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연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2006.8
- 수록면
- 209 - 237 (29page)
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초록· 키워드
오류제보하기
The main purpose of this study is to draw policy alternatives for improving recruitment, promotion, and reward system in police service. Methodology in this study includes literature study and questionnaire survey. The questionnaire survey was delivered to the civil servants who belong to police. Interviews with the retired civil servants as well as the incumbent in police service were conducted in order to complement the findings of the questionnaire survey.
The recruitment and promotion system serves as the foundation of the framework of this study. The recruitment system includes such analysis units as competitive recruitment examination, non-competitive recruitment examination, open position. The promotion system includes such analysis units as criteria for promotion, job posting, performance appraisal, 360-degree appraisal system, performance appraisal on senior civil servants. Based on these analysis units, the items of questionnaire survey were drawn in detail.
This study presents alternatives for improving recruitment and promotion system in Police Service as follows.
1. Enhancing fairness and transparency
It is necessary to reduce an entrance quota of Korea National Police University(KNPU) and to increase the transparency of review committee for selection of a candidate from registers of eligibles. The formal written test should be maintained only for promotion to such classes as police lieutenant and police major. It is necessary to facilitate 360-degree appraisal and to introduce customer evaluation.
2. Increasing competitiveness and openness
It is necessary to increase the rate of non-competitive recruitment examinations for hiring individuals with certain academic degrees or certificates up to 10% as a means of introducing flexible and diverse recruitment methods to meet the changing demand in police service. Positions that can be filled by substituted individuals from the private sector should be ready for open recruitment. Job posting program which is a competitive recruitment system within the government should gradually be expanded on the selection process for the vacant positions. A minimum 5% quota in the promotion to a grade of police superintendent should be maintained for those who were employed into police service as a grade of policeman. Human nature and eligibility as a police should be evaluated on probationary period, and the person disqualified a police position should be excluded.
3. Increasing job specialty and competency
It is necessary to increase the weight of the test of aptitude and physical strength in the open competitive recruitment system. Background investigation is also needed to ensure the integrity of police. It is necessary to administer comprehensive aptitude test periodically and to use its results in assignment to a position or removal from office by official authority.
The recruitment and promotion system serves as the foundation of the framework of this study. The recruitment system includes such analysis units as competitive recruitment examination, non-competitive recruitment examination, open position. The promotion system includes such analysis units as criteria for promotion, job posting, performance appraisal, 360-degree appraisal system, performance appraisal on senior civil servants. Based on these analysis units, the items of questionnaire survey were drawn in detail.
This study presents alternatives for improving recruitment and promotion system in Police Service as follows.
1. Enhancing fairness and transparency
It is necessary to reduce an entrance quota of Korea National Police University(KNPU) and to increase the transparency of review committee for selection of a candidate from registers of eligibles. The formal written test should be maintained only for promotion to such classes as police lieutenant and police major. It is necessary to facilitate 360-degree appraisal and to introduce customer evaluation.
2. Increasing competitiveness and openness
It is necessary to increase the rate of non-competitive recruitment examinations for hiring individuals with certain academic degrees or certificates up to 10% as a means of introducing flexible and diverse recruitment methods to meet the changing demand in police service. Positions that can be filled by substituted individuals from the private sector should be ready for open recruitment. Job posting program which is a competitive recruitment system within the government should gradually be expanded on the selection process for the vacant positions. A minimum 5% quota in the promotion to a grade of police superintendent should be maintained for those who were employed into police service as a grade of policeman. Human nature and eligibility as a police should be evaluated on probationary period, and the person disqualified a police position should be excluded.
3. Increasing job specialty and competency
It is necessary to increase the weight of the test of aptitude and physical strength in the open competitive recruitment system. Background investigation is also needed to ensure the integrity of police. It is necessary to administer comprehensive aptitude test periodically and to use its results in assignment to a position or removal from office by official authority.
목차
Ⅰ. 서론
Ⅱ. 연구의 분석틀
Ⅲ. 실증적 조사
Ⅳ. 정책적 시사점과 개선방안
Ⅴ. 요약 및 결론
참고문헌
참고문헌 (29)
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UCI(KEPA) : I410-ECN-0101-2009-350-016527400