• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.2
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• pp.219-227
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• 2018

The consortium for the HRD ability magnified program is part of the joint training program for SMEs in the strategic field and supports the infrastructure, training, personnel, and general operation expenses required for the joint training. The purpose of this study was to analyze the factors affecting the satisfaction of the education and training program, as perceived by the participants of the Consortium for the HRD Ability Magnified Program. The results of this study are as follows. Gender, trainer satisfaction, educational facilities and service satisfaction have a statistically significant effect on training program satisfaction. The impact on education and training satisfaction of gender, instructor satisfaction, educational (facilities) and service satisfaction was high and in that order. It was found that the male participants have a more positive effect on satisfaction of education and training than the female participants. Age, job group, and job title did not have a statistically significant effect on training program satisfaction. Based on the results of this study, the following suggestions are made. The capacity of the trainers should be strengthened. It is important to provide facilities that enable trainees to participate effectively in education and training and increase the transfer of education and training to the field. It is necessary to design and implement a curriculum that takes into consideration the female trainees' characteristics and situations. More effort is needed to improve the appropriateness of the education and training contents, education and training time, job relevance, and job contribution.

• Korean Security Journal
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• no.9
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• pp.1-25
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• 2005

Recently the demand for civil bodyguards and security guards shows rapid growth. However the supply and training system have some limitations. Educational and training systems for civil body and security guards are in the basic level and private organizations trained the professional work force. University level training started recently. To protect individual life and property, body and security guards have to be trained professionally. For it the role of professional training organizations is emphasized. The purpose of this article is to analyse current situation of civil body and security guard training industry and to seek an educational model. For it, the following questions will be examined. ${\cdot}$ Do the professional training organizations meet social demand for the body and security guards? ${\cdot}$ What kind of training has to be provided for the body and security guards? ${\cdot}$ What tare the qualifications of the trainers? ${\cdot}$ What are the differences in training courses between private organizations and universities? ${\cdot}$ Is there any differences in the job placement among the trainees of private organizations and universities? In summary to meet the social demand common curriculum for the body and security guard will be drawn from the analyses of diverse training organizations with different training courses in contents, training periods, educational value, and social aim.

• Korean Security Journal
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• no.12
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• pp.51-72
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• 2006

Recently the demand for civil bodyguards and security guards shows rapid growth. However the supply and training system have some limitations. Educational and training systems for civil body and security guards are on the basic level and private organizations trained in the professional work force. University level training started recently. To protect individual life and property, body and security guards have to be trained professionally. For it the role of professional training organizations is emphasized. The purpose of this article is to analyse current situation of civil body and security guard training industry and to seek and educational model. For it, the following questions will be examined. ${\cdot}$ Do the professional training organizations meet social demand for the body and security guards? ${\cdot}$ What kind of training has to be provided for the body and security guards? ${\cdot}$ What are the qualifications of the trainers? ${\cdot}$ What are the differences in training courses between private organizations and universities? ${\cdot}$ Is there any differences in the job placement among the trainees of private organizations and universities? In summary to meet the social demand common curriculum for the body and security guard will be drawn from the analyses of diverse training organizations with different training courses in contents, training periods, educational value, and social aim.

• Journal of the HCI Society of Korea
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• v.11 no.3
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• pp.13-22
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• 2016

Vocal and instrument apprenticeship in applied music has been accepted without significant changes since the introduction of applied music education to South Korea. Few discussions or suggestions about other types of teaching than 'one-to-one lessons' or 'education of apprentices by assigned specialists' have been made. Since the introduction of applied music education to South Korea late in the 1980s, the CAI(Computer Aided Instruction) courseware development for applied music education has not actively been under way. The area of applied music has also made rapid progress in terms of music producing or music videos using computers. Actually, the improved computer program is not positively applied to applied music education. This study aimed to present learning methods using the improved functions of music production softwares to improve the traditional apprenticeship system in the area of vocal training in applied music. In particular, it used the technique of auto tune-pitch shift developed for interval correction in sound sources. By giving real-time feedbacks concerning intervals or monitors visually after recording, it intended to present a learning method to induce improvement in accuracy of intervals in vocal training. This study is expected to present a method that allows vocal trainers to overcome temporal and spatial limitations in applied music and make their vocal training more efficient.

• 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 the Korean Society of Radiology
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• v.6 no.4
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• pp.291-298
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• 2012

Department of radiology implements the hospital-based clinical training to accept medical treatment techniques and to adapt experiences for students. However, it might cause negative effects to training education, leading to doubt about major and pressure about training as lots of students experience clinical treatment and complex stress in unfamiliar environment. Regarding this, pressure element that students can experience and diverse variables of training were compared and analyzed. With students in department of radiology for 6 colleges and universities, from September 15th to October 25th in 2011. The degree of stress for students in training was shown high in the fields of cost(3.06) and trainers(3.02). Value and ideal(2.94), role and experiment(2.93), training environment(2.74) and relationships among trainees(2.64) were followed in the order. Except expense regarding stress from clinical training, but in all factors, women showed higher pressure level than men(P<.05) and in stress range according to BEPSI-K, a meaningful difference was shown in fields of training environment, relationships among trainees and role and experiment(P<.01, P<.001, P<.05). Therefore, It has been confirmed that there is correlation between stress of students and satisfaction for clinical training with each other closely.

• Korean Medical Education Review
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• v.17 no.2
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• pp.78-87
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• 2015

Mongolia is suffering from the inadequate capacity of medical doctors due to a poor education and training system. The purpose of this article is to evaluate the effect of a clinical training program for capacity building of medical doctors in Mongolia, and to suggest an effective model for continuing professional development in developing countries. Based on the results of a needs assessment, Korean and Mongolian medical experts developed a clinical training program and trained the trainers on 32 topics regarding major clinical problems in 6 specialties, including cardiology, endocrinology, pediatrics, obstetrics and gynecology, neurology, and emergency medicine. Surveillance survey and pre/post-test were used on every topic to evaluate the satisfaction and achievement, respectively, of the trainees. Six months after the clinical training program, we interviewed a sample of medical professionals to evaluate the change and impact. A total of 612 (person-year) medical doctors participated in the training, and the average score for satisfaction was 7.69 out of 8. The average score of the pre-test was 46.9 out of 100, while the post-test was 82.4. After the training, the medical doctors were applying their new knowledge and skills to their practice, and using the materials as guidelines, which improved their practice and increased patient satisfaction. They also started their own training program and adopted new equipment at their hospitals. The satisfaction and achievement of the trainees were very high, and there was significant change in the medical practice, education system, and infrastructure after the training program. This training program can be an effective model for capacity building of medical doctors in developing countries.

• Journal of Agricultural Extension & Community Development
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• v.4 no.1
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• pp.245-255
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• 1997

The objectives of this study were (1) to analyze the degree of rice farmers' knowledge, attitude and practice (KAP) of the Integrated Pest Management (IPM), (2) to determine the related variables for decisions on pest control, and (3) to indicate desirable direction for IPM farmers' field training. The study was carried out through a questionnaire method and sane interviewing survey of 300 rice farmers by the IPM trainers who participated in IPM training in 1994 or 1995. The data were collected from 268 respondents to the questionnaire consisted of KAP and related variables. The major findings of the study were as follows: 1. The KAP score of the farmers concerning IPM were 71 for knowledge, 76.2 for attitude and 74 for practice on average. 2. The KAP score was higher for farmers cultivating larger land size and for those with more participation in IPM training. Also the KAP was higher for the members of the Rural Leaders Association and Future Farmers Association than any other groups. 3. The IPM farmers had strong positive attitudes towards the resistant rice varieties. However, the practical pest control rate of the IPM farmers was low for conservation of natural enemies, timely control following occurrence and plant compensation what few pest were presence in the paddy field. 4. The KAP Score on the economic threshold level and safe pesticide use was relatively low for elder farmers and for those with lower educational background. Most farmers preferred calendar spraying methods for preventive pest control to any other method of pest control. Knowledge was relatively low on pesticide and environmental contamination. 5. Decision making on pest control depends on the extension officer and rural leader's opinion. The survey method for pest occurrence by directly counting pest in the field was only 22.9% among the farmers of this study. 6. Most farmers used pesticide for preventive pest occurrence even when pest didn't occur in their field. The average number of pesticide applications per cropping season in rice field was 3.7 times, and the number of mixed pesticides per application was 4.3 kinds of pesticides. Also 6 recommendations were made in this study for improvement of IPM farmer's training.

• Journal of the Korean Society of Safety
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• v.31 no.1
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• pp.87-94
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• 2016

Recently, as Korean industrial structure is moving to the service job, the number of workers engaged in the service job is increasing slowly. According to the statistics by Ministry of Employment and Labor announced in June, 2013, the number of service job workers in Korea was 7,477,135 which accounted for 48.4% of total workers. The trend of this service job is expected to increase continuously in the future. According to the 2013 statistics by Ministry of Employment and Labor, the number of industrial accidents victims of industrial accidents in the service job was 30,526 which was the biggest number among the entire businesses. The victims in the service job accounted for 33.2% among the total number of industrial accidents and represented more than those in the manufacture and construction industry. The service job had various works and employment patterns and most service jobs are petty and are small-sized establishments and it is difficult to try voluntarily to prevent the industrial accidents. However, Korean occupational safety and health act was enacted in accordance with the construction and manufacture in which industrial accidents occurred frequently in the past. The support of the government for the industrial accident prevention is focused on the construction and manufacture. Therefore, the current service job is placed on the blind spot of the safety management. Raising the safety awareness of workers through the safety education is the most important in order to prevent the industrial accidents of the service job with many conventional/repeated disasters such as the conduction by a simple mistake. Accordingly, this study analyzed the features and accidents of the domestic service jobs through the literature survey and analyzed the institutional devices for the safety management of the domestic service job, and the safety management cases of foreign service jobs and compared with domestic systems. Considering demands for the basic safety education for service job workers, a questionnaire was conducted targeting the service job workers and the execution plan of the basic safety & health education targeting the service job workers was carried out through the brainstorming of trainers of worker in the service job.

• Korean Journal of Applied Biomechanics
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• v.17 no.4
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• pp.17-25
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• 2007

The purpose of the study is to give basic data for the improvement of the skill and to show an exemplary position for squash club members or trainers thru a comparative analysis on the kinematics and kinetics variables on the forehand drive motion in playing squash. The objects of the research are divided into two sections, skilled group(n=8) and unskilled group(n=8). The skilled group is composed of professional players currently working and unskilled group is career of six month, both of lives in B city. In this research, to gather the data 3D motion analysis and test result analysis using force platform was used. The variables are duration, position, segment velocity, segment acceleration and etc. in using force platform. The results are as follows: 1. The duration per phase of the skilled is 0.18sec P1(DS) while that of unskilled is 0.32sec. in P2(FT), the duration of the skilled is 0.29sec, that of unskilled is 0.34sec. Average of the duration of the skilled is 0.48sec, while the unskilled, 0.66sec. 2. Regarding positional movements per event, the unskilled has a relatively higher position in center of gravity, shoulder joint, elbow joint compared with that of the skilled. Generally speaking, positions of the unskilled is higher than the skilled. 3. In segment velocity per event, R-shank, R-upper arm, R-forearm and racket. The skilled is faster than the unskilled. we found a big dig difference in shank. 4. In acceleration per event, there was a big difference in upper-arm and fore-arm of the impact. 5. The skilled group on the force platform shows relatively stable and regular changes while the unskilled shows unstable from the touch down to initial 20% the force value of central support period after the impact moment decreases rapidly and the center of gravity is not moved well. 6. The maximum force value of the skilled is 1019.7N. it is found 19.86% of the total duration. That of the unskilled is 639.2N, it is found 20.67% of total duration.