• Title/Summary/Keyword: Training and Career Opportunity

Search Result 17, Processing Time 0.023 seconds

Securing Status and Improving Scheme of Instructors in the Governmental Officials Training Facilities (공무원교육훈련기관(公務員敎育訓練機關)의 교관확보현황(敎官確保現況)과 개선방안(改善方案) -I.현황(現況)과 문제점(問題點))

  • Chang, Chul-Ho;Lee, Byoung-Gee
    • Journal of Fisheries and Marine Sciences Education
    • /
    • v.6 no.1
    • /
    • pp.20-32
    • /
    • 1994
  • According to the changing of administrative environment from the high-leveled industrial age to the informational and international open door age, necessity of governmental officials re-training has been being emphasized. For leveling up the re-training effect, leveling up of the instructors' capability is strongly required with enlargement of re-training participating opportunity and the development of curriculum. The authors carried out a study on the securing status of instructors for the governmental officials training facilities and picked up some problems involved. Required academic career of instructors which is certified as holders of bachelor degree or more for the central training facilities and junior college graduate diploma or more for the district ones looks too low considering with trainees' age, academic career and social experiment. Then it should be leveled up to the holders of master degree or more for the central facilities and bachelor degree or more for the district ones. Required official career of instructors for specific subjects which is certified as three years or more looks so short that should be enlarged to five years or more. Preliminary training for instructors themselves should be reinforced before appointing the instructors to have a study on the teaching method and concerned subjects, and also the career of instructors should be reflected with advantage to the promotion of officials.

  • PDF

Investigation on Consciousness of Career Choice of Vocational Home Economics Students at Senior High School (고등학교 가정계 학생들의 진로 선택에 관한 의식 조사)

  • 장명희;윤인경
    • Journal of Korean Home Economics Education Association
    • /
    • v.7 no.2
    • /
    • pp.67-77
    • /
    • 1995
  • This study aims at seeking the effective career guidance and operational plan. We collected data from questionaries to 305 students of vocational school, and 135 students on vocational course for the recognition of and request for vocational home economics curriculum. Collected data were analysed by frequency, percentage, and X(sup)2, and SPSS/PC(sup)+ program are used for the statistical analysis. 1. The main considerations of students in their decision of course were the accessibility of getting a job, or a higher education aptitude, interest, and so on. They made their own decision in choosing their course, relatively were satisfied with their choices. As for the course after graduation they hoped to come by a job related to their major in order to have3 an opportunity for further education, and teachers stood up for the large extent to which their students are satisfied with vocational training by answering that there would be higher possibility of using their major. 2 The results of the investigation into the desirable home economics vocational training in future showed that students of vocational schools desired for the scientific teaching and learning method. Students on vocational curse requested that the educational system should be supported. And new curricula were those for gerontology. interior design, and cookery and bakery.

  • PDF

An Analysis on High School Students' Perceptions of Earth Science Scientists (지구과학자에 대한 고등학생들의 인식 분석)

  • Kim, Yun-Ji
    • Journal of the Korean Society of Earth Science Education
    • /
    • v.7 no.2
    • /
    • pp.159-168
    • /
    • 2014
  • This study was designed to 10 questions as development of GAP program for ninety high school students(each student of 30 with achievement as high, medium, and low categories), it was analyzed the perception of Earth scientist. High school students have a positive perception about a course in Earth science, but they have lack of knowledge about Earth scientist as a career man, and they can't recognize Earth scientist as a career. A failure of learning of Earth science for Students with low level achievement leads to a negative perception about Earth scientist and disconnection to future career. School education should provide an opportunity to encounter Earth scientist for students and it is badly in need of effort to connect to the job training program.

Effect of Career Management Activity in Hospital Organization on the Job Instability for Hospital Administrative Staff's (병원조직의 경력관리활동이 행정직종사자들의 고용불안 심리에 미치는 영향)

  • Ha, Oh-Hyun
    • Journal of the Korea Academia-Industrial cooperation Society
    • /
    • v.16 no.7
    • /
    • pp.4697-4703
    • /
    • 2015
  • This study has performed to propose the plan of effective career management systematically for the enhancement of mutual communication with internal and external customers based on the effect of career management activity in hospital organization on the job instability for administrative staff's. Data was collected from 192 hospital administrative staff's located in Busan area where 7 general hospitals and 7 hospitals were involved, and examined the factor analysis, the reliability, the regression analysis and the correlation analysis using SPSS statistical program. The organizational career management activities were classified into direct and indirect activities through the verification of validity and internal consistency, and the job instability was influenced by the direct career management activities. "Consider of countermeasure of necessary training required for the career of staff's" has the strongest relationship with the job instability among the organizational direct career management activities, and "Provide sufficient information service for new job opportunity" and "Develope career management plan participate with the staff's" were also relatively shown the higher relationship. Thus, it was indicated that the organizational effective career management activities for the enhancement of mutual communication with customers were necessary for the strategy establishment of career management activities.

International Microsurgery Club and World Society for Reconstructive Microsurgery Webinar: Career Building in Microsurgery

  • Joachim N. Meuli;Jung-Ju Huang;Susana Heredero;Wei F. Chen;Tommy NJ Chang
    • Archives of Plastic Surgery
    • /
    • v.51 no.2
    • /
    • pp.258-261
    • /
    • 2024
  • Career building can be challenging for young surgeons, especially when topics such as lifestyle, work-life balance and subspecialization arise. Suggestions and advice from senior colleagues is very valuable but many young surgeons do not have such opportunities or are limited to a few senior surgeons. The International Microsurgery Club (IMC), in collaboration with the World Society of Reconstructive Microsurgery, organized a combined webinar for this topic and invited world renownedmicrosurgery masters polled by the IMCmembers to join, including Prof. Peter Neligan (Emeritus from University of Washington, United States), Prof. Raja Sabapathy (Ganga Hospital, India), Dr. Gregory Buncke (The Buncke Clinic, United States), Prof. Isao Koshima (Hiroshima University Hospital, Japan), Prof. David Chwei-Chin Chuang (Chang Gung Memorial Hospital, Taiwan), and Prof. Eric Santamaria (Hospital General Dr. Manuel Gea Gonzalez, Mexico) on May 1, 2022. Prof. Joon-Pio Hong (Asan Medical Center, South Korea) and Prof. Fu-Chan Wei (Chang Gung Memorial Hospital, Taiwan) were also selected but unfortunately could not make it and were therefore invited to another event in April 2023, summarized in a recently published paper. There is ample literature reporting on different aspects of developing a microsurgical career but the goal of this session was to offer an opportunity for direct exchange with experienced mentors. Moreover, insights from experienced microsurgeons from different part of the world were more likely to offer different perspectives on aspects such as career building, failure management, and team culture. This webinar event was moderated by Dr. Jung-Ju Huang (Taiwan), Dr. Susana Heredero (Spain), and Dr. Wei F. Chen (United States).

Development of Game Developer Career Experience Program using Scratch (스크래치를 활용한 게임 개발자 진로체험 프로그램 개발)

  • Kim, Soohwan;Kim, Sanghong
    • The Journal of Korean Association of Computer Education
    • /
    • v.23 no.1
    • /
    • pp.45-52
    • /
    • 2020
  • The purpose of this study is to develop a game developer career experience program that promotes student participation and to verify its effectiveness. The game developer career experience education program currently operated by Job World is composed of passive course, which makes students less interesting and only passive activities are possible. In this study, we improved the existing coursework type program to experience actual game development using scratch to promote learner participation. Scratch can be created and shared, giving students the opportunity to create their own work. Therefore, this study developed the game developer career experience education program using scratch and verified its effect. Two Delphi tests were conducted to develop the training program and one expert council was held. In addition, pilot classes were conducted from 22 elementary school students and 30 middle school students, and the satisfaction test was conducted. As a result, the developed educational program showed positive results in terms of help, satisfaction, effectiveness, and awareness.

A Study on the Effect of High Performance Work System on Organizational Effectiveness - Focusing on the regulating role of HR management effectiveness - (고성과 작업시스템이 조직유효성에 미치는 영향에 관한 연구 - 인사관리 효과성의 조절역할을 중심으로 -)

  • Kim, Moon-Jun
    • Management & Information Systems Review
    • /
    • v.38 no.2
    • /
    • pp.139-163
    • /
    • 2019
  • The purpose of this study is to identify the influence of the high performance and the work system recognized by the organizational members participating in the NCS enterprise utilization consulting on the organizational effectiveness and the influence of the organizational performance. In order to achieve the purpose of this study, the research hypotheses were verified by applying multiple regression analysis and co-integration regression analysis on the 145 usable results from using the statistical program of SPSS 24.0. The results of this study are as follows. First, hypothesis 1, the analysis of positive(+) influence on organizational effectiveness on the characteristics of the system (selection system, evaluation and compensation, education and training opportunity, member participation system, job stability) was adopted due to its' positive(+) and significant relationship. Second, hypothesis 2, an analysis that the organizational effectiveness would have a positive impact on organizational performance was adopted due to its' proven work. However, its' effectiveness will need verification. Third, regression analysis was conducted to confirm the role of the hypothesis 3, personnel management effectiveness, between the high performance and the work system (selection system, evaluation/compensation, education/training opportunity, member participation system, job stability). As a result, Hypothesis 3 showed that the selection system (H3-1), evaluation and compensation(H3-2), education and career opportunities(H3-3), member participation system(H3-4), job stability(H3-4) showed that organizational effectiveness has a moderating role in HR effectiveness. The main implication of this study is that the positive and working system recognized by the organizational members has positive affects on organizational effectiveness and organizational performance. In order to enhance the substantiality management system through improvement of organizational performance, a regular implementation plan on a high-performance working system along with education & training system to improve organizational effectiveness is required so that the members of the organization could form a consensus. Second, as a result of confirming the moderating effects of HR management effectiveness, the moderating role of HR management system and organization effectiveness was verified positive. Therefore, this study shows that the part that verifies both organizational effectiveness and organizational performance through high-performance working system and the part that confirmed the role of control between high-performance work system and organizational effectiveness are the biggest difference from the previous research.

Issues and Challenges of Technical Education and Vocational Training (TEVT) in Nepal (네팔의 공업교육과 직업훈련의 쟁점 및 과제)

  • Basnet, Kul;Eun, Tae-Uk;Kim, Jinsoo
    • 대한공업교육학회지
    • /
    • v.34 no.2
    • /
    • pp.379-395
    • /
    • 2009
  • In Nepal, unemployment and underemployment rate is very high among the youth between 15-24 ages. Generally people tend to discourage acquisition of skills for a career. Access to skill training is limited, especially for the poor, women, and disadvantaged, and the quality of skills training is variable and often not linked to market needs. Strengthening the technical education and vocational training (TEVT) sector to deliver more relevant and market oriented training is essential. To improve the country's pool of technical skilled manpower and unemployment problem, the government has attempted various programs in the last two decades to institutionalize technical education and vocational training. These had initially mixed results mainly due to poor organization and management of the TEVT sector, lack of proper linkage between the training programs and the needs of the labor market, lack of proper equipment and instructional materials and inadequately trained instructors. Council for Technical Education and Vocational Training (CTEVT) as a leading organization in TEVT sector of Nepal should focus on community-based vocational trainings for the purpose of reducing poverty in grassroots level addressing excluded and marginalized groups. It is a big challenge as well as opportunity for CTEVT and TEVT professionals.

Research of university students' awareness of career development and their preparation for employment (대학생의 진로개발과 취업준비에 대한 인식 연구)

  • Park, Ki-Moon;Lee, Kyu-Nyo
    • 대한공업교육학회지
    • /
    • v.34 no.2
    • /
    • pp.103-127
    • /
    • 2009
  • The purpose of this study is to offer the basic data regarding the problems of the employment training activities and their solutions by way of the research and analysis of the awareness of career development of university students and their preparation for employment opportunities. The results of the study are as follows. First, it is necessary that the students themselves make plans for future jobs and their preparation for them, from the start of their university work. This includes taking employment preparation courses as liberal arts requirements. It also needs to have a systematic association with some organizations such as employment preparation centers. Second, it is necessary that the career portfolios of university students be accepted as materials for objective evaluation so that the companies use them at the time of hiring new employees. If those materials are stored and managed in a database even after their graduation, they will be the strong foundation for the competitive power of the university.Third, it is necessary that university students establish the orientation of employment training in advance, according to their personal and disciplinary possibilities by diagnosing the level of basic employment ability they possess and that they find out the appropriate programs, both personal and disciplinary, to enforce the abilities they need to develop further. Accordingly, it is necessary to have an evaluation system in order to assess student's basic employment abilities, so as to increase the degree of their employment preparation and its support strategy based on the evaluation. Fourth, in the higher education level, university students' lower awareness (M=2.86) of their discipline satisfaction, their major selection, and the university's employment opportunity service shows that it is necessary that there be close connection between learning and work. For short-term purpose, the quantitative and qualitative evaluation must be preceded about the various employment training programs and self-development programs offered by the university. From the long-term perspective, it is urgently necessary that the university ensure the human resources development experts for the purpose of diagnosing employment services within the university.

An Analysis of the Job and Competency of the Healthy Family Supporter as a Middle Manager on the Healthy Family Support Center (건강가정지원센터 중간관리자급 건강가정사의 직무현황과 역량분석)

  • Lee, Yoon-Jung
    • Korean Journal of Human Ecology
    • /
    • v.18 no.4
    • /
    • pp.809-824
    • /
    • 2009
  • The purpose of this study is to examine the contents and concept of program for healthy family and provide job opportunity and competency of healthy family supporter. For this research, participants are 51 healthy family supporters as a middle manager. Data were obtained through the survey using a questionnaire developed by the ministry of women and family and headquarter of healthy family support centers in 2007. The research process consists of two parts. One is to suggest their jobs and requirements, the other is to offer their core competency and area for improvement. First, the jobs of healthy family supporters as a middle manager are the generalization of team's work including the planning, management and coordination, training for the staff, and network of social resources. They recognized the planning and management of healthy family support center's goal and course as a strategic job. The requirements for the performance of their duties are having a bachelor's or a master's degree, career more than for 3 years, and a certificate of qualification of healthy family supporters, social worker and family counselor. Second, their competencies are the understanding of education of family life, theory of family counselling, the planning and valuation of program for healthy family, understanding for the variegated family, management of organization, networking with resources, ability of documentation, ability of persuasion and negotiation, management of time, sociality, communication skill, solving the problem, positiveness, cooperative spirit and so on.