• Journal of the Korean Operations Research and Management Science Society
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• v.14 no.2
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• pp.161-161
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• 1989

This research examines the importance of IT training/education, present situation and possible suggestion for the successful training/education. The research method adopts a comparative analytical approach based on questionnaire survey responses from three work groups - managers, employees, and union representatives - drawn from five sample Korean banks. The evidence indicates that all three groups agree that IT improves banking efficiency and reduces job repetitiveness, but their job satisfaction level with IT-based work is surprisingly very low. The main reasons are mainly lack of training/education and poor user manuals. Also the research shows that most respondents would like to get further training/education to more adequately fit them for their jobs. Those from banks which invested in continuing training/education revealed more positive work attitudes and higher job satisfaction.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.31 no.1
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• pp.60-72
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• 2021

Objectives: This study was performed to investigate the level of participation in and satisfaction with training courses at job training institutions and to improve participation and satisfaction through changes in the training method for industrial ventilation subjects. Methods: The results were analyzed for the mean and standard deviation by t-test and ANOVA, (p=0.05). Participation rates were examined for three courses: specialization, job training, and supervisory. The participation inthe education was 428 people, and the result of satisfaction with the change of education method was 878 people. Satisfaction was investigated for the specialized curriculum and job training curriculum,but not the supervisor curriculum. The satisfaction results for six items(contents, quality, skill, level, degree of understanding, degree of practical) were analyzed according to the change in the training medium and the method among people in one occupational ventilation subject. Results: The participation rate was similar in the job training and specialized training courses, but the lowest rate was in supervisory courses(p=0.05). In general, there was the lowest participation on the first day of education, and the participation rate improved after the second day. Satisfaction with the course was high for the specialized education course with a number of practical education assignments(p=0.278). The satisfaction level for the teaching method in the industrial ventilation subjects was high in a mixed group which combined lecture and practice. The industrial ventilation course in the basic job training course showed a difference between lecture and mixed education(p=0.111), but there was no significant difference. However, the industrial ventilation course in the advance job training course showed a clear difference between lecture and the mixed education(p=0.036). Conclusions: Therefore, the first day of training should start in the afternoon so that more trainees can participate, and it is recommended to assign important subjects after two days. In addition, it is suggested that job competency-enhancing education utilize various educational methods and media.

• Journal of Fisheries and Marine Sciences Education
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• v.19 no.2
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• pp.219-228
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• 2007

The purpose of this study is to analyze the job and develops the educational training program of ship-fitter by using the DACUM (Developing A Curriculum) method. On the first stage, the authors have been defined the job and classified duties and tasks of ship-fitters. To fine what is the most efficient task for ship-fitter, we have been investigated the levels of importance, difficulty, frequency and entry in each task. A DACUM committee is composed of total 10 members, which are one facilitator, eight panel members, one recorder & coordinator to analyze the job of ship-fitter. Following is the result of this study. First, 5 duties and 28 tasks are analyzed. Second, 19 tasks that are essential in entry level of occupation containing 'drawing inspecting' are identified. Third, a job model of ship-fitter is constructed by the results of DACUM job analysis. Fourth, training program is developed. This program contains task/curriculum Matrix, task/Course Matrix, training Course Profile, training Road Map.

• Industry Promotion Research
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• v.1 no.2
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• pp.19-25
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• 2016

This study analyzed the effect of education and training of small businessess on improving job satisfaction and job performance. The study results showed availability of training and sufficientness of practice hours affected job satisfaction, quality & availability of training and sufficientness of practice hours affected job responsiveness, information accessability of training, training place & facility and sufficientness of practice hours affected willingness to participate in training. Women and procuction worker had higher willingness to learn, yet who are in their 20s and continuously worked for 3-5 years had lower training satisfaction so it is recommended to improve it. This study provided implications for exploring effective factors to enhance company training performance and verified the effect.

• Industry Promotion Research
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• v.2 no.1
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• pp.63-68
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• 2017

In this study, we surveyed 63 workers from October 10, 2016 to October 28, 2016, and analyzed the effect of education and training on job stress. Using IBM SPSS Statistics 20, factor analysis 32 items were used to derive 4 factors and the significance was verified as p = .000. First, The effects of workplace's OJT education on job training and job stress were found to have a significant effect on job stress relief. Second, the correlation between job stress and job stress showed that OJT education (p <.01, ${\beta}=.526$) and Off-JT education (p <.01, ${\beta}=.508$) were highly correlated with work stress. Third, the difference between work stresses according to career did not have statistically significant effect. More than 10 years of experience, less than 3 to 6 years were more sensitive to work stress. In this study, it is important to verify the effect of education and training on job stress.

• Industry Promotion Research
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• v.2 no.1
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• pp.85-91
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• 2017

This study analyzed the effect of NCS - based education and training of small and medium manufacturing on job performance. The results of this study were as follows: First, the effects of NCS education and training on job performance(p<.001, ${\beta}=5.130$) were analyzed. As a result, (p<.01, ${\beta}=3.783$) and on-the-job training had a significant effect on job attitude (p <.05, ${\beta}=-2.448$). (P <.01, ${\beta}=.740$), job skill and collective education (p <.01, ${\beta}=.459$), and job skill (P <.01, ${\beta}=.575$), job attitude and field training (p <.05, ${\beta}=-.320$), collective education and field training (p < .268) were found to be correlated. Third, the analysis of the effect of the age of general characteristics on job attitude showed that the fifties (3.75) had higher attitude than the 20s (3.44), 30s (3.26) and 40s (3.63). The purpose of this study is to investigate the effect of NCS - based education and training on the job performance of small and medium manufacturing industries.

• Journal of Engineering Education Research
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• v.23 no.2
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• pp.49-60
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• 2020

The purpose of this study is to empirically verify whether there are differences according to group characteristics in the effect of job characteristic requirements on practice performance in university long-term on-site training. Specifically, the relationship between job characteristics (job scope, job content, coaching, benefits), practical satisfaction, and occupational competencies was examined according to the group characteristics (gender types, major types, corporation types). For this purpose, the survey data were collected and analyzed for 752 students who participated in K university long-term on-site training. As a result of the analysis, first, it was found that the job characteristics (job scope job content, coaching, benefits) had structural relationship affecting occupational competence through mediation of practice satisfaction. Second, As for the differences according to the group characteristics, there were differences in the relations. Based on the result, theoretical and practical implications and follow-up studies were proposed.

• Journal of Fisheries and Marine Sciences Education
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• v.27 no.6
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• pp.1628-1645
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• 2015

This study was designed to analyze the present condition of the lifelong education field training program and to implement the need assessment of field training program based on the job model application. In order to achieve these goals, surveys were conducted through questionnaires and in-depth interviews targeting staffs of lifelong education institution in Busan area. The 115 subjects were analyzed by frequency distribution, the paired samples t-test, and the Borich's need analysis. The result showed that the field training program was poorly executed during the year of 2013 due to deficiency of certified practitioners and systematic guidelines. Also, the most highly demanded tasks were promoting change, networking, planning, developing programs and conducting surveys among various roles of lifelong educators. On the other hand, the need for the assisting and supporting programs were relatively low. Finally, this study concluded the need for developing systematic guidelines and for accrediting as a lifelong education field training institution nationwide. The results of this study would ultimately contribute to enhance the quality of lifelong education field training program.

• Journal of the Korean Society of Safety
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• v.35 no.5
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• pp.95-105
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• 2020

As one of the useful approaches to enhance safety managers' competencies, this study aims to suggest improvement plans in terms of education in school and on the job for safety managers. Educational needs at schools and job training institutes were surveyed with 321 safety managers in Daejon & Chongju Area. Correspondence with university professors at safety engineering departments via email was also conducted. Collected data were put into the R stochastic program in codified form and quantitatively analyzed through two-dimensional cross-tabulations and a chi-square test. With respect to school education, three academic subjects were examined. Job training was suggested to be conducted as 'training for trainers', which should be more flexible in terms of contents, method, and fees. Periodical investigation of educational needs for safety personnel who are consumers of safety education and training was also proposed.

• Journal of Fisheries and Marine Sciences Education
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• v.25 no.2
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• pp.349-363
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• 2013

Using data from 286 employees who were working in medium and small company in Busan, the study analyzed the influence of educational training program traits perceived by employee on organizational effectiveness and job performance. The main results were as the followings. First, for organizational effectiveness, job relation and objective setting among educational training program traits had statistically significant influence on job satisfaction and involvement in organization after controlling the employee's characteristics. Second, for job performance, after controling the employee's characteristics, job relation, educational method, educational training environment, and objective setting had statistically significant influence on active participation, the improvement of task performance ability and confidence, or professional knowledge improvement. Additionally, among the employee's characteristics, the number of educational training participation was statistically significant predictor for job performance. Based on the main results, some suggestions and the limitations of the study were discussed.