• The Journal of the Korea Contents Association
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• v.19 no.7
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• pp.314-322
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• 2019

The purpose of this study is to analyze the importance and performance of CK-1, The research subjects were self-enrolled questionnaires for students who took social economics subjects and analyzed the importance and performance using IPA. As a result of the research, it is necessary to establish the basis of social economic specialization in order to achieve the goal of CK-1, and it is necessary to establish educational curriculum related to industry and academy in addition to cultivating creative talents. And to improve the importance of these programs and improve their performance in order to enhance the undergraduate education and attract the creative economy. The implications of this study are as follows: The results of the evaluation to achieve the goals of CK-1 recognize that the importance and the performance of the social economy students are high. However, It is necessary to make efforts to improve the university constitution, to improve the education of the undergraduate education, and to attract the creative economy in order to characterize the local university targeted by the Ministry of Education and the project team.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.187-202
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• 2020

Can job training be considered a social right? Who must bear the costs of individual job training? This paper studies these two issues by examining the Korean Individual Learning Accounts (ILA) revised in 2020 and proposes future policy directions. Although there is no explicit legal provision stipulating job training as a lawful right in Korea, such absence does not negate the government's role of providing vulnerable people, etc with necessary training. Korean ILA heavily depends on the Skills Development Scheme under the Employment Insurance System which succeeded the past mandatory training levy system and it becomes harder to maintain principle of insurance because of sizable volume of atypical workers who are not insured. For future policy directions, it is desirable to increase the burden of general budget and self-financing as they are below 30% combined and the coverage of the ILA needs to be steadily expanded to all economically active people. Also, labor-management should step up joint efforts to stimulate the use of already existing policies such as paid training leave and request for reduction of working hours.

• Journal of Agricultural Extension & Community Development
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• v.8 no.1
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• pp.59-72
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• 2001

이 연구는 1990년대 이후 헝가리 농촌지도의 특징적인 변화를 고찰하였다. 헝가리의 농촌지도사업은 오랜 역사를 가지고 있으며 주로 대규모 농장을 대상으로 한 농업기술전파에 주력하였다. 1990년대 이후 사유재산의 인정과 시장경제체제로의 전환과 함께 시장에서의 경쟁력이나 지속성에 대한 요구는 농촌지도사업의 방향전환을 요구하게 되었다. 유럽연합의 농업정보시스템 표준화에 요구와 헝가리 내의 농산업구조의 변화는 농업정보시스템 구축의 필요성을 낳게 되었다. 헝가리에서 농업정보시스템의 개발은 농업경제연구정보원(AKII, Research and Information Institute for Agricultural Economics)과 중앙통계사무소(Hungarian Central Statistical Office)에서 이루어졌다. 시스템 개발의 주요 분야는 농업통계, 농장회계자료네트웍, 시장정보시스템의 세 가지이며 이들의 복합적인 농업정보시스템으로 형성되었다. 본 연구에서는 위의 세 가지 주요 범주의 개발배경과 진행사항, 문제점들을 살펴보고 개선방향을 제시하였다. 헝가리 농업 농촌개발부(The Ministry of Agriculture and Rural Development)의 최근 정책의 특징은 전국적인 농촌지도상담 네트웍의 구축이라고 할 수 있다. 현재의 헝가리 농촌지도사업체계는 크게 세 부분으로 나누어 볼 수 있다. 첫째 농업농촌개발부의 군사무소는 지역사회의 독농가나 선도농가와의 밀접한 관계를 유지하며, 이러한 독농가나 선도농가로 하여금 지역의 농민들에게 도움을 줄 수 있도록 하는 것이다. 둘째는 민간 자문가들이 농장을 방문하여 현장에서 농민들에게 전문적인 도움을 주도록 하는 것이다. 민간 자문가들은 도 단위의 전문지도사들로부터 정보나 기술에 대한 전문적인 도움을 받는다. 세 번째는 전문교육기관을 통한 농민들에 대한 직접적인 교육이다. 이러한 교육들은 농민들에게 무료로 제공되며, 교육과정이나 프리젠테이션, 전시 등을 통해 이루어진다. 현재 헝가리 농촌지도체계는 그 실행과정, 효율성, 조직적인 면에서 완성되지 못하였고 전환기에 처해 있다. 효율적인 농촌개발을 위해서는 농촌지도상담의 효과나 조직면에서 많은 연구와 정비가 필요한데 이는 헝가리의 국가적 이익의 증대와 유럽연합의 목적에 부합하기 위해서도 적극적인 관심과 노력을 필요로 하는 분야이다. 이러한 필요성을 바탕으로 농촌지도사업의 새로운 모델을 제시하면, (1) 수도인 부다페스트에 농촌지도사업을 전반적으로 책임지는 중앙부서를 설립하여 효과적인 농촌발전을 지원하여, (2) 7개의 도에 농학계 대학과 연구소를 중심으로 하는 지역센터를 설립하여 도내의 농촌지도상담활동과 영농에서 농업관련 사안에 대해 문제해결 중심의 도움을 주도록 하며, 지역센터는 자율적, 독립적으로 운영하도록 하고, (3) 50여개의 군에 일선지도기관을 설립하여 농업인들이 쉽게 방문할 수 있도록 하며, 지역의 특수한 상황이나 사안에 대해 융통성 있게 대처할 수 있도록 하는 것이다.

• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.699-709
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• 2009

The most important property for coming up to the global change and leading the knowledge-based future is human resources who has capacity to make a high value-added knowledge. For whom teaching knowledge and experiences related to the managing medical organization, it is very important and significant to make efforts to reflect educational goal, contents and teaching methods satisfying the new era's demands in the curriculum quickly. To develop a hospital management curriculum which is receptive to the change of medical industry and educational circumstances, analysing syllabuses of 19 departments of the year 2007 and surveying of professors, students and persons in charges of hospital administration are used. The syllabuses of 19 departments of 22 colleges were opened for this study. The medical record and other subjects take the most part of curriculums, while the number of subjects related to management or administrational practice are relatively small. The short of these subjects are obstacles to cultivate capacity and quality of students medical organizations look for. As the result of satisfaction measurement, hospital-management professors gave 3.41 points, students gave 3.29 points to the current curriculum and administrators who has been experienced to employ graduates majored in medical management gave 3.06 points.(5 points = full mark) Alternative ways are suggested to complement these problems as below: Strengthening and deepening study such subjects as strategy planning, management, marketing, managing medical disputes, quality improvement, PR, advertisement; changing informations and establishing cooperative programs between school and industry.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.12 no.9
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• pp.3856-3868
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• 2011

Until recently, research trend in real estate has been focused on real estate market and the market analysis. But the studies on real estate training program development for real estate agents to improve their job performance are relatively short in numbers. Thus, this study shows empirical analysis of the needs for the training programs for real estate agents in Cheonan to improve their job performance. The results are as follows. First, in the survey of asking what educational contents they need in order to improve real estate agents' job performance, most of the respondents show their needs for the analysis of house's value, legal knowledge, real estate management, accounting, real estate marketing, and understanding of the real estate policy. This is because they are well aware that the best way of responding to the changing clients' needs comes from training programs. Secondly, asked about real estate marketing strategies, most of respondents showed their awareness of new strategies to meet the needs of clients. This is because new forms of marketing strategies including internet ads are needed in the field as the paradigm including Information Technology changes. Thirdly, asked about the need for real estate-related training programs, 92% of the respondents answered they need real estate education programs run by the continuing education centers of the universities. In addition, the survey showed their needs for retraining programs that utilize the resources in the local universities. Other than this, to have effective and efficient training programs, they demanded running a training system by utilizing the human resources of the universities under the name of the department of 'Real Estate Contract' for real estate agents' job performance. Fourthly, the survey revealed real estate management(44.2%) and real estate marketing(42.3%) is the most chosen contents they want to take in the regular course for improving real estate agents' job performance. This shows their will to understand clients' needs through the mind of real estate management and real estate marketing. The survey showed they prefer the training programs as an irregular course to those in the regular one. Despite the above results, this study chose subjects only in Cheanan and thus it needs to research more diverse areas. The needs of programs to improve real estate agents job performance should be analyzed empirically targeting the real estate agents not just in Cheonan but also cities like Pyeongchon, Ilsan and Bundang in which real estate business is booming, as well as undergraduate and graduate students whose major is real estate studies. These studies will be able to provide information to help develop the customized training programs by evaluating elements that real estate agents need in order to meet clients satisfaction and improve their job performance. Many variables of the program development learned through these studies can be incorporated in the curriculum of the real estate studies and used very practically as information for the development of the real estate studies in this fast changing era.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.535-546
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• 2022

This study tried to explore factors for improving academic achievement in online non-face-to-face education based on the survey results of a University's online cooperative learning Q&A. Due to the Corona situation, both professors and learners can easily feel psychological isolation due to the implementation of all non-face-to-face online classes. As one of the methods, it was intended to suggest the direction of future education to various teachers and learners by sharing class cases in which the online cooperative learning methodology was applied. Previous studies on non-face-to-face online learning, online cooperative learning, and learning promotion method were reviewed, and the online Q&A method was adopted as a specific learning promotion method to conduct research. In the Q&A process, learners were given an opportunity to check their learning content, share knowledge and communicate, and performance evaluation-related factors such as guaranteeing anonymity of the questioner and answerer, improvement points system, and absolute evaluation were asked. As a result of the survey analysis, it was found that they are the success factors of online cooperative learning. It is a small change that can be applied in practice in the future where online non-face-to-face learning is likely to continue, but by sharing meaningful cases of application of teaching methodologies, both professors and learners being motivated and actively involved in. It is expected that we will be able to suggest methods and directions for improving skills together by changing and supplementing the learning field.

• Journal of the Korea Society of Computer and Information
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• v.26 no.3
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• pp.155-165
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• 2021

The measures to extend local education autonomy are as follows: First, it is necessary to correct the confusion of the legal system of the local education autonomy system. For this, Article 12, Paragraph 2 and 4 of the 「Special Act on Local Autonomy and Decentralization, and Restructuring of Local Administrative Systems」 which state that "The State shall endeavor to consolidate systems for autonomy in education and local government" and "The implementation of autonomy in education and the autonomous police system shall be prescribed separately by Acts" should be deleted. Second, it is necessary to clarify unnecessary legal matters and regulatory measures for unification at the national level and to proactively consider the introduction of the legal trust system, in which education affairs are designated as local governments' own work and the state carries out specific affairs. The decentralization of local education finance is a key factor for the development of local education autonomy, and it requires the transfer of authority and resources to the region, and the enhancement of local autonomy and corresponding responsibility. First, the ratio of special grants must be adjusted further (from 3% to 2%) or the ratio of national policy projects must be lowered. Second, the provision that requires a consultation with a mayor/governor when making a budget covered by transfers from general accounts should be deleted. Third, it is necessary to remove the elements that limit the authority of city and provincial councils. Fourth, it is necessary to integrate the national education tax and the local education tax to create the education autonomy tax (tentative name) for only one independent purpose. Fifth, it is necessary to strengthen the distribution of the total amount of grants and abolish the settlement regulations for the measurement items of standard financial demand. Sixth is the expansion of the participation of stakeholders and experts in the grant distribution process. Seventh, it is necessary to establish a long-term employment system by designating the education finance field as a special field. Eight is the expansion of cooperative governance.

• Journal of Venture Innovation
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• v.6 no.1
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• pp.181-198
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• 2023

This study aims to analyze the influence of organizational support perception of workers in medical institutions on intrinsic job motivation, and to check whether there is significance in the mediating effect of work-family conflict and work-family balance factors in this process. The results of empirical analysis through the questionnaire are as follows. First, it was confirmed that organizational support recognition had a significant positive effect on work-family balance as well as intrinsic job motivation, and work-family balance had a significant positive effect on intrinsic job motivation. Second, it was confirmed that organizational support recognition had a significant negative effect on work-family conflict, but work-family conflict had no significant influence on intrinsic job motivation. Third, in order to reduce job stress for medical institution workers, it is necessary to reduce job intensity, assign appropriate workload for ability. And in order to improve manpower operation and job efficiency, Job training and staffing in the right place are needed. Fourth, in order to improve positive organizational support perception and intrinsic job motivation, It is necessary to induce long-term service by providing support and institutional devices to increase attachment to the current job and recognize organizational problems as their own problems with various incentive systems. The limitations of this study and future research directions are as follows. First, it is believed that an expanded analysis of medical institution workers nationwide by region, gender, medical institution, academic, and income will not only provide more valuable results, but also evaluate the quality of medical services. Second, it is necessary to reflect the impact of the work-life balance support system on each employee depending on the environmental uncertainty or degree of competition in the hospital to which medical institution workers belong. Third, organizational support perception will be recognized differently depending on organizational culture and organizational type, and organizational size and work characteristics, working years, and work types, so it is necessary to reflect this. Fourth, it is necessary to analyze various new personnel management techniques such as hospital's organizational structure, job design, organizational support method, motivational approach, and personnel evaluation method in line with the recent change in the government's medical institution policy and the global business environment. It is also considered important to analyze by reflecting recent and near future medical trends.