Historical Tides of Government Reform and Its Implications for Human Resource Management in the United States
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공공부문의 인적자원관리는 정부혁신을 위한 중요한 수단이다. 이 연구의 목적은 정부혁신의 역사적 흐름, 정부혁신에 내재되어 있는 가치들에 대한 고찰, 인적자원관리의 주요 쟁점과 과제, 정부혁신이 인적자원관리혁신에 미치는 영향, 마지막으로, 인적자원관리혁신을 위한 정책적 함의를 파악하고자 한다. 이러한 논의를 발전시키기 위해 Light의 정부혁신 모형-(1) 과학적 관리, (2) 낭비와의 전쟁, (3) 감시의 눈, (4) 자율적 관리-을 분석 틀로 구성하였다. 연구결과, 네 가지 정부혁신의 흐름은 독립적이거나 배타적이라기보다는 상호 밀접하게 연관되어 있고, 때론 갈등을 야기하기도 한다. 이러한 정부혁신의 연관성과 갈등은 서로 다른 정부혁신들 사이에 내재되어 있는 가치들의 연관성과 충돌에서 비롯된다. 따라서 인적자원관리의 혁신을 추진할 때는 혁신이 지향하는 가치와 방향을 정립하는 것이 무엇보다 중요하다. 또한 정책관리자는 정부혁신의 역사적 흐름에서 교훈을 얻고 이를 토대로 인적자원관리혁신을 추진하는 것이 바람직하다.
Abstract
Public human resource management is an important vehicle for making better government. This paper is about what the historical tides of government reform are, how they influence human resource management reform, what the major issues and challenges of human resource management are, how reformers deal with each value of human resource management reform, and what its implications for current human resource management are. In order to develop these discussions, this study takes advantage of Light's model as a theoretical framework: (1) scientific management; (2) war on waste; (3) watchful eye; and (4) liberation management. This study shows that the four tides of government reform―scientific management, war on waste, watchful eye, and liberation management―are intertwined and conflicting rather than independent and exclusive. These interrelations and conflicts of reforms can be traced from the discord between fundamental values such as change vs. continuity, and flexibility vs. control. Therefore, in conducting human resource management reform, reformers need a more careful and comprehensive consideration relevant to the values and directions of reform. In particular, public managers have to learn these lessons cautiously and make an effort for seeking the best practice of human resource management.
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