• English Language & Literature Teaching
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• v.18 no.3
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• pp.149-174
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• 2012

This research aims at exploring what Korean teachers of English need for their effective professional development, particularly from the perspectives of peer trainers who are school teachers as well as teacher trainers. The research is based on an assumption that despite the critical roles of peer trainers in the changing process of English education, very little attention has been paid to listening to their voices. Having an awareness of the meaningfulness of their voices in teacher education, the researcher collected and analyzed the data, employing a questionnaire responded by 32 peer trainers and in-depth group interview with 6 peer trainers who responded the questionnaire. The research findings suggest that the majority of peer trainers believe that the priority should be put on teaching practice rather than language competence for Korean English language teacher development. It has been found that they believe that teacher learning within the workplace with some support from outside experts is the most effective way of making classroom change possible and keeping teachers' professional development sustainable. Finally, the research suggests school-based professional development as an alternative strategy to satisfy their needs on effective and sustainable professional development.

• Journal of Practical Engineering Education
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• v.11 no.2
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• pp.181-193
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• 2019

A workplace trainer is required to have profound theoretical and technological knowledge, sufficient experience and problem-solving ability in order to play the role of a competent trainer and assessor for the apprentices and experienced worker students who are participating in the Work-Learning Dual System of the company. This study has introduced a Degree-linked Highly Skilled professional Course in Korea and proposed an optimized standard education model for the training of high-quality workplace trainers. It is expected that this study will contribute greatly to the training of highly skilled professionals for efficient implementation of the Work-Learning Dual System and stable institutional settlement of the Highly Skilled professionals Course as the first empirical study on the training of highly skilled professionals.

• Safety and Health at Work
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• v.3 no.3
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• pp.155-165
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• 2012

Reflecting the current international trends toward proactive risk assessment and control at work with practical procedures, participatory action-oriented approaches are gaining importance in various sectors. The roles of these approaches in promoting the safety and health at work are discussed based on their recent experiences in preventing work-related risks and improving the quality of work life, particularly in small-scale workplaces. The emphasis placed on the primary prevention at the initiative of workers and managers is commonly notable. Participatory steps, built on local good practices, can lead to many workplace improvements when the focus is on locally feasible low-cost options in multiple aspects. The design and use of locally adjusted action toolkits play a key role in facilitating these improvements in each local situation. The effectiveness of participatory approaches relying on these toolkits is demonstrated by their spread to many sectors and by various intervention studies. In the local context, networks of trainers are essential in sustaining the improvement activities. With the adequate support of networks of trainers trained in the use of these toolkits, participatory approaches will continue to be the key factor for proactive risk management in various work settings.

• Journal of Korean Academy of Nursing
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• v.49 no.6
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• pp.748-759
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• 2019

Purpose: This study aimed to examine the effect of spouses participating in health coaching on stage of the change, health behaviors, and physiological indicators among male office workers with cardiocerebrovascular disease (CVD) risk factors and compare the findings with trainers who provided health coaching only to workers. Methods: A quasi-experimental pretest-posttest design was used. Convenience sampling was used to recruit participants from a manufacturing research and development company in the city of Gyeonggi province. The health coaching program for the experimental group (n=26) included individual counseling sessions according to workers' stage of change, and provision of customized health information materials on CVD prevention to workers and their spouses for 12 weeks through mobile phone and email. Results: After 12 weeks of intervention, the total score for health behavior, and scores on the sub-areas of exercise and health checkups significantly improved in the experimental group, but there were no significant differences in the scores of stage of the change and physical indicators. The results of a paired t-test showed a significant decrease in the body mass index, abdominal circumference, systolic blood pressure, diastolic blood pressure, total cholesterol and triglyceride values, and a significant increase in the high-density lipoprotein cholesterol value in the experimental group after the intervention. Conclusion: To improve the health of male workers with CVD risk factors in the workplace, sharing health information with their spouses has proven to be more effective than health coaching for only workers. Therefore, it is important to develop strategies to encourage spousal participation when planning workplace health education for changing health-related behaviors.

• Safety and Health at Work
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• v.4 no.1
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• pp.71-74
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• 2013

Here, we present a case of lung cancer in a 48-year-old male horse trainer. To the best of our knowledge, this is the first such case report to include an exposure assessment of respirable crystalline silica (RCS) as a quartz. The trainer had no family history of lung cancer. Although he had a 15 pack/year cigarette-smoking history, he had stopped smoking 12 years prior to his diagnosis. For the past 23 years, he had performed longeing, and trained 7-12 horses per day on longeing arena surfaces covered by recycled sands, the same surfaces used in race tracks. We investigated his workplace RCS exposure, and found it to be the likely cause of his lung cancer. The 8-hour time weight average range of RCS was 0.020 to $0.086mg/m^3$ in the longeing arena. Horse trainers are exposed to RCS from the sand in longeing arenas, and the exposure level is high enough to have epidemiological ramifications for the occupational risk of lung cancer.

• Journal of Distribution Science
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• v.14 no.2
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• pp.65-72
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• 2016

Purpose - Recently on-the-job training (OJT) has become the most preferred training and development method with the emergence of the concept that workplace is the best place where learning take place. But many researchers argue that OJT is not helpful for the performance of organization because OJT is not systematic and mostly depend on quality of trainer. Since Jacobs & McGriffin introduced S-OJT (structured OJT), there has been plenty of researches. But most of the researches have focused mainly on employee's attitude and organizational performance caused by S-OJT and neglected a holistic approach of S-OJT as a system. S-OJT need to be analyzed comprehensively to understand training performance because S-OJT is operated as a system consist of input, process, and organizational context. Although S-OJT may create unintended consequences, there were few researches to explore them. Thus, the purpose of this study is to identify the critical success factors for S-OJT and to find unintended consequences of it. Research design, data and methodology - We conducted a case study on M business unit of A company which developed and has been implementing S-OJT program for years. We designed and prepared the process, collected and analyzed data for the study. We set the theoretical framework to analyze the case after reviewing theories and previous studies on S-OJT. We collected and analyzed internal reports and interview results of the employees of the M business unit. We tried to collect as many information as possible to secure the validity of the research results. Results - The critical success factors identified in the study are as follow. First, it is important to select and train proper trainers for S-OJT. Second, it is needed to develop structured training module. Third, organization have to use effective communication system like on-line community. Forth, trainer should have proper skills for training such as facilitating skill, coaching skill, and delivering skill etc. Fifth, proper learning place is needed. Sixth, organizational support is important especially, immediate supervisor support and concern is critical. Eleventh, it is needed to consider situational contexts. Among them, overload to the trainer will affect the effectiveness of S-OJT. In this study, we found an additional unintended consequence. "To teach is the best way to learn." Experience as a trainer give employee an opportunity to organize one's knowledge and skill and to attain facilitation skill, coaching skill, and relation skill. Thus, organization may use S-OJT to train the potential talent. Conclusions - Many organizations introduced S-OJT to train the newcomers because S-OJT drew attention as an important tool to develop employees. Following this trend, there has been increasing number of researches to find the results of S-OJT and identify the determinants of S-OJT success. However, most of the researches concentrated on finding effects of some factors neglecting holistic approach. This study tried to identify critical success factors affecting effectiveness of S-OJT by using case study and find additional unintended consequence. The results of the study will be useful for organizations which have a plan to adopt S-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.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.20 no.5
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• pp.163-173
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• 2020

In this study, on-site corporate instructors participated as student-cum-workers in a degree-linked high skills Meister course to improve job competency and practical ability as proposed in the Work-Study Career Vision. Evaluation questions were then developed and their validity was verified by assessing satisfaction related to expected goals in enhancing advanced training guidance and competency as an evaluator. Satisfaction assessment was conducted based on training preparation, training implementation, training effectiveness and training administration. The Delphi Method was adopted and a total of 48 items were developed in 6 categories under 4 main areas. There were 7 evaluation items on the satisfaction of training course development under training preparation, 21 evaluation items related to the satisfaction of Off-JT and OJT courses under training implementation, 16 evaluation items related to the satisfaction of increased competency as an on-site corporate instructor and the satisfaction of enhanced practical skills and skills application at work under training effectiveness, as well as 6 evaluation items to assess satisfaction with administrative support under training administration. The final conformity assessment was conducted based on the stability, content validity ratio, consensus and convergence indicators of the developed items. Results of this study do not only apply to quality management of the high skills Meister course which is being promoted as a pilot project for work-study programs, but also serves as a rationale that may be considered as a basic research tool in the collection of various opinions to derive overall system improvement factors for the work-study high skills Meister course.