콘텐츠 바로가기
로그인
컨텐츠

Category Open

Resources

tutorial

Collection of research papers and materials on development issues

home

Resources
Government and Law Public Administration

Print

지방공무원의 인사개혁 평가와 개선방안에 관한 연구(A study on the evaluation of reform on the personnel management system in Koran local governments)

Related Document
Frame of Image 자원을 공정하고 효율적으로 관리하는 것이 매우 중요합니다. 이 연구는 지방정부의 인사개혁의 평가와 개선방안에 관한 연구로서 지방정부의 인사관리시스템의 실태와 지방정부 인 사개혁의 분석 및 평가를 토대로 지방정부 인사관리시스템의 개선방안을 제시하였습니다. 특히 이 연구는 지방공무원의 인 식을 중심으로 지방정부의 전략적 인력시스템의 구축, 투명하 고 공정한 인사운영, 성과주의 인사제도, 전문성과 역량을 강 화하는 인사제도, 공무원의 삶의 질 향상, 협력적 공무원 관 계형성의 관점에서 지방공무원의 인사개혁의 성과를 분석 및 평가하고 그 개선방안을 제시하였습니다.
지방공무원이 역량을 최대한 발휘하여 조직의 생산성을 극 대화하기 위해서는 지방정부가 구성원의 담당업무와 인사관 리기능을 전략적으로 상호 연계하고, 성과중심의 인사개혁을 일관성 있게 추진하는 것이 무엇보다도 중요합니다. 아무쪼록 이 연구보고서가 지방정부의 인사관리시스템을 개 선시키는데 도움이 되기를 바랍니다. 끝으로 짧은 시간에 이 연구를 위해 힘써 주신 권경득 교수님을 비롯한 연구참여자 여러분께 진심으로 감사드립니다.
2006년 12월 韓國行政硏究 院長 鄭 用 德
i
차례
제 1 장 서 론 ·· ·· · ·· ·· ·· ·· ·· ·· · ·· · 1 ·· ·· ·· ·· · ·· ·· ·· ·· ·· · · ·· ·· ·· ·· ·· · ·· ·· ·· ·· ·· · · ·· ·· ·· ·· ·· · ·· ·· ·· ··
제1절 연구의 목적 ······································································· 1 제2절 연구내용 및 방법 ····························································· 4
제2장 정부혁신과 인사개혁 ··············10 ·· · ·· · ·· · ·· · · · · ·· · ·· · ·· · ·· · ·· · ·· · ·· · ·· ·
제1절 정부혁신과 인사행정의 패러다임 변화 ····················· 10 제2절 참여정부의 인사제도 개혁 ··········································· 16
제3장 지방공무원의 인사제도 현황 및 개혁 · · · · · · 22 ······ ······ ·····
제1절 지방공무원 인사제도 현황 ··········································· 22 제2절 지방공무원 인사운영 현황과 개혁 실태 ··················· 32
제4장 지방공무원 인사개혁의 평가 ·········· 80 ·········· ·········· ·········
제1절 설문조사 개요 ································································· 80 제2절 인사개혁의 평가(설문조사결과) ·································· 84
제5장 지방공무원 인사개혁의 문제점과 개선


Full Text
Title 지방공무원의 인사개혁 평가와 개선방안에 관한 연구(A study on the evaluation of reform on the personnel management system in Koran local governments)
Similar Titles
Material Type Reports
Author(Korean)

권경득

Publisher

서울:한국행정연구원

Date 2006-12
Pages 244
Subject Country South Korea(Asia and Pacific)
Language Korean
File Type Documents
Original Format pdf
Subject Government and Law < Public Administration
Holding 한국행정연구원

Abstract

In public sector, the human resources management systems have been recently innovated into more flexible systems which are focused on enhancing performance and customer's satisfaction through openness and competition.
It has been characterized that the utilization of human resources is maximized as public service is progressively opened and non-public sector professionals are widely appointed in the public service.
The korean government set up the vision of personnel policy such as ‘establishment of participatory personnel management system based on impartiality and speciality’.
And the government has innovated the personnel management system with focusing on ‘self-control and responsibility’, ‘transparency and impartiality’, and
‘speciality and capability’.
Therefore, at the central government level, the public service has been more opened through competition and traditional personnel management practices such as seniority and periodical rotation have been changed. And individual civil servants' endeavors for enhancing their capabilities and performances has been made. Also the appointment of external experts in public service has been made broadly, the functional speciality of public service has been enhanced, and the working atmosphere of public service has been activated more than ever.
On the contrary, local governments have difficulties in establishing the performance oriented personnel management system due to some problems such as the closed personnel management system and the impartiality of personnel administration. There is much to be desired on the innovation of performance based personnel management system through openness and competition. One of the major tasks, with which local governments is faced, is enhancing local civil servants' capability and establishing performance oriented personnel management system through openness and competition.
In this context, this study examines the practices and problems of Korean local governments' personnel management systems. It also analyzes and evaluates the
reforms of personnel management system at the local government level. And this study suggests various alternatives for improving the personnel management system of Korean local governments.