• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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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.

• The Korean Journal of Archival Studies
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• no.11
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• pp.91-122
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• 2005

Appraisal is a basic archival function that analyzes values of records and determines the eventual disposal of records based upon their archival values. In electronic records environment, however, appraisal is different from traditional appraisal system that mainly is based on paper records. Since electronic records don't have physical entity and strongly depend on computer technologies, archivists fall into various dilemma in appraisal of electronic records. Moreover, because creation environment of electronic records is remarkably complex and diversified, appraisal of electronic records cannot be done until the later stages of the life cycle of the records. In Korea, appraisal system is founded on the Tables of Transaction for Records Scheduling through which disposal activities of all records are definite in a concrete form. However, there are little institutional infrastructures associated with appraisal of electronic records. Therefore this paper will intend to analyze characteristic features about appraisal of electronic records as a preliminary study for establishing appraisal system of electronic records in Korea. For this purpose, I have firstly compared creation environment of electronic records with traditional creation environment mainly based on paper records, and analyzed differences between appraisal of electronic records and traditional appraisal system based on paper records in view of recordness of electronic record. then I have examined functional appraisal that focuses on functions and activities in which the records are created and used, and discussed about main issues in relation to establishing appraisal system of electronic records.

• Journal of Korean Society of Archives and Records Management
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• v.20 no.1
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• pp.47-67
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• 2020

Unless the records appraisal system is properly overhauled, there is no future for public records management. This study aims to highlight challenging issues and present improvement tasks necessary for the readjustment of the public records appraisal system at the national level. First, public records appraisal policies are divided into five categories: i) statements on appraisal policy and selection criteria, ii) appraisal tools such as disposition authorities, iii) subject of appraising, iv) appraisal procedures, and v) responsibility and authority in appraisal and disposition process. Second, the domestic situation is identified for each category. Third, policies of the United States, United Kingdom, Australia, and Canada are compared, and implications are derived for each category. Fourth and last, the tasks for the readjustment of the public appraisal system are proposed based on these analyses.

• Journal of Korean Society of Archives and Records Management
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• v.19 no.4
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• pp.115-137
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• 2019

A significant change in the ISO 15489-1:2016 is the appraisal of records becoming one of the key procedures in managing current records. In November 2018, ISO/TR 21946 (Information and Documentation - Appraisal for managing records) was published as the international standard for the appraisal of records, explaining the methodology for the application of the concepts and principles of appraisal in ISO 15489-1. As such, the concept of appraisal and the characteristics of the contents presented in these international standards were examined in this paper. In particular, the appraisal methodologies of ISO/TR 21946 and how it can be applied to the Korean records management environment were investigated by analyzing the appraisal process proposed in ISO/TR 21946 at each step and applying the process to Korean university cases. Moreover, this paper is expected to be the basis of improving the understanding of new international standards for the appraisal of records and finding ways to improve records management and appraisal systems in Korea.

• Transactions of the Korean Society of Automotive Engineers
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• v.22 no.3
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• pp.19-24
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• 2014

This study, the exchange value of the car after the repair, which affects the valuation elements and repair characteristics factors were investigated. Based on this specific accident damaged condition of the car, repair range, repair methods, repair costs, market transactions, taking into account the vehicle's depreciation appraisal method is proposed.

• Journal of Korean Society of Archives and Records Management
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• v.15 no.4
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• pp.7-24
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• 2015

Destruction appraisal system improved with the enactment of the 1999 Public Records Management Act has the strategic concepts to prevent loss of important records with prohibiting the destruction in creation organization of records. But destruction appraisal carried out in record center realistically has the big difference with destruction appraisal system intended by Public Records Management Act. Therefore this article intends to explore the importance of destruction appraisal system through a review of the record appraisal system, and investigates operation status of destruction appraisal system in record center and operational issues. And it intends to explore scheme for practical application of destruction appraisal system based on actual cases of destruction appraisal which operates as a model.

• Journal of Information Management
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• v.36 no.4
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• pp.1-22
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• 2005

Appraisal is one of the most important record management tasks. Appraisal is the process of evaluating business activities to determine which records need to be captured and how long the records need to be kept to meet business, the requirements of organizational accountability and community expectations. Appraisal, therefore, is concerned with deciding both what records should be created to document a business activity and how long those records should be retained. This paper attempts to review the appraisal policies of four national archives in UK, USA, Canada, Australia, which have managed public records systematically and to compare appraisal policies in the following five parts such as 1) purpose, 2) appraisal objectives, 3) appraisal values, 4) procedures for appraisal, and 5) special considerations. Finally, the paper suggests the important items required when the Korean National Archives and Records Services develops their own appraisal policies.

• Journal of Korean Academy of Nursing Administration
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• v.1 no.1
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• pp.112-131
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• 1995

The purpose of this study is to know experiences and process of patients' healing relation with nurses. This study had been conducted from July to September in 1994. The subjects were 7 patients who had hospitalized within 10 days at general surgery unit in C university hospital. The data were collected through in-depth interview and observation on the basis of Grounded Theory. In-depth interview were performed 3-6 times for each patient and taken 10-15 minutes at once. The result were as follows : (1) The main concepts are worry to operation, worry to hospital environment, worry to their children, worry to nurses, general appraisal, appraisal of appearance, appraisal of attitude, appraisal of nurses' response, appraisal of nurses' help, interest to patients, appraisal of explanation, appraisal of direct nursing, appraisal of nursing role, appraisal of nursing fairness, empathy, feeling of jung, discontent exposure, content, rapport. (Jung is a unique feeling that appeared in only korean culture) (2) The main categories are worry, general appraisal, concrete appraisal, empathy, and rapport. (3) These process is worry, appraisal, empathy, and rapport in the order. (4) The core category is the need of relation formation. The hospitalized patients have had need of relation formation with nurses. In order to satisfy this need, patients in the early of hospitalization had the worries to nurses, hospital environment, their children and themselves. The more patients have information about themselves, the more they have worries. In addition to, patients have general appraisal through the first impression or feeling to nurses. A time goes by, general appraisal has changed concrete appraisal. High educated group (above bachelor degree) have expressed concretely and variousely their needs. The patients who have empathy to nurses are content with nurses and form rapport to be shown frankly thier discontents. Therefore, patients' healing relation formation is the process of being filled up the need of relation formaton with Nurses. As mentioned above, researcher suggests that nurses need study nursing strategies to make earlier the last phase of the healing relation formation, rapport.

• Journal of Industrial Convergence
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• v.3 no.1
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• pp.125-143
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• 2005

This study investigates that the relationship of performance appraisal justice and employee's job satisfaction and whether appraisal outcome perception can significantly take the moderate role on this relationship. We conduct empirical study with one dimension of distributive justice and 5 dimensions of procedural justice; appraisal system, participation of employee, feedback, knowledge of rater, and appraisal standard. The result shows that distributive and procedural justice significantly explain employees' job satisfaction. The result, also, shows that moderate role of appraisal outcome perception is significant. This means if the employee who regards appraisal outcome as high perceive appraisal justice, she/he will experience more job satisfaction than the employee who regards appraisal outcome as low.

• Journal of the Korean Operations Research and Management Science Society
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• v.13 no.1
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• pp.111-111
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• 1988

This paper identifies the current practice and problems of the performance appraisal system at a typical Korean company. We developed a general framework of performance appraisal system consisted of five subsystems. Along the components of this framework, we reviewed the internal documents and recent appraisal data in the firm, and analyzed the interview and questionnaire survey outcomes collected companywise. Main findings are as follows. The appraisal results are used solely for promotion decisions, and almost never for career development, rewarding, relocation and so on. The appraisal items are not clear in meaning, not comprehensive in scope, and do not adequately reflect characteristics of different jobs. The appraisal is made by superiors only, and needs to be complemented by peer and/or self reviews. The employees are appraised on the basis of subjective judgments of the superiors. The appraisal data are being accumulated, but due to inadequate formation and insufficient programs the database is not being used for the detection and correction of appraisal tendencies and errors. Appraisal results are not fedback to the employees for the constructive information exchange. Accordingly they perceive the effectiveness of the appraisal system as very poor. Finally, the implication of our finding for other companies is briefly discussed.