensive field experience. A total of six DACUM workshops were conducted to derive job definition, job descriptions, and job specifications. As a result, the job description of early childhood special education teachers consisted of 9 duties and 53 tasks, and the job specification consisted of 80 knowledge, 98 skills, and 22 attitudes. Early childhood special education teachers working in kindergarten's special classes were tasks differentiated from special education teachers working in elementary and secondary school including home-linked guidance, health and safety management, elementary school transfer guidance, environmental composition according to play topics, and indoor and outdoor play activities guidance. In the case of knowledge, the Special Education Act on the Disabled, etc. and knowledge on behavioral modification took precedence. Skill showed high frequency of observation-record, parental interviews and parental education skills. Attitudes as experts and administrators took priority. The results of this job analysis can help organize a curriculum to train early childhood special education teachers with high job competency in universities.

• Journal of the Korean Society for information Management
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• v.14 no.2
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• pp.143-163
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• 1997

The purpose of this study is to find changing trends in roles and qualifications of catalogers by comparing and analyzing job advertisements from 1990 to 1997 and to suggest a direction of cataloging education based upon the trends. During the past years, the development of the information technology has influenced upon the duties of the catalogers and the requirements of the positions. Based upon the knowledg of traditional tools for classifying and cataloging, increasing needs for computer skills, networks, supervisiory skills, managerial skills, communication skills, research activities, and ability to adapt the changing environment were required for the catalogers. If s time to prepare a new cataloging education that produce excellent catalogers for the future.

• Journal of Information Technology Services
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• v.14 no.4
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• pp.61-80
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• 2015

This paper has explored the analyzing and defining the core competencies of IT consultants who carry out IT consulting projects which desperately are needed by companies to survive in business competitions. Many companies have used IT consultants for their IT projects to achieve their project objectives. The problem of this is the results of IT projects carried out by IT consultants from the recognized consulting firms are quite often criticized by many clients who pay high price for hiring IT consultants. The purpose of this paper is that to weight of capability evaluation model for IT consultants. To define the capability model, I conducted the surveys from the IT professionals by the interview and e-mails. The result of this, this paper defines what core skills IT consultants should have to perform well when they carry out the IT projects. There are 6 major skills and 17 sub skills IT consultants should have in succeeding IT projects. 6 major skills are job competence skill, communication skill, business attitude, vocational values, job performance skill, leadership skill and related 17 sub skill are defined. With the capability evaluation model, the managers who are in the charge of incubating and enhancing the capability of IT consultants in the large corporation and also small, medium companies will utilize their companies' strength to get the advantage on the business competition.

• Journal of the Korean Society of Radiology
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• v.13 no.1
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• pp.103-110
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• 2019

The objective of this study was to prepare the baseline data for vocational key competence of radiologists by analyzing the communication skills, problem-solving skills, self-development capability, interpersonal skills, and vocational ethics, which are required by NCS job descriptions for radiologists, of college students majoring in radiology. This study surveyed 79 sophomore and junior college students majoring in radiology at S University from Nov 19 to Nov 30, 2018, using questionnaires and analyzed the levels of vocational key competencies. The analysis results of vocational key competences levels showed that the level of interpersonal skills was the highest (71.2 points for juniors and 74.9 points for seniors). The levels of problem-solving skills and self-development capability were low. Conflict management capability, which is a sub-domain of interpersonal skills, was 77.5 and 80.5 points for juniors and seniors, respectively, which were the highest, while leadership ability was the lowest. When the sub-domains of self-development capability were analyzed, self-recognition capability was the highest (70.0 points for juniors and 74.8 points for seniors) and the career development capability was the lowest. Colleges are required to develop a customized regular curriculum that is well-linked to the clinic in order to improve the vocational key competencies required by the NCS job description to prepare for the blind hiring process. Colleges also put efforts to educate radiologists who can actively cope with rapidly changing medical environment by running various non-regular programs.

• The Journal of the Korea Contents Association
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• v.22 no.8
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• pp.579-586
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• 2022

The purpose of this study is to investigate the effect of job satisfaction and turnover on communication ability of dental hygienists. According to a survey of 248 people in Daegu Metropolitan City and Gyeongsangbuk-do, communication ability was 2.19, job satisfaction 3.09 and turnover also 2.14 on a five-point scale. According to the correlation analysis, communication ability and job satisfaction were positive correlations(p<.05) and job satisfaction and turnover were negative correlations.(p<.05). According to the multiple return analysis, drinking groups, higher income groups, higher hospital-level groups, higher job satisfaction groups, and lower turnover groups have higher communication skills. Therefore, in order to reduce the turnover and increase job satisfaction of dental hygienists, systematic measures to improve communication skills should be devised.

• International Journal of Contents
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• v.6 no.4
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• pp.57-61
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• 2010

This paper designed and developed internet based competency developing system for small IT (Information & Technology) companies. The purpose of this system was to provide career development opportunities to small IT business workers for their longstanding employment and self-improvement job skills. This study analyzed job competencies based on job descriptions from two IT companies. The survey was conducted to analyze employees' self-assessed current job competency level and effective ways of improving their current level of competencies. From the results of survey, most of subjects indicated their job competencies were in between mid-level to low level, and they required the need of training programs to improve their job knowledge and experience. Based on the interview from field experts about job competency development, this study designed and developed the internet based competency development system to provide effective and efficient way of improving job competencies and needed training programs for small IT business employees.

• Journal of The Korean Association of Information Education
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• v.12 no.2
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• pp.173-182
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• 2008

Teachers should actively maintain and improve their ICT competency in today's ever changing information society. A standardized system should now be developed to assist educators when choosing courses to improve their ICT competency. Previous ICT competency studies have only measured one's current ICT abilities rather than analyzing the skills necessary for educators to be successful in the educational system. This study developed an assessment tool to measure the ICT competency levels of CEOs who have the potential to be the decision makers in ICT education. In order to accomplish this, the jobs, duties, and tasks of educational CEOs were analyzed against the ICT Skills Standards for Teachers to determine which ICT skills are required by educational CEOs. Sixty-three questions were extracted from this analysis, guiding educational CEOs in the determination of their own ICT skills level.