• Journal of Korea Entertainment Industry Association
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• v.13 no.5
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• pp.263-271
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• 2019

The recent phenomenon of job "Miss Match", which is inconsistent with knowledge in the demand of educational training institutes and industries, has spread to an increase in private education costs for reeducation and employment of new hires, resulting in weak individual job competency and poor employment capability, as well as economic and material waste at the national level. To compensate for these problems, the National Competency Standards(NCS), which are available immediately in practice and look for a standard point of national job competency with the aim of fostering human resources sought by industries, were developed, and even the NCS-based qualification system was launched in line with the stream of times. This study is intended to look into the importance and priority of competency units and competency unit elements at the NCS-based qualification L3 level in the skin care field for an overall check of the NCS-based qualification level at a time when educational institutes are organizing and operating the school curriculums according to the NCS and NCS-based qualification level. And it is attempted to provide basic data for the development of curriculum in fostering professional human resources required by industries. To analyze the needs for competency units and competency unit elements at the L3 level, a survey using AHP method was carried out to a group of field experts and a group of education experts. In addition, the SPSS(Statistical Package for Social Science) ver. 21.0 and Expert Choice 2000, an AHP-only solution was used to do statistical processing through the processes of data coding and data cleaning. The findings showed that there was a partial difference of opinion between a group of field experts and a group of education experts. This indicates that the inconsistencies between educational training institutes and industrial sites should be resolved at this time of change with the aim of fostering field customized human resources with professional skills. Consequently, the solution is to combine jobs at industrial sites and standardized educations of educational institutes with human resources required at industrial sites.

• Journal of the Korean Society of Marine Environment & Safety
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• v.23 no.6
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• pp.628-638
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• 2017

In response to difficult employment conditions in the maritime industry and a desire to expand their career options, domestic mates are persuing DP operator training at institutions both domestically and abroad based on their shipboard experience. However, since the offshore plant service industry has not yet been established in Korea, those seeking to enter this field have difficulty acquiring qualifications and most seek work overseas for offshore shipping companies. Individuals wishing to work as DP operators are likely to face more conservative recruitment processes with overseas offshore shipping companies, focusing on career language restrictions as they will be non-native speakers relative to the foreign company, difficulty living in a multi-cultural environment, and lack of systematic information on essential job requirements. For these reasons, domestic mates have difficulty seeking jobs. Therefore, this study analyzes the capabilities and qualification required to be a DP operator to provide basic data for developing NCS standards representing a minimum level of competency. These standards can be applied by the government to develop plans for professional training for DP operators. In study, job classifications, competency standards and career development paths for DP operators have been proposed along with joint use of DP training vessels, to train specialized DP instructors. An NCS export model led by the government to activate professional training for DP operators is also presented.

• Journal of Korean society of Dental Hygiene
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• v.9 no.3
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• pp.294-305
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• 2009

Objectives : The purpose of this study was to conduct a survey on the senses of employment so that it could provide a basic reference required for good human resources specializing in oral health with responsibility as professional. Methods : To meet these goals, a self-administrated questionnaire survey was conducted to dental hygiene college students in Gwang-ju. Results : 1. It was found that 30.7% respondents wanted to be employed as government officials of oral health. Most respondents 37.4% answered that faithfulness is the highest value as prerequisite for employment in hospital. 2. It was found that interpersonal relationships among employees had most significant effects 4.58 score on selection of employment, which was followed by in-house welfare benefit (hospital size, rest room, ect; 4.31). 3. The survey on respondents' occupational sense was represented by hospital/clinic management and dental management support 25.2%, oral health education 22.7%, oral disease prevention 19.7% respectively. Conclusion : For future social awareness about dental hygienists as occupation, desirable training courses as a part of qualification for professional dental hygienists were represented by case management (services, manners, ect; 25.0%), implant (22.8%), esthetics 14.7% and so on. As for working years, it was noted that 13.2% respondents would keep working as dental hygienists as long as they could.

• Journal of Technologic Dentistry
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• v.43 no.3
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• pp.117-123
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• 2021

Purpose: In this study, an attempt was made to identify the extent of dental technicians' perception of professionalism and examine to what extent the perception of professionalism impacts self-development and professionalism improvement activities. Methods: An online survey was conducted for 391 dental technicians for 20 days (i.e., from October 20 to November 10, 2020). Pearson's correlation analysis was performed to examine the correlation between the independent variable and the dependent variable, and multiple regression analysis was performed to analyze the degree of influence of independent variables on self-development and professionalism improvement activities. Results: As a result of examining the impact of dental technicians' perception of professionalism on self-development and professionalism improvement activities, it was revealed that all four subareas of the perception of professionalism, i.e., professional qualification, professional autonomy, social perception, and the sense of calling, were positively impacted. Conclusion: (1) It is necessary to compare and analyze the differences in the perception of professionalism among various dental technologist groups, prepare programs to improve them, and endeavor to ensure the growth of organizational operating system. (2) Self-development and professionalism improvement activities need to be supported so that dental technologists can immerse themselves in their duties with affections for the organization and contemplate and provide educational programs to workers.

• The Journal of the Korea Contents Association
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• v.12 no.5
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• pp.163-174
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• 2012

This study was conducted to seek improvements by correcting problems of the qualification system of theatrical art technicians, which has a relatively weak foundation, compared to other national industrial qualifications. Through the previous researches, this study attempted to seek main issues and development plans in the field of theatrical art technology, while carrying out in-depth interviews for theatrical art technicians. With the results of this study, problems of the existing system can be largely divided into two kinds. Firstly, the existing system is mostly focused on performance places, especially large-sized public performance halls. Secondly, as a problem in terms of management, the existing system has non-professional management subjects and non-convenience regarding the number of qualification tests and places only in Seoul and once a year. This study grasped problems based on practical demands of the related industry through in-depth interviews with experts, thus seeking proper solutions. What matters most is that the present system should be converted from performance place-centered management to performance-centered management. In other words, by expanding qualification-acquired experts into all the performances, the system should practically contribute to improving the quality of performances and expanding the treatment of experts, which is the fundamental purpose of this system. Moreover, it is needed to seek a plan to expand the convenience of applicants for the procedures and methods of acquiring qualifications.

• Journal of Practical Engineering Education
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• v.8 no.1
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• pp.39-47
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• 2016

Owing to increasing concern that jobseekers are wasting too much time and effort building up so-called "spec" skills to get a decent job, many companies including state-run enterprises are now hiring rookies based on their job competency rather than test scores unrelated to the job. However, universities which are mainly responsible for training professional personnel needed for various kinds of companies and factories are reluctant to adopt NCS-based educational courses. The NCS defines how much knowledge and skill are required to work in a certain industry and then evaluates them. Although the Korean government and several junior colleges have been tentatively operating the course-based qualification system at the "industrial technician" level since 2014, the results are falling far short of diverse stakeholders' expectations. Therefore, there are urgent needs to study how to develop NCS-based curriculum at the university level, and how to strengthen the linkage between work, training, and qualification.

• The Journal of the Korea Contents Association
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• v.14 no.4
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• pp.425-434
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• 2014

This study aims to analyze school management consultants' competency from the perspective of professional and prospective consultants and to draw implications for their competency building and work. To achieve the purpose of this study, an importance survey and a retention survey of school management consultants' competency were performed. The main results are as follows: school management consultants' key competencies are concept, background and principle of school management consulting, process and method of school management consulting, contents of school management, listening and empathy, communication, problem solving, teamwork and collaboration, interpersonal skills, authenticity, commitment. Professional and prospective consultants' perception of school management consultants' competency were different, and importance and retention of prospective consultants' competency changed through the consulting experience. It is significant that the result of this study can be reflected in school management consultants' training and qualification and conform the 'learning' principle of school management consulting.

• Journal of the Korean Professional Engineers Association
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• v.13 no.4
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• pp.31-47
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• 1980

Since medium and small manufacturing enterprises have , played a very important role not only in national economy but also in political and social relationships all of the countries in the world have paid favorable policies and programmes for protecting and promoting this sector. In Korea main ingredients of promoting policy for this sector consist of (1) encouragement to modernize facilities and rationalize operation (2) special priority in bank loan (3) promotion of industrial cooperatives (4) prevention of infringement by large industries. However, substantial investigation for problems incurred in medium industries has revealed that unless medium industries improve and raise their technological and managerial skillfulness for themselves all other measures are useless to solve the problems. This realization has induced all of the countries to render extension services on both of technology and management to assist and support their own effort for rationalization. Also in Korea during past 20 years many technical and managerial research institutes have rendered free consultancy services to medium industries by the support of government subsidy. Among them the joint extension services project performed by the Medium Industry Bank and UNDP during 1967 and 1975 might he listed as model case because of its broad and integrated activities and participation of foreign experts. We think many precepts should be :learned from the study of this project. Korean economy is expected to develop rapidly throughout coming'80 in spite of many obstacles, tut there is an apprehension that gap in of every facet between medium and large enterprises might he deepened and enlarged. To prevent the actualization of so-called dual structure of national economy and to promote stabilized medium industries with high added value productivity which are shown in well developed countries, consultancy assistance ana extension services should be strengthened much more than ever. Fortunately in 1978 legislation of "Medium and small industry promotion act" has paved the way for the systematic achivement of consultancy and extension services which shall be integrated by the government overall program. Under new framework thoughtfull accomplishment should be undertaken considering precious precepts obtained from past experience and failure. Special attention should be given to the technical liaison officer scheme, exclusive participation of only professional institutes, strict qualification and training for consultants for the future succsseful implementation.

• Journal of dental hygiene science
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• v.14 no.3
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• pp.276-286
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• 2014

In 2013, dental hygienist is in its 100th year. As Dr. Fones opened two year dental hygiene training program at Bridgeport Junior College in 1913. 'Dental Hygienist', the profession that specializes in oral disease prevention and health science, was first used. Since 'Dental Hygienist' was first introduced in the States, looking back through the America's development of dental hygienist would be the basis of checking development process of the international dental hygiene system and comparing the system of each country. This study focused on the contemplation of how America's dental hygienist became professional through 'development of dental hygienist', 'development of dental hygiene education system', 'development of dental hygienist's license and related qualification system', 'Dental hygienist laws and ethics', and 'dental hygienists' role and scope'. America's dental hygienist has requirements to become professional and also dental hygienist is socially recognized as professional. Therefore, the purpose of this study is to investigate the process of American dental hygienist professionalization. Thus, references and literature were gathered and analyzed.

• Journal of the Korean Society of Marine Environment & Safety
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• v.26 no.4
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• pp.366-373
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• 2020

According to Article 77 of the Ship Safety Act and Article 97(2) of the Enforcement Ordinance of the Ministry, the Recognized Organization (RO) personnel (ship surveyors) responsible for statutory survey shall have educational qualifications and experience in a specific field or obtain a license under the National Technical Qualifications Act. However, graduates from maritime high schools and those who completed the short-term course of the Ocean Polytec did not satisfy the qualification standards for the RO personnel since they did not graduate from the departments of maritime/fisheries or shipbuilding. Major shipping countries such as the United Kingdom, the United States, and Canada use the IACS (International Association of Classification Societies) regulations, and the Ship Safety Act in Japan has eliminated the qualification requirements for ship surveyors. In particular, under the IMO (International Maritime Organization) and IACS regulations, the RO personnel shall have as a minimum the following formal educational background: a degree or equivalent qualification from a tertiary institution recognized within a relevant field of engineering or physical science (minimum two years' program); or a relevant qualification from a marine or nautical institution and relevant sea-going experience as a certified ship officer; and competency in the English language commensurate with their future work. Considering that Article 17 of the Enforcement Decree on Public Officials Appointment Examinations prohibits educational restrictions and there are no educational restrictions on the qualifications of British and Japanese surveyors, if the maritime high school graduates have sufficient sea-going experience, education, and training, they could be recognized as meeting the qualification requirements. Moreover, those who completed the short-term course of the Ocean Polytec could also be recognized as meeting the qualification requirements because they are required to have at least a professional bachelor's degree (in the case of a third-class CoC (Certificate of Competancy)) and some sea-going experience after completion.