• Journal of Korea Society of Digital Industry and Information Management
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• v.12 no.4
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• pp.59-69
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• 2016

We proposed a specialized model of performance measurement to measure the training performance of the trainees in cyber practical training. Cyber security professionals are cultivating their expertise, skills, and competencies through cyber practical training in specialized education and training institutions. The our proposed process of trainee evaluation is consisted of an evaluation component discovery, evaluation item selection, evaluation index catalog, ratings and criteria decision, and calculation formula. The trainee evaluation is consisted of a formative evaluation during the training and an overall evaluation after finished training. Formative evaluation includes progress evaluation and participation evaluation, and overall evaluation includes practice evaluation and learning evaluation. The evaluation is weighted according to the importance of evaluation type. Because it is evaluated actual skills and abilities, competencies are assigned a high weight, while knowledge and attitudes are assigned a low weight. If cyber security trainees are evaluated by the proposed evaluation model, cyber security professionals can be cultivated by each skill and knowledge level and can be deployed by importance of security task.

• The Journal of the Korea Contents Association
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• v.12 no.10
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• pp.510-523
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• 2012

The purpose of this study is to evaluate an airline service training program based on the CIPP model. Evaluation areas were divided into context, input, process, and product. We analyzed the factors which influenced program satisfaction and recommendation of the training program. Two hundred and one learners who participated in an airline service training program were selected for a survey. The results of this study are as follows. The factors which positively influenced training satisfaction were educational goals in context evaluation, interaction between learners and instructors, managing programs in process evaluation, and training performance in product evaluation. The factor which negatively influenced training satisfaction was human resources in input evaluation. On the other hand, the factors which positively influenced training recommendation were educational goal, assessing needs in context evaluation, interaction between learners and instructors, supporting programs in process evaluation, and training performance in product evaluation. The factor which negatively influenced training recommendation was assessing needs in context evaluation. The results of this study are expected to make an important contribution to the development of service training programs in airlines.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2018.11a
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• pp.25-26
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• 2018

Virtual training is widely used based on safety and cost efficiency as a way to efficiently train based on virtual reality. In this paper, we propose the implementation and validation evaluation of life safety training, life training in closed area training, initial fire extinguishing training as a virtual training in maritime safety training. Specifically, we discuss how to implement virtual training to meet the goals of each training, and we propose training methods for evaluating trainees' effectiveness when implemented in this manner. The proposed evaluation method can be used as a quantitative evaluation index of the trainee's training assessment of the training and the safety contribution of the training to the evaluation of the training efficienc

• Journal of Agricultural Extension & Community Development
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• v.4 no.1
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• pp.305-315
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• 1997

The propose of this study was to analyze the relationships among the levels of training & development evaluation (reaction, learning, transfer). The study has been conducted on 730 trainees who attended in the basic accounting program in L training and development institution through three incidents of tracked research such as reaction survey right after the conclusion of training, learning evaluation through test, and an evaluation of the transferability after 3 months of training. Questionnaires and test papers for analyses were used after their reliability, validity, difficulty, and discrimination have been verified on a pre-test. The research has been conducted for six months from 4 March 1996 to the end of August 1996, and data have been collected through direct research and survey through mail. The collected data have been worked on at SAS program for Windows with a statistical significance level of 5%. Statistical method that had been used was Pearson's correlation coefficient. The result and conclusion acquired from this study were as follows: Between reaction and learning, learning and transfer of training, only a weak positive correlation exists and explanation or prediction variance showing hierarchical relationship was quite weak with 1%. Thus, this research not only does not strongly support Kirkpatrick(1976)'s hierarchical model of $reaction{\rightarrow}learning{\rightarrow}transfer$, but also indicates that the separate measurement on each levels of training evaluation needs to be done. On the other hand, there was a relatively strong positive correlation between reaction and transfer of training. Based on the result, the conclusion, and the restriction perceived through this study, the following suggestions were made. 1. There is a need to empirically analyze and verify the hierarchy of all levels of training evaluation including the evaluation of the fourth level (result) such as organizational productivity, organizational satisfaction, and separation rate. 2. A great deal of efforts will be needed to systematically analyze what the relationships are among the methods measuring the level of evaluation of the training and development, and to apply this result to the training field.

• Journal of Information Technology Services
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• v.19 no.1
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• pp.173-185
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• 2020

It is very important to evaluate training because it can systematically grasp the current status of training. Evaluation includes getting ongoing feedback from the learner, trainer and learner's supervisor, to improve the quality of the training and identify if the learner achieved the goals of the training. It also provides a justification for the implementation of training. Nonetheless, there is a lack of studies that attempt to evaluate information security training programs. In this study, we utilize the Philips model to evaluate the public training programs for the people who are in charge of the information security duties in the public sector and propose the training improvement plans. Research result has shown that it is necessary to evaluate the level of the trainees in advance and conduct training programs according to the information security skill level. In addition, it needs to conduct training according to duties such as information security management, information security operate and maintain. The limitation of this study is that each education program was not assessed individually because this study had developed an evaluation tool that could be used comprehensively.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.13 no.1
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• pp.1-8
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• 2005

The purpose of the study is to show the need for the development of standard materials which can be used for flight training and pilot practical tests in the future. In this paper the flight training and evaluation references of flight training institutes certified by the Ministry of Construction and Transportation(MOCT) are compared with references of the international organization such as ICAO and FAA. As a result it is found that the flight schools certified by the MOCT have used different references for flight training and evaluation. Therefore, this study suggests creation and operation of an expert advisory group to develop new standards for flight training and evaluation, so called " Flight Training Manual", in Korea.

• Journal of the Korean Society of Marine Environment & Safety
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• v.24 no.3
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• pp.311-318
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• 2018

In accordance with the stipulations of the STCW Convention, simulation training has been enforced in order to develop practical skills so as to prevent accidents by predetermining the risks in special marine environments. Simulation training is a useful way to acquire navigation abilities, and can continuously measure the ability of a trainee by applying an appropriate evaluation. However, the result of training is evaluated by the instructor's subjective judgment without quantitative criteria. Therefore, this study aims to quantitatively evaluate the effectiveness of simulation training. For this purpose, evaluation items were derived by analyzing legal standards, earlier studies, and the current status of MET institutions. The simulations were then performed three times in the same scenarios and analyzed the results. As a result, it has been shown that the objectively analyzed ability to keep the route and to make safe passage with other vessel, as well as subjectively evaluated ability by the apprentice officer has been improved as training progressed. Through the evaluation of simulation training results, it can be derived that simulation education needs supplementation, and can be provided as a basic form of data to quantify the evaluation results of the simulation training in the future.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.46 no.4
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• pp.209-217
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• 2023

In this study, the evaluation items related to the effectiveness evaluation of the LVC (Live, Virtual, Constructive) training system of the Air Force were derived and the weights of each item were analyzed. The LVC training system evaluation items for AHP (Analytic Hierarchy Process) analysis were divided into three layers, and according to the level, 3 items were derived at level 1, 11 items at level 2, and 33 items at level 3. For weight analysis of evaluation items, an AHP-based pairwise comparison questionnaire was conducted for Air Force experts related to the LVC training system. As a result of the survey, related items such as (1) Achievement of education and training goals (53.8%), (1.2) Large-scale mission and operational performance (25.5%), and (1.2.1) Teamwork among training participants (19.4%) was highly rated. Also, it was confirmed that the weights of evaluation items were not different for each expert group, that is, the priority for importance was evaluated in the same order between the policy department and the working department. Through these analysis results, it will be possible to use them as evaluation criteria for new LVC-related projects of the Air Force and selection of introduction systems.

• KIISE Transactions on Computing Practices
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• v.24 no.3
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• pp.122-128
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• 2018

In recent years, virtual training has attracted a lot of attention because it is as effective as traditional in-person training and provides more cost-effective and safer learning environment. However, the existing virtual training systems rely on the evaluator's qualitative judgement when evaluating and analyzing trainees' performance. Additionally, evaluation and analysis functions are only available on certain systems so those functions need to be developed for each system. In this paper, we propose an extensible evaluation and analysis system for virtual training using experiential knowledge collected from experts for providing effective evaluation and analysis. Specifically, we provide a method of applying Open API so that the proposed system works with different types of virtual training system. In addition, the experiential knowledge is constructed in advance for the evaluation and analysis so that the efficiency of the evaluation with the comparison target is increased. This experiential knowledge can be quantitatively compared to trainees' performance according to the proposed evaluation and analysis procedures.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.23 no.1
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• pp.74-84
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• 2015

The purpose of this study is to develop competitiveness evaluation index for global aviation training organizations. Research and studies on relevant documents were conducted to establish the index. With no sufficient study results previously done directly associated with global aviation training organization, relevant and related documents, such as studies on competitiveness evaluation index of higher educational institutions, were reviewed as an alternative. Two rounds of delphi surveys were conducted based on the review and consultation from experts in aviation training and human resource management fields. First round of survey with 62 evaluation indices were carried out, through which a total of 29 were selected, and 19 indices were chosen during the second round of survey. However, factor analysis was conducted in order to justify the survey result, which eliminated 3 more indices, with 16 finally selected. This study will provide implications for aviation training organizations which need to further improve their competitiveness globally.