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
- 연구보고서
- 저자정보
- 발행연도
- 2008.12
- 수록면
- 1 - 110 (110page)
이용수
초록· 키워드
오류제보하기
The purpose of this paper is to analyze the current status of the open recruitment system in Chungcheongbuk-do and suggest plans for improvement. As a system through which any qualified individual can be recruited by open competition, its goal is to improve the quality of administrative services and enhance the competitiveness of public offices.
Chapter 1 describes the purpose and method of the research and introduces previous studies. Chapter 2 details the open positions and special recruiting system for part-time employees as the theoretical background of the open recruitment system. This system helps to improve expertise and efficiency in governmental policy by opening particular posts to professionals. Under this system, any individual who fulfills the requirements of the position is eligible to be hired for the post. In Chapter 3, the current status of the open recruitment system is reviewed, and the survey conducted with employees of the Chungcheongbuk-do provincial government is discussed. Although Chungcheongbuk-do has been partially utilizing an open recruitment system, it has mostly recruited insiders and has therefore failed to accomplish the fundamental goal of bringing outside experts into the positions. This study has also found out that the bureaucratic society has now started to understand and be open to an open recruitment system.Chungcheongbuk-do has also displayed willingness to accept an open recruitment system to improve competitiveness and enhance expertise. Chapter 4 details what must be improved in the future operation of an open recruitment system and efficient operational plans are suggested based on an analysis of current Chungcheongbuk-do operations with regard to the opening of government posts. In Chapter 5, the elements necessary for the opening of governmentposts in Chungcheongbuk-do are introduced. First, the opening of government posts should include positions in key departments. Open government posts can be filled through direct employment or based on the results of a questionnaire survey. Second, a recruit to the open government post should be adequately remunerated and given job security. Regardless of the term of the governor, the recruit’s term of office should be guaranteed. Furthermore, pay should be equal to that in the private sector. Third, part-time government employees should be offered the assistance necessary to gain knowledge and information through education and training. Fourth, the performance of an employee hired through an open recruitment system can be dependent on his/her satisfaction at work and, depending on this satisfaction, a variety of programs could be provided. Fifth, insiders need to be open-minded about the opening of government posts through a change in the organizational culture as current employee perspectives and attitudes regarding this have a decisive impact on the establishment of the type of organization.
Chapter 1 describes the purpose and method of the research and introduces previous studies. Chapter 2 details the open positions and special recruiting system for part-time employees as the theoretical background of the open recruitment system. This system helps to improve expertise and efficiency in governmental policy by opening particular posts to professionals. Under this system, any individual who fulfills the requirements of the position is eligible to be hired for the post. In Chapter 3, the current status of the open recruitment system is reviewed, and the survey conducted with employees of the Chungcheongbuk-do provincial government is discussed. Although Chungcheongbuk-do has been partially utilizing an open recruitment system, it has mostly recruited insiders and has therefore failed to accomplish the fundamental goal of bringing outside experts into the positions. This study has also found out that the bureaucratic society has now started to understand and be open to an open recruitment system.Chungcheongbuk-do has also displayed willingness to accept an open recruitment system to improve competitiveness and enhance expertise. Chapter 4 details what must be improved in the future operation of an open recruitment system and efficient operational plans are suggested based on an analysis of current Chungcheongbuk-do operations with regard to the opening of government posts. In Chapter 5, the elements necessary for the opening of governmentposts in Chungcheongbuk-do are introduced. First, the opening of government posts should include positions in key departments. Open government posts can be filled through direct employment or based on the results of a questionnaire survey. Second, a recruit to the open government post should be adequately remunerated and given job security. Regardless of the term of the governor, the recruit’s term of office should be guaranteed. Furthermore, pay should be equal to that in the private sector. Third, part-time government employees should be offered the assistance necessary to gain knowledge and information through education and training. Fourth, the performance of an employee hired through an open recruitment system can be dependent on his/her satisfaction at work and, depending on this satisfaction, a variety of programs could be provided. Fifth, insiders need to be open-minded about the opening of government posts through a change in the organizational culture as current employee perspectives and attitudes regarding this have a decisive impact on the establishment of the type of organization.
목차
표지
발간사
요약
목차
표목차
그림목차
제Ⅰ장 서론
제Ⅱ장 개방형 임용제의 이론적배경과 현황
제Ⅲ장 개방형 임용제에 대한 내부구성원의 인식분석 : 충청북도 사례
제Ⅳ장 공직 개방형 임용제도의 운영개선
제Ⅴ장 결론
참고문헌
ABSTRACT
Table of Contents
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