• The Journal of the Korea Contents Association
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• v.14 no.4
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• pp.160-167
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• 2014

The purpose of this paper was to develop the key performance indicators of regional co-training programs, using analytic hierarchy process method. Firstly, we pooled indicators by reviewing the literatures. The researcher checked the properness and representative of them and then, the training professionals reviewed them again. Finally, we finalized the indicators, depending on the indicator domains such as MOU (Memorandum of Agreement) company (the training participation rate of MOU companies, training participation of employees, and etc.), training performance (the completion of the program, employment rate, and etc.), cost-effectiveness (training cost per capita), satisfaction (satisfaction rate of MOU companies and training participants), and regional co-training enhancement (the operation of the committee, the will for training of the regional municipal government, and etc.). The weight size varied by the regional training needs, satisfaction of MOU companies, and regional committees of human resource development. We also suggested the continuous revision of the key performance indicators for regional co-training.

• The Journal of the Korea Contents Association
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• v.12 no.4
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• pp.263-272
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• 2012

In an attempt to analyze the policy priority on civil servant's education training policy as human resource management in this study, a positive analysis with the experts using AHP method was conducted. Summarizing the outcome of the study; First, in terms of relative priority of the evaluation elements by sector, the education training operation system, among education training program, education training evaluation, and education infrastructure, was analyzed as the most important element. Second, as a result of analyzing the priority of detail sectors of civil servant's education training, Action learning education program was proved to be the top priority project education training program aspect and education training operation system was also evaluated as the top priority project in education training agency budget expansion aspect, education training and personnel administration link was evaluated as the top priority project education training evaluation, and trainer secure was proved to be the top priority education infrastructure. Such outcome of the project is expected to make commitment for evaluating the civil servant's education training policy.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2012.06a
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• pp.107-109
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• 2012

This research studies on Bridge Resource Management (BRM )improvement method base on BRM questionnaire result which was conducted and participated by the mariners and cadets who finished the basic onboard training by STCW 2010 (The Convention on Standards of training, Certification and Watch-keeping for Seafarers) Code A. Through questionnaire result, this paper collected opinions and analyzed data above all of survey items, such as: Time, education times, education material etc relate on theory, practice, simulation, ${\ldots}$to suggest efficient BRM program.

• 대한공업교육학회지
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• v.41 no.1
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• pp.68-87
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• 2016

This research conducted a survey for total 166 teachers of schools so as to analyze validity and satisfaction for performance objectives of SMB administration subsidy the HRDP and the CEP in Specialized High School. The results of research are as follows. First, teachers recognize that purpose of HRDP is to expand employment of specialized high school and provide human resource of SMB. And, they recognize that HRDP is important to improve school outcomes and makes a positive effect on the improvement of school outcomes. Second, teachers recognize that objectives of HRDP are improvement of student's understanding for SMB, improvement of teacher's understanding for SMB, improvement of SMB's understanding of school, cultivation of student's occupational view, systematization of career guiding program based on employment process, strengthening of industry-academia cooperation education, improvement of the level of student's skill, fulfillment of workplace experience and practice focusing workplace learning, training of customized human resource for SMB, improvement of student's adaptation to the workplace, improvement of employment rate for SMB, expansion of job opportunities for students with SMB, preparation of the base of connection between school and SMB, publicity of school, expansion of opportunities to cooperate between SMB and school, establishment of cooperative system among industrial association and school, introduction and operation of the employment connective model for joint education and employment, strengthening of field professionalism of teachers. However, satisfaction for the achievement of objectives of HRDP except for strengthening of industry-academia cooperation education and improvement of employment rate for SMB is relatively lower than the validity. Third, teachers in charge of human resource training business of middle and small sized company's specialized high school recognize that objectives of CEP are expansion of job opportunities for students with SMB, excavation of good-quality SMB, expansion of opportunities to cooperate between SMB and school, fulfillment of workplace learning, improvement of student's major foundation and in-depth skill, improvement of literacy, math, teamwork and communication abilities for students' job performance, improvement of student's working attitude and student's proper career exploration decision. However, satisfaction for achievement of objectives of CEP is relatively lower than the validity.

• Safety and Health at Work
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• v.4 no.3
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• pp.149-155
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• 2013

Background: Stochastic resonance whole-body vibration training (SR-WBV) was tested to reduce work-related musculoskeletal complaints. Methods: Participants were 54 white-collar employees of a Swiss organization. The controlled crossover design comprised two groups each given 4 weeks of exercise and no training during a second 4-week period. Outcome was daily musculoskeletal well-being, musculoskeletal pain, and surefootedness. In addition, participants performed a behavioral test on body balance prior to when SR-WBV started and after 4 weeks of SR-WBV. Results: Across the 4-week training period, musculoskeletal well-being and surefootedness were significantly increased (p < 0.05), whereas musculoskeletal pain was significantly reduced only in those who reported low back pain during the last 4 weeks prior to the study (p < 0.05). Body balance was significantly increased by SR-WBV (p < 0.05). Conclusion: SR-WBV seems to be an efficient option in primary prevention of musculoskeletal complaints and falls at work.

• Journal of National Security and Military Science
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• s.5
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• pp.1-45
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• 2007

Reserved forces of ROKA are in charge of replacement of TOE in the wartime and mission of rear area operation. But there is institutional inertia in the law and organization oriented to fill human resources rather than take mission. We need to prepare for the investment and arrangement of reserved forces as military power that would be replaced standing forces. In this portion, to reinforce reserve forces elite, First, efficient mobilization regulations and systems are suggested. I covered a maintenance of relevant mobilization ordinances which need to legislated and approved by national assembly for wartime and development of mobilization system which might lose the appropriate time for mobilization due to complicated declaration procedures and measures to overcome the panic at the initial stage of the war and organization and employment of nationwide transportation system and mobilization center. To ensure efficient resource management and mobilization of reserve forces with a number of approximately 3 million, there's a necessity of organization for integration and conciliation. To make it real, I suggested establishing and employing the mobilization center, on first phase, employ the mobilization center focusing on homeland divisions, on second phase, it is advisable to convert to national level mobilization system and develop to central mobilization center focusing on national emergency planning committee. During peacetime, in conjunction with Mobilization Cell, mobilization center can conduct resource survey and integrate and manage mobilization resources and take charge of mobilization training of subordinate units, and during wartime, in conjunction with mobilization coordination team and Cell, can ensure the execution of mobilization. Second, Future oriented reserve forces management system such as service system of reserve forces and support system of homeland defense operations. Current service and trainings of reserve forces by the year have very low connection, as it is very complex to manage the resources and trainings, and service and training lack the equity, re-establishment of service system is required. Also in an aspect of CSS and cultivation support for reserve forces, as the scope and limitation of responsibility between the armed forces and autonomous organization is obscure, conditions to conduct actual-fighting exercises are limited. Concentrated budgetting is extremely difficult because reserve forces training fields are scattered nationwide, and facilities and equipments are rapidly getting older. To improve all these, I suggest the organization of homeland defense battalion with a unit of "City-Gun-District" and supporting the local reserve forces. Conduct unit replacement or personal replacement for those who have finished their 1 or 2 years and homeland defense operation duty for those with 3-5 years for consistency and simplification. Third, I suggest Future oriented Reserved Training(FRT) and Training Center oriented training management to establish a reliable reserve training. Reserves carry out expansion of unit, conventional combat mission, homeland defense and logistics support during wartime, and actual-fighting exercise, and disaster relief, peace keeping activities. Despite diverse activities and roles, their training condition still stays definitely poor. For these reasons, Modernization of weapons and facilities through gradual replacement and procurement is essential to enhance mobilization support system.

• Convergence Security Journal
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• v.22 no.1
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• pp.141-148
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• 2022

Korea's ROTC system was introduced from the United States in 1961 to recruit competent primary grade officers and secure reserve forces in peacetime. However, entering the 2000s, it was faced with a serious crisis, which was a decrease of the application rate due to the change in the acquisition environment including the decrease in school-age population and military service resources due to the low fertility, and the shortened period of military service. Therefore, this study tried to suggest a ROTC system improvement plan focusing on the organizational structure and operation system by analyzing the change in the acquisition environment and the cause of decrease in the application rate. As a research method, a comparative method between the cases of the ROTC systems in the US and Korea was applied through domestic and foreign literature studies. In terms of theory, Strategic Human Resource Management, which is applied to corporate management to achieve organizational performance and secure comparative competitive advantage in a knowledge-based society, was used as a theoretical criterion.

• Journal of the Korea Convergence Society
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• v.13 no.3
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• pp.77-89
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• 2022

It has been proven through many previous researches that the pretrained language model with a large corpus helps improve performance in various natural language processing tasks. However, there is a limit to building a large-capacity corpus for training in a language environment where resources are scarce. Using the Cross-lingual Post-Training (XPT) method, we analyze the method's efficiency in Korean, which is a low resource language. XPT selectively reuses the English pretrained language model parameters, which is a high resource and uses an adaptation layer to learn the relationship between the two languages. This confirmed that only a small amount of the target language dataset in the relationship extraction shows better performance than the target pretrained language model. In addition, we analyze the characteristics of each model on the Korean language model and the Korean multilingual model disclosed by domestic and foreign researchers and companies.

• Journal of Family Resource Management and Policy Review
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• v.5 no.2
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• pp.59-67
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• 2001

Pu-lei is a well-known translator in Chinese literature. He had delivered his experience, knowledge and paternal love to his son who was studying abroad, by hundreds of letters from 1954 to 1966. These letters are appreciated as the perfect expression for paternal love and concerns. Although he had experienced both cultures of the West and the East, his lessons for son are rooted in the oriental‘sprit training’. What he emphasized in his letters is that one should put sound personality first than merely enhancing abilities. Especially, he valued the recreation from meditation and living up to one's belief. Furthermore, he had taught his son to observe the properties, to manage time, and pride of his country and patriotism. The modern family education has overlooked the enhancement of human nature. The egoistic and jaundiced parental love and over-protectiveness led the disorder and the absence of morality today. In this point, the lessons from Pu-lei's letter will give us important suggestions.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.3
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• pp.157-167
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• 2019

This study empirically analyzed the effects of the use of a single human resource development system in the enterprise on corporate performance using the Human Capital Enterprise Panel (HCCP) data. The results of the hierarchical regression analysis on the sales per log of job analysis use, The use of job analysis confirms that $R^2=.294$ and ${\beta}=.165$ can have a positive effect on sales per log, and Hypothesis 1 is supported. The participation in the work parallelism participation was negatively influenced by the sales per log in $R^2=.283$ and ${\beta}=-.129$, and Hypothesis 2 was rejected. This is attributed to the lack of data of 66, and it was judged that there were 45 new companies entering the company. In addition, we conducted a hierarchical regression analysis that confirms the moderating effect of the training and training obligation by using interaction variables of job analysis use and education and training obligation. It was confirmed that the use of job analysis could have a negative impact on the sales per log, and Hypothesis 3 was rejected. As the labor productivity increases, firms have supported the previous study that productivity effect is not significant because they do not want to invest in education and training. In addition, it was confirmed that the participation of the training system in the job training system could strengthen the positive sales (+). Therefore, Hypothesis 4 was supported. In order to reflect the effective aspects of job analysis, the voluntary activation of enterprises should be premised. In addition, if employing talented people with diverse backgrounds such as academic backgrounds, gender, religion, nationality, etc. and investing in human resources development through education and training focused on job analysis, recruitment of learning workers in parallel with work- It will be possible to contribute to the creation of performance.