• Asia-pacific Journal of Multimedia Services Convergent with Art, Humanities, and Sociology
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• v.8 no.6
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• pp.407-416
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• 2018

The study aims to explore the possible link between lifelong education and local education·training projects to enhance vocational skills. To this end, we first looked at vocational training in lifelong educational institutions. We looked at the areas of lifelong education presented by the Lifelong Education Act and the status of job improvement in them, as well as the actual number of learners across the country. Next, we looked at local education training projects. In this case, We investigated the significance and type of education·training projects, and identified the number of programs and the number of learners. Looking at them, we looked for five possibilities the possible link of between vocational abilities and educational·training projects. The five were to strengthen employment related lifelong learning of the economically inactive population, to strengthen lifelong education related to the underprivileged people, to enhance vocational skills for lifelong education centered on the employed, to utilize lifelong education institutions and universities in the region, and to strengthen the role of local governments to guide local job demands and suppliers.

• Journal of Fisheries and Marine Sciences Education
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• v.19 no.3
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• pp.403-414
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• 2007

The study aims at analyzing practices of vocational life of human resources in Busan. This study adopted a questionnaire method in research of university(14), college(12) and public & private vocational training institute(10) in Busan areas for empirical analysis. Analyzing items are consist of two parts. The one is employment life and job-seeking activity, the other is career development and future plan in career. The major findings of this study are summarized as follows. First, employees have had a 2-3 times job transfer experiences. Second, difficulties of job-seeking activity are lack of information and experience. Third, the best wanted region for job transfer is Seoul etc.

• KDI Journal of Economic Policy
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• v.40 no.4
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• pp.65-80
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• 2018

This paper examines the differences between the subsequent careers of high school and college graduate workers based on a direct role of college graduation with regard to the revelation of workers' individual abilities. Using NLSY79, we document a positive relationship between off-the-job training/performance-pay jobs and ability for high school graduates at the early stages of their careers. However, this relationship is less prominent for college graduates. Moreover, we show that high ability is associated with more jobs, which reflects higher job mobility, only for high school graduates. We argue that these patterns are the result of productivity-revealing behavior of high school graduates, whose individual abilities, unlike college graduates, is not observed precisely at the beginning of their careers.

• Journal of vocational education research
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• v.30 no.4
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• pp.221-239
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• 2011

This study argues that traditional 'On the Job Training(OJT)' for performance management in the public sector has paid little attention to the innate nature of public performance management, while mainly focusing on introducing new techniques and differentiating new ones from existing ones. This neglection leads us to commit repetitive errors in practice and misunderstandings about the nature of public performance regardless of the introduction of new techniques. This study emphasizes that on the job training for performance management in the public sector should be able to foster critical thinking and debates over important issues to overcome the problems mentioned above. From such a point of view, 10 important debating points for training and education are suggested to balance both theoretical and practical perspectives in public performance management. Finally, this study maintains that the necessary first step for successful performance management is public employees' correct understanding on the nature of public performance management rather than on a new technique itself.

• Journal of the Korean Society of Safety
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• v.13 no.4
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• pp.271-278
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• 1998

Every safety and health activity relies to some extent on education and training. Through effective education and training, people learn how to recognize safety and health hazards and how to control them. Thus, in most cases education and training is the first step in an accident prevention program. In this study, we analyzed safety training course-compare with Industrial Safety & Health Act, KISCO and KISA's rules,-and applied to workplace. In the safety training of workplace on the ground of the Industrial Safety & Health Act, the ratio of periodic employee refresher training to the total training subjects is only 25% and it of supervisor training is 16.7%. The ratio of training implemented in workplace about Knowledge, Skill, Attitude is as follows Periodic update training ; 15.1% : 7.5% : 64.2% New employees training ; 15.7% : 5.9% : 58.8% Job-change training ; 32.6% : 23.2% : 39.5% Specific safety & health training : 34.8% : 8.7% : 45.6%.

• Journal of Information Technology Applications and Management
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• v.25 no.4
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• pp.67-77
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• 2018

With the types and targets of cyber attacks expanding and with personal information leaks increasing, the quantitative demand for information security specialists has increased. The base for training the workforce has expanded accordingly, but joblessness and job-seeking still coexist. To resolve the gap between labor demand and supply, education and training systems that can supply demand quickly are needed. It takes a considerable amount of time for information security education and new manpower supply through universities and graduate schools to be reflected in the market. However, if information security retraining is carried out in terms of career development of information security and related workforce, the problem of lack of experts could be solved in a relatively short period. This paper investigates and analyzes the information security work of the information security workforce, the degree of skill level, the need for retraining, and the workplace migration experience; it also discusses the direction of career development retraining.

• Korean Security Journal
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• no.38
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• pp.163-189
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• 2014

This research is carried out to offer suggestions for improving the work efficiency and quality of private security officers and developing the private security industry; it examines the relationship between the training of private security officers that affects task efficiency as well as the ultimate outcome of an organization's work and job satisfaction while confirming the mediation effect of job consciousness. A self-administration survey method is employed and the questionnaires filled out by 180 related personnel at a private security firm located in Seoul, South Korea are analyzed for the following results. The training satisfaction variable shows a statistically significant effect on the job consciousness of private security officers, meaning that the trainees that are satisfied with the training they receive are also more dedicated to carrying out their tasks dutifully compared to those who are not content with the training. The research results stated above confirm the findings of the past studies which assert that training satisfaction factor affects job satisfaction and job consciousness has a statistically significant impact on job satisfaction and acts as a mediator between training and job satisfaction. With the results acquired, the author suggests the training providers and instructors prepare an educational service that can suit the needs of the trainees and promote job consciousness through increased training satisfaction. Lastly, with the basis on the results from this study, further research should be conducted to examine other various explanatory factors that might affect job satisfaction.

• Journal of Korean Public Health Nursing
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• v.15 no.1
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• pp.42-55
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• 2001

The purpose of this study was to provide basic information for developing effective marketing strategies of nursing organization by identifying the correlation among internal marketing factor, nurses' job satisfaction, and organizational commitment. The subjects of this study were 256 nurses who were working in the hospital over 1 year at three university hospitals which had more than 400 beds in seoul and kyung-gido. The data were collected by self-reporting questionnaires. The instruments used in this study were the communication form scale developed by Jo(1995), the welfare scale developed by researcher, the education training scale developed by researcher, the organizational commitment scale developed by Mowday, Porter and Steers(1979). The data were analysed by the SAS package using frequency, percentage, mean, standard deviation, and Pearson's correlation coefficient. The results of this study were as follows; 1. Mean scores of internal marketing factors in nursing organization were as follows; horizontal communication 3.42, downward communication 3.32, involvement communication 3.08, upward communication 3.00, education training 2.54, welfare 2.51. The mean score of job satisfaction was 2.79 and organizational commitment was 3.00. 2. Job satisfaction was positively correlated with education training (r=0.54, p=0.0001), upward communication(r=0.49, p=0.0001). welfare (r=0.40, p=0.0001), horizontal communication(r=0.33, p=0.0001), involvement communication(r=0.25, p=0.0001) of internal marketing factors in nursing organization, but negatively correlated with downward communication(r=-0.16. p=0.0082). Organizational commitment was positively correlated with upward communication(r=0.48, p=0.0001), education training (r=0.42, p=0.0001), horizontal communication(r=0.36, p=0.0001), welfare (r=0.34, p=0.0001), involvement communication(r=0.25, p=0.0001) of internal marketing factors in nursing organization. but negatively correlated with downward communication(r=-0.20, p=0.0014). In conclusion. the results of this study showed that the internal marketing factors were highly correlated with nurses' job satisfaction and organizational commitment. Therefore, for nurses' job satisfaction and organizational commitment's improvement, it is important to develop the education training program. to improve welfare system and to actualize upward communication. among internal marketing factors.

• Journal of Digital Convergence
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• v.14 no.8
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• pp.487-496
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• 2016

This study aims to explore the present condition of job preparation of students in the department of physical education in depth so that convergence talents with professional physical education abilities can be trained and physical education majors can establish themselves in adverse conditions such as the reduction of the entrance quota and a lack of cases of research on job training in the departments related to physical education by the college evaluation of the Ministry of Education and to present a direction of career training. In order to analyze the relationships among sub-factors according to the level of perception of physical education-related majors, methods such as MANOVA and correspondence analysis were used. The results obtained through the research are as follows: First, it turned out that it is important to carry out career training in advance, considering physical education-related college students' aptitude and talent by grade. Second, it turned out that it is important to alleviate the problem of employment barrier in the preparation for career fast. Third, it turned out that it is important for us all to make efforts to expand the types of physical education-related employment and provide opportunities.

• The Korean Journal of Applied Statistics
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• v.25 no.1
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• pp.163-181
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• 2012

This paper studies the effect of job training for non-regular employees in the Korea labor market. Using an economically active population data set of statistics Korea, we apply a non-parametric matching and sensitivity analysis method to measure the effect of the training for non-regular employees and to look for the impact of an unobservable variable or confounding factor in regards to the selection effect and outcome effect. In the our empirical results, we conclude that the effect of the training for non-regular employees has a better employment effect for getting a regular job rather than a wage effect; in addition, the impact of unobservable variables or confounding factors do not exercise a statistically strong influence on the baseline ATT.