KR101998244B1 - Method for constructing job ability evaluation model and system therefor - Google Patents

Abstract

The present invention relates to a method for establishing a job competency evaluation model in a structure in which human resource development (HRD) and human resource management (HRM) are integrated. The present invention relates to a national competency standard (NCS). Deriving the competency unit of the evaluation target job matching the job competency unit, setting the derived competency unit of the evaluation target job as the evaluation target job area, and performing the work of the set evaluation job area in the human resource area; Selecting a job performer as an evaluation target, reflecting the job characteristics and purpose of the job based on National Competence Standards (NCS) for each capability unit of the job within the set job evaluation area. Selecting and setting the performance indicators to be the job competency evaluation items in terms of quality, cost, and delivery Human resource development (HRD) and human resource management (HRM) were derived by deriving evaluation indicators for the tasks to be performed by each evaluation target from the selected job area, the selected evaluation target, and the selected performance indicators. Job competency evaluation that induces low-cost and high-efficiency education by presenting education and training methods based on corporate performance by the job competency evaluation model construction method including the step of creating job competency evaluation model with integrated structure Present the model.

Description

Method for constructing job ability evaluation model and system therefor}

The present invention relates to a system and method for establishing a job competency evaluation model. More specifically, a method for establishing a job competency evaluation model having a structure in which human resource development (HRD) and human resource management (HRM) are integrated is provided. And to the system.

The National Competency Standards (NCS) systematized by the state to assess the knowledge, skills, and attitudes necessary to perform a job in the industrial field has been in place since 1999 It is widely used in training systems.

National Competence Standards (NCS) are assessments for recruitment, placement and promotion as a diagnostic tool to determine how much of an individual's vocational competence is required to recruit, assign or promote workers. Provide a checklist.

The NCS-based competency assessment system is widely used in recruitment, placement, promotion and transitional placement as well as in improving job performance in education and training. That is, it has many advantages to enhance the competitiveness of a company.

On the other hand, the existing job training system focuses on improving the capability of trainees, rather than the results of most training on the premise of corporate management performance.

However, in the case of small and medium-sized companies, there is no doubt about whether the results of the training are related to the management performance of the company because there is no training course suitable for the corporate environment and there is a lack of capacity to carry out the training.

In addition, since the existing training programs were conducted in a form of emphasizing professionalism without reflecting individual differences, it is necessary to develop a new operation model for education and training suitable for SMEs.

(Patent Publication 1) 10-2017-0078550 (Patent Publication 2) 10-2011-0072647 (Open Patent Publication 3) 10-2014-0059094

The present invention has been drawn to solve these problems, and the first object is to propose a job competency evaluation model that induces low-cost and high-efficiency education and training by presenting a training method based on the performance of a company.

In addition, the second objective is to propose a job competency evaluation model that induces low-cost, high-efficiency training by suggesting education and training methods based on the performance of a company.

The present invention for achieving the above object includes the following configuration.

That is, the method for constructing a job competency evaluation model according to an embodiment of the present invention derives a competency unit of an evaluation target job that matches the job competency unit of the National Competence Standards (NCS) by reflecting the job characteristics of the evaluation target job. And setting the derived competency unit of the evaluation target job as an evaluation target job area, selecting a job performer performing a task of the set evaluation target job area in the human resource area as an evaluation target, and the set evaluation object Perspectives of quality, cost, and delivery by reflecting the job characteristics and purpose of the job based on the National Competence Standards (NCS) in the job area. Selecting a performance indicator to be a job ability evaluation item, the set evaluation target job area, the selected evaluation target person, From the selected performance indicators, we derive evaluation indicators for the job performed by each subject, and create a job competency evaluation model with an integrated structure of human resource development (HRD) and human resource management (HRM). It includes a step.

On the other hand, the job competency evaluation model building system derives the competency unit of the evaluation target job that matches the job competency unit of the National Competence Standards (NCS) by reflecting the job characteristics of the job to be evaluated, and derives the evaluation target job A job area setting unit for setting a unit of competency as an evaluation target job area, an evaluation target person selection unit for selecting a job performer who performs a task in the set evaluation target job area in the human resource area as an evaluation target, and the set evaluation target job In terms of quality, cost and delivery, reflecting the job characteristics and objectives of the job based on the National Competence Standards (NCS), based on the National Competence Standards (NCS). Performance indicator selection unit for selecting performance indicators, which are job ability evaluation items, and the set job area to be evaluated. Derivation of evaluation indicators for the specified evaluation targets and the performance tasks for each evaluation target from the performance indicators selected above, and integrated the Human Resource Development (HRD) and Human Resource Management (HRM) Characterized in that it comprises a job capability evaluation model generation unit for generating a competency evaluation model.

According to the present invention, a first effect of presenting a job competency evaluation model for inducing low-cost and high-efficiency education and training by presenting an education and training method on the premise of corporate performance is derived.

In addition, there is a second effect that a job competency evaluation model can be established that can present objective criteria of job performance evaluation that can be applied regardless of job position or job.

1 is a configuration diagram of a job competency evaluation model building system according to an embodiment of the present invention,
2A to 2C are exemplary diagrams of HRD / HRM integrated job competency evaluation model configuration linked to management performance built by the job competency evaluation model building system according to an embodiment;
3 is a flowchart of a method for establishing a job competency evaluation model according to an embodiment;
4 is an exemplary diagram illustrating a general optical fiber network failure process.

Technical terms used in the present invention are merely used to describe specific embodiments, it should be noted that it is not intended to limit the present invention. In addition, the technical terms used in the present invention should be interpreted as meanings generally understood by those skilled in the art unless the present invention has a special meaning defined in the present invention, and is excessively comprehensive. It should not be interpreted in the sense of or in the sense of being excessively reduced.

In addition, when a technical term used in the present invention is an incorrect technical term that does not accurately express the spirit of the present invention, it should be replaced with a technical term that can be properly understood by those skilled in the art. In addition, the general terms used in the present invention should be interpreted as defined in the dictionary or according to the context before and after, and should not be interpreted in an excessively reduced sense.

Also, the singular forms used in the present invention include plural forms unless the context clearly indicates otherwise. In the present invention, terms such as “consisting of” or “comprising” should not be construed as necessarily including all of the various components or steps described in the invention, and some of the components or some of the steps are included. It should be construed that it may not be, or may further include additional components or steps.

Hereinafter, exemplary embodiments of the present invention will be described in detail with reference to the accompanying drawings, and the same or similar components will be given the same reference numerals regardless of the reference numerals, and redundant description thereof will be omitted.

In addition, in describing the present invention, when it is determined that the detailed description of the related known technology may obscure the gist of the present invention, the detailed description thereof will be omitted. In addition, it should be noted that the accompanying drawings are only for easily understanding the spirit of the present invention and should not be construed as limiting the spirit of the present invention by the accompanying drawings.

Hereinafter, the present invention will be described with reference to the accompanying drawings.

1 is a block diagram of a job competency evaluation model building system according to an embodiment of the present invention.

As illustrated, the job competency evaluation model building system according to an embodiment includes a data storage unit 10, a job area setting unit 20, an evaluation target selector 30, a performance indicator selector 40, and a job competency evaluation. And a model generator 50.

Job competency evaluation model building system according to an embodiment is to develop an NCS-based competency evaluation system to link the results of education and training with the company's management performance, can be implemented in the human management server in the enterprise.

The job area setting unit 20 sets a job area to be evaluated based on National Competence Standards (NCS).

Specifically, the job area setting unit 20 derives the competency unit of the evaluation target job that matches the job competency unit of the National Competence Standards (NCS) by reflecting the job characteristics of the evaluation target job, and the derived evaluation Set the competency unit of the target job as the job area to be evaluated.

The data storage unit 10 is implemented as a storage device such as a very large data base (VLDB), and stores the national job competency standard and human resource information in the enterprise.

The evaluation target selection unit 30 selects the evaluation target in the human resource area. In one embodiment, the evaluation target selector 30 selects a job performer who performs a task in the evaluation target job area set in the human resource area as the evaluation target.

The performance indicator selecting unit 40 selects the performance indicator of the job within the job area set by the job area setting unit 20.

The performance indicator selector 40 reflects the job characteristics and purposes of the job based on the National Competence Standards (NCS) for each competency unit of the job within the set job area to be evaluated. In terms of cost and delivery, select performance indicators to be assessed on job skills.

The job competency evaluation model generation unit 50 is an evaluation target person from the job area set in the job area setting unit 20, the evaluation target person selected by the evaluation target selector 30, and the performance indicators selected by the performance index selector 40. By evaluating the evaluation indicators for each job performance, the job competency evaluation model is created with the integrated structure of human resource development (HRD) and human resource management (HRM).

In order to implement education and training related to the management performance of a company, it is important to evaluate the factors of the results of the training.

For example, the business performance of a company can be defined by the following function.

는 기업성과의 변인이다. Where Y is corporate performance,

Is a variable of corporate performance.

In the evaluation of most companies' education and training, as shown in [Equation 1], the evaluation is made according to the "x" which is a variable of the company's performance rather than the "Y" which is the company's performance.

For example, performance variables from the point of view of the trainee include educational satisfaction, educational completion credit, evaluation score, delivery education, and attendance rate. Elements such as numbers.

Taking the performance indicators of the job for the purchasing department as an example, the role of the purchasing department is to supply good quality at a low cost and delivery at the right time.

In the case of the optical network maintenance task, it is possible to evaluate the 'development failure' by 'how far and how quickly can the disaster recovery' occur.

In other words, most of the company's jobs can derive performance indicators in line with Q / C / D.

After evaluating the training, it is possible to grasp the effectiveness of the training by grasping the improvement of the relevant performance indicators after a certain period of time.

In order for education and training to continue and the effects of training to be reflected in job performance, education and training should be conducted and the results evaluated and reflected in personnel.

The performance assessed here is the performance indicators of the company and the job competency performance held by the individual.

The job competency evaluation model for evaluating job competency performance is preferably implemented by integrating human resource development (HRD) and human resource management (HRM).

Human resource development (HRD) is a combination of training and development (organizational development) and career development for improving the efficiency of individuals, groups and organizations. It means planned and organized learning activities.

In other words, human resource development aims to compensate for the lack of recruitment through training and education, and to make the transition to a more efficient and efficient human being.

Therefore, human resource development is to develop and utilize various educational techniques, organizational development, and career development so as to develop and utilize their own abilities to enhance the efficiency and effectiveness of their jobs. It is an activity that plays a key role in development.

In addition, human resource development is expanding its scope and function to creative human resource development that draws potential capacity of employees to develop talents with global competitiveness and morality in existing areas, and strategic human resource development for adaptation to change and preparation for the future. .

Human resource management (HRM) refers to a series of tasks for securing, developing, deploying and evaluating human resources based on forecasting future human resource demands to achieve the organization's goals.

In addition to the physical and psychological rewards that are used and matched to the organization's purpose and capabilities, it also deals with the issues related to the selection, development, and utilization of members of an organization, as well as their relationship with and efficiency.

Specifically, HRP (Human Resource Planning), HRD (Human Resource Development) and HRU (Human Resource Utilization) are established in three aspects. In a wide range of activities, including organizational design, competency development and labor relations, it is interpreted as a more comprehensive concept that goes beyond the traditional human resources framework.

In addition, modern human resource management tends to be approached with a focus to ensure that respect for members and organizational development are achieved at the same time as the organization's goals are achieved.

2A to 2C are exemplary views illustrating the configuration of an HRD / HRM integrated job competency evaluation model associated with management performance constructed by the job competency evaluation model building system according to an embodiment.

2A to 2C, when the configuration of the job competency evaluation model is completed, the job competency evaluation model building system according to an embodiment may perform 'performance criteria' and 'knowledge, skill, and attitude' of the NCS capability unit element. It can be used to develop training courses in the job area.

3 is a flowchart illustrating a method for establishing a job competency evaluation model according to an embodiment.

First, in order to derive a 'job capability evaluation model' according to an embodiment of the present invention, an evaluation target job area should be set based on National Competence Standards (NCS) (S300).

Specifically, the capacity unit of the job subject to evaluation that matches the job competency unit of the National Competence Standards (NCS) is derived by reflecting the job characteristics of the job to be evaluated, and the derived capacity unit of the job to be evaluated is evaluated. Set to an area.

In addition, a human resource area having an organization and a person in charge as an evaluation target is defined (S310). The job performer who performs the work of the set evaluation target job area in the human resource area is selected as the evaluation target.

After the 'job area' and the 'evaluation person' are determined, the performance index of the job that can represent the management performance of the company within the set job area is finally determined (S320).

Quality, cost, and duration by reflecting the job characteristics and purpose of the job, based on the National Competence Standards (NCS), by the competency units of the job within the set job area. From the perspective of), we select the performance indicators to be the evaluation items of job ability.

Afterwards, human resource development (HRD) and human resource management (HRM) were derived by deriving evaluation indicators of the performance tasks for each evaluation target from the set job areas, selected evaluation targets, and performance indicators. Create a job competency evaluation model with an integrated structure (S330).

Hereinafter, the step of setting the job area (S300) will be described in more detail.

For example, 'optical line network maintenance' performed by subcontractors of a main telecommunication company is dispatched to the field to deal with a failure when a failure occurs. When the disability is resolved, he returns to the office.

4 is an exemplary diagram illustrating a general optical fiber network failure process.

In general, the scope of work for the maintenance of fiber optic networks includes disability handling, preventive checks, complaint handling, site inspections, and completion inspections.

As a result of mapping the NCS capability elements to the content similar to those of the NCS capability units, five capability units can be derived.

Maintenance Job
Related NSC Classification number Subdivision Capacity Capability Unit Element Completion inspection 1901070224_16v2 Outer construction Completion inspection 1. Inspection before use
2.Complete inspection Preventive Check 0902020403_16v2 Railway Information Communication
Facility maintenance Communication line equipment
Maintenance 1.Check the communication line
2.Connect the communication line
3.Measurement with communication line
4.Maintenance of communication line
5.Managing communication line data Fault Handling 2002030408_14v2 Additional network
service Additional network
Service failure
process 1. File a Disability
2. Testing for Disability
3. dealing with faults
4. Assign Workers
5. Serve customers Handling complaints 0302030106_16v2 Property damages Handling complaints 1. Check the contents of your complaint
2. Interview with the person concerned
3. Decide whether to accept Jijang 0902010124_16v2 Railway control Train service
Trouble management 1. Establishment of trouble work procedures
2.Manage troubles

In the five job groups derived in [Table 1], the civil affairs handling tasks are received from the original government office and are carried out by the consignees.

In addition, in case of trouble due diligence, it is possible to reflect in the element of the ability to check the communication line of the preventive inspection job. Therefore, the completion inspection, preventive inspection, and disability handling tasks except for two jobs are considered as job competency evaluation tasks. Can be selected.

That is, the step of setting the job area (S300) includes job competency units having no possibility of overlapping with other job areas in the evaluation target job area or having a degree of job relevance for each job competency unit among the job competency units of the national job competency standard Select at least one of the job areas to be evaluated.

Hereinafter, the evaluation target selection process (S310) will be described in more detail.

area
Wonwonwon Chuncheon
Gangneung area
East Sea region Sum area personnel area personnel area personnel area personnel area personnel personnel Won-ju
Yeongwol
Pyeongchang-gun
banality 10
One
One
One Chun Cheon
Hongcheon-gun
Yanggu
Inje
Cheorwon 6
2
One
One
2 Gangneung
Sokcho 6
3 East Sea
Samcheok
Taebaek 3
2
4 14
area 43 persons
work

[Table 2] is for explaining the selection process of evaluation targets within the human resources area.

Specifically, five tasks (completion inspection, preventive inspection, failure handling, civil complaints, and due diligence) performed by subcontractors in charge of maintenance work on the optical fiber communication network of "A" of the telecommunication company are set to be evaluated. The figures are selected by evaluating the performers of 'prevention check' and 'failure handling' as evaluation targets.

In order to evaluate the competency of evaluation subjects' performance, the level of difficulty varies depending on the type of performance task. Therefore, the NCS level of competency unit element can be used as an evaluation scale for objective evaluation.

For example, in the case of disability handling tasks, the level of performance of 'receiving disability' should not exceed 2, and the level of 'testing disability' should not exceed 3.

This implies that the 'test for disability' capability unit factor is more difficult than the 'receiving disability' capability unit element, and is reflected in the organizational and individual job competency evaluation factors.

The table is summarized in [Table 3].

Maintenance Job Related NCS Subdivision Capacity level Capability Unit Element level Preventive Check Railway Information Communication
Facility maintenance Communication line equipment
Maintenance 4 1.Check the communication line
2.Connect the communication line
3.Measurement with communication line
4.Maintenance of communication line
5. Communication line data management 4
4
4
4
4 Fault Handling Additional network
service Additional network
Service failure handling 3 1. File a Disability
2. Testing for Disability
3. dealing with faults
4. Assign workers
5. Serve customers 2
3
3
2
2

Here, if the results of the derivation of [Table 3] are rearranged to the terms actually used by the companies, it is also possible to arrange them as shown in [Table 4].

NCS Classification Number
(Capacity unit name)

Maintenance Job Name

Capability Unit Element (Level)

Evaluation subjects charge group 1 2 sets A B C D E
0902020403_16v2
(Maintenance of communication line equipment) Light path
maintain
repair
1.Check the communication line (4) ○ ○ ○ ○ ○ 2.Connecting the communication line (4) ○ ○ ○ ○ 3.Measuring communication lines (4) ○ ○ ○ ○ 4.Maintenance of communication lines (4) ○ ○ ○ ○ 5.Managing communication line data (4) ○ 2002030408_14v2
(Additional network
Service failure management)

Light path
Fault Handling


1. Filing a Disability (2) ○ 2. Testing the Disability (3) ○ ○ ○ ○ ○ 3 dealing with faults (3) ○ ○ ○ ○ 4. Assigning workers (2) ○ 5. Respond to customers (2) ○ ○ ○ ○ ○

A: Person in charge of disability reception, B / C: One set of fault handling, D / E: Two set of fault handling

On the other hand, in order to evaluate the job competencies of the network maintenance workers, performance indicators that reflect the characteristics of the job should be selected.

At this time, since the achievement level of the selected performance indicators can be grasped, the performance indicators for the maintenance of the optical path and the processing of the optical path failure are selected by reflecting the characteristics and purpose of the work.

In the case of a fiber maintenance job, the same failure shall not occur for a period of time if the maintenance is successful.

In terms of quality, cost, and delivery, this can be selected as the 'incidence rate', 'maintenance cost', and 'maintenance time'.

In other words, the failure handling of the optical fiber failure handling task reflects the business characteristics that must be dealt with completely and promptly. Is determined.

[Table 5] is as follows.

Maintenance
Job name Business characteristics
Evaluation item aspect number
Light path
Maintenance

If properly maintained, the failure rate should be minimized
Q
One Failure rate during maintenance period 2 Regular inspection rate of optical fiber equipment 3 Failure rate C 4 Maintenance cost D 5 Maintenance time Light path
Fault Handling Complete and fast fault handling
Q 6 Failure rate 7 Re-failure rate C 8 Fault handling costs D 9 Time to troubleshoot

In order to improve the relevance and management efficiency of the nine evaluation items selected above, as shown in [Table 6], it is possible to select the performance indicators for the maintenance and failure handling of the optical fiber by receiving the staff setting information.

Maintenance job name Business characteristics Evaluation item Whether to select performance indicators number Indicator Name Ray Maintenance If properly maintained, the failure rate should be minimized One Failure rate during maintenance period x 2 Regular inspection rate of optical fiber equipment x 3 Failure rate x 4 Maintenance cost x 5 Maintenance time o Light path
Fault Handling

Complete and fast fault handling 6 Failure rate o 7 Incidence Rate x 8 Fault handling costs x 9 Time to troubleshoot o

The person in charge can set whether to select performance indicators depending on the limitations of continuous performance management, insufficient effectiveness as performance indicators, or overlapping with other evaluation items.

In addition, the three selected performance indicators, such as failure rate, maintenance time, and time required for disability treatment, may vary depending on the business environment of the company. Therefore, periodic management is required and clear indicator definition (performance indicator definition, calculation formula) is required to operate performance indicators correctly.

This is shown in Table [Table 7].

Maintenance job name Performance Indicator Name Performance indicator operation definition division Indicator Name Ray Maintenance
Maintenance
necessary period Justice The time taken from the time when the maintenance work is completed to the place where the maintenance target equipment exists for the maintenance work. Formula Maintenance completion time-Maintenance arrival time Output (example) Maintenance time = average [∑ Fiber path failure


Failure rate
Justice Percentage of the number of failures that occurred for the managed equipment Formula (Number of obstacles / number of facilities to be managed) × 100% Output (example) Failure rate = 2.01% [(288 / 14.320) × 100%] Time to troubleshoot Justice Time required to arrive at the point of failure and receive notification of failure from the center Formula Disability Relief Time-Arrival Time Output (example) Disturbance time required = average [∑ (time required)]

When the 'job area', 'human resource area' and 'performance indicators', which are the components of the job competency evaluation model, are determined, the evaluation models for the performance of each worker are finally integrated to provide an integrated model of HRD and HRM. It may be implemented as shown in Figure 2b.

The foregoing description will be apparent to those skilled in the art that modifications and variations may be made without departing from the essential features of the present invention. Therefore, the embodiments disclosed in the present invention are not intended to limit the technical spirit of the present invention but to describe the present invention, and the scope of the technical spirit of the present invention is not limited by these embodiments. It should be interpreted by the claims of the present invention, and all technical ideas within the equivalent scope should be interpreted as being included in the scope of the present invention.

10: data storage
20: job area setting unit
30: Evaluation subject selection unit
40: performance indicator selection unit
50: Create job competency evaluation model

Claims (5)

The job area setting unit derives the capacity unit of the evaluation target job that matches the job capability unit of the National Competence Standards (NCS) by reflecting the job characteristics of the job to be evaluated, Setting the job area to be evaluated;
Selecting, by the evaluation target selecting unit, a job performer performing a task of the set 'evaluation target job area' within the 'human resource area' as an evaluation object;
The performance indicator selection unit reflects the quality and cost of the job based on the National Competence Standards (NCS) by the unit of competency of the job within the set 'evaluated job area'. Selecting a 'performance indicator' such that at least one of Cost and Delivery is included in the job ability evaluation item; And
The job competency evaluation model generation unit derives 'evaluation indicators' for the tasks to be performed by evaluation subjects from the set 'evaluation task area', the selected evaluation subjects and the selected 'performance indicators', and provide human resource development (HRD: Human). Generating a job competency evaluation model in an integrated structure of Resource Development (HRM), Human Resource Management (HRM), Human Resource Planning (HRP) and Human Resource Utilization (HRU); Including;
When the 'job area to be evaluated', 'human resource area', and 'performance indicator', which are components of the job competency evaluation model, are determined, the job competency evaluation model generation unit additionally reflects the 'evaluation index' and thus integrates the integrated structure. How to build a job competency evaluation model, characterized in that the final implementation of the job competency evaluation model.
The method of claim 1, wherein the job area setting unit,
The at least one job competency unit among job competency units of the national job competency standard may be selected by selecting at least one of job competency units having a degree of job relevance higher than a reference value or having no possibility of overlapping with other job areas within the set job evaluation area. Job competency evaluation model construction method characterized in that the area is set.
The method of claim 1, wherein the evaluation target person selection unit,
A method for establishing a job competency evaluation model, wherein the evaluation target person is selected by using the level of competency unit factor of the national job competency standard as an evaluation scale.
Reflecting the job characteristics of the job to be evaluated, the competency unit of the job to be evaluated that matches the job competency unit of the National Competence Standards (NCS) is derived. A job area setting unit for setting;
An evaluation target selection unit for selecting a job performer performing a task of the set evaluation target job domain as an evaluation target in a human resource domain;
Quality, cost, and duration (based on National Competence Standards (NCS) based on the National Competence Standards (NCS), reflecting the job characteristics and purpose of the job within the set job area of evaluation. A performance index selector for selecting a performance index that becomes a job capability evaluation item in terms of delivery; And
Human resource development (HRD) and human resource management (HRM: Human) are derived by evaluating evaluation indexes for the tasks performed by the evaluation targets from the set job evaluation area, the selected evaluation targets, and the selected performance indicators. And a job capability evaluation model generator for generating a job competency evaluation model in an integrated structure of resource management (HRP), human resource planning (HRP) and human resource utilization (HRU).
The job competency evaluation model generation unit further reflects the 'evaluation indicators' when the 'evaluation target job area', 'human resource area', and 'performance indicators', which are components of the job competency evaluation model, are integrated into the integrated structure. Job competency evaluation model building system, characterized in that the final implementation of the job competency evaluation model.
The method of claim 4, wherein
And a data storage unit for storing human resource information including the national job competency standard information and job performance manpower information.

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