• 한국인터넷방송통신학회논문지
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• 제20권4호
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• pp.165-170
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• 2020

빠르게 성장하는 신재생 ESS 부품 소재 시장 선점과 급변하는 세계 신재생 ESS 시장에서 국내 중소기업이 대응하기에는 한계가 있으며 이를 극복하기 위한 대·중소기업 협력 기반구축과 중·장기적으로 신재생에너지 산업육성을 촉진할 수 있는 신재생 ESS 융복합 사업화 지원센터를 구축할 필요성이 커지고 있다. 따라서 신재생 ESS 융복합 전문평가센터 기반구축을 통해 신재생 ESS 제품에 대한 성능평가 및 표준화를 통해 제품의 신뢰성을 높이고, 신재생 ESS의 신뢰성 확보를 통해 국내 보급사업 및 수출 활성화를 촉진할 수 있다. 또한, 국내 연구기관, 제조업체의 개발 역량 제고 및 경쟁력 강화를 지원하고 Total-test 시험평가 시스템에 따른 시험비용 및 시험 기간의 단축을 실현하여 국내 기업이 해외 시험기관을 이용할 때 발생할 수 있는 국내 기술의 유출방지 효과를 기대할 수 있다. 따라서 본 논문에서는 이러한 성능 평가 및 실증을 위해 표준화를 정립할 수 있는 선진국 수준 이상의 전문평가센터 구축을 연구하고자 한다.

• 의학교육논단
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• 제23권2호
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• pp.90-103
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• 2021

This study examined the current status of the medical professionalism curriculum in Korea to suggest a plan to move towards the formation of a professional identity. Professionalism education data from 28 Korean medical schools were analyzed, including the number of courses, required or elective status, corresponding credits, major course contents, and teaching and evaluation methods. Considerable variation was found in the number of courses and credits in the professionalism curriculum between medical schools. The course contents were structured to expand learners' experiences, including the essence and knowledge of professionalism, understanding of oneself, social interaction with others, and the role of doctors in society and the healthcare system. The most common teaching methods were lectures and discussions, while reflective writing, coaching, feedback, and role models were used by fewer than 50% of medical schools. Written tests, assignments and reports, discussions, and presentations were frequently used as evaluation methods, but portfolio and self-evaluation rates were relatively low. White coat ceremonies were conducted in 96.2% of medical schools, and 22.2% had no code of conduct. Based on the above results, the author suggests that professional identity formation should be explicitly included in learning outcomes and educational contents, and that professional identity formation courses need to be added to each year of the program. The author also proposes the need to expand teaching methods such as reflective writing, feedback, dilemma discussion, and positive role models, to incorporate various evaluation methods such as portfolios, self-assessment, and moral reasoning, and to strengthen faculty development.

• 한국컴퓨터정보학회논문지
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• 제24권1호
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• pp.41-47
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• 2019

In this paper, we propose a new batter evaluation model that reflects the skill of the opponent pitcher in Korean professional baseball. The model consists of evaluation factors such as Run Value, Contribution Score and Ball Consumption considering the pitcher grade. These evaluation factors are calculated as different data. In order to include the evaluation factors having different characteristics into one model, each evaluation factor is weighted and added. The genetic algorithms were used to calculate the weights, and the data were based on the 2016 records of Korea Professional Baseball and the salary data of the players of 2017. As a result of calculation of the weight, the weight of the Run Value was high and the weight of the Contribution Score was very low. This means that when calculating the annual salary, it reflects much of the expected score according to the batting result of the batter. On the other hand, the contribution score indicating the degree to which the batting result contributed to the victory of the team according to the state of the economy is not reflected in the salary or point system.

• 한국사회복지학
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• 제49권
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• pp.343-378
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• 2002

This study examines the organizational performance of human service organizations from the quality output perspective. Using the 2001 evaluation data about 89 community welfare centers in Seoul, this study attempts to identify the levels of the performance of human service organizations in Korea. This study also attempts to identify the factors that predict performance of human service organizations measured in terms of client satisfaction and experts' evaluation about the functioning of each center. Results are as follows: (1) when pooling 866 clients' satisfaction level into satisfaction score about each center, the average of client satisfaction about the centers is 3.42 at 4 points scale. (2) 41.6% of the community welfare centers is evaluated as "highly qualified" in its overall operation and functioning by the professional evaluation team, (3) the employee reward system(+), practice based on the program guideline manual(+), the portion of the government support grant in its budget(-), the overall employee salary level(-), the level of acquirement of program grants from external sources (-) are the predictors in explaining clients' satisfaction level, and (4) the level of professional expertise of the executive director(+), the level of professional supervision of middle managers(+), the employee reward system(+), the program need assessment(+), the level of client information system(+), the portion of government support grant(-), the overall employee salary level(-) are the predictors for "being highly qualified" in its overall operation and function of each center. Through the empirical analysis, this study provides valuable knowledge about organizational performance of community welfare centers from the quality output perspective. Finally, this study discusses implications for more effective and efficient organizational performance of community welfare centers in Korea.

• 디지털융복합연구
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• 제19권12호
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• pp.51-62
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• 2021

본 연구는 전문경력인사 초빙활용지원사업의 성과 관리 및 평가 체계 강화를 위해 전문경력인사의 과업 수행에 대한 체계적·포괄적 평가가 가능한 평가 요소를 개발하였다. 이를 위해 경계이론과 커크패트릭 4수준 평가 모델에 기반을 두고 사업 평가와 관련한 기존 연구를 분석하여 성과 평가 프레임워크를 개발하였다. 이후 2차에 걸친 델파이 조사 방법을 활용하여 전문경력인사의 개인 측면과 활용 기관 측면에서 성과를 측정할 수 있는 평가 요소를 도출하고, 구체적인 측정 문항을 개발하여 타당화 작업을 진행하였다. 이러한 절차를 거쳐 최종적으로 적용성, 연계성, 명확성, 적합성, 확장성 등 5가지 평가 요소를 선정하였으며, 각 요소별 구체적인 평가 목적을 수립하여 실제 전문경력인사 초빙활용지원사업의 성과 관리를 위해 적용 가능하도록 하였다. 본 연구는 1994년부터 한국연구재단에서 운영하고 있는 전문경력인사 초빙활용지원사업의 성과 관리를 위해 정량적 정성평가가 가능한 성과 평가 체계와 요소를 제시하였다는 데 의의가 있다.

• 보건행정학회지
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• 제18권4호
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• pp.125-147
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• 2008

The purpose of this study is to propose the factors affecting collaboration between community nurses and social workers in Korea. Data that is used in this study, were collected from 295 provider respondents by questionnaire, additionally from telephone survey and secondary data review. This study focuses on the working relationship between professionals in the field of health and social care. Based on the literature review, this study proposes a conceptual framework for collaboration between nurses and social workers in community health and social care. The dependent variable in this study is collaboration. It reveals whether or not the inter-professional works and shows the level of collaboration. The independent variables are categorized in: the client characteristics (frailty of client, client-provider relationship); the provider characteristics (specialization, perception of interdependence, perception of the other professional); the organization characteristics (closeness of the other professional, autonomy, on-the-job training, evaluation-reward); and the community characteristics (urbanization, capacity of resources). Major findings are as follows: First, the factors that appear to have the strongest impact on whether or not inter-professional working of respondent sampled are: the perception of other professional; the perception of interdependence; closeness of, the, other professional; and the frailty of client. Secondly, the factors that found to have the most significant effect on level of cooperation are: the perception of, the other professional; on-the-job training; evaluation-reward; and the closeness of the other professional.

• 패션비즈니스
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• 제23권6호
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• pp.127-138
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• 2019

As health and well-being become a global trend, the younger generation is focusing on the balance between work and leisure time and they are interested in sports activities as well as a cultural life. In addition, the range of sportswear is expanding, so that athleisure fashion is getting into daily lives. In particular, consumer groups in the sportswear market are beginning to change since generation Z consumers are more and more interested in sportswear and their needs are also growing of health and functional of sports wear. It's a global trend that athleisure fashion market is growing, which combines professional athletic wear with fashion. As the number of women who enjoy sports and leisure in their spare time, the consumer pattern in the sports wear market is also expanding to female customers. However, most sports functional wears were focused on male consumers, so that functional inner-wears are mostly made for both sexes, which mean the functional inner-wears are produced without considering the physical characteristics of men and women and with not enough size division ending up not suitable for professional athletes. In particular, female professional athletes need functional inner-wear that fits the characteristics of the sport because they are not only different in physical condition and they are also using different muscles for different movements. Therefore, functional inner-wear needs pattern development and size system setting considering the body shape and athletic movement of female professional athlete.

• 영재교육연구
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• 제11권2호
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• pp.59-85
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• 2001

본 연구는 대학부설 과학영재교육센터의 종합적인 평가 기준을 개발하는 데 목적이 있다. 이를 위해서 먼저, 국내 대학부설 과학영재교육센터의 운영 현황을 분석하고 과학영재교육센터 운영에 있어서 시급한 문제점을 도출하였고, 다음으로 ‘특수목적고’와 시·도교육청이 운영하고 있는 ‘과학영재반’과의 차별성을 위한 대학부설 과학영재교육센터의 위상을 정립하기 위한 과학영재교육센터 평가의 기본 방향 및 평가틀을 구안하였다. 이를 바탕으로 과학영재교육센터 평가 영역별 평가 기준 및 평가 방법을 구안하였다. 마지막으로, 이상의 연구 결과를 바탕으로 실제 과학영재교육센터 평가에 적용하기 위한 평가 종류(시기)에 따른 평가 방법과 활용 방안을 정리·제시하였다. 본 연구에서 개발한 과학영재교육센터 평가 기준은 우리나라 대학부설 과학영재교육센터의 효율적인 평가를 위해 유용하게 활용될 수 있을 것으로 기대한다.

• 보건행정학회지
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• 제16권3호
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• pp.52-69
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• 2006

Researchers indicates several issues as to performance evaluation methods for public health centers. Firstly, health centers are passively involved in the evaluation process, the performance indicators are activity-oriented, and mostly unrealistic. Balanced Scorecard is one of the methods for evaluating organizational performance, which is utilized at current in many industries including public sector. The purposes of this study is to apply balanced scorecard approach to a public health center and to develop performance indicators as well as their vision and strategies. For developing performance indicators, researchers selected K City Public Health Center and implemented brainstorming with members of health promotion team. Through team process they suggested goals, strategies and several indicators they considered proper to accomplish their shared vision. And then appropriateness of the indicators were evaluated by professional researchers in health promotion field for consensus building by email questionnaire. Based on survey and professional consensus meeting, 11 performance indicators were tailored in four perspectives as well as 6 strategies and 10 strategic goals, which are steps for accomplishing shared vision of health promotion team. For details, refer to the paper. Most members of health promotion team were satisfied with the indicators. However issues such as low level of recognition and familiarity with a new concept of BSC, and cultural resistance to strategic approach in public organizations should be addressed for future application and dissemination of BSC technique to public health organizations.

• 임상간호연구
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• 제21권3호
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• pp.277-292
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• 2015

Purpose: The purpose of this study was to develop a Clinical Ladder System (CLS) model for staff nurses working in inpatient units of tertiary care hospitals in Korea. Methods: The study was carried out in 2 steps. First, a nursing competence evaluation scale was developed. Second, evaluation of the nursing competences, qualifications, and professional activities of 230 nurses from five tertiary care hospitals was done by 49 head nurses between Feb. and Dec., 2014. Nurses were selected by head nurses according to their clinical experience and expected behavioral characteristics at each level of the ladder. Results: A nursing competence scale was developed consisting of 5 subcategories (clinical practice, ethical practice, education, leadership, and professional development) and 11 elements, and 5 levels of behavioral indicators for each element. Cronbach's alphas for the entire tool and subcategories were over .853 and stability of the scale was confirmed. There were significant differences in nursing competence according to the 5 levels of the ladder. Conclusion: The findings indicate that the proposed CLS model with a standard score for nursing competence, recommended or obligatory criteria for qualifications and professional activities provides a good tool for developing nurses' competences and retaining excellent nurses in clinical practice.