• Journal of the Korea Academia-Industrial cooperation Society
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• v.22 no.2
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• pp.694-704
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• 2021

To improve the quality of government-funded vocational training, an accreditation system of vocational training providers has been implemented since 2015. The purpose of this study was to suggest improvement measures by analyzing the accreditation system and the perceptions surrounding it. To this end, accreditation systems from European countries, such as Germany and the UK, as well as related domestic systems, were reviewed. Two surveys were administered to 131 appraisers and 370 vocational training providers. The study results showed that changes to the standard and accreditation processes are not needed at this point. In the long term, however, it will be necessary to request that vocational training providers adopt their quality assurance system. In addition, both appraisers and vocational training providers responded that the accreditation system is being established to increase the quality assurance system within vocational training providers. Based on the study results, several implications for improving the accreditation system were suggested as follows: a vocational training enhancement centered on outstanding vocational training providers; an accreditation system simplification for short-term vocational training providers; a stronger monitoring system during the accreditation period; and an operation of outcome-based accreditation.

• The Journal of the Korea Contents Association
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• v.18 no.3
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• pp.550-556
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• 2018

This study conducted AHP analysis to find out the directional of human resource management through policy priorities for personnel innovation of local public officials. The results of the study were derived using the AHP analysis methodology. The results of the study are summarized as follows. First, the interchange of personnel system was the most important measure among the measurement areas of interchange of personnel system, education training system, recruitment management system and appointment management system. Second, from the point of view of evaluation item, it is as follows. In the personnel interchange system, it was found that the conversion of personnel management based on job performance and performance was important. In the position management system, it is important to appoint and expand professional positions. In the recruitment management system, the introduction of personality and aptitude tests used in the private sector is important. Development of customized curriculum programs is important in the education and training system.

• The Journal of Korean Institute for Practical Engineering Education
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• v.4 no.1
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• pp.72-79
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• 2012

Recently, the growth of the computer-related industries lead to the growth of the computer-aided education. Virtual training (VT) is one of the most interesting education methods. Many 3D models for the VT contents have been produced, but little research has been performed for the unified management system to promote the reuse of 3D models. This paper proposes the unified 3D model management system. The 3D model file formats are surveyed to find a format that can be easily used by many VT content production softwares. The 3D model files will be stored in a central DB server. The structure of the DB system will be designed for 3D models. The system provides an easy way to search and download a 3D model. With the proposed system, the reuse of 3D models is expected to be promoted.

• Proceedings of the Korean Society of Computer Information Conference
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• 2019.01a
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• pp.211-212
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• 2019

서로 다른 지역에서 서로 다른 과정의 실습 중심의 정보보호 단기 교육을 진행하기 위하여 SaaS 기반 가상훈련 시스템을 사용하였다. 본 논문에서는 SaaS 기반 가상훈련 시스템을 이용한 정보보호 실습 교육의 장단점을 정리한다. 강사 및 수강생들은 교육 과정 중 데스크톱 가상화를 사용하여 실습 환경을 구축하는 시간을 절약할 수 있었다. 또한, 원격 실습 지원, 진행 상황 확인도 가능하였다. 관리자는 강사 및 장소와 무관하게 균등한 실습 교육을 제공할 수 있다는 점이 가장 큰 장점이었다. 향후에는 서버 가상화와 데스크톱 가상화가 결합된 하이브리드 형태의 실습 환경 개발을 고려할 필요가 있다.

• Journal of the Korea Institute of Information Security & Cryptology
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• v.29 no.4
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• pp.867-875
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• 2019

Security awareness and training are becoming more important as cyber security incidents tend to increase in industrial control systems, including nuclear power plants. For effective cyber security awareness and training for the personnel who manage and operate the target facility, a TEST-BED is required that can analyze the impact of cyber attacks from the sensor level to the operation status of the nuclear power plant. In this paper, we have developed an HIL system for nuclear power plant cyber security training. It includes nuclear power plant status simulations and specific system status simulation together with physical devices. This research result will be used for the specialized cyber security training program for Korean nuclear facilities.

• 월간 기계설비
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• s.228
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• pp.64-73
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• 2009

건설현장의 안전사고는 안전불감증과 허술한 재난관리시스템으로 인한 인재(人災)가 대부분이다. 따라서 여름 장마철과 혹서기에 대비, 현장의 감전사고 및 침수 붕괴재해 예방, 그 밖의 수해방지대책 등을 수립해 현장근로자에게 사전교육을 철저히 하는 것이 재해예방의 첫걸음이다. 특히 재난관리시스템 및 매뉴얼을 구축한 뒤 재난 유형과 상활별 시나리오를 구성, 이를 바탕으로 사전교육과 모의훈련을 통해 긴급조치 및 대피계획을 수립 실시하는 등 구체적인 재해대책 요령을 숙지하면 재해를 줄일 수 있다. 본지는 회원사의 공사안전에 참고가 되도록 한국산업안전보건공단에서 제공한 장마철 혹서기 건설 현장 안전지침을 게재한다.

• 한국경영정보학회:학술대회논문집
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• 2008.06a
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• pp.680-688
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• 2008

본 연구는 최근 공공부문에 급속히 확산되고 성과 관리시스템을 수용하는데 있어 사용의도에 영향을 미치는 요인들을 실증분석으로 검증하기 위한 연구 이다. 정보시스템 형태로 구현된 BSC(Balanced Scorecard)기반의 성과관리시스템을 수용대상으로 하고 있어 Davis(1986)의 TAM (Technology Acceptance Model)을 기본 틀로 Venkatech et al.(2003)의 UTAUT(the Unified Theory of Acceptance and Use of Technology)를 접목하여 연구모형으로 활용하였다. 설문조사는 BSC시스템을 도입하여 사용 중인 공공부문 기관(회사)을 대상으로 251부의 유효표본을 확보하였다. 구조방정식 모형의 경로분석을 통한 가설검정 결과 13개의 가설 중 9개의 가설이 채택되었다. 교육훈련, 정보시스템 지원, 최고경영자지원, 개인의 혁신성은 노력에 대한 기대에 영향을 미치는 것으로 나타났다. 이는 사용 자들이 새로운 기술 수용에 있어서 보다 쉽게 사용 할 것으로 기대하는데 교육훈련, 정보시스템 지원, 최고경영자지원 등 조직차원의 다양한 지원과 사용자 개인의 혁신성이 요구되는 것으로 해석된다. 성과에 대한 기대의 경로분석 결과 BSC시스템 수용 요인들 중에서 최고경영자지원과 개인의 혁신성만이 영향을 미쳤다. 이러한 결과는 공공부문의 실제 BSC시스템 구축에 대한 사례연구들에서도 지적된 사항이기도 하다. 한편, 노력에 대한 기대는 성과에 대한 기대에 영향을 미치는 것으로 나타났다. 기존의 TAM 관련연구들의 결과를 지지하는 것으로 공공부문 BSC시스템 수용에 있어서도 노력에 대한 기대가 높을수록 성과에 대한 기대가 높은 것을 보여준다.

• Journal of Advanced Marine Engineering and Technology
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• v.36 no.2
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• pp.327-333
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• 2012

The Engine Room Resource Management System will be applied to ocean going ships according to the revision of 2010 STCW convention. This paper aims to study the practical procedures for establishing Engine Room Resource Management System in connection with the eight quality management principles of ISO 9001 and Korean law. For the purpose of this study. the definition and the necessity of Engine Room Resource Management System and customer, product, customer requirements in accordance with the requirements of the ISO 9001 are reviewed and discussed.

• Management & Information Systems Review
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• v.38 no.2
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• pp.139-163
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• 2019

The purpose of this study is to identify the influence of the high performance and the work system recognized by the organizational members participating in the NCS enterprise utilization consulting on the organizational effectiveness and the influence of the organizational performance. In order to achieve the purpose of this study, the research hypotheses were verified by applying multiple regression analysis and co-integration regression analysis on the 145 usable results from using the statistical program of SPSS 24.0. The results of this study are as follows. First, hypothesis 1, the analysis of positive(+) influence on organizational effectiveness on the characteristics of the system (selection system, evaluation and compensation, education and training opportunity, member participation system, job stability) was adopted due to its' positive(+) and significant relationship. Second, hypothesis 2, an analysis that the organizational effectiveness would have a positive impact on organizational performance was adopted due to its' proven work. However, its' effectiveness will need verification. Third, regression analysis was conducted to confirm the role of the hypothesis 3, personnel management effectiveness, between the high performance and the work system (selection system, evaluation/compensation, education/training opportunity, member participation system, job stability). As a result, Hypothesis 3 showed that the selection system (H3-1), evaluation and compensation(H3-2), education and career opportunities(H3-3), member participation system(H3-4), job stability(H3-4) showed that organizational effectiveness has a moderating role in HR effectiveness. The main implication of this study is that the positive and working system recognized by the organizational members has positive affects on organizational effectiveness and organizational performance. In order to enhance the substantiality management system through improvement of organizational performance, a regular implementation plan on a high-performance working system along with education & training system to improve organizational effectiveness is required so that the members of the organization could form a consensus. Second, as a result of confirming the moderating effects of HR management effectiveness, the moderating role of HR management system and organization effectiveness was verified positive. Therefore, this study shows that the part that verifies both organizational effectiveness and organizational performance through high-performance working system and the part that confirmed the role of control between high-performance work system and organizational effectiveness are the biggest difference from the previous research.

• Management & Information Systems Review
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• v.33 no.2
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• pp.135-153
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• 2014

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods. Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between human resource management system and firm performance. To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between human resource management system and firm performance. The research model among the variables in this study was as follows: These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS. The Summary of the verification results is follows: Firstly, most of human resource management system and human resource flexibility had positive effects on human resource performance Secondly, most of human resource management system and human resource flexibility had positive effects on firm's financial performance Thirdly, human resource flexibility had mediated the relationship between human resource management system and firm performance The results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system.