• Asia Marketing Journal
• /
• 제19권3호
• /
• pp.75-98
• /
• 2017

Our study is trying to investigate the perceived training effectiveness by applying the theory of planned behavior (TPB) and Technological Acceptance Model (TAM) and intend to examine the effects of individual differences on perceived training effectiveness and performance of individuals. The main purpose is to evaluate the perceived training effectiveness, and role of individual differences in terms of learning. The results of this study supported all the hypothesis that participants with higher level of creative self-efficacy, intrinsic motivation, creativity and emotional intelligence (EI) will have greater inclinations to learn. Results showed that perceive training effectiveness is positively related to training transfer and training transfer increase the performance of individuals. Study results significantly agree with the theory of planned behavior (TPB) which was applied to measure the perceived training effectiveness and suggest trainee's perception of usefulness, ease and benefits enhance learning dimensions of participants that make any program effective. The study has highlighted a number of issues that influence the perceived training effectiveness.

• 한국병원경영학회지
• /
• 제12권4호
• /
• pp.96-118
• /
• 2007

This study were tried to suggest basic materials for making education and training plan, and members of organization were researched about thinking of education and training effectiveness and perceptible level. The subjects of this study were 762 hospital employee selected from ten of university hospitals in Seoul, Incheon, and Kyung Gi which are doing an education and training, and conducted a self-completion questionnaire. As a result of study and plan for raising the effectiveness were indicated following statements. Firstly, according to the general specific, training effectiveness was appeared similar. So, it requires suitable alternatives to make educational programs. Secondly, according to analysis of education and training necessity, achieving a goal for education and training have difference. it needs to be scientific analysis about necessity of education and training. Thirdly, when contents of education and training program are satisfied to educatee and fit for them, thinking of education and training effectiveness is higher. Therefore, establishing the goal of education training is concrete, realistic, and measurable for increasing learning motivation. Next to, thinking of education and training effectiveness is higher, when education and training person in charge taught to educatee very well, and they were satisfied about teaching. Consequently, they who nourishment of education and training person in charge within company have to improve their ability. And then, when educatee fit for teaching technique and satisfied about it, thinking of education and training effectiveness is higher. So, education and training were tried to find many of technique for fitting the desire of educatee. Sixth, the more education and training environment is satisfactory, the more educatee have high thinking of education and training effectiveness. CEO in hospitals have to think about many-sided solution for employee. Seventh, the more education and training have correct achieving organizational goal, the more educatee have high thinking of education and training effectiveness. Accordingly, hospital management should make up for education and training system. Then, thinking of education and training effectiveness is higher, when education and training measure an effect, and reflect to personnel management and assessment of an employee's performance. It should be the feedback for using information which is planning education and training. In conclusion, when result of measurement of education and training reflect to make a education and training plan, thinking of education and training effectiveness is higher, and result of measurement of education and training should reflect to make a education and training plan.

• 성인간호학회지
• /
• 제22권2호
• /
• pp.200-210
• /
• 2010

Purpose: The purpose of this study was to examine the training effectiveness and behavior towards the elderly of 180 caregiver trainees. Methods: Data were collected from five caregiver training institutions located in G city. All subjects were surveyed about the training effectiveness and behavior towards the elderly by using the Training Effectiveness Scale and the Behavior towards the Elderly Scale. Data were analyzed by SPSS/WIN 12.0 program. Results: The study subjects gained a training effectiveness score of 3.84 out of 5 points and a behavior towards the elderly score 3.40 out of 4 points. The training effectiveness differed significantly depending on subject's characteristics, intention to work as a caregiver, and hours of training. There were significant differences in behavior towards the elderly depending on their age and hours of training. The training effectiveness was significantly correlated with the level of behavior towards the elderly. Conclusion: These findings demonstrated the necessity of developing a level of educational training that will help improve caregiver trainees' care by positively changing their behavior towards the elderly.

• The Journal of Asian Finance, Economics and Business
• /
• 제7권11호
• /
• pp.499-506
• /
• 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.

• 한국경영과학회지
• /
• 제27권1호
• /
• pp.75-94
• /
• 2002

The development of Information technologies huts contributed on-line training as one of important education methods. On-line training In firms, which is similar to e-learning or virtual education, provides trainees with more education opportunities in diverse ways. It has developed a range of innovative services with an one-stop solution of education within the electronic sector. Also under the on-line training environment, trainees can undertake customized training packages at anytime and any places. Moreover, information technology allows both the trainers and other trainees to be decoupled in any of the elements of time, place, and space. Two research questions are investigated : what are the determinants affecting the on-line training effectiveness and how those variables effect the two aspects of training effectiveness: learning performance and transfer performance. Based on the previous literature conducted on the traditional training environment, the determinants of training effectiveness are derived. light hypotheses are developed based on literature reviews and tested by questionnaires survey data. The collected data have been analyzed by LISREL. It is found that the relationship between individual, organizational and on-line sloe design variables and training effectiveness (learning and transfer) are significant. The contribution and limitations of this research are also discussed tilth future studies.

• 대한인간공학회지
• /
• 제35권4호
• /
• pp.237-245
• /
• 2016

Objective: This study aims to introduce the bridge resource management (BRM) training courses implemented in Korea and to analyze their effectiveness in several views. Background: BRM training will be a mandatory course for crew members of ships from 2017. At this stage, it is needed to check if the BRM training courses implemented until now was effective to the Korean maritime safety and to investigate if there are more effective training methods. Method: The effectiveness of BRM training intervention in Korea was compared with that of the other countries, using Kirkpatrick's (1976) training evaluation framework. Kim (2012)'s data on the BRM training effectiveness were re-analyzed in order to check if the effects of BRM training are dependent on the bridge work experience. Results: Many BRM training courses has been opened in Korea. However, the methods to assess BRM training effects used in Korea focused on the survey of subjective satisfaction level, not investigating trainees' attitude and behavior change. On the other hand, the effectiveness of BRM training was higher to the bridge officers with long work experience than with shorter work experience. Conclusion: The contents of BRM training should be changed to effectively apply to the context of the real-world exercise and be differentiated depending on the work experience. Research on the methods to measure the BRM training effectiveness is also more required. Application: The results of this study will aid to develop the BRM training courses for bridge officers of ships in the BRM training institutions.

• 한국시뮬레이션학회논문지
• /
• 제26권3호
• /
• pp.87-93
• /
• 2017

본 연구는 교육훈련프로그램의 적절성과 학습조직, 그리고 인구통계요인(직종, 직급, 근무연한)이 중소기업 종업원의 교육효과와 지속적 교육 참여의도에 어떠한 영향을 주는지를 경험적으로 분석하는데 목적이 있다. 본 연구의 주요결과에 따르면 교육훈련프로그램의 적절성은 교육효과와 지속적 교육 참여의도에 긍정적 영향을 미치는 것으로 나타났다. 또한 기업의 학습조직 특성이 강할수록 이것이 교육효과와 지속적 교육참여의도에 긍정적 효과를 미치는 것으로 나타났다. 아울러 중소기업 종업원의 인구통계 요인으로서 종업원의 직급과 직종, 근무연한에 따라 교육효과와 지속적 교육참여의도의 차이가 있는 것으로 나타났다. 중소기업이 교육을 실시하고자 할 때 교육에 대하여 교육훈련의 적절성을 높이도록 설계하여 종업원들이 사전에 교육의 목적을 이해하도록 함과 동시에 기업의 학습조직을 활성화하는 노력이 중소기업의 교육훈련의 효과와 지속적 교육참여의도를 높일 수 있음을 본 연구결과는 시사하고 있다.

• 한국철도학회:학술대회논문집
• /
• 한국철도학회 2007년도 추계학술대회 논문집
• /
• pp.696-702
• /
• 2007

The purpose of this paper is to analyze cost-effectiveness of a train simulators. The cost-effectiveness of training program is assessed by multiplying transfer effectiveness ration(TER) by training cost ration(TCR). If their product is less than one, the program is not cost effective. Even if a program is not cost effective, however, safety considerations may be important to consider.

• The Journal of Asian Finance, Economics and Business
• /
• 제7권11호
• /
• pp.1021-1031
• /
• 2020

This study aims to invest in empirical relationships in a model that becomes the process of Team-Performance due to participation in practical training through causality between Training Effectiveness variables, soft-skill competence, Employee-Creativity, and team performance. This study uses a quantitative approach. The analytical tool used is structural equation modeling (SEM) using AMOS version 23 software. Accidental sampling technique is used to collect the sample. As many as 202 respondents filled up a survey questionnaire with complete and valid answers. This study's results significantly contribute to fill the gap of inadequate empirical evidence that can answer critical questions about the missing link between training and employee-performance, more specifically between training-effectiveness and team-performance. The results showed that practical training would encourage employees' soft-skill competence, improve Employee-Creativity, and improve Team-Performance. Furthermore, training-effectiveness also plays a significant role in enhancing employee-creativity and helping in optimal team-performance. This study also found that the relationship between employee-creativity and team-performance did not show positive and significant results; therefore, empirically, it did not support the hypothesis built in this study. Practical training targeted towards increasing soft-skills and creativity is a fundamental reason which not only aims to contribute toward organizational performance but also provides personal feedback for self-development.

• 한국전자거래학회지
• /
• 제12권4호
• /
• pp.185-209
• /
• 2007

최근의 정보기술 개발은 온라인 훈련에 기여하였으며 이러닝 혹은 가상 교육 등과 같이 유사한 개념으로 사용되고 있는 기업에서의 온라인 교육은 피교육자에게 다양한 방법으로 교육 기회를 제공하고 있다. 또한 전자적인 측면에서 일괄 서비스 체계의 솔류션을 제공하는 혁신 서비스로서의 기능을 제공하고 있으며 온라인 교육 환경하에서는 교육자와 피교육자가 시간과 장소에 구애받지 않고 개인화된 교육 패키지를 공급할 수 있게 한다. 본 논문에서는 온라인 교육에 영향을 미치는 요인들을 독립 변수로 하고 교육 성과와 전달 성과의 두 가지 측면에서의 교육 효과성을 종속 변수로 하는 관계를 실증적으로 검증하였다. 기존의 연구 결과를 기반으로 8개의 가정을 설정하고 설문서를 작성하여 LISREL을 이용하여 분석 한 결과 피교육자에 기인된 개별적 변수와 조직 변수가 훈련 효과성과 유의성이 있는 것으로 나타났다