• Hwankyungkyoyuk
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• v.16 no.1
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• pp.48-60
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• 2003

This study is aimed at providing an analysis on the re-training needs in for environmental sector as well as on the current status on the employment of technicians in the environmental industry. The questionnaires of 450 technicians employed in 993 environmental businesses are collected. The survey questions were composed mainly of current status on the employment of technicians in the environmental field, specialty and duty in the working place, the relations with a licence, the level of satisfactory to duties and intention to leave hls/her job, difficultles in the working coditions, experiences of training related environmental techniques during a recent year, and the needs of re-training in the environmental industry. The policies on custom-oriented retraining and technical education, on the curricula by sector, on the establishment of retraining.

• Journal of Information Technology Services
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• v.18 no.4
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• pp.55-66
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• 2019

The career development of information security workforce affiliated in administrative department is very different from workforce affiliated in private companies. Their career development attempts are made not by voluntary motivation but by involuntary job movement by the principle of internal relocation. So they are not directly linked to monetary compensation or advancement. Due to the nature of the organization, their work attitude is very passive and there is little intention to turnover. They do not need professionalism, but they must be retrained according to the law. In this paper, we investigate and analyze the roles and responsibilities of information security workforce of each administrative department. And we do questionnaire survey to find out current roles and responsibilities of them will not affect the demand for retraining. Through these research, we would like to discuss how to manage information security workforce affiliated in administrative departments.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.27 no.3
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• pp.51-73
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• 2016

This study analyzes on the perception of public librarians about lifelong education tasks in public library using Mann Whitney U-test, Spearman rank-order correlation coefficient, Multiple regression analysis. At the same time, analysis about re-education needs using Analytic Hierarchy Process is conducted. As result, at first, 87% of respondents feel moderate or difficult about lifelong education tasks, especially on planning task. At second, librarians who have qualification about lifelong educator feel easier (P=0.04) than others, in detail, task about lecturer liaison (P=0.04) and planning (P=0.05). Adding that, the career experience and the job difficulty of librarians has negative relationship (R=-0.217). Especially scheduling (R=-0.33) and progressing (R=-0.22) tasks show statistically meaningful. At third, as the result of Multiple regression analysis, tasks about planning (P=0.04) and library marketing (P=0.05) are selected as meaningful elements which effect overall difficulty of life long education job. As final, 91% of librarian need retraining for life long education function, as result of spearman (R=-0.210), the more librarians feels difficult about life long education jobs, the more they need retraining. Anyway, as the result of priority of retraining subjects through AHP technique, user communication (CU P=0.310), planning (PL P=0.246), library marketing (LM P=0.173) are in weight order. CR ratio shows 0.146 with permissible degree.

• Journal of the Korean Society for Library and Information Science
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• v.36 no.3
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• pp.311-330
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• 2002

A public librarian is an occupation, which requires long-term. continuous training and difficult study to acquire and cultivate professional knowledge and skills. It is a necessity to achieve new knowledge, information and skills via appropriate retraining. A training system is the method which gives chances of retraining to public librarians. After examining some of the problems with the existing training system, it is apparent that the direction of training system needs to be decentralized. That is each local branch should be autonomous in terms of new training for librarians. For the method of training system, each autonomous unit would integrate the different theories to apply to the community-at-large and invite practical specialists from the local community to lecture. The training classes would be elective in that the each librarian could choose the classes he/she wants to take and give them credits for that, but the certificate for the class would also go towards completion for the required technical training. Finally, the utilization of cyber-education should be introduced, and the library association's role strengthened, to help public librarians cultivate their specialties.

• Smart Media Journal
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• v.11 no.3
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• pp.26-30
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• 2022

Spiking neural network is a neural network that applies the working principle of real brain neurons. Due to the biological mechanism of neurons, it consumes less power for training and reasoning than conventional neural networks. Recently, as deep learning models become huge and operating costs increase exponentially, the spiking neural network is attracting attention as a third-generation neural network that connects convolution neural networks and recurrent neural networks, and related research is being actively conducted. However, in order to apply the spiking neural network model to the industry, a lot of research still needs to be done, and the problem of model retraining to apply a new model must also be solved. In this paper, we propose a method to minimize the cost of model retraining by extracting the weights of the existing trained deep learning model and converting them into the weights of the spiking neural network model. In addition, it was found that weight conversion worked correctly by comparing the results of inference using the converted weights with the results of the existing model.

• Proceedings of the Korea Water Resources Association Conference
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• 2006.05a
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• pp.51-56
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• 2006

Biases embedded in numerical weather precipitation forecasts by the RDAPS model was determined, quantified and corrected. The ultimate objective is to eventually enhance the reliability of reservoir operation by Korean Water Resources Corporation (KOWACO), which is based on precipitation-driven forecasts of stream flow. Statistical post-processing, so called MOS (Model Output Statistics) was applied to RDAPS to improve their performance. The Artificial Neural Nwetwork (ANN) model was applied for 4 cases of 'Probability of Precipitation (PoP) for wet and dry season' and 'Quantitative Precipitation Forecasts (QPF) for wet and dry season'. The reduction on the large systematic bias was especially remarkable. The performance of both networks may be improved by retraining, probably every month. In addition, it is expected that performance of the networks will improve once atmospheric profile data are incorporated in the analysis. The key to the optimal performance of ANN is to have a large data set relevant to the predictand variable. The more complex the process to be modeled by the ANN, the larger the data set needs to be.

• Hwankyungkyoyuk
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• v.13 no.1
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• pp.14-22
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• 2000

This attempts to find out training system of environment education teacher in Korea. The results are summarized as follows. The primary and secondary school have focused on environment education and the environment course was designated as a subject, but only 12% of the 2741 middle school chose the environment subject in 1998. The environment education course is not popular among students. The environment education is an interdisciplinary subject, which is composed of natural science, social studies, earth science, and medical science, that is why the subject is so unsystematic and complicated that appropriate teaching methods and contents for school classes are not able to be developed. Moreover, material and manuals in environment education for students and teachers are limited. While the contents of environment education is composed of field experience learning and experiment learning, but lecture-centered instruction is emphasized in school because of materials, time and experts. Over 300 environmental education teachers are annually produced, but the ratio of employment low. is, Therefore, a retraining program for environment education teacher needs to be developed.

• Journal of Korean Academy of Nursing
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• v.27 no.4
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• pp.880-891
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• 1997

The purpose of this study was (1)to undertake a survey to identify the profile of inactive nurses, who account for 42.2% of the 130,000 RN(Registered Nurses) in Korea, (2)to identify factors related to the inactivation of these nurses, (3)to identify reasons behind the high turnover rate of nurses, and (4)to delineate measures for inactive nurses to participate in professional nursing activities so as to upgrade the quality of the health care delivery system in Korea. For these purposes, this study surveyed existing literature on the turnover of nurses and, used the nominal group technique of action research, to collect ideas from hospital/nurse administrators, inactive nurses, nurses on the job, graduate students in nursing, part-time nurses, patients, and their families to formulate strategies to mobilize inactive nurses. The findings are as follows : Frist, institutional supports should be provided to mobilize inactive nurses. To be more specific : (1) A data-base needs be created at the Korean Nurses Association to link inactive nurses with jobs available. (2) Retraining programs need be established to equip inactive nurses for new jobs. (3) Comprehensive information related to employment needs should be made available. Second, a conducive environment needs to be created to draw in inactive nurses to the job market. To be more specific : (1) A system of part-time work needs to be introduced in hospitals. (2) Nurse-specialists need to be promoted. (3) Potential jobs need to be created. (4) Working environment and terms and conditions for nurses need to be improved. (5) Competent nurses need to be secured in the health care delivery system. To achieve the goals presented above, this paper presented 55 specific strategies that may help mitigate the turnover rate of nurses and, in turn, help make the Korean Nurses Association effective in implementing its policies.

• Journal of Korean Academy of Nursing Administration
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• v.22 no.4
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• pp.384-395
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• 2016

Purpose: The purpose of this study was to investigate perceptions of adequacy and job performance of the nurse assistants' nursing job as evaluated by registered nurses and nurse assistants in geriatric hospitals, and by caregivers from the same hospitals. Methods: Participants included 62 registered nurses, 57 nurse assistants, and 64 patient caregivers who completed a measurement scale on the job of nurse assistants. Data collection was conducted from October to December, 2015. Data were analyzed using descriptive statistics and one-way ANOVA by IBM SPSS/WIN program version 21.0. Results: There were significant differences by items in perception of adequacy of nurse assistants' nursing job of among the three groups. There was also a significant difference in perception of the nurse assistants' job performance among the three groups. Conclusion: For nurse assistants in geriatric hospitals, the Ministry of Health and Welfare needs to develop an appropriate job practice guideline. In addition, there should be periodic courses of retraining and continuing education for nurse assistants.

• Journal of Acupuncture Research
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• v.36 no.4
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• pp.197-203
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• 2019

The purpose of this study was to investigate useful manual therapy techniques for peripheral facial nerve palsy and to propose guidelines to be applied for current manual therapy techniques. Several databases were searched to find manual therapies for facial palsy. These therapies included cervical, and temporomandibular joint chuna manual therapy, proprioceptive neuromuscular facilitation, neuromuscular re-education, facial exercise, and mime therapy. Both cervical, and temporomandibular joint chuna manual therapy release nerve compression, helping blood circulation and nerve conduction. Proprioceptive neuromuscular facilitation uses irradiation, bilateral activation, and eccentric facilitation to improve muscle power and symmetry. Neuromuscular re-education, as a retraining tool for facial movement patterns, enhances neuromuscular feedback. Facial exercise helps the patient continuously move and massage facial muscle themselves. Mime therapy aims to develop a conscious connection between the use of certain muscles and facial expressions. The use of facial chuna manual therapy for peripheral facial nerve palsy can stimulate the proprioceptive neuromuscular receptors in the face. Peripheral facial nerve palsy has 4 phases; progress phase, plateau phase, recovery phase, and sequelae phase. Each phase needs different treatments which include relaxation, assistance, resistance, origin-insertion extension, and nerve pathway expansion.