• Journal of Agricultural Extension & Community Development
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• v.8 no.1
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• pp.1-14
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• 2001

e-Learning has brought dramatic changes in education system for many companies in Korea. Many researchers and practitioners believe that e-Learning will be the main educational system for every companies in the world. e-Learning is an alternative education system, which includes computer based learning, web based learning, virtual classroom, and distance learning. e-learning has been expected to impact every educational sectors including Extension services. This study intends to identify and suggest some implications for successful e-Learning implementation of Extension education by investigating the successful factors of enterprises' e-Learning system, where outstanding results have be shown.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2015.05a
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• pp.67-70
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• 2015

This paper describes a one of HRD Program focus on ICT technology called TOPCIT as that companies and higher education providers voiced the need for a standardized, objective competency index that can reinforce the on-site competency of college students majoring in ICT/SW. And reduce the gap between the viewpoints of industrial and academic circles regarding the qualifications of a competent specialist in ICT field. For this reason, T.OPCIT developed and evaluated a performance-evaluation-centered test designed to diagnose and assess the competency of ICT specialists and SW developers critically needed to perform jobs on the professional frontier. This TOPCIT concept has been promoted not just in KOREA but in many ASEAN countries, e.g Thailand, Nepal, Bhutan, Philippines, Mongolia and Cambodia during the ICTD-USO Forum organised by ITU-ASP.

• Journal of The Korean Astronomical Society
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• v.48 no.6
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• pp.343-355
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• 2015

There is much observational evidence that active star formation is taking place in the Hii regions Sh 2-255 – 257. We present a photometric study of this star forming region (SFR) using imaging data obtained in passbands from the optical to the mid-infrared, in order to study the star formation process. A total of 218 members were identified using various selection criteria based on their observational properties. The SFR is reddened by at least E(B −V ) = 0.8 mag, and the reddening law toward the region is normal (R_V = 3.1). From the zero-age main sequence fitting method it is confirmed that the SFR is 2.1 ± 0.3 kpc from the Sun. The median age of the identified members is estimated to be about 1.3 Myr from a comparison of the Hertzsprung-Russell diagram (HRD) with stellar evolutionary models. The initial mass function (IMF) is derived from the HRD and the near-infrared (J, J −H) color-magnitude diagram. The slope of the IMF is about Γ = −1.6 ± 0.1, which is slightly steeper than that of the Salpeter/Kroupa IMF. It implies that low-mass star formation is dominant in the SFR. The sum of the masses of all the identified members provides the lower limit of the cluster mass (169M_⊙). We also analyzed the spectral energy distribution (SED) of pre-main sequence stars using the SED fitting tool of Robitaille et al., and confirm that there is a significant discrepancy between stellar mass and age obtained from two different methods based on the SED fitting tool and the HRD.

• Nuclear Engineering and Technology
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• v.54 no.2
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• pp.749-763
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• 2022

The fulcrum of economic development is a sustainable supply of electricity. Nigeria is plagued with blackouts, with one of the lowest per capita electricity consumption in the world (circa. 120 kWh per capita). Hence, policies have been instigated to integrate electricity generation from nuclear power plants (NPP) on or before 2027. However, a critical requirement for NPP generation is the implementation of robust human resource development (HRD) programs. This paper presents the perspective of Nigeria in assessing human resources needs over the entire NPP lifecycle following the milestone approach and employing the IAEA's Nuclear Power Human Resource (NPHR) modeling tool. Three workforce organizations are in focus including the owner/operator, regulators, and construction workers following three decades timeframe (2015-2045). The results indicate that for the study period, a maximum of approximately 9045 personnel (73% construction workers, 24% owner/operator, and 3% regulators) should be directly involved in the NPP program just before the commissioning of the third NPP in 2033. However, this number decreases by about 73% (2465 personnel including 94% operator and 6% regulator) at the end of the study timeframe. The results can potentially provide clarity and guidance in HRD decision-making programs.

• Journal of the Korea Convergence Society
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• v.12 no.3
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• pp.247-259
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• 2021

This study aimed to look for educational ways to prepare for the future society for education and people of talent who will lead the post-COVID-19 era. To this end, the factors necessary for the type of future talent in the post-COVID-19 era were identified by analyzing Big data. Based on the deducted factors composing the type of talent in the post-COVID-19 era, policy direction according to the emergence of the post-COVID-19 era were deducted through the interviews with the group of experts and delphi survey, and on the basis of this, this study sought for"a plan for the educational change in line with cultivation of people of talent in the post-COVID-19 era. The results of this study are as follows. First, through the big data analytics and analysis of the interviews, convergence, ICT utilization ability, creativity, self-regulated competency and leadership were found to be the factors necessary for the type of talent in the post-COVID-19 era. Second, it considered the innovation of digital education system and the support for vulnerable classes as the issue for cultivation of people of talent in the post-COVID-19 era. Third, the most important policy with regard to the educational direction for cultivation of people of talent in the post-COVID-19 era was cultivation of convergence talents. Convergence is a very important variable in the post-COVID-19 era since it creates new values by connecting things that are separated from each other. Hopefully, this study will build a basis for competency development, education and training in preparation for the post-COVID-19 era.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.7
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• pp.325-336
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• 2018

The aim of this study was to provide fundamental information on the validity and credibility of the Korean geometric psychological assessment (GEOPIA) by investigating the degree of relation between the GEOPIA and the MBTI. Data was collected from 331 subjects aged 19 to 70, residing in Seoul, Gyeonggi Province, Jeolla Province, or Gyeongsang Province. Participants completed the GEOPIA and the MBTI during the period of May to September 2017. The study calculated Cronbach's ${\alpha}$ to verify the tests' validity and reliability through SPSS. For the relational analysis between the results of the tests, we conducted a one-way analysis of variance on the first group of the GEOPIA's personality types, and the Scheffe Test if significant relationship was found. The study found that the circle type was predisposed to ESFJ, the triangle type to ESTJ, the rectangle type to ISTJ, and S type to INFP. Higher scores of feeling (F) and perceiving (P) corresponded to circle and S types, thinking (T) and judging (J) for triangle and rectangle types, extroversion (E) for circle and triangle types, and introversion (I) for rectangle and S types. These confirmed the substantial relations between the GEOPIA and the MBTI.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.915-929
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• 2014

The purpose of this study was to explore organizational justice (distributive, procedural, and interactional justice) as the antecedent of and career satisfaction by conducting an integrative literature review. In addition, this study aimed to identify organizational support for career development (i.e., organizational sponsorship) as the potential mediating variable between organizational justice and career satisfaction. Based on an integrative literature review of previous research, this study proposed the conceptual model on the relationship between organizational justice and career satisfaction along with organizational support for career development. According to the conceptual model, organizational justice can add to the pool of important antecedents of career satisfaction, and organizational support for career development could mediate the relationship between organizational justice and career satisfaction. This study contributed to the human resource development (HRD) field through investigating the relationship between organizational justice and career satisfaction in a career development context in the workplace. Further, this study provided additional theoretical backgrounds to conduct organizational justice related research on diverse factors, such as potential mediating variables, influencing career satisfaction.

• Journal of Applied Reliability
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• v.12 no.1
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• pp.13-24
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• 2012

This paper applied the Blue Print and FMEA (Failure Mode and Effect Analysis) to education service in order to raise the education service satisfaction. First, the Blue Print is deployed to come up with strategies to overcome the fail possibility point and waiting point. Next, in order to analyze the fail factors and alternative strategies, the Blue Print of education service is applied to FMEA. The results are as follows; first, the ommission from information document by web-mail or e-mail, Second, thing that selected in spite of company uneducated, thing that omitted despite the company is target, and the unsatisfaction of attendee about training contents. Third, the delay of counsel at the telephone reply, erroneous list of course name and attendee at HRD (Human Resource Development), omission of check whether attends or not. Except for unsatisfaction of attendee, all appears at the process that service delivered. And the unsatisfaction of attendee is about education contents. Both is the factor which have influence on the education service quality. The strategies to remove the failure mode are training and manual development on service and work, a thorough management and check of information system like as ERP (Enterprise Resoure Planning), HRD, education institution list DB (Data Base), on-line application system, a development of education program to offer best education that reflect the user needs and continuously changing environment.

• Journal of Practical Engineering Education
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• v.13 no.2
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• pp.283-292
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• 2021

As universities have operated non-face-to-face semesters due to COVID-19, although instructors applying flipped learning to their classes also have changed it into non-face-to-face ways, there is still a lack of exploratory research on effectiveness of the new form of flipped learning. In this study, we explored the effectiveness of the non-face-to-face flipped learning by analyzing students' learning experiences throughout FGI and survey. By doing so, we sought to provide in-depth insights for successful implications of non-face-to-face flipped learning classes ultimately. The findings showed that many learners positively evaluated non-face-to-face flipped learning in terms of interactions, including quizzes, team activities, and interpersonal interactions (e.g., Q&A, feedback) with professors in non-face-to-face flipped learning classes. The result of the survey also showed significant differences in the pre-post test regarding learner's perceived learning achievement. Based on these findings, the implications were discussed.

• Proceedings of the KAIS Fall Conference
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• 2011.12a
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• pp.25-28
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• 2011

본 연구는 반도체 산업에서 반도체장비유지보수에 사용되어지는 반도체장비 유지보수 분야의 전문기술인력을 효과적으로 양성할 수 있는 반도체장비 유지보수의 자격종목을 개발하고자 하는데 그 목적이 있다. 연구의 목적을 달성하기 위하여 반도체장비 유지보수 분야의 국내외 실태 조사, 문헌조사를 통하여 반도체장비 유지보수 관련 교육훈련기관 및 검정 수요 예상 인력을 파악했으며, 유사자격제도(전자부품장착기능사, 전자부품장착산업기사, 생산자동화기능사, 생산자동화산업기사 등)를 분석하였고, 직무분석을 통하여 반도체장비유지보수기능사의 직무 및 교육내용을 분석하였다. 또한 반도체장비 유지보수 자격종목 신설에 대한 설문조사를 실시했으며, 반도체장비유지보수기능사 자격종목의 출제기준 및 채점 방법을 제시했고, 필기시험과 실기시험에 대한 모의 검정시험도 실시하였다. 이러한 결과를 토대로 반도체장비유지보수기능사에 대한 교육프로그램을 만들었으며, 자격검정을 실시할 수 있는 출제기준을 제시하였다.