• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2022.11a
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• pp.137-139
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• 2022

As cyber threats in the maritime industry increase due to the digital transformation, the needs for cyber security training for ship's crew and port engineers has increased. The training of seafarers is related to the IMO's STCW convention, so cyber security training also managed and certified, and it is necessary to develop a cybersecurity training system that reflects the characteristics of the OT systemof ships and ports. In this paper, with the goal of developing a training model based on the IMO cyber risk management guideline, developing a cyber security training model based on the characteristics of maritime industry threats, and improving the effectiveness of cyber security training using AR/VR and metaverse, A method for developing a system for nurturing cyber security experts is presented.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2004.08a
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• pp.113-120
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• 2004

Considering the present and expected demand for human resources by the maritime community, its quantity and quality depend on the number of the ships and the technology applied to them. Scientific and economic developments in this community bring the intensive use of modem technology for many of ships operation. Generally it effects to reduce the quantity of manpower, while it increases the requirement of qualifications of human resources to utilize such advanced technology. Considering above, the maritime education, training and research activities should be revised and updated according to the demand of the community. Because of a difference between the transition of the demand for the human resources and development of the maritime education, training and research activities, there are two most common questions as “What to teach” and “How to teach”. The first question has been asked for many years. The contents of maritime education and training are always related to the existing maritime knowledge and technology and should be updated with consideration of changes of the demand namely “Globalisation of maritime community”. It brings globalisation of the maritime education, training and research activities. The second question is still keeping us busy to look for the best way. Presently traditional methods are used together with new system, while the use of sophisticated simulation, communication and information systems etc. and it is changing our understanding on teaching. This paper introduces the new role of Maritime Institutions from the viewpoints of the maritime education. training and research activities. The role of guide for seafarers and maritime companies is always essential and the concepts such as “Refreshment Training”, “On the Job Training”, “Lifelong” or “Continuous Training” bring new understanding to the training period, trainee's age and position. As a result, the maritime institutions should be ready for their new role, which is, in brief, guiding the maritime society, recommending and providing new learning environments, organising research and developments, performing the education, training and assessment, improving existing methods and developing new methods of the education, training and assessment.

• The Journal of the Korea Contents Association
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• v.15 no.12
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• pp.504-516
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• 2015

The purpose of this study is to find out subjective perception types and needs of interested group on the Field Placement on Demand of Gwangyang Bay Area Industry by Q methodology, then to search for political measures to improve Field Placement in the implication of the sorted subjective perception types. The result of the study showed that there are three major sorts of subjectivities on the Field Placement Activation Plan on Demand of Gwangyang Bay Area Industry: emphasizes indusrty-college cooperation(Type1), emphasizes industry demand analysis(Type2), emphasizes field-centered education(Type3). And a new study showed that results can improve Field Placement on Demand of Gwangyang Bay Area Industry: positive industry-college partnership building, manpower training total support system building by manpower demand analysis and the situation of local industry, building the infrastructure for the training on demand of local industry on-the-job, trasition into field-centered education system by national competency standards(NCS).

• Journal of Fisheries and Marine Sciences Education
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• v.11 no.1
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• pp.69-87
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• 1999

This study had been analysed the establishment, the closing and the actual conditions of the fisheries school according to the four times revision and promulgation of the law of education of korea which were devided by the early term (the first Chosun educational decree), the middle term (the second Chosun educational decree) and the last term (the third and fourth Chosun educational decree), and also been investigated how the fisheries education of the school had been acted to the mobocracy and the assimilation policy and together with it's back ground through this analysis. The aim of this study is to contribute to the study of the history of the fisheries school education, analysis of change of the fisheries school education according to practical application of the Chosun educational decree. The summary of the characteristic of the each term are as under. First, in the early term of the fisheries education under the first Chosun educational decree, Experts were despatched to the each province with donated money from emperor and opened seasonal the fishing training centre, a kind of social fisheries education, and trained directly fishing technic and were going to train fisheries trainees regularly under name of elementary fisheries school. Japanese imperialism attached great importance to the vocational education in order to snack economical products from colonized Korea but actually had a purpose to train low quality technician who follow blindly their colony policy of Japanese imperialism. The fisheries schools in the circle of system in early time of Japanese imperialism, Kunsan public elementary fisheries school was established in April 1915, Yosu public elementary fisheries school was established ill May 1917 and Kyungnam Tongyoung training school was established in March 1917. Secondly, After 3.1 movement, the Japanese imperialism established an appeasement policy so called cultural politics and continued assimilation policy with skilful methods. After revision of the second Chosun educational decree, the Elementary vocational school was changed as the vocational training school. The school of fisheries education in middle of Japanese imperialism trained low quality technicians to snack fisheries resources from colonized Korea. After the middle of Japanese imperialism they paid attention on training fisheries technician through fisheries school rather than training school. With high interest and crowded volunteers, Kunsan public fisheries school was promoted in 1922, Tongyoung public fisheries school was promoted in 1923, Yongampo fisheries training school established in 1922 was promoted as Yongampo public fisheries school in 1926. Thirdly, in the time of the third and fourth Chosun educational decree, the end of Japanese imperialism, they met Pacific war after Japan vs China war. During the war time they considered the vocational school as the source of supply for materials and manpower and consequently had to expanded vocational education and systematically despatched students to war field and practiced military training. In 1938, Namhae public fisheries school was established and Chungjin fisheries school was permitted. But in order to supply manpower to Pacific war, the study period of Yosu public fisheries school was shorten from 5 years to 4 year in 1943 and also that of Tongyoung public fisheries school shorten in 1944.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.33 no.1
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• pp.121-131
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• 2010

Technological innovation depends on the quality of workers, whose ability is the key component to raise business competitiveness. Our study evaluates how satisfactory is the training of workers at small and medium sized firms, and suggest how to improve upon it. We show the theoretical framework for the relation between customer satisfaction and their behavioral intent on the one side, and factors of training service quality. Our result show: (1) Factors affecting customer satisfaction are, in descending order of importance, expertise, policy, follow-up service, attitude and behavior, and convenience. (2) Contrary to established views on the service quality, satisfaction for training would not be the prerequisite variable for intent to act, in case of training service quality. (3) Satisfaction level for training depends on the type of organization in charge of training (government, university, or private sector.) It also varied among different types of business (L-type, A-type, and J-type.) Small and medium sized firms find it difficult to commit to training education due to lack of money and manpower. The recent expansion of free training service would address part of this problem. On the other hand, the outfit in charge of training could boost service quality by customizing their training program to the type of business they cater to.

• International conference on construction engineering and project management
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• 2005.10a
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• pp.956-961
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• 2005

Delay, cost overrun and inferior quality in public works are common in Nepal and Cambodia. Almost 90 percent of the civil construction engineers working in the industry were one-degree graduates without appropriate training. The civil engineering education had provided elemental engineering knowledge to the graduates however integrated engineering and management knowledge and skill are essential for efficient infrastructure development. ODA in developing countries had been concentrated in hard infrastructure development without improving the quality of higher education. Integrating ODA to engineering education system would help develop qualified technical manpower and appropriate technology domestically, and improve the efficiency in infrastructure development in developing countries.

• Journal of Fashion Business
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• v.19 no.5
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• pp.188-198
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• 2015

This study analyzed the qualifications necessary and manpower required in the Jeju nail art and make-up industry. We aimed to investigate the relationship between NCS education and national technical qualifications. For this study, 164 participants were given a questionnaire, and the collected data were analyzed via frequency analysis and multiple regression analysis using SPSS Ver. 18.0. The results of this study are as follows: 1. Matching job seekers with available positions was more difficult in nail art businesses than in makeup businesses. The main routes by which practitioners found jobs were Internet job sites and acquaintances. In addition, experience was the first consideration in hiring employees. 2. Those in high positions had less intention of employing students who had received NCS education, than those in lower positions. Intention to employ NCS graduates was high in businesses that found their employees through Internet job sites, vocational training institutes, acquaintances, or colleagues. Nail art workers prioritized NCS educational units in the following order: nail care, nail shop hygiene, gel nails, cosmetic nail removal, and tips/wraps. Makeup workers had the following priorities: basic makeup, wedding makeup, makeup shop safety, and hygiene management. They also mentioned basic occupational skills such as communication skills, interpersonal skills, and problem solving skills. Moreover, the new national licensing system was found to reflect competency in the most important skill sets.

• The Journal of the Korea Contents Association
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• v.16 no.9
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• pp.149-159
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• 2016

As a way to improve the quality of life following the increase of the national income, the importance of cultural welfare has been magnified. To actively cope with such a situation of the times, the government has operated the cultural welfare workers system; however, the reality today includes many problems such as lack of reliability and professionalism in the system. Thus, this thesis has as an objective to extract priorities for the improvement of the cultural welfare workers system through analyses of precedents, investigations by professionals and related systems, and to propose measures of improvement. The priorities, in case of higher levels, are in the order of: utilization of manpower, educational curriculum and test subjects, methods of license acquisition and training institution. In order for the cultural welfare workers system to be efficiently operated based on the priorities, the existing system needs to offer state-certified licenses and provide workers with institutional strategies for refresher education and utilization of manpower.

• Journal of Information Technology Applications and Management
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• v.11 no.3
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• pp.1-21
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• 2004

To meet the needs of the information age, the Korean government has placed a high priority in building the IT -capable workforce. Though a sizable financial resource was committed in implementing the policy, its effectiveness was not examined yet. The policy for the workforce development should be assessed continuously so that any misdirections are detected and redressed. The present study addresses four potential problems that would not allow the government to switch from a quantity-based policy to a quality-based policy. These are ① Korean universities' labor supply chain. ② moral hazard problems. ③ financial capacity of students, ④ horizontal policy orientation. The paper also proposes solutions to the mentioned problems. The government should foster an environment in which provide the concerned parties(universities. private institutions. students. etc,) with incentives to participate actively and promote the market principle of labor supply and demand. Such an ex-ante approach is believed to improve the system's efficiency compared to the extant approach based on ex-post KPI figures. If the four issues are not redressed. the market failure is likely to occur. The government should not make direct involvement in developing manpower, but rather be a linchpin to pull all concerned parties together. By doing so. the government should be able to fill the gap among parties in the system. One government role would be like defining workforce categories and promoting their career paths. Such role will also trigger universities and private institutions to pursue differential strategies along the supply chain of a particular workforce type.

• Journal of the Institute of Electronics and Information Engineers
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• v.54 no.1
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• pp.46-52
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• 2017

Social attention to information security field is inspired, and manpower demand forecast of this area is getting high. This study surveyed information security knowledge of practitioners who work in a field of information security such as computer and network system. We analyzed a connection between survey data, information protection job system that was suggested by NICE, IT skills that NCS and KISA classified and security field classification system. Base on data that analyzed, this study suggests a curriculum that trains professional manpower who perform duties in the field of information security. Suggested curriculum can be applied to 2 year college, 3 year college and 4 year college. Suggested curriculum provides courses that students who want to work in a field of information security must learn during the college. Suggested courses are closely connected to a related field and detailed guideline is indicated to each course to educate. Suggested curriculum is required, and it combines a theoretical education that become basis and a practical education so that it is not weighted to learn theory and is not only focusing on learning simple commands. This curriculum is established to educate students countermeasures of hacking and security defend that based on scenario that connected to executive ability. This curriculum helps to achieve certificates related to a field more than paper qualification. Also, we expect this curriculum helps to train convergent information security manpower for next generation.