• Journal of the Korea Safety Management & Science
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• v.16 no.3
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• pp.335-342
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• 2014

NCS(National Competency Standards) is made by HRDKorea for real company, education, training and qualifications under the current government of national issues. It developed 836 units on the classification of KECO. But. Actual companies do not take advantage of improvements in job competency and production processes. This study is redesigned a real company production process use to some developed the NCS standards. After we finds some process problems and then searches the improve methods on analysis the problems.

• Korea Journal of Hospital Management
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• v.19 no.2
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• pp.22-33
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• 2014

The purpose of this study was to support for quality improvement of educational curriculum on hospital administrator through the comparison of competence of new employee and need of field experts based on NCS. The participants of this study were implemented the self-report survey about competency and need on job skills of hospital administrator. According to the comparison, it is defined the point that is needed curriculum improvement and the competency gap between hospital and university hospital. This is support to be establish the base for the qualified education and training program for hospital administrators. NCS is useful as standardized tool for identify the gap between need and competency and as suggestion for education improvement of hospital administrator.

• Journal of the Korea Safety Management & Science
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• v.24 no.3
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• pp.85-92
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• 2022

In the case of incumbent training, unlike training for the unemployed, it is difficult to show the results of training. In this study, factors affecting the performance of vocational competency development training were selected and the main factors were derived. Data were collected through Focus Group Interview(FGI), and regression analysis was performed through factor analysis and reliability analysis. As a result, empathy, training participation type, reliability, working experience, and training operation type were derived as factors affecting job satisfaction. did. Confidence and training participation patterns were derived as factors affecting training satisfaction, and the results showed that the larger the variable, the more positive it was. Therefore, as factors affecting the vocational competency development training performance, there are empathy, training participation type, reliability, work experience, training operation type, certainty, and training participation type. It was confirmed that the results had an effect.

• Journal of Fisheries and Marine Sciences Education
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• v.26 no.3
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• pp.627-638
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• 2014

The aims of this study are to analysis the elements associated with a occupational basic competencies of fisheries and maritime high school students. Fisheries & maritime key competencies were defined as the abilities that include the essential knowledge, skills, attitude, and experiences required for the workforce on the fisheries and maritime job condition. This research collected preliminary data from 177 fisheries & maritime high school teachers. Data were analyzed to obtain item quality, reliability and validity analysis. The results of the study were as follows; First, largely, fisheris & maritime key competencies were divided into two parts; basic vocational skills and fisheries-maritime job skills. Second, fisheries & maritime key competencies were consisted of communicative competence, numeracy skills, thinking skills, English communication skills, self-management skills, interpersonal competency, selection & application of alternative, marine technology & information skills, marine consciousness and maritime professional ethics. Third, each key competency consisted of 2-9 sub-competencies.

• Proceedings of the Korean Society of Computer Information Conference
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• 2022.01a
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• pp.407-408
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• 2022

본 연구에서는 전문직업관이 업무수행 능력에 미치는 영향을 간호 서비스 종사자들을 대상으로 살펴보았다. 이를 위해 간호 서비스 종사자 대상으로 수집한 193부의 설문조사 자료를 분석하였다. 분석결과, 전문직업관의 구성 요소 중 전문적 자아개념이 업무수행 능력에 가장 큰 영향을 미치는 것으로 나타났고 그 다음은 업무 전문성인 것으로 나타났다. 반면, 사회적 인식은 영향을 미치지 않는 것으로 나타났다. 본 연구는 업무수행 능력 향상을 위해 전문직업관을 어떻게 관리해 나가야 할 것인지에 대한 기초자료를 제공하엿다는데 의의가 있다.

• Journal of Korean society of Dental Hygiene
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• v.13 no.5
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• pp.713-726
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• 2013

Objectives : The purpose of this study is to develop a job performance assessment tool for dental hygienists. Methods : The development consisted of three steps. The first step was to construct the contents of the assessment tool and a pretest questionnaire. In the second step, validity and reliability tests were done and modified for the pretest questionnaires and an assessment tool was made. The third step was verification of the assessment tool. A total of 678 data from the dental hygienists were analyzed to verify the validity and reliability. The assessment tool consisted of two areas such as job performance and competency/attitude: the job performance area covered four sub-areas including oral health education, preventive dental care, assistance for dental treatment, and administrative management. Results : The number of questions and reliability test result for each sub-area were as follows. Reliability coefficient for oral health education (10 questions) was 0.899, preventive dental care (8 questions) was 0.861, assistance for dental treatment (18 questions) was 0.915, administrative management (8 questions) was 0.919, competency of dental hygienists (11 questions) was 0.947, and attitude of dental hygienists (15 questions) was 0.955. Cronbach ${\alpha}$ coefficient for reliability of total 70 questions of the assessment tool was 0.980. Conclusions : The validity of the assessment tool was verified by three steps and the reliability proved to be significant. Consequently the assessment tool was found to be useful as an objective and valid job performance assessment tool for the dental hygienists.

• Journal of Korean Library and Information Science Society
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• v.54 no.3
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• pp.193-221
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• 2023

The purpose of this study is to identify how teacher librarians perceive the importance of each job and the expected job of other teachers and students, and to obtain basic information on their job recognition and to derive their jobs to be improved. To this end, after modifying the 25 jobs selected by Lim Jeong-hoon et al.(2021), 210 librarian teachers were measured for their own importance by job, the expected importance of other teachers and students, and the level of evaluation of their own performance ability. As a result of the analysis, teacher librarians recognized 'reading education and literacy education' as the most important, but recognized 'library event' as the most important task expected of other teachers and students, and recognized that 'library usage guidance' was the most outstanding. In addition, there were nine jobs that needed to be improved.

• Journal of Fashion Business
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• v.19 no.5
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• pp.188-198
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• 2015

This study analyzed the qualifications necessary and manpower required in the Jeju nail art and make-up industry. We aimed to investigate the relationship between NCS education and national technical qualifications. For this study, 164 participants were given a questionnaire, and the collected data were analyzed via frequency analysis and multiple regression analysis using SPSS Ver. 18.0. The results of this study are as follows: 1. Matching job seekers with available positions was more difficult in nail art businesses than in makeup businesses. The main routes by which practitioners found jobs were Internet job sites and acquaintances. In addition, experience was the first consideration in hiring employees. 2. Those in high positions had less intention of employing students who had received NCS education, than those in lower positions. Intention to employ NCS graduates was high in businesses that found their employees through Internet job sites, vocational training institutes, acquaintances, or colleagues. Nail art workers prioritized NCS educational units in the following order: nail care, nail shop hygiene, gel nails, cosmetic nail removal, and tips/wraps. Makeup workers had the following priorities: basic makeup, wedding makeup, makeup shop safety, and hygiene management. They also mentioned basic occupational skills such as communication skills, interpersonal skills, and problem solving skills. Moreover, the new national licensing system was found to reflect competency in the most important skill sets.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.16 no.1
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• pp.71-85
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• 2021

Representative domestic start-up support organizations include the Business Incubator(BI), Korea Institute of Startup & Entrepreneurship Development(KISED), Techno Park(TP), and Center of Creative Economy Innovation(CCEI), and there are about 260 Business incubator nationwide. The Business incubator is operated by universities, research institutes, and private foundations or associations. The organization consists of the center director and the incubating professionals (hereinafter referred to as "manager"), etc., and performs tasks such as center operation management and incubation support services for tenant companies. Until now, research on the operation of Business Incubator has been mainly focused on the performance of tenant companies. Studies on whether the manager's competency characteristics directly or indirectly affect the performance of the tenant companies through psychological mediators such as self-efficacy and organizational commitment were very scarce. The purpose of this study is to explore various factors influencing organizational commitment and job performance by the competence characteristics of Business incubator managers, and to explain the causal relationship among those factors. In particular, the difference in perception was investigated by a manager's survey that influences organizational commitment and work performance at the Business incubator. Through this, we intend to present practical implications for the role of managers in the operation of Business incubators. This study is an exploratory study, and the subject of the study was a survey of about 600 managers working at Business incubator nationwide, of which 116 responses were analyzed. Data analysis included descriptive statistics, exploratory factor analysis, and reliability. Structural equation model analysis was performed for hypothesis tests. As a result of the analysis, it was found that the cognitive characteristics of the Business incubator manager, communication, and situational response as the behavioral characteristics had a positive effect on the manager's self-efficacy, and the behavioral characteristics had a greater effect on the self-efficacy. It was also found that the manager's cognitive and behavioral characteristics, and self-efficacy had a positive effect on organizational commitment and work performance. In particular, a manager's self-efficacy has a positive effect on organizational commitment and work performance. This result showed that the manager's competency characteristics increase the manager's self-efficacy as a mediating factor rather than directly affecting organizational commitment and work performance. This study explains that the manager's competency characteristics are transferred to organizational commitment and work performance. The results of the study are expected to reflect the job standard of the National Competency Standards (NCS) and basic vocational competency to the job competency of managers, and it also provides a guideline for the effective business incubator operation in terms of human resource management. In practice, it is expected that the results of the study can reflect the vocational basic skills of the Business Incubator manager's job competency in the National Competency Standards(NCS) section, and suggest directions for the operation of the Business Incubator and the manager's education and training.

• Journal of Korean Academy of Nursing Administration
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• v.15 no.4
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• pp.571-580
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• 2009

Purpose: The purpose of this study was to explore roles of cancer care coordinator's by developing job description, job specification and job process map using dynamic job analysis. Method: The development process consisted of three stages of vertical job analysis and three stages of horizontal job analysis by modifying Song(1997)'s dynamic job analysis. Focus group interview was used to validate the content of the job analysis. Results: Cancer care coordinator's job description was categorized into six major categories, fourteen intermediate categories and one hundred forty specific jobs. Major categories are professional nursing practice, consultation and counsel, coordination and collaboration, education, research and leadership. Cancer care coordinator's job specification included master's degree with over five years of clinical experience preferably relevant clinical area, professional knowledge on pathophysiology of cancer, case management and cost control, competency for communication and counselling skills and clinical decision making. Cancer care coordinator's job process map was framed with time(horizontal) and activities(vertical). Conclusion: The Outcomes of this study will guide to develop possible areas of oncology advanced practice nurses in hospital setting and facilitate the use of oncology nurse practitioners by developing care coordinator roles in cancer care.