• The Journal of Asian Finance, Economics and Business
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• 제7권11호
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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.

• 산업진흥연구
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• 제2권1호
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• pp.63-68
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• 2017

본 연구는 직장에서 교육훈련을 1회 이상 참여한 근로자를 대상으로 2016년 10월 10일부터 10월 28일까지 총 63부를 설문 조사 분석하였으며, 교육훈련이 직무스트레스에 어떠한 영향을 미치는지를 분석 하였다. IBM SPSS Statistics 20을 이용하여 요인분석 32개 문항을 사용하여 4개 요인을 도출하였고 유의확률 p=.000로 검증되었다. 연구결과 첫째. 직장의 교육훈련과 직무스트레스에 미치는 영향은 직장의 OJT 교육이 직무 스트레스 해소에 유의한 영향을 미치는 것으로 나타났다. 둘째, 교육훈련이 업무스트레스 간의 상관성은 OJT 교육(p<.01, ${\beta}=.526$)과 Off-JT 교육(p<.01, ${\beta}=.508$)이 업무스트레스와 상관관계가 높은 것으로 나타났다. 셋째, 경력에 따른 업무 스트레스 간의 차이는 통계적으로 유의한 영향을 미치지 못한 것으로 나타났다. 경력은 10년 이상보다 3~6년 미만이 업무스트레스에 더 민감한 것으로 분석되었다. 본 연구에서 교육훈련이 직무스트레스에 미치는 영향을 검증한 것에 의의가 있다.

• 대한공업교육학회지
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• 제38권1호
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• pp.145-161
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• 2013

본 연구의 목적은 특성화 고교 출신 취업자의 인식에 기초한 현장 실습의 교육적 효과 및 취업 진로 결정 효과를 분석하여, 효과적인 현장 실습의 계획과 운영을 개선하기 위해 필요한 기초 자료를 제공하는 것이다. 전국의 공업계 특성화 고교 졸업자 중에서 고교 재학 중에 현장 실습에 참여하여 해당 산업체에서 근무 중인 취업자 301명을 대상으로 설문 조사를 실시하였고, 240부(79.7%)의 설문 조사지를 분석하였다. 본 연구의 결과를 요약하면 다음과 같다. 첫째, 특성화 고교 출신 취업자의 인식에 기초한 현장 실습의 효과는 다음과 같다. 교육적 효과에 대하여 현장 실습은 직무 능력 및 현장 적응력의 향상, 직장 생활 관련 소양의 향상, 진로 지도 등의 교육적 효과를 발휘하였으나 전공과 관련된 고교의 교육내용에 대한 교육적 효과는 미미하였다. 취업 진로 결정 효과에 대하여 현장 실습은 기본적으로 취업 진로 결정 효과를 발휘하였으며 졸업 이후에도 지속적으로 취업 진로 결정 효과를 발휘하였다. 둘째, 특성화 고교 출신 취업자의 배경 변인에 따른 현장 실습의 효과는 다음과 같다. 성별에 따른 차이로는, 여학생보다 남학생에게 전공 관련 분야의 교육적 효과와 취업 진로 결정 효과가 더 발휘되었다. 현장 실습 이전의 진로 결정 유형에 따른 차이로는, 잠재적 취업 진로 결정 정도가 높았던 졸업자일수록 교육적 효과와 취업진로 결정 효과가 더 발휘되었다. 직장 생활 만족도에 따른 차이로는, 직장 생활에 만족하는 졸업자일수록 향후 지속적인 취업 진로 결정 효과가 발휘될 수 있으므로 현장 실습이 '특정 분야의 인재 양성'이라는 특성화 고교의 목적에 부합하기 위해서는 특성화 고교생이 현장 실습에 보다 만족할 수 있도록 운영되어야 한다.

• 유통과학연구
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• 제14권5호
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• pp.39-50
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• 2016

Purpose - The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology - This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results - The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee's motivation or the trainer's ability, and OJT outcomes. Conclusion - In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee's motivation and trainer's ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee's motivation and trainer's ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners' interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.

• 대한공업교육학회지
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• 제39권2호
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• pp.81-100
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• 2014

본 논문에서는 국가경제성장에 그 중요성을 더해가고 있는 소프트웨어 산업의 전문인력육성을 위한 교육과정의 개발절차와 그 결과를 제시하였다. 특히, 개발된 교육과정은 산업현장을 반영하기 위해 국가직무능력표준(NCS)에 기반을 두었으며, 교육효과의 극대화를 위해 교육방법에 있어서는 S-OJT(체계적 현장직무 교육훈련:Structured on the job training)를 활용하였다. 본 연구를 위해 소프트웨어 산업과 관련한 경제지표와 관련인력의 투입 등의 자료를 검토하여 그 산업의 중요성을 확인하였으며, S-OJT방법의 차용을 위해, 선행 연구를 검토하여 해당 개념을 충분히 반영한 교육과정을 개발하고자 하였다. 특히 NCS기반의 교육과정 개발을 위한 기본 틀로서 고용노동부에서 개발하여 배포된 한국형 일 학습 듀얼 시스템 운영매뉴얼의 개발절차를 활용하였다. 현장성 높은 과정 개발을 위해 소프트웨어 분야 주식회사A의 교육요구조사분석을 통해 교육프로그램이 요구되는 직무를 선정하였다. 해당 직무를 수행하는데 필요한 지식과 기술수준을 발굴하기 위해, 기 개발된 NCS를 면밀히 검토하는 한편 NCS에 반영되지 않은 부분에 있어서는 기존자료 검토 및 전문가 자문을 통해 교육체계를 개발하였다. 총 44개의 교육과정이 4년간의 교육기간동안 이수되도록 개발되었으며, 각 과정은 교과목표, 소요시간, 교과내용, 교육방법, 그리고 선수과목을 각각 표기하였다. 또한 44개의 교육과정을 운영하는데 필요한 교육체계 로드맵, 세부 운영전략 등을 개발하였다. 사회적으로 NCS에 기반한 교육과정의 필요성이 증대되고 있는 상황에서 본 연구결과 도출된 교육체계와 교육과정은 많은 시사점을 가진다. 특히 고용노동부에서 제시하고 있는 매뉴얼에 따른 개발 절차를 자세히 소개함으로써, 향후 NCS에 기반한 산업직무별 교육과정개발에 참고자료로 활용될 것으로 기대된다. 보다 활발한 NCS기반 교육과정 개발을 위해 해당 과정의 교육성과를 측정하기 위한 지표의 개발과 NCS에 특화된 교재의 개발이 요구된다.

• 노동경제논집
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• 제42권3호
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• pp.75-98
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• 2019

본 연구는 고용보험자료를 이용하여 재직자의 직업훈련 참여가 노동시장성과에 미치는 영향을 분석하고자 하였다. 재직자 직업훈련은 근로자 개인의 계속근로 여부와 이직 여부에 영향을 미칠 수 있는바, 이에 대한 훈련효과를 추정하기 위해 성향점수매칭법(Propensity score matching method)을 이용하였다. 분석결과, 재직자 직업훈련 참여자는 미참여자에 비해 다음 연도에 노동시장에 남아 계속근로를 제공할 확률이 연도별로 2.4~5.3%p 더 높은 것으로 나타났다. 한편 계속근로자를 대상으로 재직자 직업훈련의 이직효과에 대해 분석한 결과, 재직자 직업훈련 참여자는 참여하지 않은 근로자보다 이직확률이 2008~2015년에 연도별로 0.9~4.2%p 낮은 것으로 나타났으며, 2016년에는 통계적으로 유의하지 않은 것으로 분석되었다.

• 유통과학연구
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• 제14권2호
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• pp.65-72
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• 2016

Purpose - Recently on-the-job training (OJT) has become the most preferred training and development method with the emergence of the concept that workplace is the best place where learning take place. But many researchers argue that OJT is not helpful for the performance of organization because OJT is not systematic and mostly depend on quality of trainer. Since Jacobs & McGriffin introduced S-OJT (structured OJT), there has been plenty of researches. But most of the researches have focused mainly on employee's attitude and organizational performance caused by S-OJT and neglected a holistic approach of S-OJT as a system. S-OJT need to be analyzed comprehensively to understand training performance because S-OJT is operated as a system consist of input, process, and organizational context. Although S-OJT may create unintended consequences, there were few researches to explore them. Thus, the purpose of this study is to identify the critical success factors for S-OJT and to find unintended consequences of it. Research design, data and methodology - We conducted a case study on M business unit of A company which developed and has been implementing S-OJT program for years. We designed and prepared the process, collected and analyzed data for the study. We set the theoretical framework to analyze the case after reviewing theories and previous studies on S-OJT. We collected and analyzed internal reports and interview results of the employees of the M business unit. We tried to collect as many information as possible to secure the validity of the research results. Results - The critical success factors identified in the study are as follow. First, it is important to select and train proper trainers for S-OJT. Second, it is needed to develop structured training module. Third, organization have to use effective communication system like on-line community. Forth, trainer should have proper skills for training such as facilitating skill, coaching skill, and delivering skill etc. Fifth, proper learning place is needed. Sixth, organizational support is important especially, immediate supervisor support and concern is critical. Eleventh, it is needed to consider situational contexts. Among them, overload to the trainer will affect the effectiveness of S-OJT. In this study, we found an additional unintended consequence. "To teach is the best way to learn." Experience as a trainer give employee an opportunity to organize one's knowledge and skill and to attain facilitation skill, coaching skill, and relation skill. Thus, organization may use S-OJT to train the potential talent. Conclusions - Many organizations introduced S-OJT to train the newcomers because S-OJT drew attention as an important tool to develop employees. Following this trend, there has been increasing number of researches to find the results of S-OJT and identify the determinants of S-OJT success. However, most of the researches concentrated on finding effects of some factors neglecting holistic approach. This study tried to identify critical success factors affecting effectiveness of S-OJT by using case study and find additional unintended consequence. The results of the study will be useful for organizations which have a plan to adopt S-OJT.

• 융합정보논문지
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• 제12권3호
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• pp.186-192
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• 2022

본 연구는 U대학교 LINC+ 사업을 통한 교육과정 개발 및 교육환경 개선이 직무교육훈련에 미치는 영향을 확인하고자 협약산업체 110곳을 대상으로 조사하였다. 연구결과, 핵심역량과 직무역량은 현장실습과 교육환경에서 각 5.73점으로 나타났고, 직무성과는 OJT 5.58점, 교육환경이 5.74점으로 유의하였다(p<0.05). 교육과정의 적합성 및 교육환경과 채용성과의 관련성은 OJT 5.73점, 교육훈련기간에서 현장실습 5.74점, 교육환경 5.79점, 직무재교육/교육훈련비에서는 OJT 5.73점, 교육환경 5.79점으로 유의하였다(p<0.05). 또, 산업체 응답자의 86.3%에서 LINC+사업 교육과정 이수학생에서 1~6개월 직무기간이 단축되었고, 신입사원 교육비가 절감되었다고 응답하였다. 따라서, U대학교 LINC+사업은 산업체의 요구를 반영한 교육과정 운영과 산업체 현장과 동일한 교육환경 개선으로 직무적응기간 단축과 신입사원 교육비 절감효과를 확인할 수 있었다.

• 한국치위생학회지
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• 제9권1호
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• pp.85-99
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• 2009

The purpose of this study was to examine the awareness of dental hygienists about on-the-job training in public health sector in an effort to stir up their on-the-job training(OJT) and to facilitate the planning of successful educational programs. A survey was conducted nationwide for two months in October and November 2006, and the answer sheets from 811 dental hygienists were analyzed. The findings of the study were as follows: 1. 40.7 percent of the dental hygienists investigated never underwent OJT geared toward public officials, which wasn't linked to oral health. 2. As for the experiences of professional oral health education(or OJT) as members of local public dental clinics by service term, 64.9 percent of the dental hygienists who had worked for less than 10 years never received that kind of education, and 70.5 percent of those with a 15-year or more career received that education just once(p<0.05). The dental hygienists who received that education viewed it favorably, as they found that to be conducive to their job performance. In the event of those who didn't receive that education, a lack of chance to do that was the most common reason. 3. In regard to motivation of receiving professional oral health education(or OJT), the largest rate of the dental hygienists who stood at 71.9 percent received that education voluntarily in pursuit of self-development and better job performance. The training programs provided by the oral health division of the Ministry for Health, Welfare and Family Affairs were excluded in this study. As to educational spending by the dental hygienists or their employers over the past two years, 56.9 percent paid 100 thousand to less than 500 thousand won. 46.6 percent never paid for that, and about 15.5 percent received education at their own expenses. Concerning the form of OJT, lectures were provided to 50.3 percent. 4. The dental hygienists who worked in local public health clinics hoped for more intensive and better education and training related to oral health projects.

• 한국조리학회지
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• 제7권1호
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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.