우편매체를 이용한 통신훈련의 문제점과 발전방안

Abstract

This study is to find a comprehensive improvement plan for correspondence training by analyzing its current operating situation, its problems, and diverse demands for it. First, the study described the theoretical background of the correspondence training and analyzed cases in advanced countries. The study examined related laws and analyzed training job data on the HRD net. A survey of 455 employees was conducted by KRIVET in March - April 2001. Data on each individual were gathered through interviews. Problems and issues arising from the research are as follows: The biggest problem in the current operating system of correspondence training is that it is possible to practice the program without training institutions. This is due to the absence of the grounded rules that regulate document submissions about training institutions when applying for the designation of training courses. This causes a great number of small training institutions to be established, which results in disorder. Furthermore, the designation of correspondence training courses, the inspection of teaching in training institutes, and the evaluation of training institutions are hindered because the related rules fail to reflect the characteristics of the program. Accordingly, correspondence training becomes totally individual-oriented, which causes the difficulty in measuring the training process and outcomes. According to the results of the survey, the major determinants of the satisfaction of the learners are the contents, the appropriateness of the evaluation, the educational management in training institutions, and the feedback. The majority of the respondents of the survey admits the need for off-the job training along with correspondence training. About 40% of respondents answered that off-the job training of some form should be required along with correspondence training. Feedback is considered as an important tool for evaluating the level of achievement and leading to the study goal. However, less than half of the learners actually receives feedback once a month on average. The reason for failing to receive feedback lies not in the individuals but in the management deficiency of the training institutions. The fact that the feedback does not solve any specific problems but stops at being only a formality is also a factor for the dissatisfaction of the learners. The nature of correspondence training program is that student enrollment cannot be determined only by the number of the teachers or the capacity of an institution. Because of this, if the standard for the size of student enrollment is not definite, there is a possibility of deficiency in learning due to the excess of learners. In fact, the number of learners per teacher in one training course is shown to be more than 280 on average every month. As shown in the questionnaires, the shortage of faculty is an important factor in learners' dissatisfaction with the management of the training program and with the faculty in charge. This shortage of faculty can lead to the deficiency of correspondence training itself. ...