• Journal of Practical Engineering Education
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• v.16 no.1_spc
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• pp.79-97
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• 2024

This study confirmed the mediating effects of employee commitment and career satisfaction on the relationship between learning agility and adaptive performance. For this purpose, a survey was conducted online targeting employees of domestic companies and used for the final analysis of 329 pieces of data. Structural equations were used to analyze the relationships between variables. According the results of it was confirmed that learning agility had a statistically positive effect on employee commitment and adaptation performance, employee commitment had a positive effect on career satisfaction, and career satisfaction had a positive effect on adaptation performance. Additionally, employee commitment and career satisfaction had a significant mediating effect on the relationship between learning agility and adaptive performance. Based on these results, the academic and practical implications and future research directions for HRD are presented.

• Journal of Agricultural Extension & Community Development
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• v.19 no.2
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• pp.241-271
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• 2012

The objectives of this study were to explore the duties and tasks of educational program operation, to develop the performance model including the duties and tasks, and to construct the action manual of the tasks and duties in related with implementing effectively the educational program. The findings of this study were as follows. First, The identifying duties and tasks was 1,942 related with implementing educational program operation based on theoretical job model through activity analysis and experience sampling techniques. Second, the finding duties and tasks was reconstructed through classifying with 9 duties and 88 tasks, and then it was developed as educational program operation model of Korean Rural HRD Center. Finally Third, the implementing manual was constructed including the contents and task-elements.

• Asian Journal of Innovation and Policy
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• v.3 no.2
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• pp.154-171
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• 2014

This article aims to examine the achievement and limitation of adaptation of supply chain management (SCM) to IT human resource development (HRD) in Korea and to derive the implication of the Korean experience to other countries. In late 1990s, the IT New Deal Policy and the quantitative expansion of IT HR were introduced. Since mid-2000s, there has been much innovation in IT products as well as increased demand of highly qualified IT experts. The SCM in IT HRD was introduced in 2004 and continuously developed more. Since the late 2000s, IT convergence expanded to traditional industries and the new IT-based-industries were created in Korea. In this regard, Korea established the Seoul Accord as an international IT engineering education accreditation system in 2008. In response to the paradigm change, in 2011, the Korean government developed TOPCIT, which is a kind of competency test for evaluating IT competency.

• Asian Journal of Innovation and Policy
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• v.8 no.2
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• pp.288-301
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• 2019

This paper aims to link the basic structure of the revolution to skill needs and further to education, although there are risks of thin discussion in each domain. Many writings describe or analyze the job characteristics related to the $4^{th}$ Industrial Revolution without discussing the interlinkage of the revolution. It attempts to give better understanding the whole features of the revolution and further discuss about challenge for innovative HRD. It overviews the technological competition in the $4^{th}$ IR, the change of work with skills need and the new labor and the change of education focusing on new competence. After that, it brings the challenges for innovative HRD.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.3
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• pp.119-128
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• 2014

One of the theoretically and empirically grounded black boxes in HRD and firm performance link is employee' attitudes such as organizational commitment and job satisfaction. However, most studies were conducted with the regression analysis at the organizational level. This study used HLM(hierarchical linear modeling) analysis, which made it possible to estimate more accurate relationship between variables that were measured from two different levels. In addition, this study attempted to open an the black box(learning culture) in the relationship between HRD and employee attitudes. The result showed that the HRD have a positive effect on the organizational commitment and the job satisfaction. Also the HRD showed full mediation effect of organization commitment and the job satisfaction on the Learning culture. And the result showed that the HRD in 2007 have a positive effect on employee' attitudes in 2009. These findings concluded that systematic HRD like employee's education and training must be built and also the positive culture for employee's learning like support of management's learning organization must be improved in order to promote the organizational performance(organizational commitment, job satisfaction) in company.

• Venture DIGEST
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• no.10 s.123
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• pp.39-41
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• 2008

• Venture DIGEST
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• no.9 s.122
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• pp.38-39
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• 2008

• Journal of the Korean Society for Library and Information Science
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• v.40 no.1
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• pp.217-239
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• 2006

21st century is a knowledge and information society. Keeping pace with this global environment change. people demand various roles from a library First, they demand to play a role of an 'Information Connector' rather than a traditional role of a 'Book Container'. Second, they demand to be the place of the social integration for a solution to the information and learning gap and the place for a life-long learning for HRD(Human Resources Development) by the community unit. In addition, not only introducing a system of 'Deputy Prime Minister and Minister of Education & HRD' for national HRD and 'Five-Day Week' but the advent of 'an Aging Society' demand a change of a library. This study researches roles of a library inseparably related to such new paradigms in the life-long learning society as the knowledge. information, five-day week. aging and HRD, and shows the right direction of a library to pursue in the future.

• Journal of Practical Engineering Education
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• v.9 no.2
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• pp.155-165
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• 2017

This study was conducted to explore differences of major selection regret and reasons by major selection motivation, and differences of college life, employment goal, first job satisfaction among groups by major selection motivation and regret of college graduates. For this study, '2013 Year Graduates Occupational Mobility Survey' of KEIS was examined by cross-tabulation analysis and one-way analysis of variance. The results were as follows: First, in the case of major selection by intrinsic motivation, less regrets were given than extrinsic motivation. Second, the biggest reason of regret was 'difficulty of unemployment' in case of intrinsic motivation and 'not fit in aptitude' in case of extrinsic motivation. Third, there were differences of college life, employment goal, first job satisfaction among four groups by major selection motivation and regret.

• Journal of Practical Engineering Education
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• v.14 no.2
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• pp.413-423
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• 2022

The purpose of this study is to analyze the role of the job competency assessor who assess achievement of job performance ability based on NCS (educational training, qualifications, field experience, etc.) through competency assessment. For this purpose, job analysis including development and verification of the job model and selection of core task are conducted. As a result, main duties of the job competency assessor are to understand the NCS based assessment principle, establish an assessment plan, design and develop assessment tools, assess competence, provide feedback and re-assessment, record and manage assessment result, verify the internal assessment result, establish the RPL (recognition of prior learning) plan, implement the RPL and verify the RPL assessment result, and 48 task are derived. In addition, a total of 21 core tasks are derived based on the threshold value multiplied by the importance and difficulty of the task for each duty. Based on this, implications for job analysis of the job competency assessor are presented.