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도심에 위치하는 대학캠퍼스 마스터플랜에 관한연구 - D/K대학의 사례를 중심으로 -
김진모,조성용,최진희,Kim, Jin-Mo,Cho, Sung-Yong,Choi, Jin-Hee 한국교육시설학회 2011 敎育施設 Vol.18 No.1
Recently, an active relation between the University and city has become an issue of increasing importance in the field of campus planning. Campus master plan is known as long range development plan, and is not simply an abstract drawing work but definite scaling work procedure. The purpose of this paper is to examine the planning process and relation between university and the region through master plan of master plan of D University and K University which located in Seoul city. From the research which sees master plan of D universities which are presented in existing an instance and K universities master plan did the service blueprint with base and investigated. And both university currently analyzed the situation which is being placed and grasps a problem point, presented that alternative with what kind of method.
국내 실내건축 관련학과의 컴퓨터 교육현황에 관한 연구 - 4년제 대학교와 2년제 대학의 교과편성 비교를 중심으로 -
김진모,Kim, Jin-Mo 한국디지털건축인테리어학회 2001 한국디지털건축인테리어학회 논문집 Vol.1 No.1
This study is aimed to analyze present states of computer education in interior design dept. and therefore to offer basic data in order to establish middle and long term plan on computer education. According to results of analysis, computer education course accounts for 10.1 percent in total curriculum. But this component ratio has great difference between university and jumopr college. Namely computer education course of college is much more weighter than that of university. It seems to be results from college's characteristic strategies. But this results to unsuitable curriculum allocation. To solve this problem, further examination of linking computer's course with drafting and drawing course should be required. And to heighten more effect of computer education, other circumstance as well as educational facility should be improved and common CAD laboratory should be produced.
HRD 성과평가 준거에 대한 이론적 탐색: 목표 HRD 발전단계에 따른 접근방법을 중심으로
김진모 ( Jin Mo Kim ),박종선 ( Jong Sun Park ),김민지 ( Min Ji Kim ),김슬아 ( Sra Kim ),정지은 ( Jee Eun Chung ) 한국인력개발학회 2015 HRD연구 Vol.17 No.1
이 연구의 목적은 목표 HRD 발전단계에 따라 차별적으로 적용할 수 있는 성과평가 준거를 탐색하는 것이었다. 연구의 목적을 달성하기 위해 각 개념에 대한 선행연구와문헌을 고찰하였고, 이원분류(two-dimensional classification)를 통해 두 개념을 결합하였다. HRD 성과평가 준거에 대한 이론적 탐색의 과정에서 IPO 모형과 CIPP 모형을 통합하여 조직환경, 투입, 과정, 산출, 결과의 5개 영역을 구성하였고, 이를 구체화하는 과정에서 총 20개 성과평가 항목을 도출하였다. HRD 발전단계에 대한 이론적 탐색 과정에서는 기존 연구들이 발전단계를 구분하는 기준이 모호하다는 점에 근거하여 HRD 영역,그리고 역할과 연계한 발전단계를 제안하였으며, Vendor driven HRD, Self-fulfilling HRD,Systematic HRD, Performance based HRD, Strategic HRD의 다섯 단계로 구성하였다. 두개념을 이원분류하는 과정을 통해 HRD 발전단계에 따른 성과평가 준거를 제안하였으며, 이를 현장에서 활용하기 위한 절차로 목표 HRD 발전단계 설정, 평가항목별 가중치설정, 평가항목별 지표 결정, 평가 실행의 4단계를 제안하였다. 이 연구 결과는 특정조직의 상황과 HRD에 대한 목표에 적합한 성과평가 준거를 선택하고, 평가를 실행하기 위한 기초자료로 활용될 수 있을 것으로 기대한다. The purpose of this study was exploring evaluation criterion for HRD performance in graded approach according to aimed HRD development stages. We reviewed literatures about HRD performance evaluation and HRD development stages, and combined those two terms by using two-dimensional classification technique. In the process of reviewing literature about HRD performance evaluation criterion, we proposed 5 domains of evaluation criterion including organizational environment, input, process, output, and outcome by analyzing IPO, and CIPP models. Also, we developed twenty items for evaluating HRD performance such as leadership, HRD system, training and development, career development. On the other hand, we found out that HRD development stages in previous literatures had limitation of vagueness in classification of the stages. Therefore, we proposed HRD development stages tied with domains of HRD, and role of HRD practitioner, which are vender driven HRD, self-fulfilling HRD, systematic HRD, performance based HRD, and strategic HRD. 4 steps for utilizing proposed criterion were proposed, they are goal setting, weight setting, indicator setting, implementation in order. We expect that it could be utilized in effort to selecting appropriate performance evaluation criterion for developmental objectives of corporate’s HRD system.