지방정부 인사개혁의 평가와 과제

Abstract

The Korean personnel 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 sector. 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. Also, the appointment of external experts in public service has been broadly made, 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 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 are faced, is enhancing local civil servants' capabilities 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 analyzes and evaluates the reforms of personnel management system at the local government level. And this study also suggests various alternatives for improving the personnel management system of Korean local governments.