• Industry Promotion Research
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• v.1 no.2
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• pp.95-101
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• 2016

This study analyzed the effect of participation in work and learning ducal system of small businesses on employees' job competency enhancement. The study results showed that performance assessment significantly affected job competency enhancement(p<.001, ${\beta}=.514$). In conclusion, it is suggested that small businesses should consider performance assessment more important and actively include it in training program as generally utilizing off-the-job or on-the-job training method. This study provided implications for analyzing the effect of participation in work and learning ducal system of small businesses on employees' job competency enhancement, so it broadened the scope of the study about performance of work and learning ducal system and verified the effectiveness depend on the type of training.

• Journal of Agricultural Extension & Community Development
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• v.29 no.3
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• pp.131-142
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• 2022

This study aims to develop a curriculum for nurturing experts who perform agricultural safety and health management tasks. This study was conducted in three stages. First, job definitions and job models of agricultural safety and health managers were derived through job analysis using the DACUM technique. Second, job demand analysis was conducted by conducting a survey on the difficulty, importance, and frequency of each task. Third, IPA analysis was performed as the first priority tasks of job demand analysis to present the courses and subjects of the training course for safety and health managers in agricultural work. The job of the agricultural safety and health manager was defined as "to conduct guidance and advice on safety and health education, risk factors, and evaluation and management of harmful factors to protect farmers' professional health and safety." The job model consisted of 4 tasks, 31 core tasks, and 67 detailed tasks. As a result of job demand analysis, there were 39 tasks in the 1st priority, 22 in the 2nd priority, and 6 in the 3rd priority. As a result of the IPA analysis, there were 13 'capacity development focused areas', 4 'capacity development effort areas', 11 'low priority areas', and 3 'continuous maintenance areas'.

• International Journal of Knowledge Content Development & Technology
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• v.13 no.4
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• pp.51-79
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• 2023

A person's job performance is the result of their efforts, influenced by their skills, personality, and perceptions of their role. Job performance is the execution of statutory obligations or functions based on the area of expertise of library personnel that are directed toward achieving the library's goals. The purpose of this study was to investigate the impact of staff motivation and self-efficacy on the job performance of library personnel in Kwara State, Nigeria. The descriptive survey approach of correlational type was used in this investigation. To cover all the library personnel at the participating public libraries in Kwara State, Nigeria, total enumeration or census survey methodologies were used. Eight objectives are used to steer this investigation. The findings demonstrated a significant correlation between staff motivation and job performance, while self-efficacy and job performance have a significant negative relationship. The authors recommend that library personnel who receive training, particularly training focused on providing them with development chances, may perceive that the organization values them as individuals, which increases their sense of self-worth and, as a result, helps them create stronger job performance.

• Culinary science and hospitality research
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• v.7 no.1
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• pp.5-33
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• 2001

At present, the students majoring in tourism approach theoretically and practically target human resource development which is balanced between creativity and specialty. and yet, the initial step of on-the-job training has not been worked and the area of tourism and experience in this field are known as a begining stage. this study is focusing on the on-the job training in the area of tourism major in university. To solve the problems and to get rid of these weakpoint, the cooperative institution controling the tourism educational institution in the University. On top of that, some useful measures should be taken. The improved educational programs, appropriate curriculum, proper supervision for the trainees, correlation with school learningand on-the-job training, and flow of human resources between input levels and output levels. Hereafter finer and better study of this subject will be hopefully continued.

• Journal of information and communication convergence engineering
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• v.22 no.1
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• pp.23-32
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• 2024

This study aims to improve the quality of distance learning by developing webcast-based e-learning media and integrating it into an e-learning platform for functional job training purposes at the National Research and Innovation Agency, Indonesia. This study uses a Technology Acceptance Model (TAM) to assess and predict user perceptions of information systems using webcast platforms as an alternative to conventional applications. The research method was an online survey using Google Forms. Data collected from 136 respondents involved in practical job training were analyzed using structural equation modeling to test the technology acceptance model. The results showed that the proposed model effectively explained the variables associated with the adoption of web-based e-learning during the COVID-19 pandemic in Indonesia for participants engaged in functional job training. These findings suggest that users' perceptions of ease of use, usefulness, benefits, attitudes, intentions, and webcast usage significantly contribute to the acceptance and use of a more effective and efficient webcast-based e-learning platform.

• Journal of the Korea Fashion and Costume Design Association
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• v.4 no.1
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• pp.111-130
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• 2002

This study performed a structural questionnaire survey and non-structural interview of the ladies apparel manufacturers in Daegu on the qualification for the employees, skills required for job performance, job training, automatic manufacturing systems, and the use of computer. The results are as follows. 1. Almost all of the apparel manufacturing systems were Pair System, except one Line System in one company. In terms of outsourcing, most of the manufacturers answered “yes,” and in 1998 the outsourcing process was sewing, but in the year 2002, outsourcing has been increased :12 manufacturers(57.1%) outsourcing most of the processes except patterning, 3(14.3%) outsourcing the finish of sewing. 2. The workforce of 1998 and that of 2002 shows a significant difference(P＜. 01) between office work and management. The number of office workers has decreased from 15 down to 5.3 people. On the other hand, that of the management has slightly increased from 5.3 to 9.2 people. The number of the manual workers has decreased from 32.2 to 28.7 people. And the number of tailoring and patterning workers has slightly decreased, but the number has increased in sewing from 3.7 to 7.0 people. 3. The wage of an employee shows a significant difference between a sewing assistant(P＜. 01) and a production manager(P＜. 05), and the wage of a sewing assistant, in particular, has slightly raised from ￦905,000 to ￦1,054,000. 4. The qualifications required of employees are “cooperative human relations”(30.8％), “diligence,” and “ability for job analysis”(26.9％), and “positive thinking” (15.4％) in 1998, and “ability for job analysis”(38.5％), “cooperative human relations”(34.6％), and “positive thinking” (15.4％) in 2002. The areas for job openings are significantly different(P＜. 01) depending on the year. Job openings in the design section has increased from 1(3.8％) to 16 manufacturers (61.5％), and decreased in tailoring section from 22(84.6％) to 2 manufacturers(7.7％). Job openings in the sewing section have increased form 2(7.7％) to 6 manufacturers (23.1％). In terms of sex of the employees, there is a significant difference(P＜. 001). 19 companies(73.1％) wanted “male” in 1998, but 8 companies(30.8％) answered that they want “female” and 17 companies(65.4％) answered that “it does not matter.” About the educational background, there was a significant difference between the years. The number of the companies that want junior college graduates with an associate degree has increased(15 companies(57.7％). There was a significant difference(P＜. 05) in major of the employee. The number of the companies that want fashion majors has increased from 5(19.2％) to 20(76.9％). 5. In terms of job skills required, there was no significant difference. In 1998, “production skills” (46.2％) and “ability for job analysis” (26.9％) were required, and in 2002, “ability for job analysis” (42.3％) and “emotional skills” (26.9％). 6. In regard to training for job skills, “fashion professional training” has slightly decreased from 65.4％ in 1998 to 46.2％ in 2002, however, “training for job analysis” has slightly increased from 30.8％ in 1998 to 46.2％ in 2002, which indicates the fact that “fashion professional training” and “ability for job analysis” have been emphasized. 7. The number of the manufacturers purchased apparel CAD has increased from 1(3.8％) to 3(11.5％), and the number of the manufacturers that have no plan for purchase has increased from 16(61.5％) in 1998 to 15(57.7％), still taking up a big proportion. 8. About the use of computers in manufacturing, there is a significant difference(P＜. 05). The number of the manufacturers using computer has increased from 5(19.2％) to 15(57.7％) and that of the manufacturers which do not use computers has decreased from 17(57.7％) to 8(30.8％). 9. In the interviews with the owners of the manufacturers, they pointed that schools should give more weight on practical training courses, the invitation of experts in the specific field, complex production systems, training courses for sewing, field trip courses, and furthering specialty education, personality and vocational education.

• Journal of Agricultural Extension & Community Development
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• v.13 no.1
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• pp.195-208
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• 2006

This study was carried out to analyze the working conditions and Job Satisfaction of foreigner agricultural trainees. Foreigner training program is governmental project to decrease the shortage of labor resources in farm household and increase of income for trainees, to transfer the agricultural technology to sending country. For this purpose, data were gathered from 110 foreigner agricultural trainees consisted of 91 Uzbekistanian and 19 Mongolian by interview with questionnaire. The results are as follows: 1) the trainee answered to increase the income and technical training regardless of nationality, age, wedding, and types of agriculture. 2) the trainee felt crucial difficulties in language usage and homesick during the training program, 3) Training program should be concretized in working schedule.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2018.10a
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• pp.604-605
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• 2018

IT vocational training teachers in ICT develop an important role in helping the unemployed and job seekers to move beyond job skills delivery to enable people to live with others. In order to analyze the vocational identity and vocational adaptation process of IT vocational training teachers, we selected the qualitative research methods of ethnography and selected IT vocational training teachers of D training institution in Daejeon. This study is meaningful in that it explored the inner world of teachers' vocational consciousness and identity which had not been studied in the vocational training and education field.

• Journal of the Ergonomics Society of Korea
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• v.27 no.2
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• pp.67-72
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• 2008

The purpose of this study is to describe the precise nature ofergonomists(CPE). CPE job analysis included the tasks performed at present and the tasks which might be performed in the future by CPE. The questions also included which tols, knowledge and academic background are required for the CPE job at present or in the future. The clear job description will help people to understand the business area of CPE and to develope curiculum in job training.

• Journal of the East Asian Society of Dietary Life
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• v.23 no.4
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• pp.508-518
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• 2013

In this study, the influence of sub-factors of Big Five personality (extraversion, agreeableness, conscientiousness, neuroticism, openness to experience) to job satisfaction and turnover intention, and mediating effect of job satisfaction between Big Five personality and turnover intention were empirically analysed. Also the relationship between job satisfaction and turnover intention was investigated. The sample of this study were customer-contact employees of restaurant among Youngnam province. 243 questionnaires were used for the empirical analyses. According to the empirical analysis results, openness to experience and conscientiousness respectively had positive influences to job satisfaction and turnover intention. Also neuroticism gave negative influence to turnover intention. Another research finding of this study was that mediating effect of job satisfaction existed in the causal relationship of 'openness to experience' and conscientiousness to turnover intention. Managerial implications of the research findings are that restaurant managers are recommended to select employees of having much of conscientiousness and 'openness to experience', and to employ those of having much of agreeableness. In the field of restaurant industry, training is very important for employees to foster these personalities, because this industry does not have environment of hiring employees of having much of these personalities. Also training can be applied to employees of having high neuroticism for minimizing their turnover intention.