This research shows that a reality of a preceding study which has not been settled enough on the human resources development and management of container terminal in Korea. Recently, the investment for the training is recognized as an important factor for the development of the human resources in the domestic enterprises to ensure a competitiveness and the lasting survival in rapidly changing environment. Therefore the investment for the education and the training have been concerned more important factor. However the container terminal of Busan Port faces the overcapacity and it leads to drop the tariff for their competitiveness. With the shortage of training and education leads to fall the productivity improvement for the needs of customers which the decreasing of cargo-working time because of the curtailment of expenditure.
Therefore, this paper is an empirical study tor the training and education system in the terminal of the Busan Port. This study also compares the system of the training and education between of the domestic and the advanced foreign terminals. This paper investigates that the improvement of the system influence on the productivity to the field workers in Busan Constrainer terminal by the use of questionnaire method. the result of this paper gives that the manager of the terminal would find an alternative plan on the training and education system for the practical human resource.
As a result of this survey and implications of directions(training education) for an ability resource can be summarized as follows.
First, it is shown that the training and education have been of much great help to duty accomplishment, both company and employees should understand the importance of training and survival strategy of container terminal. We should join the curriculum development of educational system by departmentalized productivity improvement and a user participation positively as well to fulfill a real training.
Second, as an instance of training of advanced Ports(PSA, HIT, YICT) in the evaluation for traing about the field capacity resource of container terminal, the Port equipment operation, safety, supervisor training have to be built well-organized training and resource development system and offered differential wage rate by acquisition of license or abtaining a qualification after training course. Based upon company's incentive program and introduction of skill-degree system, the complement of fundamental structure is required to implement the motivation and compensation system for productivity improvement.
Third, a contract labor force has been utilized to deduct expenses, however, the more a contract proportion is high like Advanced labor, the improvement plan of capacity resources who don't have a systematic training is meaninglessness, therefore financial support and company's concern are essential to regular/non-regular job as well as training for a contract service staff.
Forth, people who participate training course should not be joined formally one time. It need to be systematized to connect with company's long-term carrer development program and so organizational installation is necessary to educate employees through a signed on later stages after training.
Fifth, to educate and maintain excellent capacity labors and training demand of Busan Port which is connected with characteristic industry of harbors distribution, training cost should be supported by related organizations(such as territorial ocean division, the ministry of labor, community etc,) positively.