• 과학교육연구지
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• 제36권1호
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• pp.22-34
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• 2012

이 연구의 목적은 'SESE(Save Earth Save Energy) 나라' 지도자 직무연수 프로그램 및 연수 참여자를 대상으로 조사를 하여 에너지 및 기후변화 교육 담당교사의 전문성 신장을 위한 연수 개선방안을 융합인재교육적 관점에서 제시하는 것이다. 연수 프로그램을 에너지 및 기후변화 교육 연수 담당교사의 전문성 요소별로 분석하였고, 연수에 참여한 교사들의 전문성 신장도를 사전 사후 설문검사를 통해 전문성이 신장되었음을 확인하였다. 또한 연수 대상자들과 면담을 통해 연수의 SWOT 분석을 하였다. 이를 바탕으로 다음과 같이 연수 개선방안을 논의 하였다. 첫째, 에너지 및 기후변화 교육의 전문성 신장을 위해서는 융합적 차원에서 연수 프로그램이 구성되어야 한다. 둘째, 융합교육과 연계된 체험 활동을 하고 이에 관한 논의를 풍부히 할 수 있는 교사 교류의 시간을 가질 수 있도록 해야 한다. 셋째, 집중 연수를 통해 전문성이 신장될 수 있도록 60시간 이상의 지속적인 연수가 필요하다. 넷째, 원격연수를 활용하여 연수의 부담을 줄이는 방안을 모색해야 한다. 다섯째, 에너지 및 기후변화 교육 전문성 요소추출을 바탕으로 연수 프로그램이 계획되고 충분한 시간 동안 연수를 준비해야 한다. 여섯째, 에너지 및 기후변화 교육 교사 연수는 대부분 학교급별로 하는 것이 바람직하다.

• 영어어문교육
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• 제13권3호
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• pp.203-226
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• 2007

This paper analyzes the in-service training program for the 1st grade English teacher in the following 7 regions: Taejeon, Seoul, Incheon, Kangwon, Kyeonggi, Chungnam and Chungbuk. It also investigates the actual conditions of the program. The analyses are performed on three categories of subjects: Teaching Profession, Refinement and English Education. The English Education category can be divided into the three aspects: language skills, communicative skills and language learning/teaching skills. Among the 7 regions, subjects under Teaching Profession, Refinement and English Education have a significant (2-3 times +/-) variance in terms of the number and credit hours of the courses. While the Refinement Program is above the standard set by Ministry of Education & Human Resources Development(MEHRD) in some regions, the Teaching Profession Program and the English Education Program is below the standard set by MEHRD in other regions. To overcome the weaknesses of the program, this paper suggests the following: 1) prescriptions for the proportion ratio of each category should be suitably modified. 2) MEHRD should observe and supervise the program of each region. 3) being organized, the program must have two parts as follows: the same mandatory subjects for all regions and optional subjects suited to each region.

• 농촌지도와개발
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• 제6권1호
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• pp.43-54
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• 1999

Taiwan has plural agricultural education system and has accelerated its social and economic growth through Agricultural Extension Education. This study has been carried out centering around the work plans which analyzed the project of cultivating young farmers supported by the Republic of China Government. Taiwan has promoted administrative and financial support systems with the government as the central figure in order to equip the efficient and continuous development system of agricultural human resources for securing agricultural skilled personnel, developing farmers' organizations and cultivating young farmers that can cope with the open world. The main training programs are for developing farmers' organizations and they are as follows. 1) The Agricultural Production and Marketing Group(APMG) 2) Expert Farming Training Program for Rural Youth 3) Agricultural Extension Service Worker Training Program 4) Rural Youth Development Program 5) School 4-H Club Activities for Student Development Program 6) International Rural Youth Exchange Program Development 7) Agricultural Extension Education Program for Minority People 8) Job Change Training Program for Rural People The training programs are organized for all the rural residents and students to develop their individual careers systematically and continuously, and they are very encouraging in whole development. Also they offer us many suggestions.

• 대한영양사협회학술지
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• 제17권4호
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• pp.403-415
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• 2011

The present study was performed to evaluate the job training needs of school nutrition teachers in order to enhance their specialty. Three hundred and forty questionnaires were distributed to school nutrition teachers working at primary and high schools in the Gyeongbuk area while 45 were distributed to professors during 2010~2011. Three hundred and two questionnaires from school nutrition teachers and 33 from professors were returned and analyzed. The rate of teachers practicing nutrition education was 54%, and the educational content was obtained mainly from the internet. The top three problems the teachers encountered were 'lack of standardized educational materials', 'inexperience of teaching', and 'insufficiency of expert knowledge'. The teachers recognized 'training program' as the best solution. However, the job training program operated immediately after teachers were appointed scored only 3.03 out of 5.00. Important contents of the training program ranked highly by the teachers were 'development of education materials', 'nutrition counseling', and 'teaching method'. The professors included 'expert knowledge' in their top three contents. Both the teachers and professors agreed to increase the frequency of 'practice' in training methods. Other factors the teachers considered to be important were high quality, diversity, ability of the instructor, training cycle, and the institution in charge. From these results, it can be concluded that efficient job training programs are needed for school nutrition teachers according to the importance of the education contents and training methods. It is therefore suggested that a cooperation committee be composed of an educator, educatee, and related personal in a local education office in order to operate the program.

• 한국철도학회:학술대회논문집
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• 한국철도학회 2008년도 추계학술대회 논문집
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• pp.2014-2020
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• 2008

The considerable numbers of accidents have been occurred in railway industrials due to human errors by the railway operators, and we recognised that the design of work and the working environment influence the way people behavior. Human factors are a significant contribute to the occurrence of incidents, and that safety education and training guideline need to be designed to railway safety. In order to develop the education and training program guideline for railway operators, we performed investigation not only existing internal training programs and external railway and other industrial's training programs but also education engineering theory and expert interview. As a result we make up guideline to education and training program. The guideline are composed 10 section.

• 실천공학교육논문지
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• 제15권1호
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• pp.223-232
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• 2023

일학습병행은 산업현장과 학교 교육의 미스매치를 해소하고 능력중심 사회를 구현하기 위한 핵심적인 정책으로 추진되어 2022년 12월 기준으로 16,664개 기업이 훈련에 참여하였다. 학습기업은 현장훈련을 실시하는 교육훈련 공급기관으로써 매우 중요한 역할을 수행하고 있다. 본 연구에서는 일학습병행에 참여하고 있는 학습기업의 평가를 위해 해당기업을 담당하고 있는 전문가들의 인지구조 분석을 통해 기업현장 교육훈련의 질을 결정하는 중요 요인을 도출하고 학습기업의 평가지표를 제시하여 일학습병행의 질적 내실화를 도모하는 기초 자료로 활용될 것이다.

• 수산해양교육연구
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• 제19권2호
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• pp.219-228
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• 2007

The purpose of this study is to analyze the job and develops the educational training program of ship-fitter by using the DACUM (Developing A Curriculum) method. On the first stage, the authors have been defined the job and classified duties and tasks of ship-fitters. To fine what is the most efficient task for ship-fitter, we have been investigated the levels of importance, difficulty, frequency and entry in each task. A DACUM committee is composed of total 10 members, which are one facilitator, eight panel members, one recorder & coordinator to analyze the job of ship-fitter. Following is the result of this study. First, 5 duties and 28 tasks are analyzed. Second, 19 tasks that are essential in entry level of occupation containing 'drawing inspecting' are identified. Third, a job model of ship-fitter is constructed by the results of DACUM job analysis. Fourth, training program is developed. This program contains task/curriculum Matrix, task/Course Matrix, training Course Profile, training Road Map.

• 디지털산업정보학회논문지
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• 제18권1호
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• pp.65-77
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• 2022

The purpose of this study is to develop a competency strengthen program with the aim of training designers who respond to changing national policies in the era of artificial intelligence. To this end, this study was conducted through a total of five steps. First, through literature research and analysis of prior research and literature related to the role of training designers and HRD managers was investigated and analyzed, and based on related prior research, theoretical and academic grounds for training designer competency modeling were prepared. In the second stage, a draft training program was developed to strengthen the competency of training designers based on the needs analysis of stakeholders and advice from education experts. In the third stage, a pilot program was conducted based on the draft training program. In step 4, the effectiveness verification was confuted and the deficiencies of the training program were derived from the pilot program. Finally, the final draft of the training program for strengthening the competency of training designers in the era of artificial intelligence was developed. The final training program consisted of 10 modules and was designed to run for three days. The details of specific training program are presented in the article.

• 한국방사선학회논문지
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• 제16권6호
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• pp.807-813
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• 2022

4차 산업혁명 시대 창의 융합 인재 양성을 위해 대학에서는 지식 중심 교육에서 역량 중심의 교육으로 변화되고 있는 가운데 메이커 교육 프로그램은 새로운 교육 방법으로 관심을 받고 있다. 메이커 프로그램 교육을 통해 융합, 창의, 배려, 소통 역량에 대한 수준을 알아보고자 하였다. 대구시 소재 S 대학교 메이커 교육 프로그램에 참여한 방사선과 및 스포츠레저과 재학생 2, 3학년을 대상으로 2022년 5월 2일부터 5월 13일까지 설문조사를 실시하였다. 연구결과 융합 역량은 메이커 프로그램 교육 전 3.35 ± 0.78점, 교육 후 4.37 ± 0.61점, 창의 역량은 메이커 프로그램 교육 전 3.28 ± 0.78점, 교육 후 4.07 ± 0.69점, 배려 역량은 메이커 프로그램 교육 전 3.71 ± 0.80점, 교육 후 4.25 ± 0.64점, 소통 역량은 메이커 프로그램 교육 전 3.61 ± 0.70점, 교육 후 4.16 ± 0.63점으로 나타났다. 4개 역량 모두 교육 전과 비교 하였을 때 통계적으로 유의한 수준 차이가 있었으며, 교육 후 수준이 향상된 것으로 나타났다(p < 0.05). 메이커 교육 프로그램 운영을 통해 융합, 창의, 배려, 소통 역량 함양의 효과를 볼 수 있었다. 메이커 교육 프로그램은 4차 산업혁명 시대 창의융합 인재 양성을 위한 교육으로 볼 수 있으며, 더 많은 대학생들을 대상으로 다양한 메이커 교육 프로그램이 운영되어야 할 것으로 생각한다.

• 대한간호학회지
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• 제33권3호
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• pp.395-404
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• 2003

Purpose: To make a contribution to raising the quality of nursing and home healthcare services through reviewing the present state of home healthcare nurse specialist training institutions and education programs and creating concrete measures to establish high-quality education courses. Method: International comparative study of accreditation criteria and curriculum in home healthcare nurse specialist program. Result: The Authorization Standards of home healthcare nurse training institutions consists of 8 items, 23 evaluation criteria and 72 evaluation indexes. Proposal to develop a specialist training program: Curriculum. Modify and complement a present homecare nurse education program. Curriculum I. Designate two forms of certification. The first certification has been granted the authority to serve as a manager and open a home healthcare agency to nurses having masters degrees and clinical experience for five years. The second certification is allowed to perform general home healthcare after having completed a short term training course. Currculum 2. To meet increasing demands, granting a certification to perform home healthcare to registered nurses having clinical experience of more than three years. Conclusion: These results can be utilized in the home healthcare educational program for raising the quality of nurses and home healthcare services.