Implications and Policy Suggestions of Changes in Mongolia's Personnel Administration System
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This study analyzed how Mongolia's personnel administration system has changed since 1992 based on the general system model. As a result of the analysis, in the input process, the democratic political system that adopted the multi-party system, the economic system centered on the market economy, and the democratic legal system affected the personnel administration system. And although meritocracy was reflected in public office in the transition process, successful settlement was not achieved due to political influence. In the case of public office classification, job analysis and job evaluation for the relevant position were not performed properly. In terms of human resources in the calculation process, in the case of recruitment, public officials were appointed through political relationships, and education and training were also conducted in a passive form. In terms of maintenance and utilization of human resources, corruption of public officials and deterioration of ethics of public officials were serious. Based on the analysis results, several policy alternatives were suggested. First, it is necessary to minimize the political influence of public officials. Second, the recruitment, selection, promotion, and dismissal of public officials must be bipartisan. Third, clear standards for the establishment, reorganization, and abolition of government agencies should be prepared. Fourth, there is a need to establish an education and training system in which public sector workers can have expertise. Fifth, it will be necessary to solidify the performance system and maintain bipartisan public services.
Abstract
This study analyzed how Mongolia's personnel administration system has changed since 1992 based on the general system model. As a result of the analysis, in the input process, the democratic political system that adopted the multi-party system, the economic system centered on the market economy, and the democratic legal system affected the personnel administration system. And although meritocracy was reflected in public office in the transition process, successful settlement was not achieved due to political influence. In the case of public office classification, job analysis and job evaluation for the relevant position were not performed properly. In terms of human resources in the calculation process, in the case of recruitment, public officials were appointed through political relationships, and education and training were also conducted in a passive form. In terms of maintenance and utilization of human resources, corruption of public officials and deterioration of ethics of public officials were serious. Based on the analysis results, several policy alternatives were suggested. First, it is necessary to minimize the political influence of public officials. Second, the recruitment, selection, promotion, and dismissal of public officials must be bipartisan. Third, clear standards for the establishment, reorganization, and abolition of government agencies should be prepared. Fourth, there is a need to establish an education and training system in which public sector workers can have expertise. Fifth, it will be necessary to solidify the performance system and maintain bipartisan public services.
참고문헌 (25)
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