• 시큐리티연구
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• 제62호
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• pp.277-293
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• 2020

본 연구는 자질과 역량 있는 신변보호사 인력을 양성하여 전문적이고 안정적인 서비스를 국민들에게 제공함으로써, 서비스이용대상자인 국민들이 보다 안전한 삶을 영위할 수 있도록 하고자 한다. 신변보호사 자격검정제도의 시행목적에 부합하는 제도로의 성장을 위해서는 현행 평가 방식에서 다각도로 수정 보완되어져야 할 것이다. 신변보호사 자격검정제도의 실기시험관련 개선방안은 다음과 같다. 첫째, 체력평가항목이 추가되어져야한다. 둘째, 검정기술의 재정립이 필요시 된다. (제2의 위협이 야기되는 기술은 삭제)(민간인 신분으로 사용할 수 있는 기술 추가) 셋째, 낙법 및 응용동작이 추가되어져야한다. 넷째, 다양한 시작자세에서의 평가가 필요시 된다. 다섯째, 상대와의 거리 및 방향을 다양화하여 평가가 이루어져야 한다.

• 한국IT서비스학회지
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• 제17권4호
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• pp.53-74
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• 2018

This study theoretically examines the essence of the competencies, qualifications and grades newly required in the era of the 4th industrial revolution, points out that the engineer rating system does not reflect the new talent and practical capability, and conducts theoretical and empirical analyzes on improvement of the rating system. The current rating system need to be improved because it is not possible for graduates and experience workers to upgrade. Also, it is reasonable that the current highest grade of engineer, the Professional Engineer, which is a sort of qualification, is not a grade but a function of calculating the grade. Based on this theoretical background, empirical analysis of the question investigation and focus group interview shows that the rating system should be improved to four grades or return to the previous system in 2013. And if it is reduced to four grade, it should go in the way that the professional engineer and the qualified engineer combined. In the industry, the future skills of engineers are as follows : qualification, ability to use emerging technology, problem solving, understanding and utilization of major, and data management, etc. These can be summarized as qualification, education (degree) and career. In particular, the engineering industry considers qualifications, degrees, and career experience, and career experience as the most important elements of the rating system. In this regard, it is necessary to introduce a method that accurately reflects the career experience in the improvement of the engineer rating system.

• International Journal of Computer Science & Network Security
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• 제22권9호
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• pp.51-58
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• 2022

The article emphasizes the features of the modern education system in Poland, reveals the peculiarities of improving the professional competence of a specialist in Poland through the implementation of multimedia technologies. Various forms of innovations implemented in improving the professional competence of a specialist are listed: improvement (rationalization), modernization, innovation. The forms of professional improvement through the introduction of computer technologies in general and multimedia technologies, in particular, primarily include various professional courses, qualification, preparatory, methodological conferences, seminars, postgraduate studies, foreign and state internships. At the same time, the main direction is self-education. The subject of professional improvement in the application of computer technologies by specialists is the updating of existing knowledge, exchange of professional experience, planning, as well as discussion of innovative works in which specialists participate. Professional growth of specialists can occur both during work and in higher education institutions during their studies. Modernization of computer technologies, especially multimedia ones, is a necessary condition for the functioning of specialists in modern society, since specialists are at the center of the educational process, during the improvement of professional competence. The main functions of the educational process necessary for improving the professional competence of specialists through the implementation of multimedia technologies are revealed. These functions not only contribute to the professional improvement of specialists, but also affect their solutions and optimize the maintenance of contacts between specialists. The importance of creating conditions that are consistent with the modern needs of innovative education is emphasized.

• 비교교육연구
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• 제27권1호
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• pp.223-245
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• 2017

이 연구는 호주와 스코틀랜드의 NCS기반 직무능력평가자의 양성제도를 비교 분석하고 시사점을 파악하는 데 목적이 있다. 이를 위하여 직무능력평가의 특징과 평가자의 역할을 살펴보고, 호주와 스코틀랜드의 직무능력평가자 자격과정 및 질관리시스템을 분석하였다. 또한 각국의 특징을 비교하고 시사점을 제시하였다. 호주와 스코틀랜드는 공통적으로 직무능력평가자 자격과정을 국가직무능력표준에 기반한 교육훈련과정을 통해 개발 시행하고 있다. 해당 교육훈련과정의 질 관리를 위해 해당 교육훈련과정을 운영할 수 있는 교육훈련기관 및 과정에 대한 사전평가인증을 실시한다. 또한 자격과정을 운영하는 교육훈련기관에서는 자격증을 소지한 전문평가자를 확보하고, 평가자의 계속경력개발 활동을 지원하고 있다. 우리나라는 국가직무능력표준에 기반한 교육훈련과정을 도입 운영하고 있으며, 직무능력평가자 자격제도의 도입을 검토하고 있다. 이러한 상황에서 호주와 스코틀랜드의 평가자 자격제도는 향후 우리나라에 직무능력평가자 자격제도의 설계 및 운영은 물론 국가직무능력표준 기반 교육훈련과정의 질 관리 및 성과 제고에 기여할 수 있는 유용한 정보 및 시사점을 제공한다.

• International journal of advanced smart convergence
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• 제7권4호
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• pp.121-127
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• 2018

This paper develops and builds an Integrated Assessment System for National Competency Standard Professional Basic. The integrated evaluation system for basic job competency in the National Competency Standards is developed to conduct examination by means of computers, smartphones and tablet PCs. The system can be used for the basic job competency test, examination for online cyber universities, job competency examination for enterprises, and the listening, reading, and speaking test in the foreign language proficiency examination and is even better in terms of facility investment and saved operating costs as well as efficient use of spaces in comparison with conventional evaluation schemes. Even greater synergy effects can be achieved by providing support for the integrated evaluation system for basic job competency in connection with the NCS qualification system. The evaluation system has been tested and practiced at a specialized high school and can be applied to the NCS education evaluation of the college and four-year college and to the selection examination of new employees of the company.

• 한국조경학회지
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• 제38권5호
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• pp.42-52
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• 2010

본 연구는 조경기술사 검정제도의 출제문제에 대하여 수험생들이 인식하는 체감 정도, 즉 문제의 객관성, 적정성, 난이도 등 출제되는 문제의 전반에 대한 경향을 분석 제언하여 검정제도가 학술적, 체계적으로 개선됨으로써, 조경기술사 검정제도의 정착과 조경기술사 자격의 위상 확립, 산업현장에서의 조경분야 지위 향상 등 전반적인 조경발전을 목적으로 이번 연구를 실시하였다. 조사방법은 두 단계로 나누어 전문가 집단을 활용하여 출제되는 과목 및 과목의 배정에 관한 사항을 조사하였고, 수험생 및 자격취득자를 대상으로 출제문제의 수준, 객관성, 난이도, 출제경향 등 출제되는 문제의 전반에 대해 설문조사를 실시하였다. 분석결과, 먼저 조경기술사 검정 시 출제되는 과목이 국가기술자격법 시행규칙에 제시된 시험과목과는 달리 출제되고 있었으며, 과목배정, 시험문제의 객관성, 수준, 난이도 등에서 다양한 문제점을 내포하고 있는 것으로 나타났다. 이러한 문제점의 원인은 여러 가지 요인이 있겠지만 충분한 검토 없이 문제출제, 출제위원의 관리 미흡 등 현재 진행되고 있는 검정제도의 시스템을 운영하는데 문제가 있지 않나 판단된다. 따라서 이러한 문제점을 보완하기 위해 '출제되는 시험과목의 정비', '적정한 과목 배정 및 문제의 객관성 확보', '출제문제의 수준 및 난이도 유지', '출제 시스템 개선'등에 대하여 관련부처나 단체에서는 효율적인 개선노력이 필요함을 제언하였다.

• 대한치위생과학회지
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• 제4권2호
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• pp.9-18
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• 2021

Background: Based on the individualistic approach of experienced dental hygienists, this study attempted to provide basic data to find effective measures of human resource management by analyzing the correlation between organizational socialization and professional self-concept. Methods: Dental hygienists currently working in the Daegu area were evaluated. Nine questions related to duties, twenty-seven questions related to professional self-concept, and thirty-eight questions related to organizational socialization were included in the study. The reliability was professional self-concept (Cronbach's α = 0.859) and organizational socialization (Cronbach's α = 0.840). Results: Of the total 135 points for professional self-concept, the mean score of the participants was 62.67±8.45 points. In the sub-area, flexibility was the highest at 19.28±2.46 points, and communication was the lowest at 9.69±1.44 points. Of 190 points, organizational socialization averaged at 123.40±12.82 points. In the subarea, personal characteristics were the highest at 30.37±3.71 points, and occupational identity was the lowest at 10.34±1.94. Higher age (F=30.89, p<0.000), marital status (F=10.22, p<0.002), graduate or higher educational qualification (F=9.16, p<0.000), were associated with a higher position (F=20.62, p<0.000) and work experience (F=22.66, p<0.0000), when there was no intention to turnover (F=8.05, p<0.000). Organizational socialization was higher in participants with higher age (F=7.89, p<0.000), educational qualification (F=8.02, p<0.000), and position (F=5.12, p<0.007); higher work experience in general hospital (F=4.50, p<0.012); no intention to turnover (F=7.450, p<0.000); and no intention to turnover (F=24.46, p<0.000). Organizational socialization showed a significant positive correlation with professional self-concept (r=0.721, p<0.000); job performance and skills (r=0.615, p<0.000) and organizational commitment and satisfaction (r=0.610, p<0.000) showed a high positive correlation. Turnover intention (β=0.213, p<0.000) was found to have a significant effect on organizational socialization. Leadership (β=0.168, p<0.05) and satisfaction (β=0.483, p<0.000) were found to have a significant effect. The total explanatory power of this variable was 62.7%. Conclusion: To ensure successful organizational socialization, human resource management should be performed through regular verification, which can result in improved quality of dental care services.

• 가정과삶의질연구
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• 제22권5호
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• pp.345-355
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• 2004

The purpose of this study is to recommend the roles, Qualification, and fostering system of healthy families specialist. In 2003, 'Organic Law to Develop the healthy Families' was legislated. The law endows the responsibilities and duties of the government, local government, and families, in order to embody the healthy families. Also, this suggests appropriate ways to solve diverse families problems and identifies the necessities of establishing social policies to increase the well-being of family members. The enactment system of this law is to place 'Healthy Families Center' under the Prime Minister, and to foster 'healthy families specialist' who have professional knowledge and skills for strengthen diverse families. The major recommend are as follow. First, the roles of healthy families specialist are a practician, deliverer, and administrator to enact the law's philosophy and ideal. Secondly, to protect the competency of those, the qualification is restricted to university and the same level school graduate people, who majored in Home Economics, Social Work. and Women Studies. Finally. to foster and qualify this specialist. the Council of Healthy Families will be compound.

• 농업과학연구
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• 제48권4호
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• pp.855-863
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• 2021

The purpose of this study is to suggest an improvement plan for the National Technical Qualification Practical Evaluation focusing on National Competency Standards. First, in order to strengthen practical techniques such as field abilities and expertise, practical evaluation methods were applied to the National Competency Standards, referring to a learning module focused on field performance. Second, an expert advisory committee in the field of organic agriculture was utilized to compare, analyze, and match the competency unit and competency unit elements of the National Competency Standards with the national technical qualification examination standards in field of organic agriculture. In addition, in order to identify work in progress in the industrial field, share professional practice skills, and analyze facilities and equipment, we visited an organic agriculture industry site. Through this, a practical evaluation exam was developed. Subsequently, in order to confirm the adequacy of the developed exam, the pilot test assessment was conducted for those majoring in organic agriculture. Finally, as a feasibility study, a survey was conducted. Based on the results, greater technical job competency in the field of organic agriculture will contribute to strengthening knowledge in this field by suggesting an improvement plan for the national technical qualifications practical evaluation method in the field of organic agriculture.

• 대한건축학회논문집:계획계
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• 제34권5호
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• pp.11-20
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• 2018

To prevent illegal building work in advance, regional building safety centers were introduced to perform technical investigations and management. The purpose of this study is to propose the detailed operational directions of the regional building safety center through the analysis on the current status of parameters, such as the operation of designated confirmation and inspection bodies in Japan. We consider the role, building administrative process and establishment criteria of regional building safety centers through the analysis the introduction background and the designation criteria of designated confirmation and inspection bodies. In establishing the center's professional manpower qualifications, we refer to the criteria for the professional qualifications of the designated confirmation and inspection bodies. In addition, the calculation method of required manpower of verification inspectors in Japan was used as a reference in setting the scale of regional professional manpower. Finally, we propose the detailed operational directions of the regional building safety center such as (1)roles of the center, (2)establishing management plan of the center, (3)work scope (4)scale of the professional manpower, (5)qualification of the professional manpower, and (6)funds.