• Journal of Agricultural Extension & Community Development
• /
• v.8 no.2
• /
• pp.159-177
• /
• 2001

This research aims to clarify what kind of competencies are the source of the competitiveness of an enterprise and the standards for the development of human resources. Its specific objectives are the following; First, to develop methods for examining competencies to carry out one’s job. Second, to draw out the competencies necessary for carrying out the jobs by jobs on the basis of the developed methods. Third, to clarify the competencies commonly needed to carry out all kinds of jobs. This study collected materials for drawing out the competencies needed to perform 21 jobs in six job groups. This was done with the help of a panel of professionals. The process for drawing out the competencies required to perform certain job was designed in six steps. These steps combine classical methods using particular reference groups as well as model methods for particular job competencies. The materials for the R&D job were gathered for three months starting from February 2001. Materials from 20 other jobs were also collected three times from the end of May to the end of October 2001. This was done through workshops with professional groups. The highlights of this study are as follows: 1) The results applying the methods developed for drawing out job competencies to the duties of investigation & research part in R&D job were presented as an example. 2) The job competencies of the company totaled 215 in 21 jobs irrespective of overlapping, which means each job has about 10 competencies on the average. 3) The common job competencies of the whole company totaled eight. namely: competency for collecting information/processing/analyzing, communication competency, presentation competency, competency for utilizing the web, competency for planning projects, competency for solving problems, competency for understanding organization/business/products of the company, and competency for satisfying customers.

• Research in Community and Public Health Nursing
• /
• v.33 no.2
• /
• pp.247-258
• /
• 2022

Purpose: Considering that nurses perform critical roles for caring for patients during the COVID-19 pandemic, it is important to investigate core competencies in disaster nursing. This study aimed to identify influencing factors on core competencies in disaster nursing by examining relationships between attitudes toward disaster management, disaster preparedness, and core competencies in disaster nursing in university hospital nurses' experiences of caring for patients with COVID-19. Methods: The participants were nurses working in two university hospitals who had either experiences of caring for patients with COVID-19 or no experiences. A questionnaire was distributed to 198 participants between October and November 2021. Results: The findings of multiple regression analysis demonstrated that the factors related to core competencies in disaster nursing in the participants were disaster preparedness (β=.80, p<.001) and nurses' experiences of caring for patients with COVID-19 (β=.11, p=.007). Specifically, the factors related to core competencies in disaster nursing in those having experiences of direct caring for patients with COVID-19 were disaster preparedness (β=.84, p<.001) and marital status (β=.16, p=.001). The factors related to core competencies in disaster nursing in those with indirect caring for patients with COVID-19 were disaster preparedness (β=.75, p<.001) and an intention to participate in disaster response (β=.16, p=.037). Conclusion: Based on this study, it is important to develop disaster nursing education programs focusing on the full spectrum of disaster management including disaster preparedness, disaster response, and disaster recovery training.

• Journal of dental hygiene science
• /
• v.22 no.1
• /
• pp.9-19
• /
• 2022

Background: The purpose of this study was to identify the differences in the importance of oral pathology learning objectives for instructors and clinical dental hygienists and provide basic data that can guide learning objectives for acquiring practically necessary basic knowledge in the clinical field. Methods: Through the first-stage expert meeting, 27 items with less than four points out of 129 learning objectives in 15 detailed areas were deleted, 12 additional opinions were reflected, 114 learning objectives were set, and a survey was conducted with 253 people. Results: There were statistically significant differences in 92 items after examining the difference between professors and clinical dental hygienists. Among the areas of inflammation and repair, "Can explain the five symptoms of inflammation" had the highest with a score at 4.76 in the case of the professors. Among the areas of tooth damage, "Can explain abrasion" had the highest with a score at 4.61 in the case of the clinical dental hygienists. Conclusion: I would like to propose the existing 15 detail areas and 129 learning objectives as 14 detail areas and 98 learning objectives and strengthen the job competency of dental hygienists in the future. First, you need to develop competencies that are highly relevant to your work. Second, it is necessary to develop related textbooks and educational materials based on revised learning objectives and competencies. Third, based on revised learning objectives, the dental hygienist national examination should be improved. Through these changes in education, the education of oral and maxillofacial disease subjects should strengthen job competencies among dental hygienists with learning objectives that can be applied to actual clinical practice based on basic knowledge rather than knowledge orientation. In addition, it is possible to improve the quality of dental hygiene studies.

• The Journal of the Convergence on Culture Technology
• /
• v.10 no.5
• /
• pp.219-227
• /
• 2024

The rapidly changing security environment and technological innovations of the 21st century present new challenges to military organizations. Particularly, as the MZ generation, comprised of Millennials (born 1981-1996) and Generation Z (born 1997-2012), emerges as the primary workforce in the military, traditional military personnel management methods are being called into question. The MZ generation, as digital natives, are technologically proficient, prioritize personal growth and quality of life, and prefer horizontal communication and participation. The purpose of this study is to reestablish talent acquisition and retention strategies for military organizations, considering the characteristics and demands of the MZ generation. To this end, we analyzed advanced talent management techniques from the corporate sector and explored ways to apply them to the unique context of military organizations. Additionally, by examining the current status and challenges of the Korean military, we attempted a balanced approach that considers both global trends and Korea's specific circumstances. The research results suggest various strategies including career development programs, cultural innovation, improvement of reward systems, participatory decision-making, enhancement of digital competencies, and creation of flexible work environments. These strategies are expected to improve the efficiency and competitiveness of military organizations while simultaneously enhancing job satisfaction and organizational commitment among MZ generation service members.

• Journal of Korean society of Dental Hygiene
• /
• v.18 no.4
• /
• pp.477-488
• /
• 2018

Objectives: The purpose of this study was to investigate career competency, tasks, and job satisfaction of public servants, public institutions, and researchers. Methods: The survey was conducted about career competency, job satisfaction, and satisfaction on work life. Next, they interviewed on the characteristics of each job by two or three dimensions. The following conclusions were obtained from July to August 2017. Results: Career competencies were GPA with 3.87, 818 points of TOEIC score, and ITQ certification. Public servants required the information on literacy skills for employment and job performance, while civil servants need more than one year of clinical experience in the dental hospital. The non-commissioned officer needed a written test and fitness training. The health insurance review and assessment center required more than one year of experience from general hospital or medical institutions. Researchers required a research career, language skill, and professors required research and teaching experiences with clinical experience more than three years. The main job tasks were as follows; for public servants, they were official document processing and community projects. For the civilian workers and military/noncommissioned officers, they were medical assistant and administrative works. The employees of the health insurance review and assessment service are examining the medical expenses and the medical examination, the researchers are experimenting, researching and writing articles, and the teaching staff are lecturing and conducting individual research. Conclusions: The results of job satisfaction survey showed that occupational satisfaction was the highest in civil servants, researchers, and teaching professions. Job security was the highest in health workers and health inspectors' evaluation centers, and time vacancy was the highest in civilian workers and military/noncommissioned officers. If you want to work in such an institution, you should prepare elements that match your basic literacy and job specific characteristics. And we should try to increase the satisfaction of work even after work.

• Journal of Korean Home Economics Education Association
• /
• v.26 no.4
• /
• pp.129-146
• /
• 2014

This study is a fundamental research in the field of home economics education to enforce vocational competencies. It was carried out in the purpose of examining the recent economical and social environmental changes and its management system related to the vocational training in the field of home economics education. It seeks change in direction in relation to the National Competency Standard(NCS) based on revisions in the educational system. The method of study was mostly through reference and data analysis, professional advisory and public hearing. The main research results are as follows. First, the main environmental change factors in relation to vocational training have been integrated to the changes in; population structure, gender related economic activities, generation composition, communications technology, and innovation of living technique. These change factors are forecasting innovations in related industries, lifestyle changes, demand for manpower and changes in capabilities required for each specific profession. Second, according to the analysis of current home economics education training, vocational home educations high school accounts for 9.4% of the total number of specialized high schools, where 8 standard departments are specialized in and characterized into 137 different department names. Despite differences among departments, overall employment rate of graduates were measured 44.7%, which rates above the entrance rate of 41.9%. These numbers show great change since 2010(overall employment rate 16.9%, entrance rate 75.2%), a meaningful outcome resulting from changes in policy from the previous employment-centered education system. Third, NCS based on high school vocational home economics education system revision and investigations in change of direction in vocational home economics, this study attempts to provide background for revision from the development of NCS. It also provides proposals for restructuring division of current classification and departments of home economics education, and propositions for further future research.