• Proceedings of the Korea Technology Innovation Society Conference
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• 2010.05a
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• pp.24-40
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• 2010

탄소배출에 대한 글로벌 규제 확대는 새로운 산업규제와 무역장벽을 가져오고 있으며, 세계 각국은 재생에너지 개발, 에너지 효율 증대, 환경 개선 등을 동시에 추구하는 녹색투자를 통해 경기부양을 도모하고 있다. 한국 정부는 이러한 환경변화 속에 녹색투자를 통한 새로운 성장기회를 모색하고 있으며, 기업은 저탄소 친환경구조로의 전환을 생존의 문제로 직면하게 되었다. 이는 산업구조의 변화와 전환을 가져올 뿐만 아니라, 인력 구성의 변화와 요구숙련의 변화를 요구한다. 이러한 녹색경제로의 전환에서, 미래 숙련수요에 대응한 인력양성은 녹색경제의 전환에 대한 대응으로서 뿐만 아니라 녹색성장을 견인하는 추동력이 된다. 본 연구는 자동차산업을 중심으로 미래 숙련 수요에 따른 인력양성 방안을 모색한다. 그린카 관련한 미래 숙련 수요에 대해 현 대학교과상의 문제점을 살펴보며 이에 대한 개선방안을 모색하기로 한다. 이를 통해 녹색성장에서 그린카 이외의 타 부문에서의 미래 숙련 수요에 대응한 인력양성 방안을 마련하는 방법론의 개선을 도모한다.

• 한국HCI학회:학술대회논문집
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• 2007.02b
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• pp.1-6
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• 2007

최근 다양한 기기와 환경에서 문자 입력에 대한 요구가 높아지고 있다. 이에 따라 효율적인 문자 입력 인터페이스 설계를 위해 문자 입력 인터페이스의 평가가 필요한 실정이다. 기존 연구를 살펴보면 문자 입력 시간을 시각 탐색 시간과 손가락 이동 시간으로 나누고 정보처리 이론인 Hick-Hyman Law와 Fitts’ Law를 통해 예측, 평가 하였다. 하지만 위 두 과정은 연속적(serial)인 과정으로 눈과 손의 coordination(협응)에 대해 관과 하는 한계가 있다. 또한, 기존 문자 입력 시간 예측 모델은 전문가라는 특정 숙련도를 가정하고 만들어졌기 때문에 실제 문자 입력 시간에 비해 과대 측정되어 왔다. 이에 본 연구는 문자 입력 시간 예측 모델에 눈-손 coordination 매개변수를 삽입하고자 눈-손 coordination의 시간을 측정하고 행태를 분석하였다. 또한, 비숙련자와 숙련자의 구분을 통해 시각 탐색 시간과 손 움직임 시간 그리고 눈-손 coordination의 시간 과 행태가 어떻게 변화하는 지 분석하였다. 그 결과 눈-손 coordination 시간은 문자 입력 시간과 밀접한 관계가 있었다, 그리고, 눈-손 coordination 시간은 숙련도에 상관없이 문자 입력 시간의 22%를 차지하였다. 또한, 숙련자와 비숙련자의 문자 입력 시간과 비교해 손과 coordination 시간 비율은 차이가 없었다. 하지만, 눈의 움직임 시간 비율은 큰 차이를 나타내었다. 이 결과는 눈-손 coordination과 숙련도 차이를 기존 문자 입력 예측 모델에 매개변수로써 적용하기 위한 기초 자료가 될 것이다.

• Journal of Korea Technology Innovation Society
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• v.13 no.3
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• pp.399-422
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• 2010

Global expansion of regulation for carbon emission has brought new industrial regulations and trade barriers while the global economy is promoting economic stimulus through a variety of green investments such as renewable energy development, energy efficiency increase, and environmental improvement simultaneously. Korean government is trying to seek a new opportunity to grow through green investment in this change of business environment and businesses are facing the transition to low-carbon and eco-friendly structure for their survival. It is promoting not only industry structure changes and conversion but also demanding changes of workforce composition and requirement skills. In response to convergence of green economy, manpower development for future skills needs is provided the main impetus for response as well as promotion green growth. This study will analyze human resource development plan due to future skills needs emphasizing on automative industry. Also the study will be researched on the problems of present curriculum of undergraduate and look for improvements tasks. Upon the result, promotion plans for human resource development in other sectors of green car in response to future skills needs in green growth can be found.

• Journal of The Korean Association For Science Education
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• v.22 no.3
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• pp.517-524
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• 2002

The secondary science teachers' professional needs and their preference for training method between off-line and on-line education were investigated. A nation-wide survey was administered to 145 science teachers from 106 secondary schools. The respondents showed high demands on all items. The prominent need was to motivate students learning science. To the contrary. their need for learning more about history and philosophy of science was the lowest. Veteran teachers and high school teachers had higher demands on designing evaluation items, but nonveteran teachers on evaluating the effectiveness of their instruction and updating their scientific knowledge. Teachers preferred the online education as a training method for most items except laboratory activities.

• Proceedings of the KSLP Conference
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• 1999.11a
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• pp.180-180
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• 1999

배경 : 음성평가시 그 음질을 파악하기 위한 검사 중 주관적 검사로서 많이 쓰이는 것은 GRBAS 척도에 의한 청인지적 4단계 평정이고, 객관적 검사로서 널리 쓰이고 있는 검사 도구는 CSL 중 MDVP이다. 이중 GRBAS 검사는 평가자의 고도의 숙련도를 요구하며, MDVP에 의한 음성평가는, 나타난 결과에 대한 정확한 해석을 요구한다. 목적 : 이에, 1차적으로 음성과용 환자를 대상으로 하여, GRBAS 척도에 의한 청인지적 음성평가 결과와 CSL 중 MDVP에 의한 객관적 음성평가 결과에 대한 상관성을 비교, 분석해 보고, 이를 통하여 청인지적 음성평가에 숙련되지 못한 평가자가 객관적 검사도구를 통하여 음성평가를 하고자 할 때 주목해야 할 변인들에 관하여 알아보고자 한다. (중략)

• The Journal of the Korea Contents Association
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• v.18 no.9
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• pp.217-230
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• 2018

Proficiency-centered manufacturing environment of the past is now expanding into that focused on expertise and knowledge. So the paradigm shift about human resources and management of them is required to maintain competitiveness and run the organization in a stable way. Many studies have shown that in various fields job competence has a positive influence on job satisfaction, but researchers' point of view is limited only to proficiency. With a focus on this situation, this study has analyzed empirically the effect of job knowledge and proficiency on a turnover intention and its mediating effect of job satisfaction in S company whose manufacturing environment is changing fast. The analysis has shown that the job knowledge and proficiency have a positive effect on job satisfaction and that job satisfaction influences a turnover intention. It has an important meaning in that by estimating the relationship between employees' job knowledge and their turnover intention, this study is providing a basic data needed to manage job competence of manufacturing labor force.

• Journal of Practical Engineering Education
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• v.11 no.2
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• pp.181-193
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• 2019

A workplace trainer is required to have profound theoretical and technological knowledge, sufficient experience and problem-solving ability in order to play the role of a competent trainer and assessor for the apprentices and experienced worker students who are participating in the Work-Learning Dual System of the company. This study has introduced a Degree-linked Highly Skilled professional Course in Korea and proposed an optimized standard education model for the training of high-quality workplace trainers. It is expected that this study will contribute greatly to the training of highly skilled professionals for efficient implementation of the Work-Learning Dual System and stable institutional settlement of the Highly Skilled professionals Course as the first empirical study on the training of highly skilled professionals.

• Journal of Labour Economics
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• v.28 no.1
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• pp.1-28
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• 2005

First, The flow into and out of unemployment has been increasing considerably too since the late 1997. Moreover, about half of job changes involve career changes associated with industrial and occupational changes which workers work for. Workers who switch industries and occupations significantly suffer greater wage losses than observed similar workers who find new jobs in their pre-turnover industry or occupation. These findings imply that labor mobility is more likely to cause losses in accumulated skill of workers. Second, this study compared the wage return to past training when a worker remains with an employer with the wage return to past training when a worker moves to a new employer. Surprisingly, training provided by previous employers has significantly positive wage effect. These findings that the skill acquired by employer- provided training is transferable across some firms. Third, this study finds that the likelihood of sectoral mobility decreases with training received in the current industry. It gives an evidence of the industry- specific training. Based on these findings, this paper suggest the way of dividing the costs of benefits of training among employers within their sector to prevent under-investment in training.

• Journal of Welding and Joining
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• v.12 no.1
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• pp.44-50
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• 1994

일본에서는 지금까지 제조공정에서의 생산성향상을 강력하게 추진해 왔으며 용접작업에 있어서도 인버터제어 용접기를 이용하여 고품질의 용접을 하여왔다. 그러나 최근 일손의 부족에 의한 노동환경의 변화로 용접기에 대한 사용자의 요구가 다양화되고 있다. 다시말해서 일손의 부족을 자동화로보트화로 대처하기 위하여 용접기의 새로운 고성능화를 요구함과 함께 종래 숙련작업자의 경험이나 기능에 의존해온 용접품질을 용접기의 새로운 기능으로 보상하도록 요구하고 있다. 최근 수년동안 용접기 제조업체에서는 이러한 요구에 대응한 제품을 개발, 퍼지제어 용접기로서 생산하고 있다. 이 글에서는 일본에 있어서 최근 화제로 되어 있는 퍼지제어 용접기의 현황을 중심으로 고성능화를 위한 새로운 용접기 제어방법에 대하여 소개하고자 한다.

• Journal of Korean society of Dental Hygiene
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• v.16 no.5
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• pp.651-660
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• 2016

Objective: The purpose of the study is to investigate clinical skill proficiency in core dental hygiene competency in dental hygienists. Methods: The study subjects were 208 dental hygienists in Seoul and Gyeonggido. A complete self-reported questionnaire was filled out by 171 dental hygienists. The questionnaire consisted of general characteristics of the subjects, assessment of core dental hygiene competency, implementation of core dental hygiene competency, and education of core dental hygiene competency. Data were analyzed by PASW Statistics 18.0 to carry out a frequency analysis, one-way ANOVA and Pearson's correlation. Results: Chief complaint confirmation($4.08{\pm}0.91$), scaling (ultrasonic scaler)($4.36{\pm}0.88$), and toothbrushing education($4.35{\pm}0.86$) were found to be the most important in the areas of dental hygiene assessment, implementation, and education, respectively. In dental hygiene education, statistically significant differences were identified by 'level of education,' 'working career,' 'type of workplace,' 'department,' and 'main task.' Conclusions: Respondents were found to think that their level of proficiency should be above average for most jobs. Proficiency in core competency was shown to be different according to 'general characteristics of dental hygienists,' 'type of workplace,' and 'department.'