• Journal of the Korean Society of Safety
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• v.29 no.5
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• pp.110-115
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• 2014

The construction accidents which had been on the downward trend for the past decades have increased for five consecutive years since 2008. In order to let the increasing trend of construction accident slow growing or switching to decline, various efforts are required of all members in construction industry such as government, employers, construction engineers, safety managers, construction workers, etc. Although the criteria for appointment of safety managers in construction site introduced in 1982 have contributed to prevent construction accident as a forefront for the past 30 years, it has not been a remarkable improvement in the safety manager's status and roles which have been required to change according to the changes of circumstances and environments. In associated with a newly introduced the criteria for appointment of health managers in construction site in the year 2015, the problems such as role, status, number of safety and health managers are needed to be considered comprehensively and improved widely. In this study, we propose several improvement plans which will improve the current criteria for appointment of safety and health managers in construction sites.

• The Research Journal of the Costume Culture
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• v.24 no.2
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• pp.150-165
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• 2016

With signs of the redevelopment of the domestic sewing industry, national support agencies were established. This study aims to assess the present conditions of the domestic sewing industry and investigate the effectiveness of national sewing industry support policies. According to the results of a survey of 30 sewing companies managers, the biggest factor causing product defects was work being rushed because of tight delivery dates, and the reduction in sales was caused by a lack of orders. Moreover, sewing technicians are aging, and the biggest reason for their decrease in number is that people do not pursue the job because of the common understanding that it is difficult. Managers perceived that the government's sewing technician training program was not a practical help. They were well aware of the support program to improve the work environment and the sewing equipment support program and showed high satisfaction with these programs, but they complained that the period for equipment rental was fixed. A majority of them thought that the Korean sewing industry environment had still not improved, and were skeptical about its future outlook. They identified its most urgent needs as the expansion of orders and the securing of manpower. The support programs that they wanted urgently included support for employees' four major public insurances and the enactment of the increase of toll processing fees.

• Journal of the Ergonomics Society of Korea
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• v.22 no.4
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• pp.79-90
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• 2003

The purposes of this study are to compare data for work-related musculoskeletal disorders(WMSDs) between Korea and USA, and to investigate status of WMSDs for industrial safety managers. The first part of this study was based on statistical data annually published by Minister of Labor of Korea and Bureau of Labor Statistics of USA. The latter was performed by using questionnaire survey for industrial safety managers in two regions. The results showed that the WMSDs incidence rate was significantly lower in Korea than in USA, and that there is big difference in the distribution of occupational illness by category of illness between Korea and USA. The questionnaire survey revealed that knowledge level about WMSDs was significantly affected depending upon corresponding companies' location and size, and that the low back pain was the most prevalent illness among varying WMSDs symptoms, followed by tendonitis/tenosynovitis, carpal tunnel syndrome, and tennis elbow. Based on this study, it is recommended that the future education/training for WMSDs focus on their preventative measures, methods/tools for identifying their risk factors, and diagnostic criteria for judging suspicious symptoms for industrial accidents, and that the governmental policy for WMSDs be changed towards financial supporting for preventive facilities, establishing objective diagnostic criteria and training for WMSDs.

• Journal of Agricultural Extension & Community Development
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• v.4 no.1
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• pp.359-370
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• 1997

The Korea National Agricultural College (KNAC) was established as a special three academic years(six semesters) course by the Presidential Act in July 1995 and opened on March 20, 1997. According to the Act, the students of KNAC are granted free boarding in dormitory, full support of educational expenses, and, after completion, exception in military service and financial support for farming, which is their obligation to do for a double period of the total school year. With these institutional favors KNAC is hight expected to bring up promising young farm managers in Korea. However, actual competitive young farm managers are brought up by the well organized education with emphasis on learning by doing approach. With the relation to the education this study was performed to review and examine present situation of faculty organization, facilities and equipments, curriculum including field training in home land and oversea's counties. This study found out that there were undesirable aspects such as unbalanced faculty members among the departments, lack of practice farm land and limited budget in field training, which should be improved to achieve the objectives of KNAC.

• The Korean Journal of Emergency Medical Services
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• v.21 no.1
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• pp.59-73
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• 2017

Purpose: This study aimed to enhance the efficiency of clinical training education by understanding paramedic students' perceptions of their hospital clinical training experiences. Methods: The subjects were 31 third paramedic students who participated in a population survey from June 25 to August 13, 2016. A Q card and Q sample distribution chart were created, and the P sample was selected by Q classification. The collected data were analyzed by factorial analysis using PC QUANL. Results: Four different perceptions were identified from the survey, which explained 44.1% of the variables. The four types were classified as Self-improvement-oriented (Type 1), Training-site avoidant (Type 2), Confidence acquiring (Type 3), and Over-willed (Type 4). Conclusion: Paramedic instructors and clinical training managers may want to consider these four perception types when planning clinical training and education programs to improve job performance.

• Journal of Information Technology Services
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• v.20 no.3
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• pp.13-25
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• 2021

The article presents the results of how employee's hierarchical job roles differently recognize a SM(smart manufacturing) and evaluate comprehensively on the SM employees training. The research was focus on small and medium size manufacturing corporation in Banwol·Siwha industrial complex, where is carried out Smart Complex National Policy. The Results from 205 participants working for a manufacturing firms in the Banwol·Siwha industrial complex. The results of study show that managers (vs workers) group is higher recognition of smart manufacturing and more intention to participate a SM employee training and utilize a SM equipments for test a manufacturing process. and these variables were mediated by SM cognition. These results will help SM manpower training center strategically design their training programs to maximize the training effectiveness.

• Information Systems Review
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• v.8 no.1
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• pp.287-303
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• 2006

Recently, Investment on HRM, particularly, on training and development, in companies has been increased. Therefore, HR managers pay attention to action learning that has the practical effect on performance. The purpose of this study is to introduce action learning as an efficient training method and simultaneously to raise operational issues from the case study. This study analyses a training and development program applying action learning for team manager candidates in corporate Hyosung from September, 2005 to January, 2006. The findings are as follows: First, inefficient processes are thrown out by the process reengineering applying action learning. Second, the training and development activity is maximized by the integrated use of internal and external facilitators. Third, the steady support of executives and the driving force of HRD managers are considered as main success factors.

• Human Ecology Research
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• v.56 no.1
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• pp.71-84
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• 2018

This study presents a case of a visual merchandising course adopting a problem-based learning (PBL) model, as a part of shop manager training program for high school students. Various vocational training classes are actively developed for vocational high schools, yet programs in the home economics area are relatively lacking. In particular, education programs for shop manager training are urgently required due to the high demand of this job in the fashion industry. The PBL model, which reflects constructionist learning theory, is considered for this visual merchandising course in order to help develop the ability of students to creatively apply their knowledge on real-world problems through self-driven learning. For the purpose of job analysis, two problem areas were identified through interviews conducted with shop managers who work for apparel shops in department stores. Based on the results of the interviews, professors and high school teachers developed two PBL instructional modules. The developed module courses were implemented with 2 classes of vocational high school students. The learning outcome was examined through the analysis of a student survey and reflection journals. It was apparent that the PBL courses effectively attracted the interests of learners in vocational training and improved their understanding of the contents as well as cooperation skills. The results of this study indicate that implementing the PBL model for the training of store managers can contribute to the vocational training programs for high school students.

• KSCI Review
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• v.2 no.2
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• pp.83-100
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• 1996

As the globalization of business increases, roles of managers from other culteres assume greater importance, This is the survey of expatriate selection and training of korean firms. We assummed that selecting criteria should be different for each part ho has different purposal. We cartegolized three parts with comparative two sides. Our results shows that there are differences in selecting vs. selected parts, selected part who should work foreign market assummed spouse & family's conditions more important. As top anagers emphasize the managemant & skill factors, middle and low level managers are more intrested in personal factors. The part who expatriate developing country choose cross culture factor more important than expatriate advenced country. In korean firms, there's a little program about expatiate training, spouse & family education and no repatriation adjustment program.

• Korean Journal of Occupational Health Nursing
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• v.29 no.1
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• pp.8-19
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• 2020

Purpose: To identify the importance and performance levels of health management duties, work-related and general attributes of health managers in medical institutions and analyze their impact on the performance of managing health-care related tasks. Methods: This research identified the performance levels of 150 health managers who have been executing industrial health-related duties for more than six months as nurses in medical institutions with more than 30 hospital beds. The variables which affect their performances were then analyzed. Results: The average importance of health care duties was 8.1 out of 10 and 5.5 for performance levels. Multi-regression analysis on the variables affecting performance levels of health managers in medical institutions showed that health managers exhibit higher numbers under the following conditions: over 300 full-time employees, more than 1 year but less than 3 years of experience, positions above section chief level, affiliation to the safety and health department, and high perception of duty importance. Conclusion: Improved cognizance of health manager importance should occur initially; then, health-care center setup, assigning of exclusive occupational health managers, and organizational efforts to improve the working environment in tandem with the provision of educational training programs to improve work quality are necessary.