• 기술사
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• 제22권3호
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• pp.5-13
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• 1989

A major problem of stopwatch time study is how to do for the accurate and consistent performance rating, which is one of the critical variables to determine the accuracy of work measurement and should be still dependent upon time observer's judgement. Therefore the time observer's ability for the performance rating is very important, and must be improved by correct training method and procedure. This paper developed a new benchmark and benchmark-observation method for the effective performance rating training of assembling and machining operations. The trainees' ability in the accuracy and consistency of the performance rating ,improved significantly after being trained by subject method. The percentage improvement in rating accuracy and consistency values was 34.7% and 49% respectively. In addition, benchmark-practice method for the performance rating training is not significant, so it is proofed that the skill of a certain operation is not important for the improvement of the rating ability.

• 간호행정학회지
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• 제10권1호
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• pp.25-36
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• 2004

Purpose: Nursing puts much weight en the organization of hospital. Therefore it is necessity to improve nursing care. One of the most important things is to secure confident nurses and to develop nurse' potentiality. It directs nurse evaluation system. The concept of "performance appraisal tools" is extremely important in evaluation system. Therefore, the purpose of this study aims to define performance appraisal process. Method: In order to do this, two main study has been observed interviewing appraisers and employees in-depth and analyzing performance appraisal tools of seven hospitals and analysed validity, reliability, acceptability and practicability. Result: The result of this study can be summarized as follows; Firstly, the result of analysis of performance appraisal tools. Regard to validity, Hospitals had a typical goal, but had not put to practice use. Regard to reliability, 1) Appraisal rule had been focused on appraiser's error, how to avoid. 2) 5 hospitals accessed nurses with relative rating and 2 hospitals with absolute rating both in practice. 3) 3 hospitals informed nurses the result of performance appraisal but 4 hospitals did not. 4) All hospitals in this study had conducted superiors rating. Regard to acceptability, 1)Rating scale method had been implemented by 6 hospitals and among those conducted beth ranking method and descriptive method. 2) Most hospitals had focused on personal traits in performance appraisal factors. Regard to practicality, The term of appraisal took $10{\sim}14$ days; performance appraisal happened 1 or 2 times per year; appraisal factors were based on 10 different items. Secondly, the result of in-depth interview with head nurses and staff nurses Regard to validity, head nurses and nurses wared that the goal of performance appraisal is to develop nurse's ability. Regard to reliability, head nurses pointed out that they were doubt of the justice of performance appraisal and they should have got training. Nurses insisted that raters should have been trained due to lack of qualification of appraiser; Head nurses and nurse proposed to convert form relative rating to absolute rating; to inform the result of appraisal; to implement peers rating. Regard to acceptability, One of the critical problems of performance appraisal tools was abstract of appraisal factors ; Lack of job analysis. Regard to practicality, Head nurses used to take overtime for appraisal. There was only a little respond despite of their efforts. Nurses questioned that appraisal tools exist for only appraisal; there was less cost-effectiveness. Conclusion: Based en these findings, it could be suggested to improve the performance appraisal tools for nurses evaluation. Firstly, it is necessary to describe goal of performance appraisal clearly set up, so that nurses could improve their positive word performance and develop their potentiality. Secondly, it is necessary to obtain various training on raters, implement absolute rating and inform the result of appraisal to nurses and use peers rating. Thirdly, it is necessary to convert from rating scale method to management by objectives or behaviorally anchored rating scale and take measurable appraisal factors based en job analysis. Finally, it is necessary to reduce the appraisal cost but increase effectiveness of performance appraisal.

• 산업경영시스템학회지
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• 제35권2호
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• pp.16-20
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• 2012

The purpose of this thesis is to develop a performance rating training tool for the time and motion study. It is widely recognized that rating training tools based on films were made several decades ago and introduced to Korea. However, to the best of our knowledge, those films are not used for rating training in Korea any more. Furthermore, although rating is still important method for the efficient operational management study, it is briefly mentioned without any training or exercise. In this paper, we propose a simple rating training tool based on Excel with VBA. The mottoes of our development are the ease of acquisition and trainees' motivation. Test results show that trainees can obtain the concept of rating and the ability of accurate and consistent rating as they play a computer game sitting in front of the personal computer.

• 대한간호
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• 제31권5호
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• pp.53-64
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• 1992

A nurse is give much weight in the professions of hospital.The effective achievement of a goal of hospital organization needs to get nurses to contribute the structure positively through the rational personnel management of the nurses.The operation of performance rating system is necessary to improve because the nurses hold negative opinions about the resonable management of that system in most Korean hospitals.Therefore, the prupose of this research was to suggest an efficient method to solve the problem in connection with the management of nurses performance rating system.The results of the study are summarized as follows.1. As the performance rating implies the evaluation of employee's functional accomplishment and ability, and essential condition of the job was surveyed according to the job analysis of nursing activities and nurse position.That is to say, Nusrses' performances and capability is estimated in comparision with the condition of the job. 2. It is required adequacy for evaluation factors in performance rating.That is, $\circled1$ as for those who work in psychiatry or newborn baby room they should be appraied in terms of different factors from those applicable to whom work in a general staffs. $\circled2$ Evaluation factors should be concrete so that the quality and quantity of work and the potential ability of them can be correctly appraised. 3. In order to realize the object of perfamance rating system, the training on chief nurses are quite important. Also, careful practices and continuous supplementary training are required before the system is introduced.First of all, the appropriate evaluation can be mad by continuing to record the rating objects every day for the purpose of obtaining the objectivity of rating. 4. In course of transfering of the position and training, the induction of self-rating system and presentation of self-description is required to supplement functionally the performance rating system. 5. For the efficiency of nurses' performance rating system, the results of performance rating system must be reflected in promotion, allocation and training course, which makes the nurses have the motives and the organization accomplish the goal of modern nursing through its activation.

• 대한건축학회논문집:구조계
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• 제34권12호
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• pp.41-49
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• 2018

The current housing performance rating system displays the performance rating of the houses supplied by the housing construction company, approved by the Housing Law. This system is intended to provide accurate information to the consumers in the announcement of the tenant recruitment, thereby improving the quality of the housing. This system was revised in January 2005 and implemented from January 2006. It is obligatory for companies with a scale of more than 1,000 households (energy performance rating is over 300 households), but there is currently no content on the waterproofing field. Therefore, this study suggests the revision plan proposes the necessity of the inclusion of the performance grade for the waterproofing field which is not currently implemented in the apartment house performance rating system, and to understand how to secure an adequate living environment. As a result, according to survey results, the performance score based on the difficulty of the maintenance method according to future leaks was selected and the revised system was prepared. Based on this, the performance grade for the virtual apartment was evaluated, and the results show that the performance of various grades is presented accordingly.

• 한국인터넷방송통신학회논문지
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• 제21권4호
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• pp.183-188
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• 2021

협력 필터링 기반의 추천 시스템은 현재 다양한 분야의 상업용 시스템의 필수불가결한 기능으로서, 사용자들이 선호할만한 상품을 맞춤형으로 제공해 주는 유용한 서비스이다. 그러나, 사용자들의 평가 데이타가 불충분할 경우 선호상품의 예측이 부정확할 우려가 크다. 본 연구에서는 이러한 단점을 해결하기 위하여 단계적으로 상품의 평가치를 예측하는 방안을 제시한다. 각 단계에 해당하는 예측 방법의 적용 조건을 만족하지 못할 경우 다음 단계의 방법을 적용한다. 제안 방법의 성능 평가를 위해, 공개 데이터셋을 활용한 실험을 진행하였으며, 제안 방법은 여러 전통적 유사도 척도를 도입한 협력 필터링 시스템의 예측 성능과 정밀도 성능을 크게 향상시켰고, 평가데이터 희소성 해결을 위한 기존 방식들의 성능을 능가하는 결과를 보였다.

• 한국정보시스템학회지:정보시스템연구
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• 제16권3호
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• pp.1-20
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• 2007

Most researches on the corporate credit rating are generally classified into the area of bankruptcy prediction and bond rating. The studies on bankruptcy prediction have focused on improving the performance in binary classification problem, since the criterion variable is categorical, bankrupt or non-bankrupt. The other studies on bond rating have predicted the credit ratings, which was already evaluated by bond rating experts. The financial institute, however, should perform effective loan evaluation and risk management by employing the corporate credit rating model, which is able to determine the credit of corporations. Therefore, this study presents a corporate credit rating method using business failure probability map(BFPM) and AHP(Analytic Hierarchy Process). The BFPM enables us to rate the credit of corporations according to business failure probability and data distribution or frequency on each credit rating level. Also, we developed AHP model for credit rating using non-financial information. For the purpose of completed credit rating model, we integrated the BFPM and the AHP model using both financial and non-financial information. Finally, the credit ratings of each firm are assigned by our proposed method. This method will be helpful for the loan evaluators of financial institutes to decide more objective and effective credit ratings.

• KIEAE Journal
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• 제10권5호
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• pp.187-194
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• 2010

Heavy-weight floor impact sound insulation performance criteria have been effective in Korea since the regulation which enforces the standard thickness of slabs in domestic apartment houses should be constructed by 180mm or 210mm was adopted. But every slab does not satisfy this criteria. So, review on existing floor impact sound insulation performance is needed to propose some basic materials for the revision of rating method. To achieve this goal, 63 field test data were checked and analyzed. The results of this study are as follows ; 1) The 210mm thickness slab has the characteristics of deeper level decrease above 120Hz frequency band than that of 180mm thickness slab's. 2) 27.5% of 180mm thickness slabs were satisfied the floor impact sound insulation performance criteria, whereas 65% of 210mm slabs do. 3) Among the main contribution frequency bands for the determination of single rating index, 63Hz was shown as the most contributive band in 210mm slabs. 4) In comparison of single rating index between bang machine test and ball test. there is a big difference between the two and this phenomenon is frequent in 210mm slab results. 5) Rating Methods for the analysis of cross-correlation between the amount of rating, the usefulness of the arithmetic mean could be secured.

• 지능정보연구
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• 제16권4호
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• pp.213-225
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• 2010

본 연구에서는 기업의 마케팅 프로모션에 따른 반응고객의 구매액 예측을 위한 방법을 제시하고 SVR의 효과적인 학습방법을 제시하였다. 프로모션에 의한 고객의 구매액을 기반으로 고객을 5등급으로 등급화하고 각 등급 내에서 SVR을 적용하여 고객의 구매액을 예측하였다. 본 연구에서 제안하는 예측된 고객의 등급 내에서 고객 구매액을 예측하는 분리데이터 학습법이 프로모션에 반응한 모든 고객을 대상으로 구매액을 예측하는 전체데이터 학습법보다 높은 예측성과를 보여주었다. 일반적으로 세분화된 고객집단을 하나의 집단으로 보고 동일한 마케팅 전략을 제시하나 본 연구를 통해 구매액에 따라 등급화 된 고객의 등급 내에서 다시 고객의 거래 구매액을 예측하여 동일한 집단 내에서도 차별화된 마케팅 전략을 제시할 수 있는 기반을 제시하였다. 즉 동일한 등급에서도 고객 구매액에 따라 고객의 우선순위를 정할 수 있으며, 이는 마케팅 담당자가 프로모션을 제시할 고객을 선정할 때 유용한 정보로 활용될 수 있다.

• 한국수자원학회:학술대회논문집
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• 한국수자원학회 2005년도 학술발표회 논문집
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• pp.679-683
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• 2005

The technique which connects Generalized Regression Neural Networks Model(GRNNM) with Genetic Algorithm (CA) is used to derive rating curve in the river basin. GRNNM architecture consists of 4 layers ; input, hidden, summation and output layer. GA method is applied to estimate the optimal smoothing factor when GRNNM is trained. The derivation of rating curve using GRNNM is considered different kinds of hydraulic characteristics such as water stage, area and mean velocity and is applied two stage stations; Sunsan and Jungam. Furthermore, it is compared with conventional curve-fitting method. Through the training and validation performance, the results show that GRNNM is much superior as compared to the conventional curve-fitting method.