• Title/Summary/Keyword: Career Development Support

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Analysis of Trends in Domestic Learning Counseling Research Using Text Mining Methods (텍스트 마이닝 방법을 활용한 국내 학습상담 연구 동향 분석)

  • Hyun, Yong-Chan;Yang, Ji-Hye;Park, Jung-Hwan
    • Journal of Convergence for Information Technology
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    • v.12 no.3
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    • pp.302-310
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    • 2022
  • This study examined the results obtained using the text mining method for research trends related to learning counseling among adolescents and suggested subsequent research directions. The top 1 and 2 of Korean youth concerns are learning and career paths. Topic modeling analysis was conducted using text mining techniques that can minimize researcher's subjectivity and prejudice for 201 academic papers above KCI registration candidates through RISS with keywords such as Learning Counseling and Academic Counseling. Learning counseling topic results showed counseling experience [topic 1], group counseling research [topic 2], parent counseling [topic 3], and learning technology program development [topic 4]. Research related to learning counseling is developing counseling for emotional stability. Group counseling, parent counseling, and learning technology programs. Learning counseling to solve adolescents' concerns is expected to continue research on integrated support through psychological emotion, parent counseling, and collaboration with learning technology experts.

Factors Related to Psychosocial Stress and Fatigue Symptom Among Nurses Working at Ward and Operating Room in University Hospitals (대학병원 병동 및 수술실 근무 간호사의 사회심리적 스트레스와 피로수준에 관련된 요인)

  • Park, An-Sook;Son, Mi-Kyung;Cho, Young-Chae
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.14 no.4
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    • pp.1781-1791
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    • 2013
  • The present study was intended to measure the level of psychosocial stress and fatigue symptom according to the various characteristics such as sociodemographic, health-related, job-related, job stress factors, and psychosocial factors among nurses working at ward and operating room in university hospitals, and to reveal the relation between these factors and psychosocial stress and fatigue symptom. The self-administered questionnaires were given to 220 nurses working at ward, and 147 nurses working at operating room in 4 participating hospitals located in Daejeon City during the period from July 1st to Aug 31st, 2012. As a results, the factors related to the psychosocial stress of nurses working at ward were age, subjective health status, job career, satisfaction of work, fit to the job, job demand, job control, coworker support, self-esteem, locus of control, type A behavior pattern. In operating room, there were age, sleep hours, subjective health status, job career, physical burden of work, satisfaction of work, fit to the job, consider quitting the job, job demand, job control, type A behavior pattern. The factors related to the fatigue symptoms of nurses working at ward were age, leisure time, subjective health status, satisfaction of work, consider quitting the job, job demand, locus of control, type A behavior pattern. In operating room, there were age, subjective health status, physical burden of work, supervisor support, coworker support, locus of control. Based on the study results, we suggest that the factors related to psychosocial stress and fatigue symptom of nurses were different from working station. We need development and application of programs to keep under management psychosocial stress and fatigue symptom.

Determinants of Insurance Products Cross-selling Performance : Focusing on Career Experience (직업경험을 중심으로 한 보험상품 교차판매 성과의 결정요인 분석)

  • Son, WooCheol;Kang, ShinAe
    • Journal of Service Research and Studies
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    • v.9 no.3
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    • pp.39-60
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    • 2019
  • The purpose of this study is to analyze the determinants of insurance product cross selling performance. For the study, 11 insurance managers and 2 sales managers belonging to A insurance agency were selected and in-depth interviews were conducted. The analysis of the research data was done by the open coding method suggested by Strauss & Corbin(2001). As a result, 84 concepts, 28 subcategories and 10 categories were derived. The ten categories that were determinants of insurance product cross-selling performance were personal characteristics, consultation method, cross-selling ratio, sales culture, education, customer change, customer DB provision, satisfaction, business support system, and customer service. In order to verify the qualitative results, quantitative analysis was emplyed to the actual performance data of insurance planners belonging to A insurance agency during April 2016~March 2019. As a result of the analysis, the age, position, and the number of months worked in the insurance company had a statistically significant effect on the number of life insurance contracts in total insurance contracts and life insurance contracts in total insurance contracts. In addition, the age, position, and the number of months worked in the insurance company had a statistically significant negative impact on the number of non-life insurance contracts in the total number of insurance contracts and the total amount of insurance contracts in total insurance contracts. The result of this study can be an important basic data for the development of educational programs and job support systems for the training of insurance planners. Insurance companies should refer to ten categories derived from qualitative research in order to increase the performance of insurance planners and to promote long-term service. Especially, it is necessary to develop specialized education programs and job support systems so that cross sales that increase the proportion of life insurance sales increase.

The Case study of cognition of participants in professional development available for science teachers in Timor-Leste (동티모르 과학교사 연수에 대한 참가자의 인식 연구)

  • Hong, Juneuy
    • Journal of Science Education
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    • v.38 no.3
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    • pp.543-554
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    • 2014
  • The purpose of this study is to analysis of the cognitions of Korean science teachers and Timor-Leste's science teachers about the teacher training for the professional development as a science teacher held by Korean science teachers. Most of the Timor-Leste's Science teachers who participated at the teacher training mostly had their 10-year teaching career and were secondary school teachers. The purpose of the teacher training is to provide the science educational support for them and to encourage their own development; to effectively donate their skills and talents as a science teacher in their country. The data was collected from participant observation, interviews, and questionnaires. The results were as follows: many Korean teachers recognized that it is necessary to localize the experimental materials and utilize an appropriate language for the science education of Timor-Leste. Furthermore, until the stable science teacher training system of Timor-Leste is set up, it is necessary to be the precise understandings of the curriculum, the correct data regarding the state of education in Timor-Leste, and the knowledge need to Timor-Leste's science teachers. Meanwhile most of the Timor-Leste's Science teachers mostly had some difficulties in using language due to double translation, paying the participant fee, and travelling long distance from their country in participating the teacher training. What they expected at the teacher training was to enhance their professional ability as a science teacher, and to be able to manage the teacher training for Timor-Leste's science teachers by their own selves.

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A Study on the Knowledge Acquisition from Local Companies and Job Seekers using Data Mining Techniques (데이터마이닝 기법을 이용한 지역 기업과 구직자로부터의 지식 도출에 관한 연구)

  • Kim, Jin-Sung
    • Journal of the Korean Institute of Intelligent Systems
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    • v.22 no.2
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    • pp.141-147
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    • 2012
  • The purpose of the study is the acquisitions of knowledge related in job searching from local companies and job seekers using data mining techniques. At the first step, for the study, we had selected the local companies their headquarters are located in Jeonbuk province. Then we had picked the graduating students out from the high schools, colleges, and universities in the same area as the job seekers. After the targeting of the sample, we had surveyed 560 local companies and 14 schools for the collecting of the preliminary data. As the result of the survey, we could collect 173 responses from the companies and 551 responses from the job seekers. At the second step using data mining, we had adapted the C5.0 algorithm to extract the inference rules. Then we had used the Visual Basic (VB) programming language to visualize the rules at the third step. At the fourth step, we transformed the inference rules into DB tables. At the final step, we had executed the rule inferences to support the development of the long-term human resources development (HRD) strategies. As the result of the study, we could suggest the helpful information to the HRD directors and job seekers in designing their strategies in managing their jobs and career development.

A Study on Settlement of Reduced Salary peak program in Korea: Focusing on Comparison with Japan (한국의 임금피크제 정착 방안에 대한 연구: 일본과의 비교를 중심으로)

  • Kim, Jeonghwan
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.18 no.4
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    • pp.224-234
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    • 2017
  • This paper compares the realities of the salary Peak Policy's status and management processes in Korea and Japan, with the aim of determining the development direction for Korea's salary Peak Policy's. Unlike Japan, which successfully achieved close cooperation between government, firms and workers in implementing the Retirement Age Extension Type salary Peak Policy, Korea experienced many problems due to lack of preparation. In order to rationally develop the salary Peak Policy, the government, firms, and workers must cooperate to increase the policy's efficiency via the following steps. First, gradually increase the proportion of retirement age extension. Second, career development that takes into account the various employment types, flexible working hours and aged workers. Third, development of training programs for senior citizen workers, as well as increasing support for changing of jobs and startups. Fourth, expansion of re-employment after retirement age and ways to make use of the skilled labor. Fifth, increasing work efficiency through bonuses and work evaluation that is specialized for aged workers. This paper argues that such measures are necessary for the co-existence of firms and workers, as well as for improving employment stability and labor market flexibility.

A Study on the Obstacle Factors and the Development Strategy of High Value Occupational Training for Women (여성 고부가가치 직업훈련의 장애요인과 발전방안 연구)

  • Lee, Ji-Eun;Lim, Hee-Jeong
    • Journal of Digital Convergence
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    • v.17 no.3
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    • pp.181-189
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    • 2019
  • The purpose of this study is to derive obstacle factors to 'high value vocational training' and to suggest development strategies. The training aims to solve the quantitative and qualitative problems of female employment by providing professional training in high value areas such as ICT, SW and knowledge service. To verify the training to meet these objectives, 48 processes operated in 2018 were analyzed and field monitoring was conducted. As a result of the analysis, problems were identified and improvements were derived in terms of learners management, training course design, field practice operation, and performance evaluation. Based on these results, researchers suggested four ways to develop high value vocational training. First, select learners based on combined talent and second, strengthen the project of linking enterprises and structured field practices. Third, establish a performance evaluation system of its own and manage performance and fourth, expand support for excellent training courses and provide consulting for course development. The results of this study are expected to be used as a reference for establishing policies for high value occupational training. In the future, quantitative research should be conducted to clarify the performance and problems.

A Comparative Study on Awareness of Middle School Students, School Parents, and Human Resources Directors in Industrial Institutions about Admission into Specialized High Schools and Career after Graduating from Specialized High Schools (특성화고 진학 및 졸업 후 진로에 대한 중학생, 학부모, 산업체 인사 담당자의 인식 비교 연구)

  • Lee, Byung-Wook;Ahn, Jae-Yeong;Lee, Chan-Joo;Lee, Sang-Hyun
    • 대한공업교육학회지
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    • v.38 no.2
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    • pp.48-67
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    • 2013
  • This study tried to suggest implications about operation direction of specialized high schools (SHS) by researching awareness of middle school students (MSS), school parents (SP), human resources directors in industrial institutions (HRDII) who will be the main users of SHS education, about entering SHS and career after graduating from SHS. Seniors of middle school, SP and HRDII in Asan, Chungnam were the subject of this survey research. The summary of the result of this study is as follow: First, MSS and SP usually hoped to enter general high schools rather than vocational education schools such as SHS, meister high schools, and MSS considered school records and SP considered aptitude and talent for the factors to choose high school. Second, MSS, SP, and HRDII recognized purposes of SHS as improvement of talent and aptitude, and getting a job. As for positive images of SHS, they recognized it as applying talent and aptitude to life early, getting good jobs easily, fast independence after graduation, and learning excellent technologies, and as for negative images of SHS, they recognized it as social prejudices and discrimination, students with bad school records enter them, disadvantages about promotion and wages, and being unfavorable for entering universities. They also recognized education of SHS as being effective for improvement of basic and executive ability and key competency, development of creative human resources, and improvement of right personality and courteous manners. Third, many MSS and SP showed intention to enter SHS if it is established in Asan. They wished to enter SHS because they would like to apply their aptitude and talent to life early, learn excellent skill, and hope for early employment, on the other hand, they did not wish to enter SHS because it was not suited for their aptitude and talent, awareness about SHS is low, it is unfavorable to enter universities, and there were social prejudices and discrimination. They also similarly hoped for getting jobs and entering universities after graduating from SHS. And the reason they wanted to get a job was usually because they want to be successful by advancing into society early, or because it is still hard to get a job even after graduate from the university, on the other hand, the reason they want to enter university is because is usually in-depth education about major and social discrimination about level of education. The ability to perform duties forms the greatest part of the employment standard that MSS, SP, and HRDII aware. MSS and SP usually hoped for industrial, home economics and housework and commercial majors in SHS, and considered aptitude and talent, the promising future, and being favorable for employment for choosing major. The reason HRDII hire SHS student was to develop student into talent of industrial institution, ability of student, and need for manpower with high school graduation level, and there were also partial answer that they can hire SHS student if they have ability to perform duties. The proposals about operation direction of SHS according to the results above are as follow: SHS should diversify major and curriculum to meet various requirements of student and parents, establish SHS admission system based on career guidance, and improve student's ability to perform duties by establishing work-based learning. The Government should organize work-to-school policy to enable practical career development of students from SHS, and promote relevant policy to reinforcing SHS education rather than quantitative evaluation such as employment rate, and cooperative support from each government departments is required to make manpower with skill related to SHS to get proper evaluation and treatment.

Research on development plan of medium and long period of Vocational Education for Chungbuk (충청북도 직업교육 중·장기발전 방안)

  • Oh, SeongKyeun;Uh, SangHo;Eun, TaeWook;Kim, JinKyun;Kim, JinSoo
    • 대한공업교육학회지
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    • v.31 no.1
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    • pp.146-169
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    • 2006
  • 'VEC 2010' is a mid-long term scheme on the development of Vocational Education for Chung-buk which is to be accomplished by 2010. On the basis of this scheme, schools adopt 3-Type curriculum considering their conditions and covert themselves into specialized high school which is associated with local industry cluster. They also establish combined high schools which run various curriculums emphasizing basic vocational abilities so that they can meet the needs of demanders The activation plan of Chung-buk province vocational education is a dualized one which is for both ongoing education for entrance into a school of higher grade and the last education for employment, which is supposed to foster the human resources required by the knowledge-based society in the 21st century. The specific contents of 'VEC 2010' is as follows. First, VEC 2010 presents 2 kinds of mid-long term management system for industrial high schools: general industrial high school, specialized high school(single type, combined type). Second, VEC 2010 arranges and run the 3-Type of curriculum of Chung-buk province industrial high schools: employment-centered type, entering higher school-centered type, inaugurating enterprise-centered type. Third, VEC 2010 divides Chung-buk province industrial high schools into 4 districts and suggests mid-long term reorganization plan of system. Fourth, VEC 2010 suggests the substantial strategies of Chung-buk province vocational education: scholarship improvement in the vocational investigation course of the government-sponsored scholastic aptitude test, education for improving basic vocational abilities, substantial management of joint laboratory, administrative and financial support of development of specialized, licensed textbooks. reenforcement of career education.

A Study on the Analysis of Reasons for Job Change and Countermeasures among Professionals in the Ship Management Industry (선박관리산업 전문인력 이직 원인 분석 및 대책 연구)

  • Tae-Ryong Park;Do-Yeon Ha;Yul-Seong Kim
    • Journal of Navigation and Port Research
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    • v.48 no.3
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    • pp.146-154
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    • 2024
  • The ship management industry in South Korea has been growing steadily, leading the government to implement policies to support its development in response to changing environmental conditions. These policies aim to improve the competitiveness of South Korea's ship management industry by recognizing the importance of skilled professionals in determining its success. Plans and policies have been put in place to cultivate these professionals, but ship management companies are currently facing a serious shortage of manpower. To enhance the industry's competitiveness, it is essential to attract and retain competent ship management professionals. Therefore, this study investigates the reasons for turnover among these professionals. The research results identified four factors contributing to turnover: Work Environment, Economic Compensation and Welfare Benefits, Self-Development, and Promotion and Career Advancement. Subsequent multiple regression analysis based on these factors revealed the need to strengthen economic rewards and benefits in order to reduce turnover rates among ship management professionals. This study provides foundational data for the development of stable human resource management policies for the future of the ship management industry.