• 대한공업교육학회지
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• v.34 no.2
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• pp.179-204
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• 2009

As the concern with the educational training for human resources development in organizations grows, various programs are being offered in many places. Accordingly, the issue of securing the validity of the education and the importance of its assessment at the level of continuous quality management of the programs draw our attention. The purpose of this study is to offer the basic data of evaluation criteria for human resources development which knowledge-and-information saturated society requires, and also to draw out the greater area of human resources development educational program based on CIPP(Context, Input, Process, Product) model by Stufflebeam, an evaluation model concentrated on process, through literature and case study in and out of Korea. The result of the study is as follows. First, the evaluation areas drawn out by the greater sphere of context evaluation of human resources education program are needs analysis, goal setting, and organizational environment. Second, the evaluation areas drawn out by the greater sphere of input evaluation of human resources education program are educational program strategies, human resources, and physical resources. Third, the evaluation areas drawn out by the greater sphere of process evaluation of human resources education program are educational program management, teaching-learning strategies, and educational support environment. Fourth, the evaluation areas drawn out by the greater sphere of product evaluation of human resources education program are influence, effect, durability, and transference. The author supposes that these results will be able to become the basic materials for the systematic approach to educational programs through the analysis of evaluation criteria for and the greater sphere of educational program of human resources development.

• Proceedings of the KIEE Conference
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• 2005.05a
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• pp.197-199
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• 2005

원전계측제어시스템개발사업단(KNICS)에서 개발중인 원자로보호계통 캐비닛의 인간공학적 평가를 수행하였는데, 본 논문에서는 이에 대한 평가계획, 평가절차, 그리고 평가결과를 기술한다. 평가에는 기존의 시스템 경험이 있는 발전소계측제어요원과 인간공학 전문가 그룹이 참여하였는데, 새로 개발하는 시스템에 대한 교육 및 훈련이 평가전에 시행되었다. 평가는 운전성을 평가하기 위한 수행도 평가실험과 참여자의 주관적인 의견을 수집하기 위한 설문지 작성으로 구성하였는데, 평가실험을 위한 7개의 실험시나리오를 작성하여 실험설비에 구현하였다. 설문지는 기존 시스템의 운용중 발생하였던 문제점 및 장단점을 평가하기 위한 설문지, KNICS 보호계통 캐비닛의 활용후 개선점을 도출하기 위한 설문지, 그리고 기능적인 측면에서 운용전문가의 의견을 요구하는 설문지 둥의 3종류의 설문지로 구성하였다. 평가실험은 시나리오 운용순서에 따라 진행되었고, 모든 실험시나리오 실행과정은 비디오를 사용하여 기록하였다. 실험평가 데이터의 분석결과 KNICS 원자로보호계통은 유지보수 측면에서 기존의 시스템보다 우수한 것으로 평가되었으며, 화면설계 및 기기설계시 반영하여야 할 개선사항이 도출되었다.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 1997.10a
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• pp.86-89
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• 1997

인적 자원관리는 경영과정의 한 부분으로서 환경과 경영전략 그리고 조직구조와 밀접한 관계속에서 조직체의 목적 달성에 중요한 역할을 하고 있다. 특히 연구기관에서 인적자원은 가장 중요한 경영요소이며, "우수한 인력을 채용하여 능력에 맞는 수준 높은 대우를 함으로써 우수한 결과를 얻도록 하는 것"이 가장 기본적인 활동이다. 인적자원의 관리는 훌륭한 리더쉽에 의하여 실천되지만, 우선적으로 리더쉽을 수행할수 있는 제도적 시스템이 구축되어야 한다. 즉 인적자원 시스템을 형성하는 것은 효과적인 조직 성과를 달성하기 위한 제도적 장치를 마련하는 것이며, R'||'&'||'D 인적자원 관리 시스템은 연구목표 달성과 관련하여 개개인이 효과적으로 연구생산성을 제고할수 있도록 지원하여 주는 시스템이다. 조직성과에 영향을 주는 변수는 여러 가지가 있지만, 제도적 장치로 고려될 수 있는 것은 과업 및 조직의 설계, 인적자원 채용 및 배치 전환, 보상, 경력관리, 교육훈련, 능력 평가이다. 본 연구에서는 상기 인적자원의 성과를 높이기 위한 주요 변수(인적자원관리의 서브 과제)를 세계 주요 연구기관의 하나인 Battelle연구소를 대상으로 분석하고, 국내 R'||'&'||'D 인적자원관리 발전방향의 시사점을 제시하였다.

• Journal of the Korea Society of Computer and Information
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• v.16 no.5
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• pp.51-60
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• 2011

The study explored a way to analyze return-on-investment for evaluating corporate e-learning programs. It is said to be not easy to measure return-on-investment due to complexity of determining exact amount of cost and benefit of any e-learning program. In this vein, it has been rare to see researches regarding return-on-investment for corporate e-learning programs. Nevertheless, it is needed to try to document return-on-investment evidence for verifying effectiveness of the programs. More concretely, the purpose of the study is to draw up guidelines in making decisions about whether companies should invest in e-learning programs any more at particular point of time.

• Journal of the Society of Disaster Information
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• v.15 no.3
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• pp.440-449
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• 2019

Purpose: Fire-fighting organizations are the very first agencies that take actions at a disaster scene, and emergency rescue training is carried out for prompt and systematic response. However, there is a need for a change due to the limitations in emergency rescue trainings such as perfunctory trainings or trainings without considering regional or environmental characteristics. Method: This study is to conduct theoretical review with regard to emergency rescue training and present a measure to improve the emergency rescue training through attitude survey targeting fire-fighting organizations in Gangwon area. Result: Facilities that cause difficulties when doing emergency rescue activity were mostly hazardous material storage and processing facilities. In terms of the level of emergency rescue and response task, most respondents answered that the emergency rescue was insufficient. The respondents answered that the effectiveness of emergency rescue training was helpful, but some responses showed that the training was not helpful because of scenario-based training, seeming training, similar training carried out every year, unrealistic training, and lack of competent authorities' interest and perfunctory participations. Most respondents answered for the appropriateness of emergency rescue training and evaluation that they were satisfied, however, they were not satisfied with the evaluation methods irrelevant to the type of training, evaluation methods requiring unnecessary training scale, and evaluation methods leading perfunctory participations of competent authorities. Lastly, respondents mostly answered that training reflecting various damage situations are necessary regarding the demand on the improvement of emergency rescue training. Conclusion: The improvement measures for emergency rescue training are as follows. First, it is necessary to set and prepare various training contents in accordance with regional characteristics by reviewing major disasters occurred in the region. Second, it is necessary to revise the emergency rescue training guidelines and manuals for appropriate training plan for each fire station, provide education and training for working-level staff members, and establish training in a way that types, tactics, and strategies of emergency rescue training could be utilized practically. Third, it is necessary to prepare a scheme that can lead participation and provide incentive or penalty from the planning stage of training in order to increase the participation of supporting and competent authorities when an actual disaster occurs. Fourth, it is necessary to establish support arrangements and cooperative systems by authority through training by fire stations or zones in preparation for disaster situations that may occur simultaneously. Fifth, it is necessary to put emphasis on the training process rather than the result for emergency rescue training and evaluation, pay attention to the identification of supplement points for each disaster situation and make improvements. Especially, type or form of training should be considered rather than evaluating the execution status of detailed processes, and the evaluation measure that can consider the completeness (proficiency) of training and the status of role performance rather than the scale of training should be prepared. Sixth, type and method of training should be improved in accordance with the characteristics of each fire station by identifying the demand of working-level staff members for an efficient emergency rescue training.

• The Journal of the Korea Contents Association
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• v.18 no.3
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• pp.550-556
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• 2018

This study conducted AHP analysis to find out the directional of human resource management through policy priorities for personnel innovation of local public officials. The results of the study were derived using the AHP analysis methodology. The results of the study are summarized as follows. First, the interchange of personnel system was the most important measure among the measurement areas of interchange of personnel system, education training system, recruitment management system and appointment management system. Second, from the point of view of evaluation item, it is as follows. In the personnel interchange system, it was found that the conversion of personnel management based on job performance and performance was important. In the position management system, it is important to appoint and expand professional positions. In the recruitment management system, the introduction of personality and aptitude tests used in the private sector is important. Development of customized curriculum programs is important in the education and training system.

• Journal of Labour Economics
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• v.26 no.1
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• pp.75-110
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• 2003

It is urgent to systematically understand vocational training and qualification systems in advanced nations in order to evaluate and reform the Korean counterparts. In the British case, the system has been transformed from the market-led one to the state-led one while the German system is still classified as a corporatistic one. This structural difference is crucial to understand their performances and the German one won a relatively more positive evaluation in its performance. However, the structure and function of the German system has lately revealed numerous limitations in face of the political unification and long duration of economic recessions. This study shows that those differences in structural and functional features and recent developments of the systems in two nations are closely associated with their differences in educational philosophies and occupational cultures, roles of the state and employers, and operation mechanisms of training courses and vocational qualifications systems. Understanding those national differences raises a fundamental question on the hasty prescription of some domestic studies that a few policies in the foreign systems must be implanted to reform the Korean counterpart without understanding the fundamental difference between the domestic and those foreign systems.

• Management & Information Systems Review
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• v.30 no.2
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• pp.27-56
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• 2011

As the importance of small and medium-sized enterprises(SMEs) has increases, it has been accompanied by an increase in the amount research attention paid to the factors contributing to the competitiveness of SMEs. Human resource management(HRM) should be the central themes of the discussion. This study is performed to provide basic and broad information of the current state of HRM in SME as the first step for such an effort. The conditions of HRM and the degree of introduction and utilization of six different HRM practices, incentive regulation, complaints handling system, suggestion system, employment stability system, performance evaluation system, and regular education and training, are analyzed through the data collected form 763 SMEs of four industries in Daegu, Only 2 percent of responding companies had been formed unions, 43% evaluate their employment conditions are difficult. And 39% of the SMEs appraise their human resources are more competitive than those of other companies. The ration of introduction of regular education and training system is highest and that of performance evaluation is lowest among the all responding companies. In addition, employment stability system is found as the most actively utilized HRM practice. The implications of these results and future research directions are suggested.

• Proceedings of the Korean Society for Emotion and Sensibility Conference
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• 2001.05a
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• pp.253-261
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• 2001

화장품의 사용감은 개개인에 따라 다양한 기호를 나타내며 상대적이고 감성적인 개념들이 우선하게 된다. 이러한 관능특성들을 보다 객관적이며, 과학적으로 고찰하고자 하는 연구분야가 바로 관능평가이다. 본 연구에서는 메이크업 단계 중 베이스 메이크업에 속하는 제품인 파운데이션의 관능 특성을 보다 객관적이며 신뢰성 있게 평가, 분석하는 전문패널 평가 시스템을 구축하기 위하여 사내 여성을 대상으로 discriminative 및 descriptive 테스트를 실시하였다. 이를 통해 적합한 패널을 선정하였고 일정하게 규정된 일련의 교육과정들을 통해 패널을 훈련시킴으로써 베이스 메이크업 전문 패널 평가 시스템을 구축하였다. 그 후 파운데이션에 대해 질감별 제품을 평가하도록 한 후 이러한 방법으로 수집된 데이터를 신뢰성 있는 통계적 분석법을 이용하여 제품의 사용감 특성이 위치되니 2차원적 공간영역과 제품별 사용감의 특성을 분석하였다. 그 후 분석된 결과를 자사 브랜드 메이크업 라인의 파운데이션 제품에 응용하여 제품을 차별화 시키도록 설계하고 질감별 특징적 사용감과 적합한 특성강도를 제시한 후 이를 나타내는 처방의 제품을 결정하였다. 최종적으로 출시된 제품을 실제 소비자들을 통해 기호형 관능평가를 다시 한번 실시하였으며, 그 결과 실제 느끼는 사용감각 특성과 상품개발 계획 시 소구하고자 했던 관능특성이 일치하게 나타나 사용감 설계의 객관성을 검증하였다. 따라서, 본 연구는 이와 같은 결과를 통해 관능평가를 제품개발에 응용한 활용방안으로 보고자 하였다.

• The Journal of Korean Institute for Practical Engineering Education
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• v.2 no.1
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• pp.106-114
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• 2010

HRDI(Human Resources Development Institute) has not performed the efficient costing model because of it's variety types of institutes, courses and vocational education and training techniques. This study proposed the integrated costing model using job costing, activity based costing and standard costing methods to meet needs of HRDI. And the model will be used in two-phased approach including adoptable model and ideal model. The integrated model includes costing techniques, cost elements, indirect cost allocation bases and cost analysis methods using a contribution margin model to calculate and analyse cost information in HRDI. The proposed integrated costing model of HRDI has some limitation of no relationship with the performance management. But this model will prepare valuable information by using detailed data and costing techniques. And then this model will be developed as a advanced costing model using standard costing to relate with the performance model.