우리나라에 있어서 성과관리를 위한 평가의 개선방안에 관한 연구 = 중앙부처 사례를 중심으로

다국어 초록 (Multilingual Abstract)

  This study aims to analyze the problems with the evaluation for performance management done by the Korean government agencies by comparing major cases of performance evaluation, which is a core area of performance management introduced into and widely utilized in the Korean and overseas countries public sectors and to search for an improved approach. To this end, this study makes a comparative analysis of actual evaluation for performance management carried out by the government agencies of the United States, Canada, and the United Kingdom, as well as by Korean government agencies based upon major components of the evaluation for performance management.
  Some interesting facts are uncovered from the results of the analysis as follows. Firstly, in an academic dimension, it is essential for improving the conventional approach to evaluation for performance management to understand completely substances of performance management and evaluation, which are not yet fully established form both a theoretical and practical perspectives. In addition, the linkage approach to performance management and evaluation should be improved, which is not well accepted among the users. It is also necessary to develop methods and techniques for the evaluation for performance management, which are appropriate for the Korean public sector. Secondly, in a practical dimension, it is desirable to do active research and development of methodology for performance management and evaluation in order to increase relevancy of setting up performance indicators and accuracy of estimating performance indicators. Thirdly, in an educational and training dimension, it is urgent to produce and nurture performance evaluation relating experts.
  In conclusion, it is essential for a successful establishment of performance management to develop and promote the evaluation for performance management. At the same time, performance management and/or performance evaluation itself should not be considered as the goal of performance management rather than as its means. In addition, performance information should never be used for the sake of politics so that the evaluation for performance management achieves its original goal.