• The Korean Journal of Archival Studies
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• no.21
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• pp.169-246
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• 2009

The national records management system of the Korean Government has been developed in a close relationship with changes in the administrative system. The national records management system established immediately after the establishment of the Korean Government, began to be reformed as a system with a new feature during the quick transition of the administrative system during the early 1960s. Particularly this new system holds an important meaning in that it began to cope with the mass production system of records and was established on the government level for the first time since the establishment of the government. Also this was a basic framework that defined the records management pattern of the Korean Government for the later 40 years. Therefore, this study aims to identify the origin and the meaning of the national records management system established during the early 1960s. At the time of establishing the government, the administrative system of the Korean Government was not completely free from the framework of the administrative system of the Chosen General Government. This was mainly because the Korean Government had no capability to renovate the administrative system. This was not an exception also for the national records management system. In other words, the forms and preparation methods of official document, an official document management process, and the classification and appraisal system used the records management system of the Chosen General Government without any alteration. Main factors that brought about the reform of the national records management system as well as the change in the Korean administrative system during the early 1960s, were being created in Korean society, starting from the mid 1950s. This resulted from the growth of Korean Army, public officers, and students of administrative science as being the intrinsic elites of Korean society through their respective experience of the US administration. In particular, the reform of the creation, classification, filing, transfer, and preservation system shown during the introduction of a scientific management system of the US Army in the Korean Army was a meaningful change given the historic developing process of Korean records management system history. This change had a decisive effect on the reform of the national records management system during the early 1960s. As the Korean Army, public officers, and students of administrative science, who had posted growth beginning in the mid-1950s, emerged as administrative elites during the early 1960s, the administrative system of the Korean Government brought about a change, which was different from the past in terms of its quality, and the modernization work of documentary administration pursued during the period, became extended to the reform of the national records management system. Then, the direction of reform was 'the efficient and effective control' over records based on scientific management, which was advanced through the medium of the work that accommodate the US office management system and a decimal filing system to Korean administrative circumstances. Consequently, Various official document forms, standards, and the gist of process were improved and standardized, and the appraisal system based on the function-based classification were unified on the government level by introducing a decimal filing system.

• Journal of Venture Innovation
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• v.4 no.1
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• pp.51-65
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• 2021

The HR policy in the public sector was closed and operated mainly on written tests, but in 2006, a new evaluation, promotion and education system based on competence was introduced in the promotion and selection system of civil servants. In particular, the seniority-oriented promotion system was evaluated based on competence by operating an Assessment Center related to promotion. Competency evaluation is known to be the most reliable and valid evaluation method among the evaluation methods used to date and is also known to have high predictive feasibility for performance. In 2001, 19 government standard competency models were designed. In 2006, the competency assessment was implemented with the implementation of the high-ranking civil service team system. In the public sector, the purpose of the competency evaluation is mainly to select third-grade civil servants, assign fourth-grade civil servants, and promotion fifth-grade civil servants. However, competency assessments in the public sector differ in terms of competency assessment objectives, assessment processes and competency assessment programmes compared to those in the private sector. For the purposes of competency assessment, the public sector is for the promotion of candidates, and the private sector focuses on career development and fostering. Therefore, it is not continuously developing capabilities than the private sector and is not used to enhance performance in performing its duties. In relation to evaluation items, the public sector generally operates a system that passes capacity assessment at 2.5 out of 5 for 6 competencies, lacks feedback on what competencies are lacking, and the private sector uses each individual's competency score. Regarding the selection and operation of evaluators, the public sector focuses on fairness in evaluation, and the private sector focuses on usability, which is inconsistent with the aspect of developing capabilities and utilizing human resources in the right place. Therefore, the public sector should also improve measures to identify outstanding people and motivate them through capacity evaluation and change the operation of the capacity evaluation system so that they can grow into better managers through accurate reports and individual feedback

• Journal of the Korean Institute of Landscape Architecture
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• v.44 no.2
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• pp.130-142
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• 2016

After the revision of the Urban Park Act in 2005, historical parks emerged in Korea to promote the preservation of historical heritage while also offering recreation and education to ordinary citizens. It is now time to examine the characteristics of domestic historical parks by examining their current operational conditions, and seek appropriate institutional improvements. By studying the characteristics of historical parks in various countries, as well as the trends in the designation and development of domestic historical parks, this study attempts to examine the function and role of historical parks, and seeks a direction for future action. Through its literature review, this study also examines the current state of historical parks through cooperation with relevant public officials and experts. The results of the study show that, despite historical resources being concentrated in sites dating to the Joseon Dynasty, they also include heritage pertaining to persons, events, and places. There is also a trend toward increasing the focus on modern heritage. Historical parks show differences across existing cities and new towns, as well as between major cities and provincial cities. Provincial cities showed a recent trend of using historical parks as important resources for strengthening their economics and solidifying their identities. Also, there are many cases where the designated category for a park is changed to a historical park. In such cases, there may be a problem where certain functions of the park run into conflict. Domestic historical parks can be divided into four categories: heritage parks, memorial parks, historical theme parks, and historic parks. Such detailed classification schemes may serve as the strategic foundation for later conservation and usage of historical heritage, as well as a standard for suggesting concrete direction in the operation of historical parks.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.4
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• pp.55-64
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• 2014

While small and medium-sized companies are suffering from a shortage of workers as a result of social tendency to avoid those companies, college graduates still prefer large companies or governmental positions, which consequently results in inconsistencies in the demand and supply of work forces. The gap between them is getting so bad that employment difficulties are exacerbating. Accordingly this study tries to search for potential employee's expected value factors which make people select small and medium companies not big companies. A survey was conducted from October 1 to october 30, 2012 with university students in the Seoul metropolitan area. a total of 350 questionnaires were distributed and 335 were collected. of these, 332 questionnaires were used for data analyses excluding questionnaires with missing values. Data was analyzed by frequency, descriptive factor, reliability, and regression with SPSS win 18.0 program The result of this study were as follows. A factor analysis extracted four factors comprising small and medium companies, which we named career(factor 1), working environment(factor 2), working achievement(factor 3), job security (factor 4). This study showed that small and medium companies' preference were affected by the career, working environment, job security, corporate reputation, salary.

• Industry Promotion Research
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• v.5 no.4
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• pp.81-90
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• 2020

This study examines the pattern of changes in the funeral rites·ancestral memorial rites as stipulated in the current family rites Act and seeks to study the presentation of problems and securing effectiveness. Acts and subordinate statutes such as "Act on family rite establishment and related assistance" were enacted with the aim of rationalizing the ritual procedures of funeral rites related to the ancestral memorial rites and supporting and coordinating projects and activities for the dissemination and settlement of sound family rites to eliminate the ostentation and create a sound social atmosphere. In order to realize the true meaning of family rites the "General standards for sound family rites" were set to be solemn and simple in the process of family rites, and the government officials, employees of public institutions, organizations, and social leaders were required to take the initiative and follow the example. However, looking at the changes since the family rites Act 1969, there are regulations on gender discrimination that undermine the realization of gender equality, and the progress of education for the spread and settlement of the family rites Act has been limited in effectiveness due th lack of punishment provisions for educational institutions of all levels, In particular, even in the "Process to train funeral director" which is operated under the national qualification system, there is a lack of education on family rituals. Therefore, through this study, we intend to provide a basis for practice and developmental discussions consistent with the objectives of the establishment of laws and systems.

• Journal of Korean Society of Forest Science
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• v.85 no.3
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• pp.487-495
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• 1996

The objective of this study was to investigate the actual state of the national project to promote the management of Forest Management Cooperatives(FMC). To fulfil the objective, we have reviewed recent statistics, regulations, and publications related with FMC and interviewed officials and professionals engaged in FMC-related organizations. Also cognition of members on the actual state of the management of FMC's was studied by a questionnaire survey. The questionnaire was designed to get understandings of the general cognition of FMC's members associated with forest management and FMC's management activities. According to the results of the survey, more than 50% of members are not interested in forest management and most of them are not satisfied with the activity of FMC. In this paper, the results of analyses for the survey are discussed in detail. On the other hand, statistics indicate that the basic policy for FMC contributes to rapid growth in the number of local FMC's. However, the increase of FMC's has negative effect on management conditions of existing FMC's because of reduced budget allocation from the government. In addition, we concluded that some parts of current regulations for FMC are unfavorable in promoting the spontaneous management activities of local FMC's.

• Journal of the Korean Institute of Landscape Architecture
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• v.35 no.2 s.121
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• pp.1-12
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• 2007

근래 한국에서도 대표적 공공공간인 공원의 조성 및 관리와 관련하여 파트너십에 대한 관심이 일고 있다. 주민들이 만들어가는 공원, 다양한 힘의 역학구조 속에서 공공성 유지, 지속 가능한 사회 구현에 도움이 될 것이라는 전망 때문이다. 이에 본 연구에서는 추후 한국에서의 실천과 제도정비에 도움이 될 수 있도록, 영국에서는 어떻게 정책적으로 파트너쉽을 유도하는지 그리고 커뮤니티는 이를 어떻게 수용하여 자신들의 사례를 만들어 가는가를 살펴보았다. 사례연구에 있어서는 질적 연구방법을 택했으며, 분석보다는 사례가 갖는 내러티브(narratives)를 다층적으로 서술하는데 초점을 두었다. 이것은 거대 내러티브가 사라지고 있는 현대 사회에서 일반적 원칙보다는 개별 사례의 구체성을 밝히는 것이 보다 중요하다는 일부 사회학 연구자들의 견해를 수용한 것이다. 더욱이, 주민참여 관련 사례는 지역특성과 주민의 영향을 많이 받기 때문에 이러한 연구방법이 유용할 것이다. 더불어, 이러한 방식은 자못 추상적 이해에 그칠 외국 사례를 보다 구체적으로 이해하는데 적합할 것이다. 연구결과에 있어, 먼저 영국에서는 지방의제21(LA21)이 지방정부의 서비스에 대한 근본적 태도와 체계를 바꾸는데 기여했다는 것을 알 수 있었다. 일례로, 뉴캐슬(Newcastle upon Tyne)시는 직접 서비스를 제공하기 보다는 주민들의 참여를 촉진하고 도와주는 방향으로 역할을 전환하고 있었다. 그리고 다양한 자금지원체계는 직접적으로 파트너십을 독려하고 있었다. 영국 뉴캐슬(Newcastle upon Tyne) 웨이브리 파크(Waverley Park) 사례를 살펴본 바에 따르면, 파트너십에 대한 지방정부의 태도가 성공적 파트너십에 있어 중요한 요소임을 확인할 수 있었다. 이 사례에서는 프렌즈그룹 이외, 커뮤니티 외부의 비영리 단체가 참여하지 않았는데, 이는 지방정부가 적극적으로 주민들의 참여를 촉구하고 도왔기 때문이다. 이외, 커뮤니티의 구성원과 공무원들의 개인적 역할도 중요하다는 것을 알 수 있었다. 중앙정부는 단지 자금뿐만이 아니라 다양한 사례에서 축적한 정보를 커뮤니티에 지원하고 전 과정을 모니터링 하고 있었는데, 간접적 참여라고 할 수 있다. 앞에서 언급했듯이, 본 연구는 영국에서의 파트너십과 관련된 제도, 그리고 제도가 구체적 현실에서 작동되면서 나타나는 특수성을 살펴보는 데 주력했다. 그런데 사례 연구에서 발견한 특수성을 한국에서의 시사점으로 명시하는 것은 한계가 있을 수 있다. 그래서 시사점은, 제도적 차원에서 한국과 영국을 비교하여 간략하게 제시했다. 첫째, 지방의제 21의 수용 방식이다. 한국의 지방정부 또한 지방의제 21을 실천하기 위해 협의회 등을 설치하였지만 행정 시스템을 전반적으로 변화시키고 있는 영국과는 차이점이 있다. 둘째, 공원과 녹지에 대한 지원금이 제공될 때, 지역주민의 동의를 요구하는 것은 커뮤니티의 참여를 독려하고 주인의식을 갖도록 하는데 효과적이라는 것도 시사점이 될 수 있다. 한국에서도 녹색복권 등 세원 이외의 자금이 공원 및 녹지 공간에 투입되고 있으나 주민들이 직접 이를 이용하도록 되어 있지는 않다. 즉, 커뮤니티의 참여와 관련되어 쓰이고 있지는 않다. 세 번째는, 커뮤니티와 공원과의 관계로 공원 설계와 관리에 있어서 영국에서는 커뮤니티가 직접 고객(client)으로서 역할을 하고 있었다. 한국에서도 계획 및 설계 과정에 주민을 참여시키는 경우가 있으나 의견청취 정도에 머물고 있고, 몇몇 시민단체를 중심으로 시민들이 직접 공원 관리에 참여하는 경우도 있으나 운동(movement)차원에 머물고 있을 뿐 이를 위한 제도적, 법적 토대가 구축되어 있지는 않다.

• Fire Science and Engineering
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• v.27 no.6
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• pp.104-114
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• 2013

This study is intended to figure out the effects of supervisors' transformational leadership on organizational culture and innovation in the fire fighting organization. To achieve this, a survey was carried out to fire officers from the National Emergency Management Agency and Seoul Metropolitan Fire & Disaster Headquarters. The results are as follows. First, the effect of supervisors' transformational leadership on organizational culture showed that supervisors' transformational leadership had an effect on group culture, norm culture and rational culture by sub-factors of organizational culture in the fire fighting organization. Second, the effect of organizational culture on organizational innovation showed that group culture and rational culture had an effect on organizational innovation. Third, the effect of supervisors' transformational leadership on organizational innovation showed that supervisors' transformational leadership had an effect on organizational innovation. As for findings stated above, supervisors' transformational leadership had positive effects on organizational culture and innovation in the fire fighting organization. Consequently, supervisors' energetic and change-seeking leader-ship for junior staffs with existing organization-and new generation-oriented new thinking system can contribute to rational culture and development-oriented innovation based on norms in the group.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.695-701
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• 2014

The Police force and other public sector organizations do not like non-ethical evaluation of their members and disclosure of evaluation results. However, it is essential for survival and growth of the organization to identify, measure and resolve accurately the non-ethical behaviors of their members. In this study, the dimensions of police officers' unethical behavior were categorized as negligence, personal use, dishonesty, and misconduct of police officers, and the level of those dimensions were measured. After that, the differences due to the individual and work environmental characteristics were explored. The result showed that the level of non-ethical behavior was lowerer than the average. And the differences was statistically significant according to gender, rank of organization, deployed department of the work, and the period of work duration. This implied the necessities of education of police ethics, ethical atmosphere, and establishment of ethical system per differences in individual and work environmental characteristics. Also, considering the fact that the low level of ethical behavior did not lead to ethical action in actual and the inherent problem in research method how frankly the respondents answered the negative self-evaluation, continuous interest in non-ethical behavior and further systemic research are needed in a dimension of personnel management.

• Korean Security Journal
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• no.13
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• pp.551-575
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• 2007

한국에서의 경찰제도는 국가경찰의 형태로 운영되어와 획일적이고 중앙집중식의 경찰활동에 대한 거부감이 전반적으로 있어왔다. 그러나 지역주민의 의사에 따른 자율규율에 의한 다원적 민주주의를 실현하고 국민의 기본권을 실질적으로 보장하기 위하여 지난 1995년 지방자치단체의 장과 지방의회 의원의 동시선거가 시행되어 온 이래 10여년이 흘렀다. 그러나 지방자치제도가 시행되기 이전부터 자치경찰제도에 대한 논의는 지속적으로 이루어져 왔다. 자치경찰제에 있어서 주요쟁점의 핵심사항은 자치경찰제를 도입하는 것의 득실관계라고 볼 것인데 이는 관점과 어느 측면에 중점을 둘 것인가에 따라 다르게 나타나게 된다. 지방자치의 존재 이유 중에는 주민 복지적 차원에서 주민의 안전보호가 중요한 부분을 차지하고 있다. 특히 자치경찰제는 수사권독립과 함께 지난 몇 대에 걸친 각 대통령의 선거공약이었기 때문에 노무현 정부 출범 이후 정부는 지방분권차원에서 정부혁신지방분권위원회에서 여러 가지 검토를 해 온 바 있다. 2004년 1월에 정부혁신지방분권위원회의 지방 분권과제 주요과제로 자치경찰제 방안을 검토하기 위해 위원, 관계 공무원 10명으로 자치경찰 T/F를 구성하여 운영한 이 후 자치경찰제 도입방안에 대하여 경찰정과 실시 단위 및 수행 사무 등 주요 쟁점에 대해 협의하면서 실천 가능한 방안을 마련하기 위해서 스페인, 프랑스, 이태리, 그리스 자치경찰기관을 현지 방문하여 외국 자치경찰 제도를 조사한 후 2004년 9월 중순에 자치경찰(안)을 발표하였다. 이 안은 크게 경찰을 사법경찰과 행정경찰로 구분하는 개념 하에 최초로 나온 자치경찰제에 대한 구체적 시행 안이라는 점에서 그 의의를 찾을 수 있을 것이나 지금까지의 기대수준에 과연 부응하는 안이 될 수 있을 것인가에 대한 의문이 제기되고 있다. 동 사안은 2005년 하반기에 시범적으로 시행하고 민선 4기 자치단체장이 출범하는 2006년 하반기에 본격적으로 시행될 것으로 발표하고 발표와 동시에 정부혁신지방분권위원회에서는 본 자치경찰제 기본방향과 법안제정의 원칙과 구체적인 내용에 대한 토론회를 개최하는 등 다양한 홍보를 하였으나 여러 가지 문제점으로 인하여 아직 시행되지 못하고 있다. 따라서 과연 이 안이 한국에서의 자치경찰제 시행에 효과적인 안인가 그렇지 않으면 대선공약을 지키기 위한 일종의 정치적 고려를 한 졸속적인 안이 아닌가에 대한 논란이 제기되고 있다. 지금까지 한국에서는 자치경찰에 대한 많은 토의가 있어 왔으나 이번에 제하고 있고 현재 지방자치단체에서 시행하고 있는 기존 법집행방식과 거의 차이가 없는 상태시된 안은 적어도 지금까지 논의되어왔던 제도와는 매우 생소한 자치경찰 제도를 근간으로 에서 ‘무늬만 자치경찰’ 이라는 비판이 일각에서 제기되고 있는 실정이다. 현재 자치단체에서 시행하고 있는 행정 경찰적 기능을 다소 보완하고 제복착용과 조직을 하나 더 만든 정도가 아닌가 하는 정도이다. 그러므로 본 연구에서는 정부혁신지방분권위원회에서 제시한 자치경찰제도(안)을 중심으로 자치경찰제도 운용의 목적 충족과 실질적인 효과의 측면에서 분석하고 바람직한 자치경찰제도의 운용에 대해 살펴본다.