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인사개혁 로드맵 과제 성과평가(Performance evaluation of roadmap for civil service reform)

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Frame of Image 연구보고서가 중앙인사위원회의 인사담당자 뿐만 아니라, 정부정 책을 담당하고 있는 관계부처 공무원들이 업무를 수행하는데 실질적 인 도움이 되어서, 정부의 효율적인 인력활용에 많은 진전이 있기를 기대합니다. 끝으로 이 연구를 책임을 맡아 수행한 서원석 박사와 공동연구에 참 여한 배귀희, 정재명, 박홍엽, 강여진 박사와 권용수 교수, 그리고 참여 자로서 수고한 민소정, 이화진 연구원의 수고에 감사드리며, 동시에 조 언과 지원을 아끼지 않으신 자문위원과 학계 전문가들과 중앙인사위 원회 관계자 여러분께 감사드립니다.
2006년 12월 韓國行政硏究院 院長 鄭用德
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차례
제 1장 서 론 ·········································································· 1
제1절 연구의 목적 ······································································· 1
제2절 연구의 범위 ······································································· 2
제 2장 개방형 직위제도 성과평가 ·································· 4
제1절 서론 ····················································································· 4 1. 연구의 의의 ········································································· 4
제2절 선행연구 검토 ··································································· 9 1. 개방형직위제도의 도입배경과 추진현황 ······················· 9 2. 국내 문헌연구 ··································································· 15 3. 외국제도 ···········································································19
제3절 연구설계와 개방형 직위제도에 관한 실증조사 ······· 33 1. 조사설계와 방법 ······························································· 33 2. 조사결과 분석 ··································································· 36
제4절. 연구결과의 정책적 함의 ·············································· 99
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제 3 장 민간근무휴직제도에 대한 성과평가: 관련 공무원들의 인식을 중심으로 ·························· 100
제1절 서 론 ······································


Full Text
Title 인사개혁 로드맵 과제 성과평가(Performance evaluation of roadmap for civil service reform)
Similar Titles
Material Type Reports
Author(Korean)

서원석

Publisher

서울:한국행정연구원

Date 2006-12
Pages 330
Subject Country South Korea(Asia and Pacific)
Language Korean
File Type Documents
Original Format pdf
Subject Government and Law < Public Administration
Holding 한국행정연구원

Abstract

This project is to examine the evaluation of public personnel reform which is conducted by the participative government. This kind of project will be conducted with some scholars collaboratively and regularly in the future.
It was composed of five sections. The results of this project are as follows:
First evaluation of the reform is on the open position system. Although respondents thought that open position system is not being established successfully, it has operated positively. For the alternatives of developing position system, administrative culture should be more friendly to the public servants from both outside and inside bureaucracy. Furthermore, stability of status as a public servants is required.
Second category is temporary retirement for working on private sector organizations. This retirement is implemented voluntarily. Survey method was employed to evaluate this system. Most of them argued that this system should be necessary for enactivating the bureaucracy. For the development of this system, the exchange network among public and private sectors should be strengthened and the various incentives should be given to the participants of this system
Third topic is the personnel exchange system. It was introduced for improving the efficiency and competitiveness in the public sector among government agencies. The majority of respondents of the survey showed that it was good program to enhance the competitiveness of public servants. For desirable ways to develop this system, the information and responsibility of the post to be open for the personnel exchange system will be designed carefully.
The criteria of selection of appropriate applicants for the post will be established. Furthermore, the experience of personnel exchange should be credited for the career development to the applicants.
Fourth is the personnel exchange among central and local governments. For the evaluation of this system, survey method is also used. Most of respondents for the survey showed that it was strongly necessary for equali zing the human resources and sharing the experiences and information obtained from central or local governments.
Last issue to be discussed is the balancing personnel system for the promotion of representativeness within civil service. Its purpose is to encourage the representativeness by recruiting social minorities such as women, disabled persons, scientists and engineers, and those from non-metropolitan Seoul area. Many respondents showed that it should be necessary for the integration of various voices.
The ways to develop this system is to enlarge the rate of public servants to be appointed for a limited time period.