• Journal of Distribution Science
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• v.14 no.5
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• pp.39-50
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• 2016

Purpose - The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology - This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results - The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee's motivation or the trainer's ability, and OJT outcomes. Conclusion - In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee's motivation and trainer's ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee's motivation and trainer's ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners' interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.

• Journal of the Ergonomics Society of Korea
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• v.32 no.1
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• pp.77-85
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• 2013

Objective: The aim of this study sets factors from previous research known to impact transfer effects as the independent variables, and examines their relationship with the dependent variables, near transfer effects and far transfer effects. Background: Transfer of Training refers to the application of what learners acquire knowledge and skills in training programs to their job. The ultimate goal of training is to apply what employees learn in training sessions to their workplace. In this sense, transfer of training has been a vital concern for training effectiveness. For training to be effective, trainees(learners) should be able to use what they learn in training program back on the job. Method: For this research purpose, this study conducted a survey on 170 nuclear operators in nuclear education and training center. Of these, survey result from the 167 recruits were sampled. Theoretical model of this study is based on Holton & Baldwin's(2003) distance model of transfer effects. This study sets transfer effects(near transfer, far transfer) as the main dependent variables. Meanwhile, the independent variables are trainee characteristics, training characteristics, organizational transfer climate. Each independent variable has subordinate variables. Subordinate variables of trainee characteristics are self-efficacy, motivation to learn, motivation to transfer and ability to transfer. Subordinate variables of training characteristics are training contents, ability of trainers, training design, training climate. The last Subordinate variables of organizational transfer climate are support of supervisors, support of peer, support of organization. Conclusion: As a analysis result, trainee characteristics appeared to be in effect only significant influence near far transfer of training, the effect of the far transfer of training, there is no significant. In addition, the training characteristics appeared to be having a significant influence on near and far transfer effects. Organizational transfer climate appeared to be having a significant influence on near and far transfer effects. Finally, near transfer effect appeared to be having a significant influence on far transfer effects. Application: Results of this analysis in the study to training organization and training characteristics of the transition environment effects on nuclear power institutions and operators training organization having a significant impact that says. The transfer of knowledge and technology, as well as that can be applied to a new situation in terms of education and training are important characteristics.

• Journal of Digital Contents Society
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• v.11 no.4
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• pp.589-595
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• 2010

In this paper, we have designed and implemented a personalized health training system which provides health training methods using 3D animation based on the data from a professional trainer, after a trainee inputs individual physical characteristics. Many trainers at fitness centers provide only sketchy training method and usage of fitness machines not appropriate training method for trainee's physical characteristics. Individual characteristics. Individual characteristics prepared tabular input which consists of exercise goals, exercise areas, whether or not the normal movement, and RM. The system provides the training methods, the effects of exercise, and the health training motions through searching the database more accurately.

• Asian Journal of Innovation and Policy
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• v.7 no.2
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• pp.310-337
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• 2018

Adoption of mobile learning (m-learning) is not new in Malaysian oil and gas industry, with heavy investment into research and development to train the workers. Nevertheless, the low application of learnt skills on the job remains an emergent research area where there is a missing link on the effects of m-learning and effective organisational learning and implication on its training transfer. The result of this quantitative research revealed that all variables in m-learning were found to have a positive relationship with the effective organisational learning, and there is evidence of training transfer as a mediator of the relationship between self-directed learning, training design, work environment and effective organisational learning. However, there were some discrepancies in the extend of training transfer between trainee characteristics and organisational learning. As such, some important issues emerged which challenge the importance of evaluating workers' readiness and transfer for a successful implementation of m-learning towards developing effective organisational learning.

• Proceedings of KOSOMES biannual meeting
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• 2017.11a
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• pp.66-66
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• 2017

• Journal of Agricultural Extension & Community Development
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• v.18 no.4
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• pp.983-1010
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• 2011

The purpose of this study was to examine the implication for the return farm and rural training program through the analyzed trainees' satisfaction and general characteristics. This study polled 89 trainees who presented the Return farm and rural training program by Jeju Agricultural Research and Extension Service. and the results of analysis are as follows. First, trainees' general characteristics appeared very various at an age structure, stage and type of return farm and rural. Second, the overall satisfaction level for the training program was normal but it was different according to the trainees' general characteristics, stage and type of Return farm and rural. This result was due to the unilateral training program. Consequently, it required a lot of efforts for the improvement of satisfaction through reflecting the trainees' properties in the training plan.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.17 no.3
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• pp.1-6
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• 2009

Since the success of the first flight, vast advancements have been made to the aircrafts with recent developments incorporating highly complex mechanisms, placing greater emphasis on the competence of the pilot. Studies are currently being undertaken to effectively source the trainee pilots with the most ideal level of aptitude for aviation with an aim to optimise the selection process with focus on economy and time, while research into identifying the optimal human characteristics for aviation is being done. As part of the selection process, number of tests is arranged with focus on the individual competence, suitability for flight, health status, aptitude and intelligence with the results of the tests used as reference materials during the selection procedure. This study has investigated the effect the academic competence has on the aptitude for aviation amongst many other abilities of human beings and the findings show that higher levels of aptitude have been demonstrated by the students who have displayed academic excellence across all the courses with statistics pointing to a positive correlation between the two subjects. This supports the theory that students who are academically superior have higher probability of being found to possess greater level of flight aptitude. The outcome of the study iterates the fact that academic competence of the students should not be regarded lightly in the selection process. Based on the current study, it is believed that a research into determining the relationship between the SAT results, average yearly grade and flight aptitude will help identify the key factors in possessing high level of flight aptitude with greater certainty.

• Journal of the Korean Society of Food Culture
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• v.28 no.4
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• pp.371-385
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• 2013

This study aimed to classify attendants of a wine training institute according to loyalty for wine training service program and to deduce the core managing points in a wine training program by IPA (Importance-Performance Analysis). Self-administered questionnaires were collected from 192 trainees and statistical data analysis completed using SPSS ver. 18.0. As a result of clustering analysis based on trainee loyalty from both attitude and behavioral perspectives, four classification groups were identified: a "genuine" loyalty group, a "latent" loyalty group, a "mendacious" loyalty group, and a "low" loyalty group. For the genuine loyalty group, the importance of total service quality was 4.32 on average whereas the performance was measured as 4.22; thus there was little difference between importance to quality and performance. However, for the other three groups, especially the low loyalty group, there were significant wide gaps between importance to quality and performance. According to IPA, different service quality items were posted on the 'Focus here' quadrant (a domain with high service quality importance but low performance) by group, while the other three quadrants had several common items regardless of the group. Finally, the core quality managing points were different depending on the level of trainee loyalty. Therefore, it is necessary to plan and conduct a wine training program that reflects the characteristics and needs of its students, which will lead to a differentiated management strategy according to the level of loyalty.

• 한국노년학
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• v.31 no.3
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• pp.527-538
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• 2011

The purpose of this investigation is to analyze the effect of employment and quality of employment of senior job training. The questionnaire administered to 576 senior job trainees(over 50 years old) and 28 training institute before and after job training to survey job training characteristics, training institute characteristics and trainee characteristics. The results were as follows : First, independence test(X2) revealed that occupational category, period of training, type of institution, training history, location, and trainee's education level had significant difference on employment. Second, The probability of employment was higher in new and well-equipped public institution than private or old public institution. Third, compared with the prior wage, the wage after training decreased. This result suggested that the unemployed senior can hardly be reemployed in prior level job. The result of analysis on the cases of increased wage after training revealed that the trainees who was women, had a little dependent family, a shorter unemployed period, and a higher prior wage showed higher wage than prior wage after training.

• Journal of the Korean Society of Industry Convergence
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• v.7 no.2
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• pp.193-198
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• 2004

This is the dissertation of the study of design characteristics about the practical flexible manufacturing system (PFMS). The basic ideas to analyze the manufacturing system which is the automatically operated is dependant on the various manufacturing procedures in factory. PFMS is the very useful equipment for students and trainee of production lines. This system is composed of hardware and software sub systems i.e. control and test unit and personal computer with software. The PFMS can be developed with design concepts and approved the capability of first article with functional tests. The PFMS module will be very useful for the manufacturing drill system in universities and practical fields. The flexible manufacturing systems have various subsystems appropriated for the final manufacturing products. Therefore the systems have the various kinds of hard wares as well as softwares. We study the software for the practical flexible manufacturing system designed in the Halla University and specially the design concept and using specification of the SCARA (Selective Compliance Assembly Robot Arm) robot which is used for the movement of the product is analyzed and introduced in this dissertation.