• Educational Technology International
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• 제11권1호
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• pp.47-68
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• 2010

The purpose of this study was to analyze majors trends and issues of e-Learning curriculum for human resource development in the corporate context. The e-Learning curriculum was chosen as the subject of research consists of 2,710 lectures that were given from 2007 to July 2009 for the recent three years by providing at Ministry of Labor and Korea Research Institute for Vocational Education & Training. In order to investigate trends and issues, it was employed theme analysis which is one of the types of document analysis that approach a qualitative research methodology. As a result of this research, 7 major trends and issues in e-Learning curriculum for HRD in the field of corporate education were drawn; ① Strengthening expertise through learning of job related professional knowledge, ② Cultivation of common & essential knowledge for a job to increase work performance efficiency ③ Organizational management strategy for improving performance, ④ Organizational management and operational strategy for actively responding to environmental changes, ⑤ Leadership as a strategy for cultivating core personnel and field-centered practical leadership. ⑥ Creating a happy workplace through the work-life balance, ⑦ Strengthening global communication skill. Based on these analysis, practicals and theoretical implications of e-Learning professionals and HR researchers for HRD were suggested.

• 한국기술사회:학술대회논문집
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• 한국기술사회 1984년도 제14회 한일기술사 합동 심포지움 참관기
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• pp.77-82
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• 1984

The small group activities (SGA) was introduced into some of enterprises in Korea in 1967 and plant division, Saemaul undong Headquarters had encouraged Quality Control Circles (QCC) within the manufacturing corporations in assistance of central government. Registered small groups as of august 31, 1984 amounted up to 78,243 units and the number of members were 791,512. Meanwhile, small and medium industries have mostly introduced small group activities considerably later and less actively managed than large business. Main reasons for the less effectiveness of the activities are due to lack of management skills and less awareness of it from management and workers group. Effective small group activities are presumed to be successful only with labor management cooperation on the basis of human-oriented management philosophy. The small group activities are also prevalent in service sector. More derivative methods have been developed and more members are willingly participating in training programs. The small group which is basically a horizontal organization unit, promotes communication within the whole organization. In consideration of the social circumstances and traditions, the flexible model of the small group activities suitable to the corporate environment, will contribute to industrial development.

• 대한산업공학회지
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• 제32권4호
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• pp.279-290
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• 2006

This paper proposes a model to assess the maturity level of Six Sigma activities. We classify the maturity level into 5 stages: initial, forming, storming, performing and mature stage. To evaluate the maturity level, 10 categories of Six Sigma with 3 factors each are identified: management leadership, belt system, expert training, establishing execution system, compensation, organization, corporate culture, customer focus, project selection, and management of project results. Scoring 277 items in total, the value of each factor is evaluated by weighted average of those items. Maturity level is appraised by rating the sum of scores of 10 categories that are obtained by summing up the values of its 3 factors. Values of weights and criteria of rating maturity levels are determined by analyzing 90 companies and Six Sigma exper's opinion. This study also shows the actual appraisal results of some companies.

• 한국컴퓨터정보학회:학술대회논문집
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• 한국컴퓨터정보학회 2010년도 제42차 하계학술발표논문집 18권2호
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• pp.479-483
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• 2010

본 논문에서는 기업의 전자교육훈련프로그램(e-learning program)의 교육투자수익률(ROI)을 산출하여 전자교육훈련프로그램의 효과성을 분석하는 방법을 제안한다. ROI 모델을 통해 전자교육훈련프로그램의 교육투자수익률을 산출하는 것은 결코 쉬운 일이 아니다. 그러나 투자 대비 수익을 중시하는 기업에 있어서 교육투자수익률을 분석하는 것은 교육훈련프로그램의 효과성을 검증하고 투자여부를 결정하는데 있어 매우 중요한 근거가 된다. 본 연구는 특정 회사의 전자교육훈련프로그램의 투자수익률을 산출하여 전자교육훈련프로그램을 운용하는 모든 기업의 전자교육훈련프로그램의 투자수익률을 규명하는 데에 시사점을 제공하고 향후 전자교육훈련프로그램의 투자 및 운용에 있어 중요한 기초 자료를 제공하는 데 목적이 있다.

• 대한안전경영과학회지
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• 제10권4호
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• pp.247-258
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• 2008

In today's business environment faced in very quick change, Human Resource Management play a key role in sustaining corporate competitive advantage and boosting organizational competency. Based on a former study, the purpose of this study is to find how individual Human Resource Management practice effects business performance and labor relations. Business performance is a positive influence on employee royalty and devotion. Also it is more influenced statistically significant impact on industrial relation of corporate. As a result of this study, we can find the significant influence from Human Resource Management practice and industrial relation.

• 정보관리연구
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• 제23권4호
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• pp.39-58
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• 1992

정보(情報) 매핑을 사용하면 조직이 실제로 사용하고 있는 다수의 정보공급원(情報供給源) 및 서비스, 시스템들을 발견할 수 있고, 중요하지 않거나 중복되어 있거나, 불필요한 정보(情報)가 무엇인지를 발견할 수 있다. 이러한 정보자원(情報資源) 발견과정을 통하여 기업은 정보의 질(質), 접근성(接近性), 성능(性能), 유용성(有用性), 효율성(效率性)에 있어서 기업의 장점 및 약점에 연관된 문제점들과 적합성을 규명할 수가 있다.

• 한국산학기술학회논문지
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• 제20권12호
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• pp.83-93
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• 2019

이 연구는 IPP 일학습 병행 훈련에 참여한 훈련생들과 참여기업 현장교사의 개인특성이 훈련생의 고용가능성에 미치는 영향에 관한 연구를 통하여 IPP 일학습 훈련의 효과 및 효율성 향상에 기여할 수 있는 시사점을 제시하고자 한다. 본 연구는 IPP 일학습 훈련에 참여하고 있는 9개 대학의 훈련생(학습근로자) 200명을 대상으로 설문지를 배포하여 회수된 설문지(157부)를 바탕으로 요인 간 인과관계를 검증한 결과 다음과 같은 결론을 도출하였다. 첫째, IPP 훈련생의 고용가능성을 높이기 위해서는 먼저 훈련생을 선발할 때 훈련생 개개인이 갖고 있는 개인특성을 검증하여 핵심역량과 실패내성이 강한 훈련생을 선발할 필요가 있다. 둘째, 기업에서는 교수역량 뿐만 아니라 진성리더십이 강한 선임사원을 기업현장교사로 선임하고, 기업현장교사 연수기관에서는 그들의 리더십 향상을 위한 연수를 강화하여야 한다. 셋째, 일학습 기업은 사회적 통합과 흡수역량이 높은 기업으로 선정하고, 참여기업은 신기술을 습득하고 학습하는 조직문화를 구축하기 위해 노력하여야 한다. 본 연구 결과는 앞으로 훈련생 및 참여기업 선발 기준을 체계화하고 기업과 기업현장교사의 훈련 역량을 높일 수 있는 훈련시스템 구축을 통하여 일학습 훈련의 효과를 높이는 데 기여할 수 있을 것으로 사료된다.

• 실천공학교육논문지
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• 제14권2호
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• pp.393-404
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• 2022

한국직업능력연구원이 실시하고 있는 HCCP(Human Capital Corporate Panel) 자료는 HR연구에 실증적 연구결과를 제공해 주었고 이 데이터를 바탕으로 많은 연구들이 수행되었으나 교육훈련과 조직성과에 대해 전체적인 관점에서 수행된 연구는 부족하였다. 따라서 본 연구는 HCCP 연구에 기반하여 교육훈련이 조직성과에 미치는 영향을 선행연구의 분석을 통해 살펴보고자 하였다. 이를 위해 HCCP 자료를 활용해 교육훈련과 조직성과를 연구한 29편의 논문을 분석에 활용하였으며 연구결과는 다음과 같다. 첫째, 교육훈련은 조직몰입, 직무만족 등 비재무성과 및 매출액, 영업이익과 같은 재무성과에도 긍정적인 영향을 주고 있었다. 둘째, 교육훈련이 조직성과에 영향을 주기 위해서는 직무만족, 조직문화, 교육전이 등이 중요한 요소로 나타났다. 셋째, 효과적인 교육훈련 전이를 위해서는 교육훈련 후, 현업에 적용할 수 있는 시스템을 구축하는 것이 필요하며, 마지막으로 교육훈련이 재무성과에 기여한 정도를 보다 면밀히 측정하여 교육훈련의 실질적 효과성을 밝히는 연구가 수행될 필요성을 제언하였다.

• 산업경영시스템학회지
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• 제47권2호
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• pp.107-115
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• 2024

With the advent of the 4th Industrial Revolution, changes in the market environment and employment environment are accelerating due to smart technological innovation, and securing professional manpower and developing human resources for domestic small and medium-sized enterprises is becoming very important. Recently, most of the domestic small and medium-sized enterprises are experiencing hiring difficulties, and the development and training of human resources to overcome this is still lacking in systemization, despite much support from the government. This reflects the reality that it is not easy to invest training costs and time to adapt new employees to small and medium-sized businesses. Based on these problems, the work-study parallel project was introduced to cultivate practical talent in small and medium-sized businesses. Work-study parallel training is carried out in the form of mentoring between corporate field teachers and learning workers in actual workplaces, and even if the training is the same, there are differences depending on the learner's attitude, learning motivation, and training achievement. Ego state is a theory that can identify personality types and has the advantage of being able to understand and acknowledge oneself and others and intentionally improve positive factors to induce optimized interpersonal relationships. Accordingly, the purpose of this study is to analyze the attitudes of learning workers, who are the actual subjects for improving the performance of work-study parallel projects and establishing a stable settlement within the company, based on their ego status. Through this study, we aim to understand the impact of the personality type of learning workers on training performance and to suggest ways to improve training performance through work-study parallelism.

• 유통과학연구
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• 제14권8호
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• pp.23-33
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• 2016

Purpose - The purpose of this study was to analyze the effects of education & training and organizational culture on job satisfaction and organizational commitment and then examine the difference that would appear depending on the job title in the case of Korean employees in the manufacturing industry. Research design, data, and methodology - Our sample consisted of 1,013 administrative employees in the manufacturing industry with data extracted from the 4th Human Capital Corporate Panel (2011) survey. Descriptive statistics and multiple regression analysis were conducted. Results - Results showed that education & training had positive effect only on job satisfaction while organizational culture had positive effect on both job satisfaction and organizational commitment. Components under education & training (duration of the formal learning, efficacy of formal learning and efficacy of informal learning) and organizational culture (equity, communication, talent recognition, innovation) that were found to be affecting job satisfaction and organizational commitment revealed to be different depending on the hierarchical position of the employee. Conclusions - Different approach and policy for each group of job title could be considered in order to increase job satisfaction and enhance organizational commitment of the employees.