• Korean Security Journal
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• no.13
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• pp.259-277
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• 2007

The results of realities of the Taekwondo training in Korea National Police University, Police Comprehensive Academy, National Central Police Academy, and police stations and of realities of the Taekwondo blackbelt holders are as below. 1. The Taekwondo training time of Korea National Police University is 4 hours per week for freshmen and 2 hours per week for sophomores, juniors, and seniors. 2. The Taekwondo training of Police Comprehensive Academy is basis for police lieutenants and sergeants. time for Taekwondo training is not allotted in the education course but only allotted as a liberal everyday exercise. In the chivalry master course, 71% of the course composes of basic policeman and on-site arrest techniques and pliceman chilvary such as Taekwondo, and judo. The cadets must select one item among the policeman chivalry and take Taekwondo training for 150 hours during 52 weeks acquire the first grade to be appointed as lieutenant simultaneously with the graduation. 3. The Taekwondo training for newly appointed policemen of National Central Police Academy is 104 hours of arresting criminals and self-protection. 4. In the Taekwondo training in the police stations, when a master completes more than two times of training per month, he receives the first grade by examination and be promoted by one grade each. 5. The policemen with Taekwondo black belt are more than 2.6 times of judo, 4.6 times of fencing, 5.9 times of hapgido.

• Journal of the Korea Society of Computer and Information
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• v.17 no.5
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• pp.147-155
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• 2012

Police education has shown a pronounced improvement during three eras in American police history. as the Reform Era arrived, the police academy was invented. With it, citizen expectations for the police expanded, and the level of competence exhibited by police grew. After the 1960s came the invention of the FTO and the creation of ongoing, in-service training requirements. in recent years, academics in many places-but by no means everywhere-are taking a more collegial approach to training, aimed especially at COP- style policing and the achievement of genuine professionalism. The Korean police training system is less efficient in education methodology, more inappropriate in the switch system of school education and practice, and poorer in educational environment, among others. Based on my findings, this paper recommends several improvement tips. First, legal stipulations on police training should be integrated and detailed. Second, active participation by preliminary police officers should be emphasized in the class of police training. Third, contents and hours for practice should be emphasized to maximize effects of the "switch system." Fourth, the educational environment of the Academy should be improved.

• Journal of the Society of Disaster Information
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• v.18 no.3
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• pp.487-494
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• 2022

Purpose: This study proposes a Metaverse-based police education and training model that can efficiently improve the performance of various police activities according to changes in the environment of the times. Method: The structure of this system can generate Avatar Controller expressed using HMD and haptic technology, access the Network Interface, and educate and train individually or on a team basis through the command control module, education and training content module, and analysis module. Result: In the proposed model of this study, the command and control module was incorporated into individual or team-based education and training, enabling organic collaborative training among team members by monitoring the overall situation of terrorism or crime in real time. Conclusion: Metaverses-based individual or team-based police education and training can provide a more efficient and safe education and training environment based on immersion, interaction, and rapid judgment in various situations.

• Korean Security Journal
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• no.16
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• pp.19-45
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• 2008

This study intended to examine the Korean municipal police operating system which is certain to be introduced to the nation, and verify the effect of the new appointment system presented herein from the viewpoint of police and experts in related areas, thus contributing to having the municipal police system in place stably. In particular, this study focused on the education and training in the process of a new appointment. On the basis of the discussion based on the results, it could be concluded that: First, it must be executed the adequate education and training to foster needed democratic policemen considering regional realities and different localities. Second, it must be included the open environment to train competent policement in the process of education and training. In addition, it needed to utilize the educational facilities and professor of regional universities. Third, it must be needed to secure independent education and training different from National Policemen Education. To do this, it must be developed curriculum fit for characteristics fo the municipal police system.

• Korean Security Journal
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• no.51
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• pp.61-78
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• 2017

This study aims to empirically validate the relationship between organizational learning transfer climate and the transfer of training and to enhance the transfer of training among South Korean coast guards. The empirical data was collected through 526 South Korean coast guards admitted to the institute, and support by managers and peers, and potential for organizational change were selected as independent variables for multiple regression. As a result, the transfer of training is positively correlated with support of mangers and peers, and potential for organizational change, thus suggesting factors like supervisor participation and long-term educational planning as policy implications for the effective transfer of training to work environment. Though findings from research cannot be generalized to the broader population due to limitations of sampling, this study does find its significance in that organizational learning transfer climate was considered as a key factor influencing the transfer of learning for the first time.

• Korean Security Journal
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• no.52
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• pp.127-141
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• 2017

Currently, patrol officers dispatched are required to work in pairs, and are assigned individual duties. However, despite these rules, there are still inappropriate combat education centered around dangerous weapons and arresting technique training being taught in the police system. The human rights problems resulting from excessive responses, the damages done to the patrol officers due to insufficient responses, and the judicial issues that many officers who have justly arrested face, reveal the ultimate problem of the decrease in reliability of the police. Considering this problem, there is a need for change in the current training system. Specifically, in the current dispatch rule, assignment of individual duties, and training methods, realistic improvements must be made. Having understood the arrest technique training problem and reviewed case studies of the police training in South Korea and other countries, I plan to analyze the effects of implementing a realistic and professional training system, and propose a systemic solution according to the results. By effectively discussing the various issues of the proposed training and police education, I intend to propose a realistic teamwork training for paired patrol officers, enabling them to work well together in practice and theory, hence increasing the effectiveness in crime situation.

• The Journal of the Korea Contents Association
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• v.13 no.11
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• pp.902-912
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• 2013

This study on the training of police officers job satisfaction and job performance is to identify the relationship. This study of 2012 Police Training Institute courses in related expenses 5 population in the process of initiation of a national police officer selection, and note that the sampling method used to extract a total of 300 samples, but the number of cases that were used in the final analysis, 268 people. Data processing by the SPSSWIN 18.0 factor analysis, reliability analysis, multiple regression, path analysis. Conclusions are as follows. First, the police officer's training affects job satisfaction. In other words, work-related, of course the more positive the evaluation of job training job satisfaction is high, education, the stronger the motivation and job satisfaction also higher education can be. Second, the education and training of police officers affects job performance. In other words, work-related, educational motivation, job training curriculum for the more positive job performance rating is also high. Third, the police officer's job satisfaction affects job performance. In other words, education can be a higher job performance and job satisfaction also high. Fourth, the training of police officers on the job satisfaction and job performance directly or indirectly affected. That is, the internal job satisfaction and job performance, job training parameters are the important variables.

• Proceedings of the Korea Contents Association Conference
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• 2011.05a
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• pp.177-178
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• 2011

최근 우리나라의 국제화와 국제결혼 등을 통해 외국인의 활동이 많다. 따라서 대민접촉이 많은 경찰공무원에게는 어학능력은 필수라 할 수 있다. 그러므로 이 연구의 목적은 초임 경찰관들의 직무관련 어학능력을 개선하는데 있다. 연구범위는 초임 경찰관들의 어학능력 향상을 위한 교육훈련에 대한 연구이므로 초임 경찰관 교육기관의 교육훈련에 대한 연구로 한정하였다. 연구방법은 국내 외 공식현황 및 자료에 대한 분석과 경찰 내부자료를 분석하는 문헌연구를 수행하였으며 경찰공무원을 대상으로 설문조사를 실시하였다.

• Proceedings of KOSOMES biannual meeting
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• 2017.11a
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• pp.142-142
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• 2017

• The Journal of the Korea Contents Association
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• v.8 no.7
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• pp.182-194
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• 2008

This study seeks to intensively shed light on the municipal police system which is certain to be introduced to the nation, and verify the effect of the new appointment system presented herein from the viewpoint of police and experts in related areas, thus contributing to having the municipal police system in place stably. In particular, this study sets as the most core factors the recruiting, selection, education and training, and placement in the process of a new appointment, centered on Municipal Police Introduction (Plan) submitted to the National Assembly. First, in the area of recruiting and adoption, presented the head or manager of the municipal police implements open administrative job recruiting system, expanded recruiting of women and manpower in special recruitment to administer citizen-friendly police administration, and the exclusive employment rights of the head of the municipality. Second, in the area of the education and training of the municipal police as to the securing of independent education and training agencies, establishment of curricula fit for characteristics of the municipal police, and utilization of education facilities and professors of regional universities. Finally, in the case of the placement of the municipal police as to side effects caused by the placement of region-hailing personnel, implementation of interview system prior to a new placement, and priority placement of policewomen to the civil service section.