• Proceedings of the Safety Management and Science Conference
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• 2012.11a
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• pp.279-291
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• 2012

본 연구는 중소기업에서 실시하고 있는 S-OJT 프로그램 구성요인이 직무성과에 미치는 영향을 검증하고 S-OJT프로그램의 효용성을 증진할 수 있는 구성요인과 실행방안을 연구할 목적으로 진행되었으며, 연구결과 S-OJT프로그램 구성요인은 교육훈련 성과에 영향을 미치며, 조직의 지원은 학습자의 특성과 무관하게 영향을 미치는 것으로 나타났다. 또한 학습동기가 낮은 경우, 교육훈련의 적절성과 환경에, 학습동기가 높은 경우에는 교육훈련의 훈련전문가의 역량이 성과에 중요한 영향을 미치는 것으로 나타났으며. 학습자 스스로가 학습능력이 높다고 판단하는 경우는 교육훈련 내용의 적절성이 교육훈련 프로그램 성과에 영향을 미치는 것으로 나타났다. 따라서 S-OJT 실시에 있어 조직의 지원은 프로그램 성과에 긍정적인 기여효과가 있으며, 훈련전문가의 역량은 현업적용도, 직무성과를 높일 것이다. 아울러 훈련프로그램의 성과를 제고하기 위해서는 학습자의 학습동기와 자기효능감을 높일 방안을 강구해야 한다고 볼 수 있다.

• Management & Information Systems Review
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• v.37 no.4
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• pp.93-108
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• 2018

The service industry needs face-to-face customer service, which suggests the need for education training for workers. In other words, it is meaningful to look at whether education training for workers has a positive impact on the organization's performance. The success through education training will be due to the combined role of various factors. In this regard, the study focuses on how the attitude of workers in education training can play a role rather than just verifying the effectiveness of education training alone. As a result of the study, it was found that an employee's attitude toward education training, which was considered necessary to produce more effective results, was a regulator to further improve the educational satisfaction of training. After all, the more positive workers are about education training, the better workers' job performance can be. Therefore, promoting employee's education attitude before education training needs to be a priority, and further studies may call for more in-depth examination of the role of education training attitude.

• Industry Promotion Research
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• v.1 no.2
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• pp.19-25
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• 2016

This study analyzed the effect of education and training of small businessess on improving job satisfaction and job performance. The study results showed availability of training and sufficientness of practice hours affected job satisfaction, quality & availability of training and sufficientness of practice hours affected job responsiveness, information accessability of training, training place & facility and sufficientness of practice hours affected willingness to participate in training. Women and procuction worker had higher willingness to learn, yet who are in their 20s and continuously worked for 3-5 years had lower training satisfaction so it is recommended to improve it. This study provided implications for exploring effective factors to enhance company training performance and verified the effect.

• Korean Business Review
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• v.19 no.2
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• pp.95-116
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• 2006

The purposes of this study are to understand the relationship between training program components and training performance in public sector. Training program components(training planning, trainer's teaching ability, trainee's motivation to learn, training contents) and the social support(superior's support, peer's support) that are supposed to affect the training performance were chosen by the literature review. There are 20 hypotheses based on literature reviews and tested by the data from questionnaires. It is turned out to be partly significant positive relationship between the training program components and training performance. The contribution and limitations of this research were discussed, and the future researches were mentioned.

• Journal of Practical Engineering Education
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• v.14 no.2
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• pp.393-404
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• 2022

This study attempted to examine the effect of education and training on organizational performance based on HCCP research through the systematic review of previous studies. For this, 29 papers used HCCP data were selected and analyzed, and the research results are as follows. First, the research results showed that education and training had a positive effect on non-financial performance such as organizational commitment and job satisfaction, and financial performance such as sales and operating profit. Second, in order for education and training to affect organizational performance, job satisfaction, organizational culture, and education transfer were found to be important factors. Third, for effective transfer of education and training, it is necessary to establish a system that can be applied to the field after education and training, finally, it suggested the need for research to be conducted to reveal the practical effectiveness of education and training by measuring the degree to which education and training contributed to financial performance more closely.

• The Journal of the Convergence on Culture Technology
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• v.5 no.1
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• pp.305-310
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• 2019

The purpose of this study was to empirically examine what effects of education and training program factors such as content, method, environment and instructor on learning satisfaction, job satisfaction and organizational performance. The education and training program factors like content, method and instructor were found to significantly affect learning satisfaction and job satisfaction. But environment for that program had no significant effect on any of both the satisfaction.

• Journal of Korea Port Economic Association
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• v.25 no.2
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• pp.201-230
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• 2009

There are few studies on the human resource development and management of container terminal in Korea. In this situation, we try to analyze the training and education of Busan port container terminals. This study took a close look at present condition of training and education of container terminals in Busan and compared it with foreign advanced port. And conducted a questionnaire survey on the actural condition and system of it. Based on the survey result, we examine the problems and suggest an alternative plan to improve the training and edcation of Busna Port container terminals.

• Journal of Labour Economics
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• v.25 no.1
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• pp.131-160
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• 2002

This article tried to find out the individual wage effect of training. This Article used 1998, 1999 KLIPS(Korea Labor and Income Panel Study) panel data. The size of the individual wage effect of training was twice of tenure's, and had significance. Training had a good effect on the job satisfaction and carrier development. To overcome self selection bias, this article regressed the first difference of wage equations, but we didn't get the significant results. Dividing sample into quitters and non-quitters in order to investigate the relation between training cost and benefit, we regressed separately the each first difference of wage equation. On quitters, the individual effect of training appeared significantly, but on non-quitters, it didn't. This results mean that employer does not raise wage rate according to upgraded skill originated in incumbent's training. And the results also mean that the upgraded skill of employee who quit pre-employer is recognized by new employer, and his wage rate rises in his new job.

• Journal of Labour Economics
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• v.36 no.2
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• pp.95-124
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• 2013

This article empirically explore the effects of a training subsidies of corporate training investment and productivity improvement using enterprise data. I find that large sized enterprises don't have clear positive effects, but small&medium sized enterprises have, And the more enterprises have corporate training investment, the more positive effects of training subsidies decrease. So large sized enterprises with a relatively high level of corporate training investment have the restricted effect of training subsidies compare to small&medium sized enterprises.

• Proceedings of the Korean Society of Computer Information Conference
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• 2010.07a
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• pp.479-483
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• 2010

본 논문에서는 기업의 전자교육훈련프로그램(e-learning program)의 교육투자수익률(ROI)을 산출하여 전자교육훈련프로그램의 효과성을 분석하는 방법을 제안한다. ROI 모델을 통해 전자교육훈련프로그램의 교육투자수익률을 산출하는 것은 결코 쉬운 일이 아니다. 그러나 투자 대비 수익을 중시하는 기업에 있어서 교육투자수익률을 분석하는 것은 교육훈련프로그램의 효과성을 검증하고 투자여부를 결정하는데 있어 매우 중요한 근거가 된다. 본 연구는 특정 회사의 전자교육훈련프로그램의 투자수익률을 산출하여 전자교육훈련프로그램을 운용하는 모든 기업의 전자교육훈련프로그램의 투자수익률을 규명하는 데에 시사점을 제공하고 향후 전자교육훈련프로그램의 투자 및 운용에 있어 중요한 기초 자료를 제공하는 데 목적이 있다.