영.미 고위공무원단 설립의 역사적 배경에 관한 연구

한인근 한국인사행정학회 2010 한국인사행정학회보 Vol.9 No.1

본 논문은 역사적 연구방법에 따라 미국과 영국을 대상으로 영 미 양국에서의 고위공무원단 설립에 내포된 역사적 배경이 무엇인가를 고찰하였다. 영국은 1853년 노스코트-트레벨리안 보고서(the Northcote-Trevelyan Report) 이후 굳어진 영국 공직사회에서의 일반행정가 중심의 전통을 불식하고, 1968년 풀턴위원회(Fulton Committee)의 개혁이후 현대사회가 요구하는 고위관료들의 전문성과 관리능력을 향상시키기 위해 고위공무원단을 만들었다. 그리고 미국은 1883년 펜들턴법과 1923년 직위분류법의 제정으로 정착된 소극적인 실적주의의 제약에서 벗어나 관리중심의 적극적인인사행정이 가능하도록 고위공무원집단에 계급제적인 요소를 도입하여 이들의 신분보장을 강화하였다. 영 미 양국의 고위공무원단의 설립배경에 대한 역사적 고찰이 한국의 고위공무원단에 대해 시사하는바는 다음과 같다. 첫째, 한국은 정부수립이후 오랜 시간 속에서 굳어진 일반행정가 중심의 고위직 공직구조를 타파하는 방향으로 고위공무원단을 운영할 필요가 있다. 둘째, 고위공무원단의 운영은 고위공무원의 관리능력을 배양하는데 중점을 두는 방향으로 운영되어야 한다. 그리고 마지막으로 고위공무원단의 도입에 따른 정치적 영향력의 증대로 인해 실적주의가 손상되는 일이 없도록 세심한 주의가 필 요하다.

英國의 FMI 및 Next Steps

한인근 東亞大學校 1996 東亞論叢 Vol.33 No.-

Since 1979 Conservative administrations have reformed the government for the recovers of economy in England. In 1982, the Thatcher government established the Financial Management Initiative for the efficiency of government works. The FMI was intended to promote better information and management in government. As a result each department was obliged to implement a management system which would ensure that they had the information to access the mechanisms for achieving their objectives. Although the FMI clearly indicated a major change in the culture of whitehall, the impact was limited by the traditional departmental structure of central government. Consequently, in 1987 the government produced the Next Steps which allows for a real delegation of financial and management authority. The Next Steps programme produced a division in departments between those who are policy advisers and makes at the core of a department, and those concerned with service delivery. This proposal would effectively dismantle the apparently monolithic and unified civil service established in the nineteenth century and develop a model where a loose federation of many smaller agencies, units and cores predominants. The FMI and the Next Steps needs to be considered in the context of the new economic policy to make government competitive and government's strategies to revise public management. And also these effort need to be considered to be a device of creating new bureaucratic culture which can be adapted to a new environmental change. However, there were some problems in the operation of the FMI and the Next Steps such as accountabilities between the minister and the chief of agencies or problems of autonomies which the agenies have to achieve their objectives. And through the such problems we must recognize the fact the civil-service reform can be achieved by not only institutional change but also the management of human resources, the promotion of manager's self-fulfilment, and cultural changes.

開放體制的 人事管理方向에 관한 硏究

韓仁根 동아대학교 사회과학대학 1988 사회과학논집 Vol.6 No.-

The purpose of this study is to organize the complex public personnel management activities systematically for the development of public organization. In this study, I used open systems approach for the systematic analysis of personnel management because thinking in system means objective thought organizing concepts and ideas into patterns and relationships for specific purposes. Then, I studied about the strategies on the selection of personnel resources from the task environment, which can explain the relations between the organization and its environment in the open systems model. In personnel management, the matches between jobs and individuals are so important that the organization must endeavor to motivate employees in the organization. So I studied about some devices to motivate employees. The first is job design which is implemented by such methods as job rotation, job enlargement, job enrichment and job characteristic theory. The second device is goal setting and the third is situational leadership. The public personnel management is differ from that of private firm because it needs control from citizens. In this article I spare one chapter for the description of democratic controls on the public personnel management. So far I described the outline of this article but it is more important to point out integrated management system which ties personnel, budget and organization. So in the public personnel management, we need to study more beyond the boundary of personnel laws for the organizational development. Integration Model need matches between individual s goal and organization's goal and also need public servant's psychological confirmation with the government's goal. Such a psychological confirmation can be achieved when public servants can find meaningness in their job and satisfies their growth need. So the personnel management in government must change to such a trend.

英國 대처(Thatcher)政權下의 人事政策

한인근 동아대학교 부설 사회과학연구소 1995 사회과학논집 Vol.12 No.-

The period of Thatcher government was a revolutionary era in recent Britain. Thatcher government had broken the political consensus on which Britain had been governed previously and had inaugurated a new era. Her economic and welfare policies had the following main planks; a monetarist economic policy, rolling back the frontiers of the State, and cutting down the power of the trade unions. In civil service, she wanted to make it very efficient like a private industry. She thought the current civil service group as a first target to be changed, so she implemented very decisive policies on the civil service. In 1981, Thatcher government abolished the Civil Service Department and defeated the strike of civil service union and strengthen the political control over the civil service. She cut the numbers of non-industrial public employees dramatically to reduce the public expenditure and initiated the Financial Management Initiative which was intended to introduce many of the practices of private sector management into British government, and to make central administration more businesslike. Besides, she tied to reform the pay system with the change of promotion ladder. All these reforms are due to the changes of political ideas of governing party. This article explains the ideas of Thatcher government and its changes of civil service system in accordance with her ideas.

김대중정권에서의 공무원제도개혁

한인근 東亞大學校 2000 東亞論叢 Vol.37 No.-

This article analyzes the reform movement of Kim, Dae-Jung Government. Kim, Dae-Jung Government tried to make a small and effective government and also tried to introduce competitive cultures into the bureaucratic organizations. For this purpose the government tried to reform government with governmental reorganization, reduction of civil service, few central personnel agency, introduction of next step agencies, open recruitment system, and citizen's chart along the new liberalism. But these reform movements were not logically consistent in their contents. It means that these reform movements have conflicting factors in themselves. So we need to analyze the consistencies and troubles in reform movement. This article will analyzes the logical reasons and will try to give some recommendations to resolve the problems in the reform movements of Kim, Dae-Jung government.

전략적 인사관리를 위한 공무원평가제도의 개선방안

한인근 東亞大學校 社會科學大學 2005 사회과학논집 Vol.24 No.2

人事行政의 目標와 人的資源의 管理活動에 관한 硏究

한인근 東亞大學校 1991 東亞論叢 Vol.28 No.1

When a nation want to establish it's civil service system, above all the basic direction on merit system should be decided as ideological bases of public personnel administration. Then we must persuit the science and rationality of personnel administration. So, we need to study the human resource activities in the relation of their objectives with a view point of open systems approach.In this article, we set three objectives of personnel administration in the view point of organizational effectiveness. The objec-tives are employee performance, satisfaction of working life, and the service for the people. Then I stu-died personnel/human resource activities for the persuit of objectives and studied the relationships between individual and his/her job, which needs the conformity between individuals/ needs and orga-nizational rewards. At the end, any personnel policies that can create the conformity between individual and his job, also that can contribute to the accomplishment of the personnel management objectivies, can abtain their legitimacy from both sides of the organization and it's employees.

한국 규제정책의 가치갈등과 그 해결방안의 모색

한인근 東亞大學校 社會科學大學 2007 사회과학논집 Vol.26 No.2

규제정책은 정부의 본원적 기능 중의 하나이다. 그 이유는 정부의 존재이유 중의 하나가 사회의 질서유지를 위해 필요한 규제를 가 하는 것이기 때문이다. 정부규제의 필요성은 사회의 발달과 더불어 더욱 증가되고 있으며, 오늘날에는 국민생활의 모든 영역에 걸 쳐 정부의 규제 가 이루어지고 있다. 이러한 정부규제는 그 필요성에 따른 혜택과 함께 그에 따른 부작용도 함께 나타나게 되는데, 정부규제가 국민생활에 미치는 영향이 커짐에 따라 규제의 이유와 그 결과에 대한 관심이 점차 증대되고 있다. 오늘날에는 세계 화 에 따른 국가 간의 경쟁이 치열해짐에 따라 많은 국가에서 경제적 효율성을 위해 규제를 완화하려는 방향으로 나아가고 있는데, 이에 따라 규제를 둘러싼 갈등구조가 사회적으로 표출되고 결과적으로 심각한 사회문제를 야기하고 있다. 규제에 따른 사회적 갈등구조는 규제의 영향력을 평가하는 방법에서부터 규제정책이 추구 하는 궁극적인 목표를 둘러싼 갈동에 이르기까지 다양한 형태로 나타나고 있다. 본 논문은 정부의 규제정책이 추구하는 목표를 중심으로 나타나는 가치갈등에 초점을 두고 현재 한국사회에서 나타나는 규제정책의 주요 가치갈등을 중심으로 그 갈등구조를 밝히고 이에 따른 해결방안을 모색하는데 초점을 두었다.

공공부문의 성과중심관리와 그 한계

한인근 동아대학교 사회과학연구소 2006 사회과학논집 Vol.25 No.2

성과중심관리는 1980년대 이후 많은 국가에서 행정개혁의 일환으로 추진되었고, 최근 한국정부에서도 성과중심관리를 점차 확대시키고자 노력하고 있으며, 인사관리를 위한 평가방식도 성과중심의 관리방식으로 통합하려는 방향으로 나아가고 있다. 그러나 그 추진방식이 지나치게 성급한 측면이 있고, 또 현정권의 정치이념과도 잘 조화되지 못하는 부분이 있어 이 제도의 추진에 대한 재고가 필요한 것으로 판단된다. 따라서 본 논문은 성과중심관리에 관한 이론을 토대로 공공부문에서의 성과중심관리에 내포된 이론적 모순을 밝히고자 하였으며, 이를 근거로 공공부문에서의 성과중심관리에 따른 문제점과 앞으로의 바람직한 방향을 제시하고자 하였다.

美國 公務員制度의 發達過程에 관한 考察

韓仁根 동아대학교 부설 사회과학연구소 1986 사회과학논집 Vol.4 No.-

At the time when the America was independent from the England, American society was so highly stratified that the government was run by persons with upper class back grounds. But with the development of democracy and the party politics, the spoils system was developed to open the public service to the common people. The spoils system was corespond with the egalitarianism which was the ideological bases of the American revolution and Independence. But as inefficiencies and abuses of the Public service was resulted from the spoils system, the Americans needed to reform the public service system so as to pursuit morality. By the result of the reform movement, the merit system was established with the Pendleton Act of 1883. The merit system of the time means that the public service must be appointed by the record of examination not by the political impact. At the begining of 20th century the scientific management which was developed by industries helped the government to establish the techniques and the procedures of the public personnel administration. It emphasized the efficiency, so that the scientific techniques and procedures of modern personnel administration was established by the scientific management movement in the governoment. And with the Brownlow committee s report in 1937 the concept of management was issued and the personnel administration was thought as a managemental tool of president. Therefore many management-centered reform movement was made since 1937 and eventually they were realized by the Civil Service Reform Act of 1978, which pursuited managemental approach of the public service system and created new personnel agencies (OPM. MSPB) and Senior Executive Service. The OPM is an implementing agency of personnel policy and belongs to the president. The MSPB was established to protect the public service against the violation of merit principle in the governmental agencies. And the SES was an higher officers group which was organized to make the high executives to have general competence and to make transfer easy. We can say that the civil service reform Act of 1978 aims the positive personnel administration and intends to enlarge the merit system.