지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2007.2
- 수록면
- 65 - 100 (36page)
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초록· 키워드
오류제보하기
The main purpose of this study is to draw policy alternatives for improving recruitment, promotion, and reward system in foreign service. Methodology in this study includes literature study and questionnaire survey. The questionnaire survey was delivered to the civil servants who belong to Ministry of Foreign Affairs and Trade. Interviews with the retired civil servants as well as the incumbent in foreign service were conducted in order to complement the findings of the questionnaire survey.
The recruitment and promotion system serves as the foundation of the framework of this study. The recruitment system includes such analysis units as competitive recruitment examination, non-competitive recruitment examination, job posting, open position. The promotion system includes such analysis units as criteria for promotion, performance appraisal, 360-degree appraisal system, performance appraisal on senior civil servants. Based on these analysis units, the items of questionnaire survey were drawn in detail.
This study presents alternatives for improving recruitment and promotion system in Foreign Service as follows.
1. Enhancing fairness and transparency
It is necessary to enhance fairness and transparency in the administration of non-competitive recruitment examinations for hiring individuals with certain academic degrees or certificates in order to prevent the recruitment by special connection. In addition, personnel specialists outside the government should be included in the constitution of civil service committee including eligibility review committee.
2. Increasing competitiveness and openness
It is necessary to expand the rates of the open position system including the positions of the heads of korean missions abroad from 10% to 30%. The recruitment quota through open competitive examination which is required to be a high ranking diplomat should gradually be diminished, as a means of introducing flexible and diverse recruitment methods to meet the changing demand to foreign service. Expanding job posting program to the selection of the head and the chief of korean missions abroad is also required.
3. Increasing job specialty and competency
It is necessary to introduce the recruitment system by language and region in the open competitive recruitment examination in order to raise regional language specialists and to strengthen diplomatic capacity. Encouraging non-competitive recruitment examinations for hiring individuals with certain academic degrees or certificates is also required.
The recruitment and promotion system serves as the foundation of the framework of this study. The recruitment system includes such analysis units as competitive recruitment examination, non-competitive recruitment examination, job posting, open position. The promotion system includes such analysis units as criteria for promotion, performance appraisal, 360-degree appraisal system, performance appraisal on senior civil servants. Based on these analysis units, the items of questionnaire survey were drawn in detail.
This study presents alternatives for improving recruitment and promotion system in Foreign Service as follows.
1. Enhancing fairness and transparency
It is necessary to enhance fairness and transparency in the administration of non-competitive recruitment examinations for hiring individuals with certain academic degrees or certificates in order to prevent the recruitment by special connection. In addition, personnel specialists outside the government should be included in the constitution of civil service committee including eligibility review committee.
2. Increasing competitiveness and openness
It is necessary to expand the rates of the open position system including the positions of the heads of korean missions abroad from 10% to 30%. The recruitment quota through open competitive examination which is required to be a high ranking diplomat should gradually be diminished, as a means of introducing flexible and diverse recruitment methods to meet the changing demand to foreign service. Expanding job posting program to the selection of the head and the chief of korean missions abroad is also required.
3. Increasing job specialty and competency
It is necessary to introduce the recruitment system by language and region in the open competitive recruitment examination in order to raise regional language specialists and to strengthen diplomatic capacity. Encouraging non-competitive recruitment examinations for hiring individuals with certain academic degrees or certificates is also required.
목차
Ⅰ. 서론
Ⅱ. 연구의 분석틀
Ⅲ. 실증분석
Ⅳ. 정책적 시사점과 개선방안
Ⅴ. 요약 및 결론
참고문헌
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