• Journal of Engineering Education Research
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• v.26 no.6
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• pp.3-18
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• 2023

The purpose of this study is to identify the difference between the current retention level and the required level of engineering students' career competency that they think they need based on their perceptions. Ultimately, the results of this study are used as basic data when designing the major/general education program and the curricular/extra-curricular career program. The task of this study is to identify the difference between the current retention level and the required level of engineering students' career competency. And based on this, it is to confirm the educational needs of engineering students for the career competency. For this purpose, literature research on career competency education in universities was reviewed in the theoretical background. Next, previous studies on career competency and sub-competence derived from career competency-related studies and detailed questions were analyzed. Based on this, an initial evaluation tool for career competency of engineering students was developed. Finally, through expert review, a career competency evaluation tool with a total of 43 items in 10 competency groups was developed. A career competency evaluation questionnaire was conducted for 197 engineering students who participated in the 2022 Engineering Education Festa, and as a result of the IPA analysis, 'global competency' was found to be the competency with the largest difference between importance and execution. Next, 'major job competency' and 'career development competency' appeared in order. Reflecting the results of this study, it is expected that mutually organic design of competency-based liberal arts curriculum and major curriculum that can cultivate global competency, major job competency, and career development capability will be carried out through learning activities and field practice.

• 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.

• Korean Journal of Occupational Health Nursing
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• v.22 no.2
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• pp.75-82
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• 2013

Purpose: This study is to investigate the effect of nurse's competency empowerment and boss' job competency recognition on work performance. Methods: 216 nurses participated for data collection which was conducted from September 1, 2011 to September 10, 2011. The collected data were analyzed with SPSS/WIN 16.0 and with frequency test, ANOVA, Scheff$\acute{e}$ test and Multiple regression. Results: Firstly, the work performance in accordance with subject's general characteristics was found to be significant in the 50s, graduate school or higher education, Roman Catholic, charge nurse and 21-years or older. Secondly, the correlation among nurse's competency empowerment, boss' competency recognition and work performance was found to be positively related (r=.501~.639, p<.001). Thirdly, competency empowerment was found to be the most effective factor for work performance, followed by boss' competency recognition and career year, and these factors accounted for 63.5%. Conclusion: As the results show that the work performance is highly affected by the nurse's competency empowerment, boss' competency recognition level and career level in clinical environment, effective education programs are required to provide an appropriate experience to both entry-level and experienced nurses, as well as to enhance boss' competency empowerment at the same time.

• Korean Journal of Clinical Pharmacy
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• v.31 no.4
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• pp.285-292
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• 2021

Background: Recently, the Korean Association of Pharmacy Education has been focusing on competency-based education (CBE) and has established required areas of competencies to improve the graduation competency. However, competency-based assessment (CBA) tools for implementing CBE have not yet been developed for faculty members and students to successfully access the assessment tests. Moreover, the faculty members in charge in pharmacy schools have encountered various barriers in recruiting individuals with integrated clinical experience to act as virtual patients. Therefore, this study aimed to identify the advantages and limitations of applying CBA tool and faculty assessors in the development of CBE to ensure the reliability of this assessment. Methods: Utilizing CBA tool, the students' communication skills and styles were assessed. students and faculty assessors were surveyed to evaluate the advantages and limitations of the CBA tool. Results: 8 assessors and 96 students participated in this study. 100% (8/8) of the faculty assessors and 77.4% (65/84) of the students reported that CBA tool is valuable to assess and improve student's ability. 90.5% (76/84) of the students felt confident in applying knowledge to patient-centered care. CBA tool can be a valuable for the instructors in identifying the competency level of students but can also be associated with limitations in implementation to ensure the objectivity and reliability of the CBA. Conclusions: The CBA tool can be valuable in assessing the level of students' competency. Faculty assessors have the advantage of well-prepared themselves for patient roles, so that the time and cost required may be minimized.

• Journal of the Korean Society of Clothing and Textiles
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• v.40 no.1
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• pp.69-80
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• 2016

This study investigated the National Competency Standards (NCS) of fashion planning to compare the fashion planning curriculum of domestic universities and colleges with NCS as well as suggest ways to activate the application of NCS to fashion planning education. Qualitative research was employed based on references from the old and new homepages of NCS as well as fashion planning related subjects of domestic universities and colleges. The results are as follow. First, fashion planning NCS was composed of 10 competency units. Competency units were composed of competency unit elements and performance criteria. The levels of the competency units and the competency unit elements were suggested based on 8 stages. There were significant differences in the content of competency units and the level of competency units between the old version and the revised version of fashion planning NCS. Second, considerable fashion planning related subjects seemed at a higher level than the function level of recent college graduates. There were also omitted subjects which were required for recent college graduates. Third, the requirements for the reorganization of curriculums and education systems as well as the cooperation among industry, colleges, universities, and development part of NCS were suggested for the activation of NCS based education and the validation of NCS.

• The Korean Journal of Franchise Management
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• v.10 no.4
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• pp.31-42
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• 2019

Purpose : This study can provide various implications for the franchisors to expand activities related to franchise support or to develop andoperate an education program for foodservice franchise owners. Research design, data, and methodology : For those purpose, first, the literatureand literature related to the competency of domestic franchise owner were collected and reviewed through the Korea Education and Research Information Service (RISS). Second, the questionnaire was prepared based on the theoretical basis prepared through previous studies. Based onthe foodservice franchise owner's competency model presented by Kim & Lee (2019b), 13 franchise owner's competencies were marked with both 'What is' levels and 'What should be' levels. Therefore, the total questionnaire consists of 26 questions. Third, questionnaires were distributed and collected. This study used data from 55 surveys which were gathered from foodservice franchise owners in Seongnam-si. SPSS 25.0 was used to analyze the collected survey data. Descriptive and frequency analysis were conducted to analyze the demographic characteristics of the study subjects. Next, we conduct a t-test to analyze the difference between the level of 'What is' competencies by the franchise owners and the level of 'What should be' competencies. Descriptive statistics were used to derive the priorities of the 'What should be' competencies. The Locus for Focus model was used to derive the priorities of the required competencies. Result : Four competencies of team leadership, teamwork and cooperation, customer service, technical·professional·managerial expertise were found to be the first to be developed. Conclusions : The conclusions of this study are as follows. First, teamwork and cooperation competnecy, and team leadership competency, which are derived from the core competencies of foodservice franchise owners, are among the leadership competencies required as managers of organizations. Second, customer service competency and ttechnical·professional·managerial expertise competency derived from the core competencies of restaurant franchise owners belong to the job competencies. Third, the results of this study suggest that the foodservice franchisors will be able that will serve as a baseline to support the foodservice franchisors and franchise owners for sustainable mutual growth by encouraging their will and encouraging them to create results.

• Culinary science and hospitality research
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• v.24 no.3
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• pp.47-59
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• 2018

Vocational education has been constantly blamed for training skills that are not suitable for the field. This study was sought for finding out the necessary skills for the hotel entry-level cooks by conducting in-depth interviews, questionnaires, and case studies in terms of NCS's basic competencies and competencies required at work environment. The results of this study are as follows: First, in the field, job performance ability is more important than skills and knowledge. Second, among the NCS's basic competencies, communication skills, interpersonal skills, self-development skills, information skills, and professional ethics are prioritized competencies for hotel-entry level cooks. Third, in terms of competency factors at work, it is necessary to learn the adaptability of the field. Fourth, in case of overseas culinary institutes, the core of their culinary education was the system to learn how to operate the site rather than the education about cooking skills or knowledge. Fifth, in holistic approach, the result showed that four elements which are skills, knowledge, field practice, and simulation training are required for Culinary Arts curriculum.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.10
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• pp.4496-4505
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• 2012

As the result of this study, total 27 core competencies are developed and categorized into four competence groups; common competence group, teamwork formation competence group, data-processing and analysis group and resource management and application competence group. The result of diagnosing of competency level, the required level of competencies were more higher than possessed level. This result supports that it is essential to raise the competency level of employees entirely through the education programs. The data analysis with two independent variances, rank and type of occupation, shows the significant difference between the required and current competency level in terms of ranks, staff, senior and principle. Therefore, it is necessary to provide a differentiated educational programs considering ranks.

• Journal of the Korean Society of Food Culture
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• v.22 no.2
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• pp.201-209
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• 2007

The purpose of this study was to analyze usage frequency and importance of competencies which are required to restaurant industry professionals. For this purpose, opinions of restaurant industry professionals on the competency were surveyed using questionnaires. To develop a questionnaire, a total of 27 competency variables which are required to restaurant industry professionals were drawn through literature review. Questionnaires were distributed to 300 professionals in restaurant industry with different positions using random sampling. Out of 300 questionnaires, 221 questionnaires were used for analysis. Statistical analysis was conducted using SPSS 10.0, including descriptive analysis, ANOVA and t-test. Reliability test and factor analysis were also conducted to evaluate the reliability and validity of the questionnaire. As a result, 'attitude and personality' factor was recognized as the most frequently used and the most important competency factor of restaurant industry professionals. Therefore, the competency such as 'sincerity', 'responsibility', 'sense of honesty', 'positive attitude', 'tolerance and justice', should be more emphasized in restaurant management education. The level of current usage and importance of each competency were different according to age, education level, working experience, position, number of employees, type of restaurant and type of management.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.3
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• pp.1989-2001
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• 2015

This study was conducted to identify the recognition for nursing competency importance, nursing competency level, and their influencing factors of nurses in the long-term care hospitals. Participants were 243 nurses who were working in the 11 long-term care hospitals. Data were collected from August 25 to September 3, 2014. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson's correlation and multiple regression by SPSS 19.0. Mean scores of the recognition for nursing competency importance and nursing competency level were $4.21{\pm}0.48$ and $3.47{\pm}0.46$ respectively. Nursing competency level was significantly lower than the recognition for nursing competency importance. The variable influencing the recognition for nursing competency importance was the position(${\beta}=.19$). The variables influencing the nursing competency level were the recognition of nursing competency importance (${\beta}=.37$), age (${\beta}=.20$), current work experience (${\beta}=.13$), health status (${\beta}=.13$). The results suggest the need of developing measurement tool and nursing competency enhancement programs which can well reflect the characteristics of nursing competency required in the long-term care hospital.