Government tries to manage human resources based on work performance and achievement with objective and reasonable evaluation, which will eventually lead to the development of ability-based society. The main method of this is developing and utilizing of National Competency Standards (NCS).
NCS ...
Government tries to manage human resources based on work performance and achievement with objective and reasonable evaluation, which will eventually lead to the development of ability-based society. The main method of this is developing and utilizing of National Competency Standards (NCS).
NCS is knowledge, technology and accomplishments to perform works in an industrial sites which Government systematize in functions and levels. This helped to reorganize training courses systematically to fit current needs in industrial sites. NCS is not only used for reorganization of the training courses but for reform of qualification system which will be developed in HR management in a company such as ability-based recruitment, on-the-job education, and career management. For example, in B Shipbuilding company, it is discussed remuneration package will be changed from the Personal principle one based on workers’ level of education, age, working period and ability to ability-based one which will be determined based on the value of the work.
In shipbuilding industry, what determines the competitive edges between companies and nations respectively is price factors such as shipbuilding costs and fluctuation of exchange rates and non-price factors such as quality, financial fee, construction capability and services. However, as Chinese shipbuilding companies based on low-wages rises, it seems difficult to attain competitive edges on price. Therefore, it is no doubt that Korean shipbuilding industry should focus more on non-price factor, (i.e. quality) for sustainable development. It is important that keeping and developing progress measuring technology and skilled man which will maintain and expend competitive edges on Korean Shipbuilding industry. Therefore, it is highly pointed out that studies on systematic development of workers’ skill shall be seriously considered.
Given its industrial characteristic, Shipbuilding industry puts an importance on trainings on both worker’s ethic and community. However, the chances and its satisfaction are respectively low. Therefore, innovation is needed in ethical trainings and on-job community trainings. Moreover, a planning and a preparation for modularization process of on-job training courses for each level is necessary and these on-job training courses shall be checked in line with NCS job specification and standardized training programs. In B Shipbuilding company, on-job training courses which prevent exit of skillful techniques of workers derived from increase of retirements which labor union also worries about are implemented. In addition, it designs training courses to convey their own know-hows and gives a motivation to promote productivity improvement.
To sum up, this study is about categorizing job level specifically on electricity and electrical commissioning using NCS, design of on-job training, remuneration package as per difficulty levels of the job.
Government tries to manage human resources based on work performance and achievement with objective and reasonable evaluation, which will eventually lead to the development of ability-based society. The main method of this is developing and utilizing of National Competency Standards (NCS).
NCS is knowledge, technology and accomplishments to perform works in an industrial sites which Government systematize in functions and levels. This helped to reorganize training courses systematically to fit current needs in industrial sites. NCS is not only used for reorganization of the training courses but for reform of qualification system which will be developed in HR management in a company such as ability-based recruitment, on-the-job education, and career management. For example, in B Shipbuilding company, it is discussed remuneration package will be changed from the Personal principle one based on workers’ level of education, age, working period and ability to ability-based one which will be determined based on the value of the work.
In shipbuilding industry, what determines the competitive edges between companies and nations respectively is price factors such as shipbuilding costs and fluctuation of exchange rates and non-price factors such as quality, financial fee, construction capability and services. However, as Chinese shipbuilding companies based on low-wages rises, it seems difficult to attain competitive edges on price. Therefore, it is no doubt that Korean shipbuilding industry should focus more on non-price factor, (i.e. quality) for sustainable development. It is important that keeping and developing progress measuring technology and skilled man which will maintain and expend competitive edges on Korean Shipbuilding industry. Therefore, it is highly pointed out that studies on systematic development of workers’ skill shall be seriously considered.
Given its industrial characteristic, Shipbuilding industry puts an importance on trainings on both worker’s ethic and community. However, the chances and its satisfaction are respectively low. Therefore, innovation is needed in ethical trainings and on-job community trainings. Moreover, a planning and a preparation for modularization process of on-job training courses for each level is necessary and these on-job training courses shall be checked in line with NCS job specification and standardized training programs. In B Shipbuilding company, on-job training courses which prevent exit of skillful techniques of workers derived from increase of retirements which labor union also worries about are implemented. In addition, it designs training courses to convey their own know-hows and gives a motivation to promote productivity improvement.
To sum up, this study is about categorizing job level specifically on electricity and electrical commissioning using NCS, design of on-job training, remuneration package as per difficulty levels of the job.
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