• Journal of Digital Contents Society
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• v.11 no.4
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• pp.589-595
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• 2010

In this paper, we have designed and implemented a personalized health training system which provides health training methods using 3D animation based on the data from a professional trainer, after a trainee inputs individual physical characteristics. Many trainers at fitness centers provide only sketchy training method and usage of fitness machines not appropriate training method for trainee's physical characteristics. Individual characteristics. Individual characteristics prepared tabular input which consists of exercise goals, exercise areas, whether or not the normal movement, and RM. The system provides the training methods, the effects of exercise, and the health training motions through searching the database more accurately.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.187-202
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• 2020

Can job training be considered a social right? Who must bear the costs of individual job training? This paper studies these two issues by examining the Korean Individual Learning Accounts (ILA) revised in 2020 and proposes future policy directions. Although there is no explicit legal provision stipulating job training as a lawful right in Korea, such absence does not negate the government's role of providing vulnerable people, etc with necessary training. Korean ILA heavily depends on the Skills Development Scheme under the Employment Insurance System which succeeded the past mandatory training levy system and it becomes harder to maintain principle of insurance because of sizable volume of atypical workers who are not insured. For future policy directions, it is desirable to increase the burden of general budget and self-financing as they are below 30% combined and the coverage of the ILA needs to be steadily expanded to all economically active people. Also, labor-management should step up joint efforts to stimulate the use of already existing policies such as paid training leave and request for reduction of working hours.

• The Journal of Korean Institute for Practical Engineering Education
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• v.2 no.2
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• pp.99-104
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• 2010

The Individual Training Account System(ITAS) is a new vocational training system for the unemployed in Korea. This paper analysis ITAS based on the theoretical framework of contracting-out public services. The results show that ITAS has problems of targeting and mismatch with the training needs of the industry. Also the possibility of the moral hazard problems of training institutions and trainees can be increased in ITAS. The unstability of training market may deteriorate the quality of the vocational training under ITAS. In order to solve these problems, there should be consulting services on the job finding and vocational training before issuing the training account so that trainees can take guided training courses according to industrial needs for vocational training. Government has to develop a more efficient monitoring and evaluation system on the vocational training institutions and to restructure the private training market based on the evaluation.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.11
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• pp.458-468
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• 2019

This study proposes an efficient weight training strategy to reduce body fat, by identifying the effects of weight training on body fat reductions based on individual characteristics and changes in skinfold thickness. We analyzed the effects of 12-weeks weight training on changes in skinfold thickness and the resulting body fat reductions by considering individual traits of the subject. Our results indicate that individual characteristics have no statistically significant effects on changes in skinfold thickness, but were statistically significant for changes in the amount of body fat. Second, changes in skinfold thickness showed statistically significant effects on changes in body fat. Third, weight training induced changes in skinfold thickness were more significant in men than in women. Men also exhibited greater changes in body fat than women after weight training. Taken together, these findings confirm that changes in skinfold thickness and body fat observed through the 12-week weight training had variations depending on individual characteristics, and changes in skinfold thickness significantly affect the changes in body fat. The weight training program proposed by this study considers incorporation of individual characteristics, rather than accomplishing the same outcome with uniform methods and amounts of training. Furthermore, this program induces changes in skinfold thickness before implementing random efforts for reducing body fat.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.499-506
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• 2020

The study examines the influence of individual characteristics, training content, and manager support on the effectiveness of on-the-job (OJT) training in the banking and finance industry. A simple random sampling technique was used to select the samples. Questionnaires were distributed to respondents in order to obtain the data. Using cross-sectional data obtained from 396 respondents in Bank A in Malaysia, the multiple regression results show that self-efficacy, motivation to learn, training content, and manager support have positive influence on OJT training effectiveness. Among all these factors, manager support is very highly correlated with OJT training effectiveness. The findings have given fruitful insight of the crucial roles of OJT training in the respective bank, particularly to bring forward the roles of systematic design and implementation of OJT training. This study is not only expanding knowledge in OJT and training, but offers managers practical insights in developing good OJT training program by considering employees need, capabilities, skills and job requirement. Furthermore, this study also provides a valuable framework in identifying the effectiveness of OJT training program for certain jobs. Further discussion of the research findings and its implications to theoretical knowledge of training and managers are promised at the end of the article.

• Knowledge Management Research
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• v.16 no.3
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• pp.129-147
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• 2015

Building on previous literature of human resource management and development, this paper investigates the effect of various characteristics of informal education a firm offers on employees' individual creativity. we identify quantity, quality, and variety as three critical components of informal educational and training circumstances. Data from a multi-informant survey conducted to 442 employees in Korean postal service show that a firm's informal educational training has significant effects on its employee creativity. The results indicate that enough high quality of program, various training method have a positive relationship with his/her individual creativity although time and opportunity don't have an critical impact on employee creativity. This study highlights the importance of a firm's informal education in terms of motivation and skills, and helps to explain individual discrepancies in creativity.

• Korean Journal of Cognitive Science
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• v.15 no.3
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• pp.1-14
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• 2004

This research examined the effects of individual differences on visual discrimination skill teaming and its transfer to novel stimuli. Individual participants were categorized as having an analytic or holistic cognitive style, high or low working memory capacity, and high or low levels of rationality, experientiality, and adaptive decision-making styles. Participants received easy or difficult training for the serially presented discrimination task, and then transferred to novel discriminations. Training content interacted with cognitive style and working memory capacity to affect transfer accuracy performance, but individual differences in decision-making styles did not affect transfer performance. Results suggest individual differences should be taken into account when designing an interface for visual discrimination.

• Journal of Labour Economics
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• v.25 no.1
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• pp.131-160
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• 2002

This article tried to find out the individual wage effect of training. This Article used 1998, 1999 KLIPS(Korea Labor and Income Panel Study) panel data. The size of the individual wage effect of training was twice of tenure's, and had significance. Training had a good effect on the job satisfaction and carrier development. To overcome self selection bias, this article regressed the first difference of wage equations, but we didn't get the significant results. Dividing sample into quitters and non-quitters in order to investigate the relation between training cost and benefit, we regressed separately the each first difference of wage equation. On quitters, the individual effect of training appeared significantly, but on non-quitters, it didn't. This results mean that employer does not raise wage rate according to upgraded skill originated in incumbent's training. And the results also mean that the upgraded skill of employee who quit pre-employer is recognized by new employer, and his wage rate rises in his new job.

• 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.

• IE interfaces
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• v.22 no.2
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• pp.104-115
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• 2009

The objective of the study is to evaluate the effectiveness of Crew Resource Management (CRM) training program for operators in the Main Control Room (MCR) simulator of APR-1400 Nuclear Power Plant. The experiments were conducted for two different crews of operators performing six different emergency operating scenarios during four-week period. Each crew consisted of the five operators: senior reactor operator, safety technical advisor, reactor operator, turbine operator, and electric operator. All crews (Crew A and B) participated in the training program for the technical knowledge and skills which were required to operate the simulator of the MCR during the first week. To verify the effectiveness of the CRM training program; however, only Crew A was selected to attend the CRM training after the technical knowledge and skills training. The results of the experiments showed that the CRM training program improved the individual attitudes of Crew A significantly. Team skills of Crew A were found to be significantly better than those of Crew B. The CRM training did not have positive effects on enhancing the individual performance of Crew A; however, as compared to that of Crew B. Implication of these findings was discussed further in detail.