• Title/Summary/Keyword: the training for school organization management

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A Study on Teacher Training System of Japan -Focused on 'the Training for School Organization Management'- (일본의 교원연수 체계 연구 -'학교조직 매니지먼트' 연수를 중심으로-)

  • Choi, ByungTaek
    • Korean Educational Research Journal
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    • v.37 no.1
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    • pp.1-18
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    • 2016
  • 'The Training for School Organization Management' is a essential teacher training system in order to develop qualification and ability of teachers who have to be the flexible to the recent changeable society. The concept which the school management issue is only belong to the principle is changed now. The thought that 'the school as a team' is broadly accepted. As a result, every teachers including the parents, community people are thinking the solution about the management issues of the school. The changes in the framework of these thoughts is from the recognition that the school management is no longer the preservation only to the manager such as the principle. 'the school linked to the community', 'the school which information is open to all public', the school which is thinking about the curriculum' are highlighted as an alternative which can solve the current education issue. The new curriculum of 'The Training for School Organization Management' is necessary to be in accordance to the new school curriculum because we have to run a new school system in the complex educational circumstance.

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A Study of Consulting Demands Analysis in Vocational Education and Training High Schools Participating the Apprenticeship System (산학일체형 도제학교의 컨설팅 요구 분석 연구)

  • Ahn, Jae-Yeong
    • 대한공업교육학회지
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    • v.41 no.2
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    • pp.24-47
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    • 2016
  • The purpose of the this study is to analyze consulting demands in vocational education and training (VET) high schools participating the apprenticeship system in Korea. The results of the study are as follows. Firstly, there are 9 sections of consulting that teachers in charge of apprenticeship program in VET high schools demanded. Especially, the demands for the consulting that related with 'student evaluation', 'apprenticeship program development and organization planning of schools' curriculum', 'selection and management of enterprises', 'organization of apprentices classes and student management', 'teaching & learning activities and textbook development' were relatively high. Secondly, there were differences in demands of consulting by VET high schools' current management status. By the type of organization, demands for consulting of both 'training center in main school' of organization and 'training center in common' of organization were higher than 'independent school' of organization generally. By the type of apprenticeship program hours, demands for consulting of both 'above 1400 hours' and '1200 ~ 1400 hours' were higher than 'less than 1200 hours' generally. By the type of OJT operation, demands for consulting of 'a type of OJT that is operated in long term(more than 2 weeks)' were higher than 'a type of OJT that is operated weekly' generally. As a result from above, there are some pre-requisites for the stable operations of VET high schools. 1) The apprenticeship program shall be developed not to interrupt school's regular curriculum. 2) For the smooth management between apprenticeship program and school curriculum, the academic calender has to be established so as the type of OJT operation. 3) The cooperation among the participating schools in part of the organization is unavoidable.

Comparison Study for Learning Transfer Factors of the Leadership Training Program in Different Types of Job : Focused on Physicians in Hospitals and Managers in Firms (리더십 교육훈련 프로그램 학습의 현장 전이 비교 연구 : 병원 의사와 기업 관리자를 중심으로)

  • Hwang, Jae-Il;Park, Byeung-Tae;Gu, Ja-Won
    • Korea Journal of Hospital Management
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    • v.18 no.4
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    • pp.54-77
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    • 2013
  • This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.

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A Study of School Health Nursing Activity Performed Teachers Holding Additonal school Health (양호겸직교사의 학교보건간호 업무활동에 관한 조사연구)

  • Jung, Chan Gyoo;Chung, Yeon Kang
    • Journal of the Korean Society of School Health
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    • v.2 no.1
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    • pp.108-130
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    • 1989
  • The purpose of this study is to provide the basic data for the development of school health nursing activities by surveying realities of school health nursing activities in schools lacking in a school nurse performed by teachers holding additional school health. The subjects for the study was selected from teachers holding additional school health who participated in the annual training course for teachers holding additional school health in 1988 organized by Province Education Council. 105 teachers holding additonal school health from Kyung-gi Province, 85 from Chung-buk province, 50 from Chun-buk Province, answered the questionaire. The results can be epitomized as follows. 1. General characteristics of Teachers Holding Additional School Health. The majority of the subjects are female (94.3%) and 64.1% of the subjects are in their twenties, 79.5% of them graduated from four-year teacher's college, 54.5% of them are unmarried, 74.5% has less than one-year experience as a teacher holding additional school health. 2. General characteristics of schools 92.4% of schools are national, of public schools, and 91.9% are located in country, elementary schools are 64%, junior high schools are 35.4%. The annual school nursing budget is unknow to 89.2% of them. The school nursing organization is non- existent to 85.6%. 82.4% of the school nursing clinics occupy their place solely, or jointly. 3. Status of School Health Nursing Activities In the questionaire, School Health Nursing Activities arc divided into Health Program planning and Evaluation (4 items), Clinic Management (4 items), Health Education (4 items), Management of School Environment 98 items), Operating of School Health Organization (1 item) and Health Care Service (25 items). The answers to each item measured by the Likert-type scale reveals that in the activities of techcrs holding additional school health the practice rate in Management of School Environment is 55%, 47% in Health Education, 45% in Health Program Planning and Evaluation, 32% in Health Care Service, 27% in Operating of School Health Organization, and 27% in Clinic Management. 4. The Relation between Influencing variables and School Health Nursing Activities. The results are as follows. (1) Health Program Planning and Evaluation: religion, marital status ($P<0.05^{**}$) (2) Clinic Management: age, school health organization ($P<0.05^{**}$) (3) Health Education: age ($P<0.01^*$), religion ($P<0.05^{**}$), business except for school nursing ($P<0.05^{**}$), form of operation ($P<0.05^{**}$), the number of clinic client a month ($P<0.05^{**}$). (4) Management of School Health Environment: age, marital status, business except for school nursing ($P<0.05^{**}$), presence of the annual school health nursing budget ($P<0.01^*$), school health organization ($P<0.05^{**}$). (5) Operating of School Health Organization: There is a statistical significance in Education, Interest in School Nursing ($P<0.05^{**}$). 5. The Regional Relationship of School Health Nursing Activity. There is a statistically significal difference in Health Education ($P<0.05^{**}$) and Health Care Service ($P<0.01^*$) of elementary school located in Kyung-gi, Chung-buk, Chun-buk Province. There is a statistically significant difference Health Program Planning and Evaluation of junior high Schools located in Kyung-gi, Chung-buk, Province ($P<0.05^{**}$). 6. The Correlation in School Health Nursing Activities. The analysis of the correlation in the 6 fields of school Health Nursng Activities shows that there is a statistically significant difference between Clinic Management and health Education, Clinic Management and Operating of School Health Organization, and between management of School Environment and operating of School Health Organization ($P<0.05^{**}$). The conclusions are as follows The 40.5 percent of schools should arrange nurse teachers by regulation 38, relative to the application of the Law of Education. But, in reality, teachers who have nothing to do with nursing, hold school health as an additional job. And it is very difficult to expect the qualititive health management of school faculty and students. In the 85.6 percent of schools, there is no organization for school health. And also, persons in charge of pracitcal affairs perform the school health activity without any knowledge about annual school health nursing budget. In the school health nursing activity of teacheres holding additional school health, operating of school, health organization and clinic management are the most difficult to get the cooperation from the persons relate to school and communities. There are a lot of problems in performing the school health nursing activity without any disposition of school health teachers, therefore, it is necessary to supplement school health teachers who had a professional training in order to make efficient the school health nursing management for children who are about to attend a school.

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A Study of Global Manufacturing Education and Training for Chinese Company Manager

  • Sun, Jing;Tamaki, Kin'ya;Yeh, Shihshui;Takiuti, Noboru
    • Industrial Engineering and Management Systems
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    • v.13 no.3
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    • pp.252-257
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    • 2014
  • Global economic recession, global market reduction, and the deteriorating economic recession are forcing the industry to reconsider the business plan and strategy related to supply chain regardless of the size of the companies. During the economic recession caused by financial anxiety, development of international collaborative producer is the key theme for a manufacturing industry to get over the situation. Especially, development of high-skilled people who are capable of handling global manufacturing management is the key factor in China which shifted from a world factory to a world market. In this background, we started the international project of global manufacturing education and training for Chinese company managers from 2009. In this paper, based on the research conducted by the universities and companies in China, a design of global manufacturing education and training is proposed. This presented design is based on the theory of Japanese production strategy and investigation of actual conditions for Chinese companies and the research methodology of business management practice with efficiency and productive for international level management organization. The effectiveness of the education design is evaluated by applying the international education and training project of Aoyama Gakuin Human Innovation Consulting Inc. and Vigor Management Technology Association.

A Study on Efficient Evidence-Based Training(EBT) Application Method (Focusing on Approved Training Organization for Pilot) (효율적인 증거기반훈련(EBT) 적용방안에 관한 연구 (조종사 전문교육기관을 중심으로))

  • Hak-keun Kim;Kyu-wang Kim
    • Journal of Advanced Navigation Technology
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    • v.27 no.1
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    • pp.23-35
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    • 2023
  • Evidence-based training (EBT) improves a pilot's competency and confidence based on the data(Evidence) from actual aircraft accidents, incidents, operations, and training for safe operation in the fast-paced and large-scale air transportation field. It is a training/assessment program that strengthens resilience for problem solving. As a way to apply this evidence-based training(EBT) to the educational system of ATO and to resolve the problems, I propose 3 improvement plans. They are evaluation criteria that apply the core competencies of EBT to the educational evaluation system, the way to improve the system for standardization of practical test examiners and instructors and also the ways to use Flight Simulation Training Devices(FSTD).

Effects of Training and Development, Organizational Culture, Job Satisfaction, and Career Development on Employee Retention in Commercial Banks in Bangladesh

  • Md. Atikur, RAHAMAN;Md. Sayed, UDDIN;Wasib Bin, LATIF
    • The Journal of Asian Finance, Economics and Business
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    • v.10 no.2
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    • pp.91-97
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    • 2023
  • In the current era of globalization, financial and banking organizations have been facing ever-growing challenges in the global market regarding retention, customer satisfaction, commitment, engagement, proper services, and the belief of their employees. Employees are regarded as an enormous asset for every organization that plays an important role in achieving the vision of the company. The objective of this study is to explore the determinants of bank employee retention and its impact on an organization in the context of Bangladesh. In terms of research purpose, non-probability convenience sampling has been used in this study, and the targeted population was the commercial bank employees of Bangladesh. In terms of data collection, the researchers have used the adopted questionnaires from previous studies. In this study, the total sample size was 180, and a questionnaire was sent to the respondents through e-mails. For analyzing the collected data, SPSS 26.0 version has been used to test the study model and the proposed hypotheses. This study shows that there were four independent variables training and development, organizational culture, job satisfaction, and career development have a positive and significant impact on employee retention. So, the bank management should organize the retention program for the welfare of the employees.

The Determinants of Human Resource Information System Success in Japanese Manufacturing Companies

  • Zin, Md Lazim Mohd;Ibrahim, Hadziroh;Hassan, Zuraidah
    • Asian Journal of Business Environment
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    • v.6 no.4
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    • pp.27-34
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    • 2016
  • Purpose - The study sought to examine the relationship between individual characteristics and system features and Human Resource Information System (HRIS) success in Japanese manufacturing companies in Malaysia. Research Design, Data, and Methodology - This study adopt quantitative approach to investigate the relationship between individual characteristics and system features and HRIS. Toward this objective, a total of 700 questionnaires were mailed to a representative of the organization. A total of 187 questionnaires were returned, and only 145 were usable for further analysis, representing a response rate of 20.71%. Result - Results indicated that individual characteristics and two dimensions of system characteristics (ease of use and training) were significantly related to HRIS success. Unexpectedly, the results showed that the third dimension of system features (documentation) was unrelated to HRIS success. Conclusions - The results partially support the underlying arguments that individual characteristics and system characteristics have significant influences on HRIS success. The finding suggests that HRIS success in the organization can be generated as a result of good implementation of system support and employees' readiness to apply HRIS in their jobs.

A study on the Comparative Analysis and Improvement Direction of Approved Training Organization for Pilot (비행교육을 위한 지정전문교육기관 비교분석 및 개선방안에 관한 연구)

  • Jun-Hyeok Hwang;Kyu-wang Kim
    • Journal of Advanced Navigation Technology
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    • v.28 no.1
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    • pp.51-59
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    • 2024
  • Currently, the approved training organization (ATO) is being used worldwide to supply excellent pilots in the aviation industry. This system, which is used worldwide, has been transformed and utilized according to each country. In this study, the operation method and educational environment of specialized pilot training institutions in Korea were examined in detail, and the differences were compared by comparing the operation methods and flight education environments of international standards, the United States, Europe, Canada, and neighboring countries such as Japan, China, and Singapore to derive differences from the system of specialized educational institutions in Korea. Based on these comparative data, through a survey of workers in the relevant work, satisfaction with the number of department classes set by the domestic aviation safety law specialized educational institution designation standards differed greatly depending on the characteristics of the survey subjects, and the importance differed depending on the department's class subjects.

A Study on Design of Vocational Education and Training Curriculum with Key Competencies (직업능력표준을 활용한 교육훈련과정 설계방안)

  • Gu, Ja-Gil;Lee, Jae-Gik
    • Journal of Digital Convergence
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    • v.5 no.2
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    • pp.109-122
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    • 2007
  • The original element for development in current society is recognized as knowledge, technology and information. It has been developed and improved the human resources development system through the occupational standards that closely connected system among work, education training and qualification in every country. This study is for development of the occupation standards that was standardized the required competency element, performance criteria, range statement, assessment guideline in machinery industry, also developing the education training program based on competency to be able to apply department of relevant machinery industry in vocational high school. Occupational standards and key competencies were developed by expert in field engineer and verified about contents and level system by questionnaire and interviewing. Education training program was developed on SCID model, and the effectiveness and suitability of the training program was verified by teacher, professor and student belonging to training organization.

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