• Journal of Engineering Education Research
• /
• v.19 no.3
• /
• pp.54-64
• /
• 2016

The purpose of this study was to analyze needs of convergence education on engineering and human resource development (HRD) for students in H university for increasing creative problem solving skills. To achieve the research purpose, needs analysis was conducted to students through in-depth interview about students' project experience for graduation in H university. The research finding shows that the converged areas between engineering and HRD are: connecting technologies to social context, problem solving skills, leadership, communication skills, and teamwork skills. Based on the derived five converged areas, objectives and method of the engineering-HRD convergence education are discussed. As an effective teaching and learning method, a problem-based learning and a project method are suggested. Finally, considerations for successful implementation of the engineering-HRD convergence education are discussed.

• Asian Journal of Innovation and Policy
• /
• v.3 no.2
• /
• pp.154-171
• /
• 2014

This article aims to examine the achievement and limitation of adaptation of supply chain management (SCM) to IT human resource development (HRD) in Korea and to derive the implication of the Korean experience to other countries. In late 1990s, the IT New Deal Policy and the quantitative expansion of IT HR were introduced. Since mid-2000s, there has been much innovation in IT products as well as increased demand of highly qualified IT experts. The SCM in IT HRD was introduced in 2004 and continuously developed more. Since the late 2000s, IT convergence expanded to traditional industries and the new IT-based-industries were created in Korea. In this regard, Korea established the Seoul Accord as an international IT engineering education accreditation system in 2008. In response to the paradigm change, in 2011, the Korean government developed TOPCIT, which is a kind of competency test for evaluating IT competency.

• Journal of the Korea Convergence Society
• /
• v.9 no.5
• /
• pp.21-26
• /
• 2018

In this study, HRD-NET (http://hrd.go.kr), a vocational and training integrated computer network operated by the Ministry of Employment and Labor, is used to confirm whether job training information required by job seekers is being provided smoothly The question bulletin board was extracted using 'R' program which is optimized for big data technique. Therefore, the effectiveness, appropriateness, visualization, frequency analysis and association analysis of the vocational training system were conducted through this, The results of the study are as follows. First, the issue of vocational training card, video viewing, certificate issue, registration error, Second, management and processing procedures of learning cards for tomorrow 's learning cards are complicated and difficult. In addition, it was analyzed that the training cost system and the refund structure differentiated according to the training occupation, the process, and the training institution in the course of the training. Based on this paper, we will study not only the training system of the Ministry of Employment and Labor but also the improvement of the various training computer system of the government department through the analysis of big data.

• The Journal of the Convergence on Culture Technology
• /
• v.8 no.6
• /
• pp.275-285
• /
• 2022

Educational culture generally refers to learners' perceptions, attitudes, and behaviors related to education. Given that educational culture of the university is considered a major factor influencing students' college life, such as learning development, achievement, and dropout, identifying their perceptions of the educational culture is critical to establish the university's education goals and directions. Therefore, this study aimed to identify the educational culture recognized by K university's students and analyze differences in perception with professors to derive implications for future improvement.

• Journal of Practical Engineering Education
• /
• v.15 no.3
• /
• pp.681-701
• /
• 2023

The purpose of this study is propose performance indicators analysis and development plans for K University professional graduate school for the training of human resource professionals. Specifically, the main research includes the derivation of performance indicators for K University's professional graduate school, PR plan, academic establishment plan, name change, vision proposal, and curriculum improvement plan for each major. To this end, a survey was conducted on a total of 132 current and former students of K University's professional graduate school. FGI was also conducted with 29 participants. The results of the research are as follows. In the case of key performance indicators, 15 indicators were proposed, taking into account previous research, the characteristics of professional graduate school, surveys, and FGI surveys. Promotion should be continuous, not one-time, and the advantages and benefits of the graduate school should be actively informed to target customers. The proposed name of the professional association is the Korean Association for Employment and Vocational Competency Development. It was found that operating as a convergence society and focusing on convergence research were appropriate. The names of K University's professional graduate school were HR (Human Resources), HRD, and employment and vocational competency development graduate school. As for the vision, it was suggested that a balance between identity and differentiation is needed to flexibly respond to new changes while maintaining existing strengths. As for the proposed improvement of the curriculum by major, it is proposed to reform in a stepwise and gradual manner while maintaining the existing framework to some extent rather than being radical.

• Journal of Practical Engineering Education
• /
• v.11 no.2
• /
• pp.195-206
• /
• 2019

Accelerated technological advances and the convergence of information and communication technologies have led to changes of career concepts from one of lifetime employment to that of lifetime career. Given the importance of continuous career development for workers these days, systematic supports for workers' career development at the national level is necessary. Accordingly, a conceptual model of career competency mobility map (CCMM) has been proposed to support the development of workers' career competencies. The purpose of this study is to identify key issues that we should consider for real implementation by applying to each stage of the CCMM conceptual model as a case study. Based on the procedure presented in the conceptual model, the research process which includes collecting user information, conducting self-diagnosis of NCS-based job competencies, deriving necessary training competency, offering the guidance of training programs and job information were conducted. The results of the case study showed our participants' scores of competencies required further development and ranged from 1.83 to 4.52. Sequentially, a personalized information profile was offered for competency development, including training, certificates, and job information. Participants stated that the diagnosis results and profiles were meaningful and helped to explore further career development. Based on the results, implications are suggested.