• Culinary science and hospitality research
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• v.6 no.2
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• pp.291-314
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• 2000

At present, the students majoring in tourism apprach theoretically and practically target human resource development which is blanceded between creativity and specialty. And yet, the initial step of on-the-job tranning has not been worked and the area of tourism and experience in this field are know as a beginning stage. This, this study is focusing on the on-the-job tranning in the area of tourism major in technical college. The issues and alternative solutions are as follows First, many student hope sutible training cost require. Second, An amount of subsidy for trainee is too low, and a trainee is used as substitution for regularem ployee's vacation during summer season and for beginning and end of year during winter season. Third, There is no clear linkage between job training and employment. Forth, many students enter a technical college due to learn professional technique and service, however, many other students go to a technical college as means of transfer to university, Since a tourism bussiness is predicted as a potential industry for the twenty-first century, besides a positive national economy and tourism business, the continuing and active supports and needed as follows First, An active support on tranning provided by tourism companies is required. Second, A continuos driving force and thorough management of job training by technical college and relevant major department are needed. Third, sutible traninging cost would be required. Forth, In order to achive a objectives and practical and effect ive job tranning, students majoring in tourism should enhance a service mind and manner.

• The Korean Journal of Emergency Medical Services
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• v.13 no.2
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• pp.17-59
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• 2009

Purpose : This study is to provide the basic data for developing the curriculum standardization of emergency medical technology by analyzing the three-year and four-year period curriculum and high-advanced major course to bring up highly qualified paramedics. Method : This study was analyzed, divided in 3 sections, majors, teaching profession subjects and liberal arts of 18 three-year curriculum universities and 7 four-year curriculum universities. Majors were analyzed, departmentalized in the national examination for license, the clinical and on-the-job training(OJT) and other major-related subjects. It is descriptive study, analyzed by dividing high-advanced major course into majors and liberal arts. Result : 1) The average number of subjects established in three-year-course college were 58.1. The completion credit was 130.1 in average. Also, the average number of established subjects at four-year-course were 61.1. The average completion credit was 141. 2) Three-year-course college professors give lecture in theory for 95.4 hours on average, which account for 59.9% of overall lecture, and 63.8 hours for practical training that takes 40.1% of the hours lectures are given. Meanwhile, four-year-course give lecture in theory for 111 hours on average, taking a part of 59.5%, and 76.5 hours for practical training, 40.5%. 3) In regard to liberal arts, at three-year-course college, the average credit was 16 but the proportion that liberal arts charge among the completion credit was 11.6. Meanwhile, at four-year-course universities, the average credit was 28.4 and the percentage that the liberal arts took part in the completion credit was 20.1. 4) Looking over national examination subjects among majors at three-year-course college, basic medicine's average credit was 17.2, introduction to advanced emergency care's average credit was 15.5, Special advanced emergency care's average credit was 28, emergency patient management's average credit was 9.2 and emergency medicine statute's average credit was 3.6. Meanwhile, in case of four-year-course universities, basic medicine's average credit was 14.3, introduction to advanced emergency care's average credit was 12.7, special advanced emergency care's average credit was 31, emergency patient management's average credit was 8.3 and emergency medicine statute's average credit was 2.9. 5) Among national examination subjects, in case of three-year-course, the range of basic medicine credits was 6 to 23, the average credit showed 17.2. The range of introduction to advanced emergency care credits was 9 to 21, the average credit showed 15.5. The range of special advanced emergency care credits was 19 to 36, the average credit showed 28. The range of emergency patient management credits was 5 to 12, the average credit was 9.2. The range of legal medicine credits was 3 to 6, the average was 3.6 credit. In case of four-year-course the range of basic medicine was 12 to 17, the average of the credit was 14.3. The range of introduction to advanced emergency care was 9 to 19, and the average of the credit was 12.7. The range of special advanced emergency care was 18 to 41, and the average of the credit was 31. The range of emergency patient management was 7 to 12, and the average of the credit was 8.3. The range of legal medicine was 3 to 4, and the average of the credit was 2.9. So except special advanced emergency care, all the other subjects had higher score in three-year-course than four-year-course. 6) About the other major-related subjects, the completion credit was 23 on average at three-year-course and 13.5 at four-year-course. 7) The clinical and on-the-job training(OJT), In the case of three-year-course, the average completion credit was 13.5 and 13.5 at four-year-course. 8) The teaching profession subject, In the case of three-year-course, the average credit was 3 and the percentage that the teaching profession subject took part in the completion credit was 2.3% on average. Four-year-course established the subject only at one university. 9) In high-advanced major process, the entire established subjects on average were 12.8 and the average completion credit was 36.3. In liberal arts, the average established subjects were 6.5 and the completion credit was 19.5. The number of majors were 9.5 on average and the credit was 26.5 Conclusion : According to the aforemention results, the curriculum for emergency medical technology needs to be developed and standardized.

• Journal of Labour Economics
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• v.43 no.3
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• pp.33-61
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• 2020

The purpose of this study is to analyze the disparity in on-the-job training between regular and non-regular workers and to compare the wage effects of on-the-job training. Using the Korean micro data from the Programme for the International Assessment of Adult Competencies(PIAAC) published by OECD, Propensity Score Method(PSM) is applied to overcome the endogeneity problem. The average treatment effect(ATT) on the training participation is analyzed, using non-regular workers as treatment group and regular workers as comparison group. Odds ratios of non-regular employees' training participation compared to regular employees shows 0.67 times after constructing matching sample and this means that non-regular workers are facing a disadvantageous training opportunity compared to regular workers. In order to estimate the wage effect of on-the-job training, the average treatment effect(ATT) of on-the-job training on average wages for regular workers and non-regular workers is estimated respectively. I find insignificant wage effect from on-the-job training among regular workers and significant positive effect on non-regular worker's wage from on-the-job training.

• Journal of Fashion Business
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• v.3 no.4
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• pp.83-91
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• 1999

The purpose of this study is to provide some useful references to the educational field in terms of providing on analysis of job characteristics of fashion designers working in the women's wear industries. The data were collected from 102 fashion designers working in women's wear industries through the questionnaire and were analyzed by SPSS packages of frequencies and percentiles for comparative study, and the results are as follows: 1. The demographic characteristics of the fashion designers are; unmarried (80.4%), working less than 2 years (20.2%), completion of junior college(68.6%), majority ages between 20-24 yrs(43.1%). An average length of working in one company war less than 6 months. 2. The ratio computer usage of the design room was approx. 52.0% especially in the management of sales (52.9%) and the ratio in fashion design was approx. 17.6% in merchandising planning. 3. 76.4% of respondents was working 10 hours a day, and 50% of them was dissatisfied on the job caused by excessive working hour (31.4%) and job over load (35.3%). In the developing fashion design with the relation of actual job, insufficient knowledges of the concerned technical and production fields (68.6%) were indicated as the most difficult area. In addition, fashion magazines were considered as the most helpful resource(94.1%). 4. It was noted that the target age groups for the brand were clearly divided into two groups, notably the early and middle of twenties and the early and middle forties. Among the produced items, formal wears were accounted for 52.9%. 5. As far as the contents of job are concerned, the fashion designers are mostly engaged in purchasing textile, collecting informations of fashion, quality control, whereas their actual job is apparel design. 6. The training that the fashion designer received beside formal education includes attendance of private institutes(62.7%), OJT(7.8%), seminars(4.9%). Regarding formal education, the respond indicated that they had least opportunity to received computer training. 7. The necessary subjects in the schools for the fashion designers in relation to the current job were fashion information, merchandising planning, pattern making, cutting, fashion marketing, knowledges of clothing material in sequence. Subjects which are necessary for the further development include pattern making(21.6%), fashion marketing(14.7%), and designing with computer(7.8%).

• Journal of Korea Technology Innovation Society
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• v.17 no.2
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• pp.380-420
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• 2014

We increasingly see the importance of employees acquiring enough expert capability or innovation capability to prepare for ever growing uncertainties in their operation domains. However, despite the above circumstances, there have not been an enough number of researches on how operational input components for employees' innovation outcome, innovation activities such as acquisition, exercise and promotion effort of employee's innovation capability, and their resulting innovation outcome interact with each other. This trend is believed to have been resulted because most of the current researches on innovation focus on the units of country, industry and corporate entity levels but not on an individual corporation's innovation input components, innovation outcome and innovation activities themselves. Therefore, this study intends to avoid the currently prevalent study frames and views on innovation and focus more on the strategic policies required for the enhancement of an organization's innovation capabilities by quantitatively analyzing employees' innovation outcomes and their most suggested relevant innovation activities. The research model that this study deploys offers both linear and structural model on the trio of learning, innovation capability and innovation outcome, and then suggests the 4 relevant hypotheses which are quantitatively tested and analyzed as follows: Hypothesis 1] The different levels of innovation capability produce different innovation outcomes (accepted, p-value = 0.000<0.05). Hypothesis 2] The different amounts of learning time produce different innovation capabilities (rejected, p-value = 0.199, 0.220>0.05). Hypothesis 3] The different amounts of learning time produce different innovation outcomes. (accepted, p-value = 0.000<0.05). Hypothesis 4] the innovation capability acts as a significant parameter in the relationship of the amount of learning time and innovation outcome (structural modeling test). This structural model after the t-tests on Hypotheses 1 through 4 proves that irregular on-the-job training and e-learning directly affects the learning time factor while job experience level, employment period and capability level measurement also directly impacts on the innovation capability factor. Also this hypothesis gets further supported by the fact that the patent time absolutely and directly affects the innovation capability factor rather than the learning time factor. Through the 4 hypotheses, this study proposes as measures to maximize an organization's innovation outcome. firstly, frequent irregular on-the-job training that is based on an e-learning system, secondly, efficient innovation management of employment period, job skill levels, etc through active sponsorship and energization community of practice (CoP) as a form of irregular learning, and thirdly a model of Yί=f(e, i, s, t, w)+${\varepsilon}$ as an innovation outcome function that is soundly based on a smart system of capability level measurement. The innovation outcome function is what this study considers the most appropriate and important reference model.