사내교육 실태 및 개선방안 : I기업사례를 중심으로

강창호 동국대학교 교육대학원 2007 국내석사

The purpose of this study is to examine the necessity of the connection of in-house corporate education program and lifetime education by understanding the level of connection between the requirements of in-house education program and lifetime education. The content of this study to achieve such purpose is as follows. Firstly, the realties and effects of the in-house education program are analyzed. Secondly, the requirements of the in-house education program and lifetime education program for participation are analyzed. Thirdly, the possibility of the connection of the in-house education program with lifetime education program is searched. The major methods used by this study are the examination of literature and surveys and the object of the survey was the I company, a leader of Korean IT industry which is equipped with a systematic in-house education course. I company has about 2,500 employees and about 10% (250 employees) of the total employees were selected for the survey of this study. For the sampling, the proportional stratification sampling method was used which selects the samples considering the number of each sex and the workers in each department. The ratios of men and women in I company are 80% and 20% each, but in this study they are set as 70% and 30%, and the number in each department was allocated as per the samples of men and women. The numbers of each department were 70 in the administrative department, 120 in the sales departments, and 60 in other departments. The respondents of the questionnaire were 200 out of 250 (80% of the sample). The content of the questionnaire produced for this study is composed of the items on in-house education course and the items on the participation status and requirements of the lifetime education. The items on the in-house education course are again divided into the status of in-house education course and the direction of improvement. First, the items on the status of in-house education course are composed of; the degree of the understanding of in-house education course, the degree of the participation in the in-house education, the sufficiency of the structure and operation of the in-house education, the influence of the in-house education on personal growth and the increase in productivity, the degree of the provision of education opportunity according to the position role, the influence of the in-house education on compensation and promotion, the influence of mentoring on job improvement, the in-house education program in which employees want to participate and the sufficiency of the support for learning organization. And the items on the direction of the improvement for the in-house education are composed of; the necessity to introduce the mileage system for the in-house education, the appropriate objects as a mentor, methods to activate the learning organization, effective methods for the education of employees, the degree of consultation with seniors on the education plans, etc. Next, the status of the participation in lifetime education and the requirements are; the organizations that want participation in lifetime education, the time range for the operation of the desired education program, the types of the education program desired for participation. The object of this study, the I company, was established in 1967 by the 100% investment of the global I company and now it employs 2,500 Korean workers and has 7 joint-venture businesses and is maintaining 200 partner companies. I company is providing information technology services in all the field from hardware, software, service and consulting. I company sets up the career development plan in consideration of the characteristics of the workers' jobs and the management system of the job groups. The Career Develop Plan (CDP) is being designed and operated by establishing the system of career development for each job groups and major duties and by considering the operation of the expert system to reinforce specialties. The in-house education programs in I company are comprised of; global education program, specialty reinforcement education program, IT job capability general course, IT common capability general course, and online education course. In addition, the in-house education program is composed of the common capability/leadership course, manager training course, IT course, marketing and sales course, etc. The training team in the human resources department is in charge of the operation of the education, and the careers are managed by the immediate boss through IT system. In addition, an integrated procedure and Individual Development Plan is provided for the development of human resources capabilities which is supported by an Intranet. The IDP performance is reflected to the evaluation of employees together with the job performance. The status of the in-house education for the employees of I company and the direction of improvement and the results of the survey of the requirements for the participation in the lifetime education are summarized as follows. The results of the analysis of the questions on the status of the in-house education are; firstly, the understanding of the in-house education course is very high. Secondly, the average degree of participation in the in-house education is once a quarter or once a half year. Thirdly, the in-house education program is not sufficiently arranged for operation. Fourthly, while the in-house education contributes both to individual growth and the increase on productivity, the external education is recognized to be more effective than in-house education for individual growth. In addition, the degree of the provision of educational opportunity according to job performance was somewhat unsatisfactory. Fifthly, the connection of the in-house education with compensation and promotion appeared very low. Sixthly, mentoring had a positive influence on the job performance. Seventhly, the in-house education program that had a high participation preference was the leadership course. Eighthly, the support for the learning organization was not sufficient. Ninthly, the employees generally consulted with their seniors for their education plan and guidance. Next, to look at the results of the survey on the direction of the improvement in the in-house education; firstly, the introduction of the mileage system for the in-house education had 62% level of consent, and thus a more careful approach seemed necessary. Secondly, it was recognized that the mentor who took charge of the mentoring should be the senior. Thirdly, the methods for the activation of the learning organization were the financial support and the preparation of team rooms. Flourthly, external education, workshop and seminar, and the collective education were preferred as effective methods for employee education. Finally, to look at the results of the survey related to the participation in the lifetime education; firstly, the long-distance education institution, private institutes and universities are preferred as the desired institutions for lifetime education. Secondly, as desired programs for the participation in lifetime education, the non-degree cultural and professional courses, leisure/culture, degree courses are preferred. Thirdly, regarding the time range of the participation in the lifetime education, there were various opinions including before and after the weekday working hours, weekends, anytime, etc.

사내교육 대상자의 자아효능감 및 성취목표지향성이 학습전이에 미치는 영향

김리주 건국대학교 대학원 2009 국내석사

韓國企業의 社內 英語敎育 實態 및 向上方案에 關한 硏究

진홍민 明知大學校 敎育大學院 1998 국내석사

현재 우리기업의 현실은 21세기를 2년 남짓 남겨둔 세기말의 상황에서 그 어느때 보다도 세계적으로 경제전쟁이 치열한 시대에 처해 있다고 할 수 있겠다. 이러한 현실에서 한국기업이 Global한 국제환경 속에서 살아 남기 위해서는 국제화 및 세계화의 조류에 발 빠르게 움직여 국제 경쟁력을 갖추는 일이다. 따라서 이러한 시대적 대 과업을 달성하기 위해서 기업이 준비 해야할 급선무는 우선 우수한 인력자원을 확보하는 일이며 이러한 우수한 인재는 국제사회에서 상황에 알맞는 업무를 적절히 수행할수 있게 세계 제1공용어인 영어능력을 갖추는 것이 무었보다도 중요한 경쟁력으로 인식되고 있다. 하지만 우리나라 기업의 사내 영어교육 현실은 아직도 체계적이며 전문적인 프로그램을 갖추지 못하여 그 영어교육의 목표, 교재, 교수법, 강사선정 등에 많은 문제점을 가지고 있다. 첫째, 사내 영어교육은 정확한 학습 목표가 정립되어야 한다. 기업은 막연한 교양영어 학습 이나 자기계발 차원이 아닌 기업의 조직이 요구하는 구체적이고 정확한 목표를 설정하여 직무수행에 반드시 적용되어 활용 할 수 있게 하여야 한다. 둘째로, 사내 영어교육은 학교교육과는 달리 강한 구속력을 가지고 있지 않기 때문에 성인교육의 특성을 고려하여 사원들이 처해있는 개별화된 현실 여건 및 특성 등을 충분히 감안하여 강한 동기를 부여하여야 한다. 셋째로, 사내 영어교육은 각 기업체의 특성에 맞게 그 필요성을 파악하여 ESP(특수목적영어)에 초점을 두어 그 프로그램을 진행 하여야 한다. 직무별, 직급별 및 현 영어능력의 Level 등을 바탕으로 영어학습의 전문성을 추구 하여야 한다. 그러나 현재 영어교육의 현실은 아직까지 General English 학습의 일변도이며 그나마 비지니스 영어로서 기초 수준인 TOEIC 프로그램을 많이 활용하고 있지만 전문성을 요구하는 English For Occupational Purpose의 수준을 만족할 수 없으며 대학의 어학연수원등 전문교육기관과의 산학협동 체제를 구축하여 효율적인 프로그램을 시급히 개발 하여야 한다. 마지막으로 각 기업들은 이러한 문제점 등을 해결하기 위해서 적극적인 투자를 아끼지 말아야 하며 사원들이 영어학습을 통해 자기계발은 물론 나아가서 회사의 원활한 직무수행을 할 수 있도록 적극적인 동기부여 및 배려가 필요하다. At the turning era forward to 21th century, Korean companies are faced with hard competition in world ecomomic circumstances. As it stands to survive the rapid global ecomomic changes, Korean companies should be equipped with world competitiveness in terms of internationalization and globalization. It follows that Korean companies are required to secure highly qualified man power to cope with severe world business competition. It is taken for granted that they put stress on foreign language education program, especially English as an international business language. However, English education program in Korean companies is not properly organized and has many problems, such as its accurate target, textbook, teaching methods and teachers. Firstly, the English education program should be set up for accurate target. Korean companies should organize more concrete and effective English education program and adapt English programs in accordance with individual basis. Secondly, because English education programs in Korean companies are quite different from formal school education programs in terms of requirements and regulations, companies should afford strong motivation of English programs to employees on each individual basis. Thirdly, English education program in Korean companies should be focused on ESP program specifically by studying the concerned companies and their employees. Based on job specifications, job positions and English proficiency, the English program should be organized. But current English programs are not specifically organized. As an occupational prupose, there is TOEIC program. However, this is basic program for business communication. So more effcient and specific English occupational purpose programs should be required and developed under joint study by universities, language institutes and each company. Finally, each company, so as to deal with these issues and problems put active investments on program development and indiviual employee. It also should grant much concern and motivation to employees for their self development and job efficiency.

우리나라 企業의 社內 敎育訓練에 관한 硏究

김정수 東亞大學校 經營大學院 1982 국내석사

This study intends to examine the actual state and the controversial problems referring to the training programs of an enterprise in Korea, and to grope for a managerial reform by inquiring into the where of the inefficiency of those programs. The training system aims at promoting the workers' capability, motivating employees to work harder as well as encouraging them systematically to secure a better qualification for a better job. 1) The types of the training program has roughly been classified as follows : the training for managers. for superintendents, for older employees, for newly hired employees of a company. 2) The technical particulars of the training program for managers, for superintendents, for employees is prerequisite for the curriculum of the training to accomplish its objectives in an enterprise. 3) As an application for the training technique, it is found that there are lectures, addresses, the case studies, business games, short training courses, role playing method, sensitivity training, learning by an audiovisual program, reports and assignments, recreational practice, etc. 4) As an evaluation of the training program, it is also found that there are evaluation methods such as the test for the technical skill, the questionaire methods, the interviewing methods and so forth. The cause of the controversial point in the training program has been analysized as follows: Firstly, the level of an investment for the training program of an enterprise in Korea has been no more than the one tenth(1/10) of that of an investment in Japan. Secondly, establishment of an organization professionally to be in charge of the training program Has been inadequate and imperfect, and has not been met with the demand. Thirdly, presently available training techniques have been oversimplified. Fourthly, training for an expert or a special ist of the program along the line of special field has not been satisfactory or successful. Fifthly, a chief executive has been ill-informed about the training program, and reflection as well as guarantee for the persons who have completed the training course has been lacking or missing. Finally. the training program is subject to realities of che cramming system of education in Korea. A reform measure for the aforesaid controversial point may be definitely summarized as in the following outlines. In the first place, correct and desirable ideology referring to the administration of the training program should be clearly established. In the second place, an effective driving force toward the training program should be sought. In the third place, a plan for the training program should be devised rationally and systematically, and a system for the training program should be created and instituted. In the fourth place, an effective training program should be executed as an institutional remedy for the training program. In the last place, an adequate and bold and resolute budget should be made up or drawn up by means of productively disbursing the expenditures of an investment for the training project. When the remedy presented in the above are incarnated or embodied, then the training project of an enterprise in Korea will develop highly or will grow high-pitched in its effectiveness, and thus advance to the pattern of problem-solving from that of a reform. and gradually grow into a creative one. It is anticipated, therefore, that an effect of achievements in the training program will be further improved and elevated.

중국 진출 한국기업의 인적자원관리에 관한 연구 : 현지화를 중심으로

투강 인천대학교 대학원 2005 국내석사

웹 기반 훈련에서 학업 성취에 영향을 미치는 요인 연구 : S사의 사내교육과정을 중심으로

이선임 이화여자대학교 대학원 1999 국내석사

현대사회의 첨단 정보통신 공학의 발달은 교육 대상, 교육시간 및 장소, 교육 방법 면에서 일대 혁신을 가져오고 있다. 특히 네트워크를 기반으로 하는 테크놀러지의 발달은 학습자들로 하여금 자신이 원하는 시간과 장소에서 컴퓨터 통신을 활용하여 필요한 지식과 기술을 즉각적으로 습득할 수 있는 네트워크 학습체제 구축을 가능하게 하고 있다. 이러한 환경 속에서 생산성 향상과 경쟁력 강화를 위해 빠른 지식과 기술의 적용이 절실이 요구되고 있는 기업에서는 경쟁적 우의를 확보하고 기업성과 향상을 위해 계속적이고 적절한 교육훈련이 필요하게 된다. 따라서 기업교욱에서의 학습자가 직무에 관련된 지식습득과 자신의 계속적인 발전을 위해서 교육을 받고자 하는 상황에서 가장 효과적이고 그리고 효율적으로 학습할 수 있는 방법은 새로운 교육훈련 체제인 웹 기반 훈련(Web-Based Training)을 활용하는 것이며, 이는 기업환경에서 학습자의 필요에 따라 적시에 적절한 학습을 제공할 것으로 많은 기대가 모아지고 있다. 또한 시설, 설비, 자료개발 등에 대한 중복 투자비용을 절감하여 그 비용을 다른 필요한 부문에 투자함으로써 저비용 고효율적인 교육환경을 구축하여 교유의 효율성을 증대 시키려는 노력이 커지고 있다. 그러나 구체적으로 어떻게 새로운 통신 공학을 활용해야 하며, 그것의 효과는 무엇인지에 대한 합의된 이해는 아직 부족한 상태이다. 또한 왜, 어떠한 요인이 기업교육에 영향을 주었는지에 관한 체계적인 연구의 부족은 앞으로 컴퓨터 네트워크를 통한 교육을 실행하는데 구체적 지침을 마련해주지 못하고 있다. 따라서 웹 기반 훈련을 통한 학습이 그 효과를 거두기 위해서는 무엇보다도 웹이라는 가상공간을 활용하는 새로운 혁신적 교수방법이 성공적으로 이루어져야 하며 이를 위해 갖추어야 할 여러 요건 중 간과하기 쉬운 요소로 학습자에 대한 고려가 있어야 한다. 교육장소를 전제로 하는 집합교육에서 특히 피교육자의 심리적 상태는 다소 억압되어 있는 것이 일반적이며 이는 교육적 효과를 높이는 데에 부정적인 요소로 작용한다(유상현, 1997a). 이에 본 연구는 S사에서 실시되고 있는 웹 기반 훈련 프로그램에 참여하고 있는 학습자를 대상으로 학습자의 통제소재, 컴퓨터에 대한 태도 및 인식, E-mail 사용에 대한 인식, 학습자-튜더 상효작용 중 학업성취에 영향을 미치는 요인을 조사 분석함으로써 기업의 웹 기반 훈련에서 효과적이고 효율적인 네트워크 학습체제 구축을 위한 기초 연구자료를 제공하는데 그 목적이 있다. 이와 같은 연구 목적에 따라 구체적으로 본 연구에서 다루어질 연구 문제는 다음과 같다. 1. 웹 기반 훈련에서 학습자의 통제소재, 컴퓨터에 대한 태도 및 인식, E-mail 사용에 대한 인식, 학습자-튜터 상호작용 중 학습자의 “학업성취”와 관계가 있는 요인은 무엇인가? 2. 웹 기반 훈련에서 학습자의 통제소재, 컴퓨터에 대한 태도 및 인식, E-mail 사용에 대한 인식, 학습자-튜터 상호작용에 따라 학업성취에 차이가 있는가? 2.1 웹 기반 훈련에서 학습자의 통제소재에 따라 학업성취에 차이가 있는가? 2.2 웹 기반 훈련에서 학습자의 컴퓨터에 대한 태도 및 인식에 따라 학업성취에 차이가 있는가? 2.3 웹 기반 훈련에서 학습자의 E-mail 사용에 대한 인식이 학업성취에 차이가 있는가? 2.4 웹 기반 훈련에서 학습자-튜터 상호작용에 따라 학업성취에 차이가 있는가? 3. 웹 기반 훈련에서 학습자의 통제소재, 컴퓨터에 대한 태도 및 인식, E-mail 사용에 대한 인식, 학습자-튜터 상호작용 중 학습자의 “학업성취”에 영향력을 가장 크게 미치는 요인은 무엇인가? 이와 같은 연구문제를 알아보기 위해 S사의 웹 기반 사내 교육프로그램에 참여한 학습자를 대상으로 설문조사를 하였다. 학습자의 학업성취와 관계가 있는 요인은 무엇인지를 알아보기 위해 상관관계를 살펴보았으며, 각 요인에 따라 학업성취에 차이가 있는지 X^(2)검증을 통해 분석하였으며, 그 중에서 가장 많은 영향을 주는 요인은 무엇인지 알아내기 위해서는 판별분석을 하였다. 그 결과, 다음과 같은 결론을 내릴 수 있다. 첫째, 학습자의 통제소재, 컴퓨터에 대한 태도 및 인식, E-mail 사용에 대한 인식, 학습자-튜터 상호작용 중 학습자의 “학업성취”와 관계가 있는 요인은 통제소재, 컴퓨터에 대한 태도 및 인식, E-mail 사용에 대한 인식, 학습자-튜터 상호작용 중 Sharing 유형으로 나타났다. 둘째, 통제소재의 정도가 높은 집단과 낮은 집단의 학업성취는 차이가 있으며, 이는 통제소재의 정도가 높은 학습자일수록 다시 말하면, 내적 통제소재를 가진 학습자일수록 학업성취가 상(上 )일 가능성, 즉 학습과정을 수료할 가능성이 높다고 해석할 수 있다. 많은 연구자들은 통제소재가 학업 성취와 관련이 있다고 주장한다(Jonassen & Grabowski, 1993). Dille과 Mezack(1991)의 연구에서도 내적 통제를 가진 학습자 중 72%가 과정을 수료하였다고 보고 하였다. 또한 Lefcourt(1991)는 내적 통제 소재자와 외적 통제 소재자들은 정보의 획득, 주의 다른 과제나 상황에서 강화 기회에 대한 민감성, 집중과 같은 인지적 활동 등에서 차이가 있다고 주장하였다. 즉, 내적 통제 소재자는 외적 통제 소재자보다 주변의 상황에 관해 더 잘 지각하고, 학습할 준비가 되어 있으며, 호기심이 강하고 효율적인 정보 처리자라고 하였다. 이러한 선행 연구들과 마찬가지로 본 연구에서도 연구 대상자 중 통제소재가 내부에 있을수록 학업성취가 상(上)일 가능성이 크다. 즉 웹 기반 훈련 프로그램을 수료할 수 있는 가능성이 크다고 할 수 있다. 셋째, 컴퓨터에 대한 태도 및 인식이 높은 집단과 낮은 집단의 학업성취는 차이가 있으며, 이는 컴퓨터에 대한 태도가 긍정적이고, 컴퓨터를 통한 의사소통의 유용성을 인식하는 학습자가 학업성취가 상(上)일 가능성, 즉 학습과정을 수료할 가능성이 높다고 해석할 수 있다. 넷째, E-mail 사용에 대한 인식의 정도에 따라 학업성취에 차이가 있는 것으로 나타났다. 이는 E-mail 사용에 대한 인식이 긍정적인 학습자일수록 학업성취가 상(上)인 집단에 속할 가능성이 크다. 즉, 웹 기반 훈련 과정을 수료할 수 있는 가능성이 크다고 할 수 있다. 이는 E-mail 이 유용하며, 빠르고, 필요하며 쉽고 효과적이며, 편리하다는 인식이 있는 학습자일수록 학업성취가 상(上)일 가능성, 즉 수료의 가능성이 높다고 해석할 수 있다. 다섯째, 학습자-튜터 상효작용 중 Sharing의 빈도가 높은 집단과 낮은 집단의 학업성취는 차이가 있으며, 이는 학습자-튜터 상호작용 중 학습내용에 대한 관점을 공유하며, 학습과정에 대한 전반적인 코멘트를 하며, 학습자 관련 정보를 알려주는 메시지가 많은 학습자일수록 학업성취가 상(上)일 가능성, 즉 학습과정을 수료할 가능성이 높다고 해석할 수 있다. 여섯째, 학업성취에 가장 영향력이 있는 요인은 컴퓨터에 대한 태도 및 인식으로 나타났다. 학업성취와 관계가 잇는 요인들 중에서 컴퓨터에 대한 태도 및 인식이 가장 많은 영향을 주는 요인으로 나타난 것은 연구 대상자들이 전통적인 학습자 즉, 학교에 속해있는 일반적인 학생이 아닌 정보통신 기업에 속해 있다는 특수한 상황 때문일 것이다. 이들은 컴퓨터에 대한 태도가 긍정적이고, 어려움에 부딪혔을 때 기술적인 지원을 쉽게 받을 수 있으며, 컴퓨터를 통한 의사전달에 익숙해져 있고, 또한 이러한 컴퓨터 네트워크의 유용성에 대한 인지가 높은 기업에 속한 집단이기 때문에 컴퓨터에 대한 태도 및 인식이 학업성취에 크게 영향을 발휘할 수 있다. 이러한 연구를 통해 현재 웹 기반 훈련을 운영하고 있거나 또는 추진 계획이 있는 기업에서는 학습자를 대상으로 컴퓨터에 대한 태도나 인식이 어떠한지 알아보고, 컴퓨터에 대해 긍정적인 태도나 인식을 가질 수 있도록 교육을 한다거나, 기술적 어려움이 없도록 지원체제를 마련하는 등의 실질적인 활용 지침을 제공할 수 있을 것이다. 웹 기반 훈련이라는 원격교육에서 상호작용은 학업성취에 많은 영향을 미치는 요인으로 보고 되고 있지만, 본 연구에서 학습자-튜터 상호작용이 학업성취에 영향을 주지 않은 요인으로 나타난 것은 본 연구에서의 상호작용의 의미가 학습자-튜터의 상호작용만을 분석하였기 때문에 학습자끼리의 상호작용이나 교재와의 상호작용의 영향은 분석에서 제외가 되어 학업성취에 영향을 주는 요인이 아니라는 결과가 나온 것으로 보인다. 이상 본 연구에서 얻어진 결론과 논의를 토대로 다음과 같은 제언을 하고자 한다. 첫째, 웹 기반 훈련과 같은 원격교육에서 학업성취에 영향을 미치는 많은 요인들 중 본 연구에서는 학습자 특성인 통제소재, 컴퓨터에 대한 태도 및 인식, E-mail 에 대한 인식, 학습자-튜터 상호작용을 살펴보았다. 따라서 이러한 웹 기반 훈련에서 학습자 특성 중 통제소재 이외의 다른 요인들 예를 들면, 교육기관의 특성, 환경적 요인, 튜터의 스타일 및 역할 등의 차원에서도 살펴봄으로써 웹 기반 훈련이 설계에 지침을 주고, 현재 웹 기반 훈련을 운영하고 있거나 또는 추진 계획이 있는 기업에 실질적인 활용 지침을 제공할 수 있을 것이다. 둘째, 본 연구의 대상자는 기업이라는 특수한 상황 속에 있는 학습자들이 연구 대상자가 되었다. 웹 기반 훈련의 범위가 확대됨에 따라 기업교육이라는 환경이외의 교육환경에 있는 학습자를 대상으로 연구하는 것이 필요하다. 셋째, 본 연구는 학업성취에 영향을 미치는 요인에 관한 조사를 하였다. 수료/미수료의 여부에 영향을 미치는 요인 뿐 아니라 기업에서 학업중단을 하는 학습자를 대상으로 학업을 중단하게 하는 요인을 연구하여 학업성취를 높일 수 있는 전략을 알아보는 것도 필요하다. The development of advanced telecommunication technology in the information society has brought about a revolution in educational subject, time, place and technology. Particularly, the network learning system makes open and lifelong education easier so as to create a faster and more effective on-the-job training environment. In a corporate environment, the rapid training of applying knowledge and skills is needed to improve productivity and performance and to secure superiority over competitors. Accordingly, new educational technology and media must be introduced in corporate training settings. Also, it is important to investigate how the learner’s characteristics affect individual performance and implementation of this new educational system. Therefore, a major purpose of this study is to investigate the factors that affect course completion among all four variables-learner’s locus of control, perception and attitude towards computers, perception on use of E-mail and learner/tutor interaction. This research also aims to examine the differences between those who complete the course and those who do not, considering three variables-learner’s locus of control, perception and attitude towards computers and perception on the use of E-mail in the Web-Based training of Corporation S. According to the aforementioned purpose, the following questions will be addressed. 1. What are the factors related to the learner’s course achievement among learner’s locus of control, perception and attitude towards computers, perception on use of E-mail and learner/tutor interaction? 2. Are there significant differences in course achievement according to the learner’s locus of control, perception and attitude towards computers, perception on use of E-mail, learner/tutor interaction? 2.1 Is there a significant difference in course achievement according to the learner’s locus of control? 2.2 Is there a significant difference in course achievement according to perception and attitude towards computers? 2.3 Is there a significant difference in course achievement according to perception on the use of E-mail? 2.4 Is there a significant difference in course achievement according to learner/tutor interaction? 3. What is the factor most affecting the learner’s course achievement among the learner’s locus of control, perception and attitude towards computers, perception on the use of E-mail and learner/tutor interaction? This study has been conducted on Corporation S, which implemented Web-Based Training for the support of employee training. To start with, learners were selected for survey. In addition to the survey, supplementary data was collected. Collected final data was analyzed for frequency and percent ratio according to the item, for analysis of differences between two groups χ^(2) test, and for analysis of classification indiscriminant analysis were performed. The findings of research are as follows: First, factors related to the learner’s course achievement among the learner’s locus of control, perception and attitude towards computers, perception on use of E-mail and learner/tutor interaction, were the learner’s locus of control, perception and attitude towards computers, perception on use of E-mail and “Sharing” type of learner/tutor interaction. Second, there was significant statistical difference in course achievement between the internal locus of control subject and the external locus of control subject. Locus of control was the significant variable that influenced the learner’s course achievement in Web-Based Training. Third, there was significant statistical difference in course achievement between high score subject and low in perception in attitude towards computers. The learner’s perception and attitude towards computers was the significant variable that influenced the learner’s course achievement in Web-Based Training. Fourth, there was significant statistical difference in course achievement between high score subject and low in perception on use of E-mail. The learner’s perception on use of E-mail was the significant variable that influenced the learner’s course achievement in Web-Based Training. Fifth, there was significant statistical difference in course achievement between high frequency subject and low in “Sharing” type of learner/tutor interaction. The learner’s “Sharing” type of learner/tutor interaction was the significant variable that influenced the learner’s course achievement in Web-Based Training. Sixth, the factor most affecting the learner’s course achievement among the learner’s locus of control, perception and attitude towards computers, perception on use of E-mail and learner/tutor interaction was perception and attitude towards computers. From the above results, the following recommendations are made. First, there are many factors affecting course achievement in distance education such as Web-Based Training. This study focused on only limited learner characteristics and particularly learner/learner interaction and learner/material interaction was excluded. By examining other factors of learner characteristics, facilitators’ role, educational institution and educational environment, therefore, corporation which administrates Web-Based Training or makes a plan to will be provided to Web-Based Training’s design and implementation guidelines. Second, subject of this research was an employee of Corporation “S”. As the scope of Web-Based Training is extended, it needs to examine learners having regular schooling in addition to adults and employees of corporations. This research’s subject was a small and very specific-adult learner. Therefore, it is unjustifiable to generalize this research’s results and a diversity of subjects is needed. Third, in an attempt to identify causes for dropouts in Web-Based Training numerous studies that would investigate strategies improving course achievement are needed.

新入社員 敎育訓練에 關한 硏究 : 서울 味元株式會社 社內敎育을 中心으로

전종석 全北大學校 經營大學院 1984 국내석사

It is inevitable factor that the enterprise as the going concern hire new-employees with the intention of development Above all, the excellent man power developments is very important and necessary so as to plan the prosperity of enterprise in science Accordingly, this treatise certificates the importance of new- employees education training as s model of Mi-won co, etd and presentes the course of improvement. The important problems are as follows; 1. The system of education needs has not been drawed up by study and training departments independently 2. In the exercise of training aspects, before their joinning a company, the training has not been executed and the training which have made the new-employees mechenical human have been held 3. From the viewpoint of the estabeishrnent of plan, the plan on the level is lake and have not the mindfulness. 4. The enterprise have not the education and training facilities 5. The enterprise have not the mernbers whois wholly responsible for the training 6. The assessments of training has not been carried out normally The course of improvement as follows; 1. The system of education should be maintained systematically 2. Before their joinning a company, the enterprise will upbring the new- employees creative man by means of execution of educational training 3. The establishment of educational plan should be clear 4. The enterprise should ensure the education and training facilities 5. The enterprise should establish the standard to ensure the man who is wholly responsible for the training 6. The assessments of education training should be carried out periodically. As shows in upper phases, If the education of new-employees were carried out rationally, systematically the new-employees would heighten their consciousness of reversion to the enterprise and improve their duty efficency and base the appropriate arrangement and labor power productivity greatest. It will greatly contributes to the prosperity of enterprise and the development of national economics.

웹 기반 사내 온라인 교육의 효과성에 관한 연구

채경민 仁川大學校 經營大學院 2003 국내석사

This study was to investigate the factors that Web-based Instruction influences in effect as enterprise education within change of business environment that had changed by development of information technology. Investigator extract factors that influence in web based instruction affect through theoretical study for learner factor, learner environment factor, interaction and learning material factor, and extract following conclusion through research of 156 people. 1. Contents of the lecture, composition of the picture and technological support influence in education effect realization degree of learner and influence in studies accomplishment degree for learner material factor. 2. As contents of the lecture, exert effect that quick presentation of studying progress and contents of the lecture mean in education effect realization and studies accomplishment degree. 3. Exert effect that is positive in education effect realization degree if preliminary attitude about Web-based Instruction of learner is positive, and learner exerts positive influence on studies accomplishment degree as interaction with professor person.

A조선사 직원들의 사내교육에 대한 이미지 및 인식 조사

정보성 경상대학교 교육대학원 2011 국내석사

This investigation was from the survey paper with the workers in 'A' ship company, about the image and the thoughts of company educating. 3 questions for the investigations were set, to resolve this, we used SPSS 14.0 to analyse the data. Firstly, the image of company educating were quite fine rather than normal thoughts. Workers said that it is good, worthy and they mainly have positive thought for that, but some have negative images that it is boring, forceful and harsh. So, to prove the environment of company educating, to not make it boring and not harsh and to prove the workers to feel free to be the volunteer for that. To have a look in the individual differences, there were more woman then men, the working type were more productive workers then office workers. As the career gets longer, they have positive thought for the company educating. To reduced the differences from the personalities, we have to prove the people who are men, productive workers with less then 10 years career to think that company educating is a good suggestion. Secondary, it is predictable that it is relative that the indication of company educating could effect to the increase of work, to choose the standard people for the company educating are main office, the program that people want to join has the higher proportion of improvement in work. But the period of joining company educating, don't really make the conversations with superior, this should be fixed with enough conversations and right decision and this will be effective if they set the place to educate out of the company building because the outer educating was more effective. To increase the satisfactions of the company educating program, the instructors professionalism should be considered. Third, to put the mileage systems into the company educating has same votes for positive and negative, this need more communication to decide, for the proper mentor selection should be from the one of the workers in the company, to activate the educating systems, we need to diversify of the educating programs. The point that should be reformed is that it is better to have longer and multi sectional educating rather than have eventual education. To suggest an idea with this investigation, to have many surveys of the image of the company educating, with deepened with various sources in it and the targets should be various too with all the workers in the workplace, and the differences between personalities, grade of work, part of work and age, should be the point to be analysed from investigations later.

人力開發을 爲한 社內敎育訓練에 關한 硏究

유기영 慶熙大學校 1985 국내석사