• Journal of Applied Reliability
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• v.12 no.1
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• pp.13-24
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• 2012

This paper applied the Blue Print and FMEA (Failure Mode and Effect Analysis) to education service in order to raise the education service satisfaction. First, the Blue Print is deployed to come up with strategies to overcome the fail possibility point and waiting point. Next, in order to analyze the fail factors and alternative strategies, the Blue Print of education service is applied to FMEA. The results are as follows; first, the ommission from information document by web-mail or e-mail, Second, thing that selected in spite of company uneducated, thing that omitted despite the company is target, and the unsatisfaction of attendee about training contents. Third, the delay of counsel at the telephone reply, erroneous list of course name and attendee at HRD (Human Resource Development), omission of check whether attends or not. Except for unsatisfaction of attendee, all appears at the process that service delivered. And the unsatisfaction of attendee is about education contents. Both is the factor which have influence on the education service quality. The strategies to remove the failure mode are training and manual development on service and work, a thorough management and check of information system like as ERP (Enterprise Resoure Planning), HRD, education institution list DB (Data Base), on-line application system, a development of education program to offer best education that reflect the user needs and continuously changing environment.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.37-46
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• 2019

The purpose of this study is to develop a flipped-learning based education model for vocational education and training. Based on previous studies, we have developed a training model that includes definitions of flipped-learning, major learning activities, and operational strategies in each occupation. In addition, delphi surveys were carried out to confirm the validity of the educational model for HRD and vocational education and training specialists. Finally, the flipped-learning model for vocational education and training consists of three stages: Pre-learning, Main-learning, and Post-learning. Pre-learning stage include Online lectures, Simple tasks, Main-learning stage include Active learning and Coaching-Debriefing lecture, Post-learning stage includes Individual reflection-Additional task performance activities. The educational model developed through this study was developed with the focus on improving the linkage and the performance of the goal of vocational education and training.

• Journal of Digital Convergence
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• v.17 no.9
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• pp.173-184
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• 2019

This study investigated the effects of applying the flipped classroom approach with MOOC to the college educational system. A total of six undergraduate students participated in the 10-week innovative learning setting. The participants performed online activities using the learning content from a MOOC website; this was followed by a participatory learning process in the offline classroom. The semi-structured face-to-face interviews for the six participants after the classes were completed and analyzed. The results showed that the instructional method enabled students to be highly motivated and to perform learning activities. However, there were some limitations: (1) learning was impeded due to English language issues and (2) the Korean education culture was still unfamiliar with this pedagogical method. Finally, suggestions for future research are discussed.

• Journal of Agricultural Extension & Community Development
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• v.8 no.1
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• pp.1-14
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• 2001

e-Learning has brought dramatic changes in education system for many companies in Korea. Many researchers and practitioners believe that e-Learning will be the main educational system for every companies in the world. e-Learning is an alternative education system, which includes computer based learning, web based learning, virtual classroom, and distance learning. e-learning has been expected to impact every educational sectors including Extension services. This study intends to identify and suggest some implications for successful e-Learning implementation of Extension education by investigating the successful factors of enterprises' e-Learning system, where outstanding results have be shown.

• International Journal of Safety
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• v.8 no.1
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• pp.14-17
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• 2009

The $Co^{60}$ $\gamma$-ray irradiation effects on the electrical and thermal characteristics of low density polyethylene crosslinked by Dicumyl peroxide (DCP) were investigated. We experimented on electrical properties as following; electrical tree inception and growing type for applying AC step voltage, AC breakdown strength, volume resistivity with increasing dosage. Also, chemical analyses were performed TGA, gel fraction. These electrical properties changed depending upon its crosslinking degree and byproducts from crosslinking reactions. Crosslinking reactions were considered causing by $\gamma$-ray irradiation and DCP had contained in low density polyethylene.

• Knowledge Management Research
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• v.13 no.2
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• pp.1-18
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• 2012

This article describes how attributes of social network contribute to enhance innovativeness of corporation which is considered to be one of the competitive factors in this global market. The study especially focused on employees' formal and informal communication that is expected to play a mediating role between the factors. 211 employees were randomly selected to participate in an online survey. The result has shown that the static correlation exists between social network, communication, and innovativeness. Closeness of social network was the only influencing factor on communication and innovativeness, and had a partial mediated effect between social network and innovativeness. Based on the suggested contribution for HRD intervention, various communication channels should be developed and supported in order to enhance innovation among social networks in organizations.

• Journal of Family Resource Management and Policy Review
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• v.13 no.1
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• pp.23-39
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• 2009

This study was an attempt to examine the basic scheme required for the job analysis of healthy family-center workers in the context of human resource management. For this purpose, factors including frequency, importance, priority, and difficulty were examined. The job classification and concrete job activities were extracted from the interviews of eight healthy family-center workers, and these factors were then analyzed from the recordings. From the results of this study, 28 job tasks were collected and the four job types were classified. The results can be used for job analysis and human resource development (HRD). This study suggests that various methods should be used for job analysis and that a large number of samples should be utilized for the further studies.

• 대한공업교육학회지
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• v.35 no.2
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• pp.82-111
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• 2010

The goal of this paper was to understand the skill-up experiences of ex-participants of the customized training program in Technical High Schools for Small and Medium Business during first 2 years in Company through qualitative interviews with 3 purposefully selected ex-participants. Their core skill-up experience in this period was assumed as the shift from' dependent worker' to 'independent worker' on the base of literature review. The results of this study were following : 1. The small and medium companies offered a few formal training for newcomers, production-site orientation through short job rotation, linking them with skilled workers and job manuals or job standards. 2. Authentic skill-up experiences were combined with a structured reprimand, peer learning, deep learning through reflection on one's own experiences. 3. There were a few handicap conditions that disturbed their skill-up activities: the skilled worker don't open their skill toward new corner; the ex-participants in company had no time to learn anything meaningful to up-grade their competency.

• Journal of vocational education research
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• v.30 no.4
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• pp.1-22
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• 2011

Paradoxically, leadership has not only positive effects but also negative effects. The purpose of this study is to examine supervisors' dysfunctional leadership behaviors, antecedents and results in order to draw HRD implications for protecting organizations and employees from dysfunctional leaders and provide implications for leadership development. A qualitative research method based on semi-organized interviews with 28 employees from S-group was used. The results of this study show that the dysfunctional leadership behaviors were associated with ten behavioral categories: belittling and insulting the subordinates, authoritative and arbitrary behaviors, self-aggrandizement, biased preference for certain personnel, arrogance, micro-managing, inability to change and adapt, discordance between words and actions, over-dependance on supervisor, lack of ethics and values. Dysfunctional leadership behaviors were casually attributed to 'personal traits & experience', 'task characteristics', and 'internal & external environments of the organization'. Finally, the results of supervisor's dysfunctional leadership behaviors on employees and the organizational effects were 'increased turnover rate', 'declining work efficiency', 'collapsing morale', 'retraining innovative thinking', 'passive working culture', 'discouraging organizational vitality', 'discouraging organizational synergy', 'losing loyalty' and 'declining trust on supervisor'.

• Journal of the Korean Applied Science and Technology
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• v.36 no.1
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• pp.279-298
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• 2019

Many empirical studies are conducted in regards to protean career or boundaryless career. The concept and the notion of protean career and boundaryless career has extended so far. Yet, the gap in the literature exists. Previous literature focused on the relationship among protean career, boundaryless career, and subjective career success, but examined little about the influence of protean career and boundaryless career on positive career attitude or future learning readiness. Therefore, this study explores the moderating effect of supporting policy of career development among protean career orientation, boundaryless career, positive career attitude, and future learning readiness. There was moderating effect of supporting policy of career development among the relationships of protean career orientation and future learning readiness; the relationships of boundaryless career and future learning readiness. The moderating effect of supporting policy of career development implies that the intention of career development in self-directed way and learning are related. In addition, The role of HRD/HRM department which takes initiatives in career development can affect the learning readiness for future among workers.