• International conference on construction engineering and project management
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• 2007.03a
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• pp.346-355
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• 2007

Employability is a critical issue in construction education. Employability is more than students obtaining employment upon graduation. The concept is far more ranging, and should encompass enabling students to acquire the knowledge, personal and professional skills and encouraging attitudes that will support their future development and employment. This paper describes two case studies relating to how the true concept of employability can be incorporated into the construction higher education curriculum. Case study 1 was a collaborative venture with contributions from a higher education provider, employers, students and a professional body (Association of Building Engineers). It outlines the whole process from course inception through to graduation and feedback. Thus it presents a valid model for other higher education providers of construction courses to adapt or adopt. Case study 2 outlines how the opportunity of a degree programme revalidation process was utilized to introduce modules which would enhance students' employability on graduation.

• Korean Journal of Occupational Health Nursing
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• v.6 no.2
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• pp.156-167
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• 1997

In Korea, based on the Revised Law of Occupational Safety and Health a new entity of institution was set up in 1990 to provide occupational health services to SSE in which three sorts of personnel as a team have to be involved. These institutions, in charge of scores to hundreds of workplace area-wide, have been providing occupational health services without payment from employers or employees, and government reimburses through the Occupational Injury Prevention Insurance since 1993. As a service provider, a team is composed of doctors, nurses and industrial hygienists. Undergraduate and postgraduate educations for the SSE occupational health are not specified and the question on the performance of the personnel has been raised. This study was designed to analyze the facilitating factors of and barriers to the performance and its improvement of these personnel. In 1997, the survey was conducted with all 58 institutions. Structured questionnaires were mailed to 200 personnel who were providing the occupational health service for SSE. The response rate was 51.7% for doctors, 58.6% for nurses, and 60.3% for industrial hygienist, respectively. Results are as follows : 1) There is a guideline for occupational service mandated by the government. Under the guideline, the minimum frequency of visiting workplace is assured with six times of doctors, 17 times for nurse and industrial hygienist in a year. There are one doctor for every 200 factories, one nurse and one hygienist for every 100 factories. 2) All respondents have basic qualification for occupational health service. About 16.7%. of doctors are certified in industrial medicine or preventive medicine, and 64.7% of industrial hygienists had first grade certification. Totally 66.7% of personnel have been involved in occupational health for more than one year. 3) As a support system for the performance improvement, 66.3% respond that they have been provided with educational materials, advice related to industrial environment and guidance of MSDS from Korea Industrial Safety Corporation. Most respondents indicate the lack of concern of employers and employees as a main barrier to the improvement of the service. Also they are in the need of the training opportunity more focused on SSE. The Governments policy for SSE is a principal facilitating factor. Training program focused on SSE situation, manpower, technical support, etc. are areas to be improved to have a better occupational health service for SSE in Korea.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.11
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• pp.197-207
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• 2019

The purpose of this study was to suggest measures for improving training cooperation between industries and universities through employer engagement by analyzing the state of employer engagement in training. The current study investigated the state of employer engagement in training and factors that facilitate employer engagement in training. A survey was conducted with 230 human resource managers who worked for companies with more than 300 employees. The study results showed that employers perceived their engagement in training for their employees are consumers rather than strategic partners to plan educational service and make decisions in their communities. However, employers perceived that their engagement in training would be effective because their training engagement can result in positive direct and indirect business outcomes. Moreover, the implementation of training programs based on industry needs was revealed as a critical factor for promoting collaboration between industries and universities and leading to employer engagement. Based on the study results, several suggestions are presented for improving training cooperation between industries and universities through employer engagement.

• The Journal of Industrial Distribution & Business
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• v.9 no.5
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• pp.83-91
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• 2018

Purpose - The purpose of this study is to explore the introduction and activation of smart training for the effective training of vocational ability development of companies in the 4th industrial revolution era, we analyze the present status of smart training introduction and related difficulties and propose concrete activation plan. Research design, data, and methodology - Through the online survey, we tried to confirm the recognition of corporate about smart training. Questionnaires include what are the benefits, expectations, and difficulties of smart training, etc. The survey was conducted from August 21, 2017 to September 4, 2017. A total of 69 companies participated in the questionnaire. The questionnaire results were analyzed through frequency analysis and contents analysis. Based on the results of the questionnaire, we found out the cause of inhibition of smart training activation and suggested activation strategies. Results - The main reason for the provision of smart training is the expectation of the training performance and the recognition that it is possible to provide training in a flexible manner. The effectiveness of smart training operation was evaluated as a high level of contribution to the development of creative training course and the capacity of training institute. As a result of checking factors that hinders the activation of smart training, the most important reason is that the time and cost burden of the training institutes is excessive. The lack of expertise in the design of smart training courses and the burden of employers and trainees. Conclusions - In order to activate smart training, it is necessary to find solutions to the obstacles at the internal or external level of training institutions. The internal barriers to the training organization are lack of internal competence for preparation and course management. In this regard, we need to consider providing consulting, best practices or guidance in the process of designing and operating smart training. On the other hand, as an external obstacle factor, it is necessary to provide incentives to participate in smart training. In addition, further research is needed on strategies that can lead to participation in smart training from the viewpoint of employers and learners.

• Korean Journal of Childcare and Education
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• v.7 no.1
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• pp.41-65
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• 2011

The purpose of this study was to examine the influence of satisfaction with workplace child-care on the parenting stress, job commitment, and job satisfaction of parents. The questionnaires survey of this study was conducted on 185 parent-employees (97 fathers & 88 mothers) who used employer-supported child-care in the province of Kyungki-do. The results of this study were as follows: As the level of satisfaction with workplace child-care became higher, the level of parenting stress became lower. And as the level of satisfaction with workplace child-care became higher, the level of job commitment and job satisfaction became higher. Among five components of satisfaction with workplace child-care, satisfaction with the environment for child-care had an independent influence on parenting stress. And satisfaction with the management of child-care facility had an independent influence on job commitment and job satisfaction. This study suggested that education programs that target employers need to raise employers' awareness about the importance of workplace child-care in order to reduce parenting stress and to enhance job commitment and job satisfaction of parent-employees.

• Journal of Digital Convergence
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• v.16 no.3
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• pp.201-210
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• 2018

WorldJob+, being operated by The Human Resources Development Service of Korea, provides a recruitment support services to overseas companies wanting to hire talented Korean applicants and interns, and support the entire course from overseas advancement information check to enrollment, interview, and learning for young job-seekers. More than 300,000 young people have registered in WorldJob+, an overseas united information network, for job placement. To innovate WorldJob+'s services for young job-seekers, Splunk, a powerful platform for analyzing machine data, was introduced to collate and view system log files collected from its website. Leveraging Splunk's built-in data visualization and analytical features, WorldJob+ has built custom tools to gain insight into the operation of the recruitment supporting service system and to increase its integrity. Use cases include descriptive and predictive analytics for matching up services to allow employers and job seekers to be matched based on their respective needs and profiles, and connect jobseekers with the best recruiters and employers on the market, helping job seekers secure the best jobs fast. This paper will cover the numerous ways WorldJob+ has leveraged Splunk to improve its recruitment supporting services.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.10 no.2
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• pp.18-26
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• 2000

Since the regulation of MSDS (Material Safety Data Sheets) had started from July 1996, employers were required to furnish MSDS for the chemicals in use in their workplace. However, many MSDS did not contain upright information for the chemicals, and they were not updated regularly, and were not written in the standard format required by the Industrial Safety and Health Act (ISHA). The purposes of this study were 1) to examine the reliability of MSDS for mixed solvents, 2) to provide reliable MSDS to employers or employees, 3) to find out any difficulties in implementing MSDS after the initiation, and 4) to promote regular MSDS updating and to ensure the reliability of MSDS for chemical manufacturers. To check the reliability of MSDS of mixed chemicals, 21 samples of mostly degreasing solvents were collected along with their MSDS from the work place. The samples were analyzed by gas chromatography-mass selective detector(GC-MSD). Their components were classified as saturated hydrocarbon, cyclic hydrocarbon, aromatics, and halogen containing hydrocarbon, and the amount of each class were measured. Manufacture's MSDS were compared with the actual composition of the collected samples, and further examined the reliability by checking whether the chemicals analyzed were included in the MSDS correctly. Finally, each item of MSDS was evaluated whether the MSDS correspond to the regulation required by ISHA. The results were following: 1) most of the degreasing solvents in MSDS were incorrect in their composition and contents, 2) the information in the MSDS including hazard classification, exposure level, toxicity, regulatory information were incorrectly provided, and 3) some MSDS did not disclose carcinogens in their MSDS. Continuous monitoring of MSDS was required to ensure reliability of MSDS. The Chemicals containing hydrocarbons from C10-C15 need to be tested to provide toxicity data. In addition, governmental support for providing correct MSDS was recommended to ensure reliability of MSDS. The MSDS regulation relating to the confidential business information may need to be revised to ensure reliability of MSDS.

• Journal of Distribution Science
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• v.16 no.7
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• pp.67-75
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• 2018

Purpose - In the 21st century, as information technology advances alongside the emergence of the 4th generation, industrial age, industrial environment has become individualized and customized. It is important to hire good quality employees for good service in the industry. The e-learning market is growing every year. Although e-learning companies are finding better quality employees in e-learning, it is not easy to find it. Companies also spend a lot of time and cost to find employee. On the employees side, they want to get a job freely when they want, but they cannot find their job easily. Furthermore, the labor market environment is changing fast. In the 4th generation, industrial age, employers require to find manpower whenever they need and want at little cost. So of their own accord, we have considered the necessity of management of human resources for employees and employers in e-learning. The purpose of this study is to propose a human cloud platform framework for enabling an efficient management of human resources in e-learning industry. Research design, data, and methodology - To pinpoint the items of a human cloud platform framework, the study was initiated according to the following process. First, items of competency relating to e-learning instructional designer was analyzed. Second, based on the items of information from this analysis, selection and validity verification took place with 5 e-learning specialists group. Third, the opinion of experts who were in charge of hiring in e-learning companies were collated with the questionnaire. Lastly, the human cloud platform framework was proposed based on opinion results. Results - The framework was comprised of 7 domains and 27 items in order to develop the human cloud platform for e-learning instructional designer. The analysis results showed that the most highly considered item were 'skill (4.60)' that employee already have the capability. Following this (in order) were 'project type (4.56)', 'work competency (4.56)', and 'strength area of instructional design (4.52)'. Conclusions - The 27 items in the human cloud platform framework were suggested in this study. Following this, we can consider to develop the human cloud platform for finding a job and hiring e-learning instructional designer easily. For successful platform operation, we need to consider reliability between employer and employee. In addition, we need quality assurance system based on operation has public confidence.

• Journal of Engineering Education Research
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• v.16 no.5
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• pp.43-52
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• 2013

We surveyed perceptions of faculty, students, and enterprisers in engineering about gender issue in engineering. A total of 59 faculty members, 335 students (226 male, 109 female) of Korea National University of Transportation, and 28 employers of Chungbuk location were selected. The 25 survey questions for faculty, 30 for students, and 5 for employers were made. The analysis methods used included ${\chi}^2$ for cross analysis method. The results showed that faculty in general perceived differences between genders. They also perceived that women engineering students has a lack of leadership and low possibility of success in career in engineering. Also, they perceived disadvantages in application processes of women students. However, they expressed they did not reflect those factors in teaching and career advices. Women engineering majors showed low confidence in getting a job and success in career. They also thought they had no opportunities to gender-sensitive education in engineering courses. They were also very negative toward aptitude in engineering. These results were very similar to those of faculty. On the other hand, men students showed very low awareness of their women peers' perceptions. The perception of enterprisers was also different from faculty and students. These results indicate that there should be changes in perceptions of faculty and students in engineering for employments. For better education for women engineering majors, further research is needed.

• Journal of Korea Port Economic Association
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• v.27 no.4
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• pp.253-270
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• 2011

The problem of global warming faced a big turning point due to the adoption of "Kyoto protocol"in 1997. Therefore, by enacting "Act on Advancement of Integration and Streamlining of Distribution Business"and "green logistics partnership council"to reduce $CO_2$ emission, fulfillment of distribution work is comprehensively and effectively supported by Japan. In particular, the green management certification system, which promotes green management based on the independent and planned environmental measures of transportation service of harbor employers, warehouse operators, and trucking employers of logistics sector, is promoted. As such, the Japanese government is actively promoting the eco-friendly green logistics policy to reduce $CO_2$ emission in terms of the prevention of global warming by building the comprehensive and efficient logistics system. Therefore, this thesis studied the status of the green logistics policy of Japan where the eco-friendly logistics system is being built ahead of Korea and as a result, it presented the implications on the green logistics strategy which is eco-friendly and can be developed continuously, the development of eco-friendly green logistics industry, the introduction of green logistics certification system, Departmental roles and responsibility of administrative agencies.