• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.9
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• pp.366-376
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• 2017

This study attempts to analyze the structure of the knowledge and duties of the vocational counseling service industry by using the text mining method and network analysis, which are methods of big data analysis. The subjects of the survey were vocational counseling, job placement and career change support, three fields in the unit elements of competence included in the National Competency Standards (NCS) which areproposed by the government. Although the analysis results of frequently used words showed that all three fields had independent duties, many were overlapping, such as counseling, examination, employment support, etc. for clients, job seekers, and others. The knowledge required by the employees of this field includes many new fields, such as start-up development, lifelong career consulting, job adaptation and culture conflict, besides the five subjects of vocational psychology, vocational counseling, labor market, job information, and law, which are included in the vocational counselor certification examination. Also, we suggested that the consultants adhere to emotional approaches, such as empathy, acceptance and attentiveness, and take a neutral stance. This study isvaluable in that it is the first attempt to objectively analyze the duties of the vocational counseling service field by big data analysis. In addition, it is also meaningful that we first confirmed the difference between the direction of government policy and the actual practice in the field.

• Journal of Practical Engineering Education
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• v.13 no.2
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• pp.305-320
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• 2021

Due to COVID-19, the education and training environment in vocational competency development has changed significantly. In vocational education and training, where the proportion of face-to-face training is more extensive than in other areas of education, some training courses had no choice but to be converted to online. This study presents a distance training system plan for non-contact vocational training by analyzing the learner's non-contact learning experiences. Non-face-to-face education experiences were investigated for learners of private vocational training institutions, universities, and public higher vocational training institutions. The main contents of the survey were to analyze the non-face-to-face learning experiences of these learners for the educational environment and educational purposes. Based on the results of the learners' non-face-to-face learning experiences, a draft of a remote training system construction plan for non-face-to-face education was composed, and a Delphi study was conducted on the draft non-face-to-face remote training system. A method for establishing a distance training system including non-face-to-face teaching and learning strategies, learning and operation support was proposed with these results.

• Journal of Practical Engineering Education
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• v.12 no.1
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• pp.145-162
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• 2020

The dual system in Korea already plays an important role in quantitative terms in the Korean lifelong vocational competency development system. However, since most of the existing dual system performance management plans in Korea focus on qualification-linked dual system, research on the effective performance management of the four-year university-driven dual system is very insufficient. This paper presents multiple measures for developing a performance management system suitable for the university-driven dual system to achieve qualitative improvement of the contract departments of the dual colleges or universities. As an approach to the end, a performance evaluation system is established by developing the evaluation items and indicators for the dual colloeges' contract departments. Next, it analyzes the needs of various stakeholder groups such as field teachers of the involved companies, students in apprenticeship and OJT professors of KOREATECH through FGI's and polls to diagnose the current operational performance, especially the causes of high drpout rates of the contract departments. From these results, the paper presents firstly the development of measuring methods for the developed performance indicators of the evaluation system and then a systemic performance management system which is based on 'input-transformation-outcome-feedback' structure. In addition, some measures for improving the high dropout rate and performance are presented from the viewpoints of each stakeholder.