• Journal of the Korea Safety Management & Science
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• v.13 no.4
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• pp.179-191
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• 2011

When it comes to the training program conducted by company to improve job performance ability, it would be not a investment but a waste if the training contents is not practically applied to the business accomplishment. Even though some people raise a question on the job application of postal distance training, funded by employment insurance, the study on the job application of postal distance training shows that the components of the training program have a positive effect on it and the model has 60.5% validity. Moreover, its control effect on environmental support and individual characteristics has been partially established. The study has been conducted by questioning survey with the employees who completed a postal education 3 months ago. With the result, we can find that the postal distance training benefits employees to improve their job performance abilities and expect that it continuously plays a crucial role in the field of company training through the development of high-quality training programs.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.1063-1069
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• 2021

The purpose of this study is to explore and empirically analyze the factors affecting transparency and public accountability in local government, which have not been sufficiently researched in terms of human resource management, and good governance implementation. In particular, this study intends to examine human resource management activities focusing on the government effectiveness dimension. This study uses a qualitative approach and phenomenological method to examine the phenomenon of participant experience along with documents that are in the setting under study. Participants consisted of nine people from the Regional Government Work Unit of Tasikmalaya City, the private sector, and the community. The researcher divided data analysis into three sub-indicators, including effectiveness and efficiency, responsiveness, and public service. The Results show Regional Financial and Asset Management Agency (BPKAD) of Tasikmalaya City as sufficient in terms of human resources, this can be verified from the number of leaders and staff, which amounts to 58 people, of which 80% are economic graduates. Although the quantity is adequate, the quality of human resources in BPKAD in Tasikmalaya City is still weak. In Conclusion of this study it is inferred that the application of the government effectiveness dimension in BPKAD Tasikmalaya City is not optimal and need adequate training to improve employee performance in financial management.

• Journal of Digital Convergence
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• v.8 no.2
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• pp.131-145
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• 2010

The speed of change on information technology is very fast, so it demands a continuous competency development in IT human resource management. If the competency development for IT personnel can not keep up with the change of Technology, IT personnel cannot accomplish their IT job under new IT environment. For this reason, many companies have tried to manage IT organization separately and IT job system on the technology basis. Although the training of IT is different from that of other field in feature, few studies about IT human resources system have been conduced. Therefore this study focuses on the training system of IT personnel and suggests the framework for institutionalizing the operation policy and the individual process through a case study methodology. This paper chose one company as a case study which implemented the training system of IT personnel recently, and the proposed framework based on the literature review from this study applied to a company. The study shows that IT job system needs to be reasonably established, job descriptions should be appropriate to IT job, and there exist two training paths according to two career path - Specialist and Generalist. For the purpose of high performance in IT division, the training manager should understand IT job system, the people who need training, and keep an eye on the IT trends and new IT skills.

• International journal of advanced smart convergence
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• v.11 no.2
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• pp.142-152
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• 2022

We study confirmed the relationship between the adversity index, entrepreneurial orientation, and organizational learning competency perceived by organizational members as follows. First, the adversity index showed a positive (+) effect on entrepreneurial orientation (hypothesis 1) and organizational learning competency (hypothesis 2). Second, the entrepreneurial orientation was statistically significant in organizational learning competency (hypothesis 3). Third, the partial mediating role of entrepreneurial orientation (Hypothesis 4) was confirmed in the process of the adversity index affecting organizational learning competency. Meanwhile, the main implications of this study are as follows. First, it is the aspect that provides additional theoretical implications in the reality that studies on the adversity index and entrepreneurial orientation that affect organizational learning competency are lacking. Second, it is the aspect that the importance of adversity index and start-up orientation was confirmed in improving organizational learning competency based on securing differentiated competitiveness for the advancement of the organization's sustainability management system. In addition, it is the aspect of drawing practical implications for strategic human resource management and human resource development to systematically improve it.

• Journal of Fisheries and Marine Sciences Education
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• v.23 no.2
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• pp.244-252
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• 2011

This study was carried out through survey based on job candidates of marine-bio, marine logistics, and GIS in order to train the human resources with the IT combined ability in the field of fisheries and oceans in Busan. Also, it included the survey on the field of the human resource development which businesses require in Busan. The analysis showed that food industry was most preferred by job candidates and the most required efforts for self-development to employ was to improve their English skills. The most preferred area was Busan and their salary requirements were in the 25 million to 30 million Won range. In findings on survey of businesses, businesses showed a profound interest in HACCP qualification in sea food and logitics manager qualification, and thought that the abilities that job candidates must have were communication and creativity rather than major and skills.

• Journal of Agricultural Extension & Community Development
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• v.8 no.2
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• pp.209-221
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• 2001

The nature of work which is changing has increased the importance of HRD within organization. Also, these changes are making HRD shift its paradigm : from the segregated, closed, operational & administrative, dependent, utilitarian view to the integrative, open, strategic & facilitative, interdependent, generative view. The shifts of the perspective on HRD cause HRD professionals rethink the purpose and definition of HRD, and the role & competency needed to HRD in 21st century. The findings which are drawn through literature review and researcher’s intuition based on a long field experience are as follows. First, The function of HRD has recently been much more important then that of the past. Second, There is no consensus over the conceptual identity of HRD. Nonetheless, it is apparent that the preferred activities of the HRD function is performance improvement. Third, It is too difficult that we should define clearly the role & competency of HRD because of diverse perspectives on them. But we find much evidence converging to support the fact that the role & competency of HRD should be extended from the sole focus on training & development to adding the additional role & competency of change agent, who includes planning, implementing, and managing change.

• Proceedings of the Korea Contents Association Conference
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• 2009.05a
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• pp.378-382
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• 2009

The purpose of this study is to design and develop competency based career development system for mid size IT company employees to support HRD(Human Resource Development) & HRM (Human Resource Menagement). Although many researches have been done in terms of employees career and competency development in corporate environment, there are not many cases to analyze mid size companies because small companies have limited number of employees and budget to develop career development system. This study analyzed 55 subjects to analyze their current competency level and job description in two mid size IT companies to design and develop competency based career development system. Three career paths such as R&D, management, and marketing, were common in IT companies and each suitable career development plan was recommended. The results of this study are able to provide self diagnostic competency based career development system for mid size company employees to improve their job performance and administration efficiency as a consequence.

• Journal of Fisheries and Marine Sciences Education
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• v.28 no.6
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• pp.1801-1811
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• 2016

The purpose of this research is to grasp the present state of marine lifelong education and to provide direction for maritime industry. In this research, we first saw our country present ocean industry and the ocean lifelong education concept and definition besides formal school education to secure ocean human capital. Second, we researched about the ocean lifelong education that has been progressing by the organization, and by this, we inferred what to improve from our country ocean lifelong education. As a result, the improvement point for present ocean lifelong education of our country was first, the reflect of variety of marine related information in our country lifelong education is low, second, the learners were mostly children and teenagers, third, most of the were event education. Forth, it is good that there are a lot of experimenting programs, but most of them were experiment of ocean leisure sports and visiting the facilities, and because these are one-time thing so it was hard to secure marine citizenship or help them set their career in marine. Fifth, all facilities had similar contents for the experimenting program, and sixth, education period was concentrated on May and November.

• Journal of Fisheries and Marine Sciences Education
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• v.21 no.1
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• pp.140-150
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• 2009

The purpose of the study is to improve in-service fisheries & shipping affiliate teachers informative and professional presentation. The sensible solution to this problem is to analyze about the opinion of in-service fisheries & shipping affiliate teachers about Certification Training Program during 10 years. We provide the suggestion about the coming certification training program that satisfy the need of the trainee and that can be effectively applied into practical teaching movement in school. According to these conclusion, it is estimated that in-service fisheries & marine teacher don't have the negative view of certification training program. By the way Combination subject education program was significantly improved by developing the program on the basis of the fisheries & shipping affiliate teachers' opinion.

• Proceedings of the Korea Institute of Fire Science and Engineering Conference
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• 2008.11a
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• pp.461-464
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• 2008

Plan of Human Resource Development is essential to strategically promote poor domestic fire protection industry and as a consequent to grow it to a high value added service industry. To foster fire protection industry, any reform will be needed to for a smooth supplies of work force by training customized high class work force. Consequently, In this study, We will investigate and analyze the status and problems of current domestic fire protection industry so that We can suggest the direction for a way to improve these.