• Journal of the Korean Society of Marine Environment & Safety
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• v.23 no.7
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• pp.847-857
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• 2017

The present situations of the education and training systems for the response to marine HNS spill incidents in domestic and foreign countries were reviewed and the plans to improve domestic system were suggested on the basis of the comparison between domestic and foreign education systems. There were almost no private education and training institutions in Korea, and they have not been activated, compared with those of foreign countries such as USA, Canada, Australia and UK. The domestic marine HNS-related education has been implemented uniformly under Korean government initiative. In addition, there were differences in the targets and duration of the education offered by Korea Coast Guard Academy (KCGA) and Marine Environment Research & Training Institute (MERTI) in Korea. Domestic HNS-related curriculum was relatively simple, compared with the curricula of foreign countries, and has not accepted two levels (operational level and manager level) required in HNS model courses of International Maritime Organization (IMO). The domestic education and training period was short relatively to those of foreign countries. The following suggestions were made to improve the education and training system for the response to domestic marine chemical incidents. In the short term, an HNS education and training management consultation body (tentative name) should be established, with both KCGA and MERTI participating jointly while maintaining the current system of the two institutions (KCGA and MERTI) simultaneously. In the more distant and long term, the HNS-related departments of KCGA and MERTI should be incorporated into a National Marine HNS Response Academy (tentative name) as unified system to enable international competitiveness.

• Journal of Korean Library and Information Science Society
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• v.44 no.3
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• pp.379-403
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• 2013

This study aims to 1) analyse the current RDA application and training and 2) develop an on-the-job training model for Korean library and information professionals. For this purpose, this study collected and analysed comprehensively RDA on-the-job training programs in the major foreign national libraries, consortium, college libraries, etc. Then, this study presented application methodology of the devised training model to the National library of Korea depending on the RDA application process. Also, the significant consideration for the RDA implementation by type of libraries was suggested.

• Journal of Korean Library and Information Science Society
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• v.53 no.2
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• pp.43-71
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• 2022

In this study, the vision and goal of librarian education and training were designed by reflecting the changes in the internal and external environment of the library and the human resource development (HRD) trend in order to prepare a mid- to long-term development plan for librarian education and training. To design the vision and goal of librarian education and training, redefining the necessity, goals, mission, and role of librarian education and training, and seeking strategies to realize the vision and goal of librarian education and training. Core competency and national competency standards (A detailed implementation plan was prepared for the development of NCS) - based educational operation guidelines. First, when analyzing domestic and foreign prior research and literature, the future librarian is a person with competencies that includes first, creative convergence, second, communication and cooperation, third, leading professional, and fourth, empathic and inclusive talent. It was identified that education and training should be established based on The curriculum according to the library's future talents and core competencies should be presented in the following process model, and the librarian competencies for each type of creative convergence type, communication cooperation type, leading professional type, and empathy and inclusive type should be derived, and It was identified that the education direction should be set in the direction of designing a curriculum for job competency improvement by setting the job competency according to the requirements.

• The Journal of the Korea Contents Association
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• v.19 no.1
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• pp.37-46
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• 2019

The purpose of this study is to develop a flipped-learning based education model for vocational education and training. Based on previous studies, we have developed a training model that includes definitions of flipped-learning, major learning activities, and operational strategies in each occupation. In addition, delphi surveys were carried out to confirm the validity of the educational model for HRD and vocational education and training specialists. Finally, the flipped-learning model for vocational education and training consists of three stages: Pre-learning, Main-learning, and Post-learning. Pre-learning stage include Online lectures, Simple tasks, Main-learning stage include Active learning and Coaching-Debriefing lecture, Post-learning stage includes Individual reflection-Additional task performance activities. The educational model developed through this study was developed with the focus on improving the linkage and the performance of the goal of vocational education and training.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.10
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• pp.240-247
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• 2020

The Korean military is having difficulty maintaining combat power due to the insufficient troop numbers caused by a demographic cliff and the reduction of the mandatory military service period. Recently, discussions on improving the military training system have increased significantly. This paper proposes an optimization model to establish military training schedules to improve combat power. The oblivion and learning effects on training tasks were quantified through a survey and applied to the model. The objective value, combat power, was calculated based on the total task scores of the unit members and the number of task failures after four weeks. The scenarios were configured by the change in educational conditions and initial scores of some tasks. As a result of scenario experiments, combat power has increased by at least 10% and up to 77%, which is sufficient to maintain combat power considering the change in troops. In addition, the planning of combat skill tasks has a significant impact on combat power. Through this research model, it is expected that military training managers will be able to establish a training schedule that maintains or improves the combat power of troops effectively.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2010.04a
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• pp.278-279
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• 2010

항만컨테이너터미널에서는 컨테이너 생산성뿐만 아니라 하역작업 안전성도 중요하게 고려되고 있다. 생산성 증대를 위해서 도입되는 대형 하역장비의 운영 효율성과 더불어 하역장비를 운영하는 장비기사들의 작업안전성 향상도 중요함에 따라 하역장비기사를 대상으로 하역장비 교육훈련 실시가 필요하게 되었다. 그러나 실제 하역장비운영을 통한 교육훈련은 장비운영비용과 위험성이 수반되기 때문에 경제적으로 장비 운영 시 발생되는 문제점을 최소화시키는 방법 가운데 하나가 항만크레인시뮬레이터를 이용한 하역장비 교육훈련이 제기되고 있다. 이에 본 연구는 교육기관에서 보유하고 있는 실제 항만의 운영환경을 고려하여 개발된 최첨단 장비인 항만크레인시뮬레이터를 이용한 부산항 신항만을 중심으로 하역장비기사 교육현황과 그 성과를 통한 항만크레인시뮬레이터 장비 효율성을 제시하고자 한다.

• Journal of Digital Convergence
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• v.11 no.5
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• pp.267-277
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• 2013

An training activity within organization is main factor for creating a competitive advantage in knowledge-based economic system. Therefore the purpose of this study is to examine the relationship between training activity in organization and business performance and corporate value. Also it was analysed whether the effect of training was different between large company and small company. The major results of analysing the effect of training on organization performance are as follows. First, training activity was positively related to Tobin's Q each year. As for net income per person the effect on training was significant in 2009 and 2010 except 2008. The sales per person was significantly related in 2008 and 2009. Second, as the result of analysis of training investment on organization performance, as for large company the effect of training on business performance and corporate value was mostly significant excluding 2008' net income per person and 2010' sales per person. While as for small company all effects were not related.

• Management & Information Systems Review
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• v.32 no.4
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• pp.103-126
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• 2013

Growing serious on the required conditions for the On-the-Job Education Training at the firm field, a large number of firm make a plan for implementation and pushing ahead of the On-the-Job Education Training. Further, A lot of firms effort to attract multi-professional person at an firm level recently. However, there were little information about the what for the reason to choose the OJET, come what may on the OJET and how to thinking on the outcome for the latent employee. On the basis of these issues, this study discovered the motivations from the employee point, finding out the factors on the effect of the choice as the OJET type and the integration point of view. The study results found out significant variables of the OJET type factor, the business for which one is responsible factor, OJET participation reason factor, business environment factor and individual background factor on the OJET decision plan. On the basis of the results, this article further discusses what we need to do for the intensity of participation invigoration at a firm level.

• Journal of Korea Entertainment Industry Association
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• v.15 no.3
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• pp.203-210
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• 2021

Yuri Vasilyev - actor, director and drama teacher. Russian meritorious artist, winner of the stage "Medal of Friendship" awarded by Russian President Vladimir Putin; academician of the Petrovsky Academy of Sciences and Arts in Russia, professor of the Russian National Academy of Performing Arts, and professor of the Bavarian Academy of Drama in Munich, Germany. The physiological sense stimulation method based on the improvement of voice, language and motor function of drama actors. On the basis of a systematic understanding of performing arts, Yuri Vasiliev created a unique training method of speech expression and skills. From the complicated art training, we find out the most critical skills for focused training, which we call basic skills training. Throughout the whole training process, Professor Yuri made a clear request for the actor's lines: "action! This is the basis of actors' creation. So action is the key! Action and voice are closely linked. Actor's voice is human voice, human life, human feeling, human experience and disaster. It is also the foundation of creation that actors acquire their own voice. What we are engaged in is pronunciation, breathing, tone and intonation, speed and rhythm, expressiveness, sincerity, stage voice and movement, gesture, all of which are used to train the voice of actors according to the standard of drama. In short, Professor Yuri's training course is not only the training of stage performance and skills, but also contains a rich view of drama and performance. I think, in addition to learning from the means and methods of training, it is more important for us to understand the starting point and training objectives of Professor Yuri's use of these exercises.

• Journal of vocational education research
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• v.36 no.2
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• pp.95-121
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• 2017

The vocational competency development training teacher must complete the training course for the training of vocational competency development training instructor and get the qualification of the vocational competency development training teacher from the Ministry of Employment & Labor with the criteria set by the Presidential Decree. Therefore, it can be said that H_university 's educational performance, which is the only vocational competency development training teacher in Korea and that plays a role of mass production in the labor market, has a great influence on vocational competency development training. The purpose of this study is to identify the problems through the analysis of actual condition of vocational competency development training education based on CIPP model, Furthermore, it was aimed to suggest improvement plan of qualification training education. In order to accomplish the purpose of the research, the present situation of the training course for the vocational competency development training teacher training students was grasped. And We conducted a survey to draw out the improvement plan and utilized the results of 173 copies. We conducted interviews by selecting eight subjects for in-depth analysis and Understand the details of the results of the surveys conducted. As a result of the study, positive responses were obtained from the educational objectives and educational resources in the context factors. On the other hand, there were negative opinions about the curriculum reflecting the learner and social needs. In the input factors, positive opinions were derived from the educational objectives and training requirements. However, there were many negative opinions about the achievement of the learner's educational goals. In addition, there were many negative opinions of online contents education. In the process factors, positive evaluation was high in class related part, learner attendance management, and institutional support. However, negative opinions were drawn on the comprehensive evaluation of qualification training period, and the learner's burden due to lack of learning period appeared to be the main reason. In the factor of calculation, Positive opinions were derived from the applicability of the business curriculum for training courses for training teachers who are in charge of education and training in industry occupations. However, there were negative opinions such as learning time, concentration of learning, and communication of instructors. Based on the results of the study, suggestions for improving the operation of vocational competency training teacher qualification training are as follows. First, it is necessary to flexibly manage the training schedule for the weekly training course for vocational competency development training teachers. Second, it is necessary to seek to improve the online education curriculum centered on consumers. Third, it is necessary to seek access to qualification training for local residents. Fourth, pre - education support for qualified applicants is required. Finally, follow-up care of qualified trainees is necessary.