• 대한공업교육학회지
• /
• v.34 no.2
• /
• pp.179-204
• /
• 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 Korean Radioactive Waste Society Conference
• /
• 2016.10a
• /
• pp.279-280
• /
• 2016

• Proceedings of the Korea Contents Association Conference
• /
• 2014.11a
• /
• pp.105-106
• /
• 2014

최근 핵심인재관리에 대한 관심이 증대되고 있다. 핵심인재는 전문적인 지식 및 기술을 보유하고 있으며 탁월한 역량을 발휘하는 인력 집단으로, 이러한 인력을 차별적으로 관리하는 핵심인재관리는 기업의 경쟁력과 직결될 수 있기 때문에 많은 사람들이 관심을 가지고 있다. 이에 본 연구는 핵심인재 확보와 개발을 둘러싼 주요 이슈들을 살펴보고 핵심인재 확보 및 개발과 관련된 실무적인 시사점을 제공하는 것을 목적으로 하고 있다.

• 대한공업교육학회지
• /
• v.38 no.1
• /
• pp.195-219
• /
• 2013

The purpose of this study was to develop a Educational programs for cultivating of intergrative thinking person. For the study, various literature researches were reviewed intensively about STEAM, STEM, robot, new materials, space exploration. As the process of the Study, the strategy for educational program development, workbook for students and instructional Guide for teacher were developed. The workbooks and instructional guides were tested by pilot test. And the interviews with students and teachers were feedback. The result of the feedback, the programs for the 10 educational Programs for cultivating of intergrative thinking person were developed. Based upon the conclusion of this study, the theoretical rationale of educational program for cultivating of intergrative thinking person was presented. Finally, the application method of this study and subsequent studies for effectiveness vertification were proposed.

• Journal of vocational education research
• /
• v.29 no.3
• /
• pp.157-185
• /
• 2010

This study aims to develop a process-oriented evaluation criteria that can be applied during the collection, description, and the provision of information necessary to improving and sustaining the cyber education program for human resource development. The conclusion obtained in the study is as described below. First, the process-oriented evaluation criteria of cyber education program for human resource development was divided into 4 dimensions, 13 evaluation categories, 29 evaluation sub-categories, and 125 evaluation clauses. Secondly, the process-oriented evaluation criteria of cyber education program for human resource development was divided into 4 dimensions, 13 evaluation categories, 29 evaluation sub-categories, and 125 evaluation clauses through the Delphi research method. Thirdly, the contents validity ratio (CVR) of each clauses ranged between .31-1.00 and therefore can be said to be valid. Also, the Cronbach's credibility for the validity of the developed evaluation criteria scored .980.

• 방재와보험
• /
• s.115
• /
• pp.64-66
• /
• 2006

이번 탐방은 그룹의 경영이념과 전략에 대한 심도 있는 연구를 통해 임직원들이 급변하는 경영환경에 대응할 수 있는 능력을 배양하도록, 지식경영의 핵심요새로 자리매김하고 있는 금호 아시아나 인재개발원을 방문하였다. 경기도 용인시 처인구 양지면 대대리에 위치한 인재개발원은 국내 유명골프장 중의 하나인 아시아나 컨트리클럽과도 인접해 있어 아름다운 숲의 전경이 한눈에 내려다보이는 탁 트인 전망과 맑은 공기, 빼어난 경관을 자랑한다.

• Journal of the Korean BIBLIA Society for library and Information Science
• /
• v.27 no.4
• /
• pp.21-62
• /
• 2016

Since talent model and core competence based training are in demand, this study aimed to develop proper talent model and major competencies for the Department of Library and Information Sciences at K University and propose appropriate educational subjects based thereon. To this end, related documents were analyzed, expert opinions were obtained, and a consumer survey was conducted, which yielded the following results. First, the talents required at the Department of Library and Information Sciences were broken down into different areas, such as curation, intelligence, service, technology, and professionalism. Second, fifteen major competencies were demanded from these talents, such as collection (in terms of collecting documents and information), organizational, and preservation skills. Third, in order to realize these talents and major competencies, K University has implemented additional subjects in its curriculum. Furthermore, it appears that the librarians' talents and their competencies in the field should be developed at the national level, while NCS core competence based training should also be developed and implemented.

• LOGISTICS
• /
• v.2 no.3 s.5
• /
• pp.28-31
• /
• 2004

해외 주요국의 물류인재 육성에 대한 동향을 5월호, 7월호 등 2회에 걸쳐 게재한다. 이번호에는 미국과 일본에서의 물류전문가의 위상에 대해서 설명하고, 다음호에는 물류 인재 개발 방법과 세계 주요기업의 인재발굴 육성전략에 대해 소개한다.

• LOGISTICS
• /
• v.2 no.4 s.6
• /
• pp.52-57
• /
• 2004

해외 주요국의 물류인재 육성 동향을 5월호, 7월호 등 2회에 걸쳐 게재한다. 지난호에서는 미국과 일본에서의 물류전문가의 위상에 대해서 설명했고, 이번호에는 물류 인재 개발 방법과 세계 주요기업의 인재발굴 육성전략에 대해 소개한다.

• The Journal of the Korea Contents Association
• /
• v.20 no.12
• /
• pp.58-73
• /
• 2020

The purpose of this study is to empirically analyze the relationship between organizational commitment, job satisfaction, education and training, human resource development, and communication in Korea's financial industry. In particular, the mediating relationships between organizational commitment and job satisfaction, education and training, human resource development, and communication were examined in order to provide a better understanding of organizational commitment. A structural equation model was used for the empirical analysis of this study. As a result of the study, it was confirmed that education and training, human resource development, communication, organizational commitment, and job satisfaction are correlated within the Korean financial industry. Furthermore, organizational commitment was found to have mediating effects on education and training, human resource development, communication, and job satisfaction. Based on these results, this study emphasizes the importance of education and training for organizational commitment in the Korean financial industry. In particular, this study establishes the importance of a culture of trust within organizations through human resource development programs, communication for job satisfaction, and organizational performance to face changes in the post-COVID era. In the future, more in-depth qualitative studies are required to derive factors related to the employees of financial companies and to conduct comparison analyses with companies in other industries.