통일 이후 구동독의 행정이행과 인력통합을 위한 인사정책 : 남북한 통일에 대비한 인력통합의 모색 Implications for Korean Unification

박해육 한국행정연구원 2002 韓國行政硏究 Vol.11 No.4

남북한 통일이라는 역사적인 프로젝트를 성공적으로 수행하기 위해서 북한의 정치·행정체제가 어떻게 민주주의 체제로 이행될 수 있을 것인가에 대한 체계적인 연구가 이루어져야 한다. 이행은 국가의 근본적인 개조를 의미하는 것으로 엄청난 변화를 수반하며, 구동독의 경우는 통일로 인하여 국가성 자체가 변하게 되었다. 남북한통일이 어떤 방식으로 이루어지든 통일국가의 미래상이 민주주의, 법치주의, 시장경제 및 복지사회에 기초를 둔다면 북한체제의 이행은 필연적이며, 특히 인력이행은 통일의 완성과 통일 이후 새로운 정치·행정제도의 확립을 위한 핵심적인 과제라 할 수 있다. 따라서 본 논문은 남북한 통일에 대비한 성공적 인력이행방안을 모색하기 위하여 통일 이후 구동독 행정체제의 이행을 인력이전 및 통합 측면에서 고찰하여 인력이행의 과정과 논리를 분석하고, 한국행정이 인력이행에 어떻게 대처해 나가야 할 것인간에 대해서 독일의 경험이 한국행정에 주는 시사점을 분석하였다. The findings suggest a modification to the current uni-dimensional approach to study organizational culture. Public personnel administration has been subjected to virtually uninterrupted wave of reforms under the legacy of New Public Management. It has been the key area of governmental reforms during the past two decades. Many efforts were made to initiate structural changes also in Korea. However. since the feature of traditional class system prevails in the human resource management of the Korean government, it is difficult to achieve the utmost cfficiency. This paper examines major issues of public personnel administration in Korea, particularly form the viewpoint of CDRCareer Development Program). The purpose of this paper is threefold. First, the notion of CDP is introduced to the field of public personnel administration research. Second, the current problems of personnel administration in Korea are analysed from the views of Career Development Program. Third, policy alternatives are developed for the improvement of job competency of public officials in Korea. To accomplish these objectives, this research adopts questionnaire survey method and Brain Storming approach in part. Seven policy alternatives are presented in this study. In order to successfully achieve the unification of South and North Korea, it is necessary to carry out a systematic study as to how the political and administrative systems of North Korea could be transformed into a democratic system. Such a transformation implies the fundamental reconstruction of a nation, accompanied by drastic changes in political and administrative systems. In the case of the former East Germany, the nations statehood itself changed as a result of German unification. Regardless of the method, if the product of Korean unification were a democratic, constitutional, free-market economy and a welfare society, North Korea would inevitably undergo a transformation of its state system. In particular, the transformation of human resources would become an essential task for the state to execute in order to build new political and administrative systems following unification. In seeking a successful method of transformation of Koreas human resources following the nations unification, this paper will take Germany as the subject of a case study, and analyze the transformation of administrative systems in the former East Germany in terms of the transfer and integration of its human resources. It will analyze the process and logical background of transformation of the human resources of the unified Germany. Based on this analysis, the paper will make recommendations as to how the Korean administration should deal with the transformation of its human resources following the nations unification.

지방정부의 이주민 통합 방안에 관한 연구: Stuttgart시 사례를 중심으로

박해육 ( Hae-yug Park ),윤영근 ( Young-geun Yoon ) 중앙대학교 국가정책연구소 2018 국가정책연구 Vol.32 No.2

이주민 통합은 중앙정부 뿐만 아니라 지방정부 차원에서도 상당히 중요한 이슈 중의 하나이다. 독일은 이주민정책에 대한 오랜 경험을 가지고 있으며, 그동안 많은 정책적 변화를 경험하고 있다. 이러한 변화의 과정에서 지방정부의 역할이 점차적으로 증가하고 있으며, 이주민들을 지역사회에 통합시키기 위해 다양한 방안을 강구하고 있다. 본 연구에서 슈투트가르트시의 이주민 통합을 다음의 7가지 기준에 근거하여 분석하였다. 이를 구체적으로 살펴보면, 첫째, 제도적 특성(인구구조, 중앙-지방 연계, 법ㆍ제도 등)을 들 수 있으며, 둘째, 정책행위자(공식적ㆍ비공식적 행위자 등), 셋째, 통합영역(주요 이슈들), 넷째, 전담조직(관련 조직과 주요 기능), 다섯째, 정책스타일(적극적, 반응적, 소극적 스타일), 여섯째, 이주민단체의 참여(단체 특성ㆍ활동, 참여 여부 및 정도), 일곱째, 정책모니터링(실시 여부, 실시 주기) 등을 들 수 있다. 이러한 분석에 기초하여 우리나라 지방자치단체 차원에서 이주민 통합을 위한 방안을 모색하였다. 통합을 위해서 지방자치단체가 수행해야 할 역할로는 통합을 위한 종합계획 수립, 지역 특성을 반영한 통합 프로그램 개발, 이주민 통합 담당 조직 설치 및 기능 강화, 이주민 단체의 활동 지원 및 관련 시민단체의 네트워킹, 이주민 참여 위원회의 설치 및 의견 수렴 등을 들 수 있다. Migrant integration is one of the most important issues, not only at the central government level, but also at the local government level. Germany has a long history of immigration policy and has experienced many policy changes. In this process of change, the role of the local government is gradually increasing and various measures are being taken to integrate immigrants into the community. In this study, the immigration integration in Stuttgart was analyzed based on the following seven criteria : First, institutional characteristics (population structure, center-to-regional association, legal and institutional etc.) Second, policy actors (formal and informal actors, etc.), Third, integrated areas (major issues), Fourth, dedicated organizations (related organizations and key functions) Fifth, policy style (active, reactive and passive) Sixth, participation (group characteristics and activities), etc. Seventh, policy monitoring (implementation, frequency of implementation), etc. Based on this analysis, a measure was sought for the integration of immigrants at the local government level. The role that local governments should play for integration is to develop comprehensive plans for integration, develop integrated programs reflecting regional characteristics, establish and enhance the organization for immigration integration, and support the activities of immigrant organizations and related civic groups.

지방자치단체통합에 따른 조직변화에 관한 실증분석 : 공무원의 인식변화를 중심으로

박해육 ( Hae Yug Park ),최정우 ( Jung Woo Choi ) 한국지방행정연구원 2012 地方行政硏究 Vol.26 No.4

This study focuses on investigating changes of local governmental organizations, which was not systematically addressed in previous studies related to local governmental consolidation. In order to make progress, this study conducted a survey on the Changwon city integrated with Masan and Jinhea cities. Specifically, we analyzed if the civil servants` ex-ante concern about changes resulting from administrative organizations and duties arise in reality or not, because worry on the consolidation was groundless overcare. The analytic results present that negative perception have been formed in trust between group members, redundancy of works, possibility of promotion, and so on. These findings interestingly are opposed to the results which experts expected before the consolidation. However, ex-ante concerns about work adjustment of officials in charge change to more positive perception, which this finding contributes for civil servants to have positive perception on the consolidation. However, the clique within the organization, conflicts caused by different organizational culture, and unfair promotion which were expected before the consolidation still happened in after the consolidation. If these limitations are not corrected, they might reinforce the negative perception on consolidation. Therefore, policy decision makers need to systematically and carefully manage the issues which can cause or even reinforce negative perception on consolidation.

신공공관리 시대의 성과 계약관리

박해육 ( Hae Yug Park ) 한국지방행정연구원 2004 地方行政硏究 Vol.18 No.3

지방자치단체 성과관리제도의 비교 및 통합방안

박해육 ( Hae Yug Park ) 한국지방행정연구원 2007 地方行政硏究 Vol.21 No.2

정부3.0 시대의 지방자치단체 성과관리 활성화 방안 : 4대 가치 관점과의 연계를 중심으로

박해육(Park, Hae-Yug),박희정(Park, Hee-Jeong) 한국지방정부학회 2015 지방정부연구 Vol.19 No.2

정부3.0을 거시적인 차원에서만 논할 경우 현장에서 실제적으로 적용할 수 있는 방안을 찾기 어렵다는 점에서 본 연구는 미시적인 측면에서 정부3.0의 4가지 가치 관점에 기초하여 지방자치단체의 성과관리 개선과제를 도출하였다. 개방, 공유, 소통 및 협력이라는 정부3.0의 4대 가치 차원에 기초하여, 각 가치별로 지방자치단체 차원에서 성과관리가 이루어지는 과정적 측면과 결과의 활용 측면으로 구분하여 문제점을 살펴본 후 이러한 문제점들을 어떻게 개선해 나갈 것인지에 대하여 분석하였다. 성과관리의 활성화를 위해 먼저, ‘개방’ 차원에서는 성과평가 결과의 공개 범위를 포함하여 성과관리가 체계적으로 실시될 수 있도록 법 · 제도적 기반을 강화해야 한다. 둘째, ‘공유’ 차원에서는 외부전문가들과의 정보 공가 확대되어야 한다. 그리고 지방자치단체 상호 간에도 성과관리 데이터 및 정보가 공유되어야 성과비교, 벤치마킹 등이 가능해질 것이다. 셋째, ‘소통’ 차원에서는 계획수립 단계에서부터 주민과 외부전문가의 참여를 확대하고, 주민들과 밀접한 관련이 있는 주요업무와 공공서비스에 대한 평가가 체계적으로 이루어질 수 있도록 해야 한다. 넷째, ‘협력’ 차원에서는 관련 부서 간 협력이 원활하게 이루어질 수 있도록 성과관리 전담조직과 전문인력을 두어 개별 부서와의 협력을 강화해야 한다. If considered from the macroscopic perspective, the conceptual framework of Government 3.0 will be limited to overcome the difficulty of finding ways toward applying it into practices. Therefore, this study focuses on microscopic perspective, that is to find out the proper ways to help enhance performance management based on four values of Government 3.0; openness, sharing, communication, and collaboration. In the beginning, this paper analyzes the ongoing process and the eventual applicability of performance management findings in view of the four values aforementioned. Then it will elaborate on finding the solution to the problems that emerged from the procedures of evaluating performance management and assessing results. Upon the research findings, we are firstly concluding that, from the value of “openness”, revitalizing performance management needs to reinforce the legal and institutional requirements for determining the opening scope of those outcomes and evaluating results. Secondly, information from the perspective of “sharing” value should be more shared with external specialists. Because, in order to systematically execute the performance management inclusive of self-evaluation, the related data resulting from the evaluation should be accessible to the experts outside organization, without saying that those information being communicable among local governments, for the purpose of mutual comparison and benchmarking. Thirdly, "communication" value has to induce and expand the proactive participation of residents and external specialists from the beginning stage of planning. Also, it must lead to the systematic assessment on main businesses and service directly related to residents. Finally, "collaboration" value should respond to forming a proper administrative unit or a team especially grouped for boosting the cooperation between different divisions of organization and deploying the proper staff to the right positions, which in turn contribute to strengthening the collaboration between departments, division bureaus and centers within the organization.

영국 종합성과평가제도의 운영 성과 및 시사점

박해육 ( Hae Yug Park ),이상묵 ( Sang Mook Lee ) 한국지방행정연구원 2007 地方行政硏究 Vol.21 No.3

독일의 행정구역 개편과 주요쟁점

박해육(Park, Hae Yug) 유럽헌법학회 2009 유럽헌법연구 Vol.6 No.-

본 연구의 목적은 독일 지방정부의 행정구역 개편의 과정, 특징 및 주요쟁점들을 고찰하는 데에 있다. 이를 위해서 우선적으로 독일의 주에 대한 재편성 논의를 통일 이전과 이후로 구분하여 살펴보았으며, 주의 재편성을 위한 대안들은 어떤 것들이 있는지에 대해서 분석하였다. 그리고 군과 게마인데의 개혁이 1960년대와 70년대에 어떻게 진행되었으며, 통일 이후에는 어떻게 진행되고 있는지에 대해서 고찰하고, 주, 군 및 게마인데의 개편 관련 쟁점사항은 무엇인지에 대해서 살펴보았다. 주 차원에서의 행정구역 재편성은 1960년대 이후로 다양한 모델들이 제시되고 있으나 실제적인 개혁으로 이어지지 못하고 있는 반면, 군과 게마인데 수준에서의 구역개편은 활발히 전개되고 있다. 예를들어, 게마인데의 총수는 1968년 24,282개에서 1978년 8,518개로 감소하여 감소율은 약 65%나 되는 것으로 나타났다. 통일 이후 게마인데의 통폐합도 동독지역에서 지속되고 있으며, 2008년 12월말 기준으로 3,886개의 게마인데(1990년 대비 51%)가 통폐합되었으나 주에 따라서 많은 차이를 보이는 것으로 나타났다. 독일 행정구역 개편의 특징을 살펴보면, 자율통합에 중점을 두고 있으며, 개편을 위하여 많은 시간과 노력을 투자하였고, 행정구역 개편을 통하여 기초자치단체인 게마인데의 규모를 확대함으로써 게마인데가 더 많은 권한과 책임을 지게 되며, 더 많은 자율성을 지니는 것으로 나타났다. The purpose of this research is to study the process, characteristics and main issues in the territorial reform of local government in Germany. It first reviewed the discussion about the possible reorganization of the federal states(Länder) after the reunification. It also studied how the amalgamation of counties and municipalities had been processed during 1960s and 1970s and after the reunification. An array of models of territorial reconstruction of the federal states have been issued since 1960s. But it has not led to actual amalgamation. The territorial reform of counties and municipalities has been effectively done, resulting in decreasing the number of municipalities from 24,282 to 8,515 since 1978. As for the case of municipal consolidation in the area of the East Germany, it showed the number of the municipalities were reduced to 3,886 in comparison to the year 1990. One of the main characteristics in German territorial reform is that the municipal consolidation process was completed on the basis of each municipality`s own decision, through the change caused by the merge cost much time and effect. In consequence, the size of municipalities was enlarged together with more responsibility, accountability, and local autonomy.

지방자치단체 무기계약근로자의 행정가치 인식에 관한 연구: 지방공무원과의 비교를 중심으로

박해육 ( Hae Yug Park ),최정우 ( Jung Woo Choi ) 한국지방행정연구원 2014 地方行政硏究 Vol.28 No.4

This paper firstly aims at comparing the perception of administrative value of municipal workers with no fixed-term contract to that of local public officials, so as to analyze whether the administrative value gained by perceiving from both party reveals some difference in their working attitudes. Based on the results, municipal personnel with no fixed-term contract showed no great difference from local officials in terms of tasks delivery behaviors. However, the former seems in a lower perceptive latitude when it comes to relate to public official’s basic commitments of and public values of ultimate goal pursued by public administration. Especially, the perceptive gap of those public values turned out more bigger in technical service workers with no fixed-term contract than local public officials with legally stable status when exerting similar duties. This analytic results underline the fact that the stable job placement to the municipal workers with no fixed-term contract does not guarantee internalizing public administration value sufficiently into them, as is of the case in local public officials. Our research points out that different perceptive gap between two municipal personnel might provoke some biased prejudice from the other party toward local public workers with no fixed-term contract and, doing this, jeopardize organizational commitment of the workers. For concluding, we are firmly proposing that diverse strategies and incentives must be made in order to incorporate public service commitments and administrative value into municipal workers with no fixed-term contract.

성과정보 활용의 영향요인에 관한 실증분석

박해육 ( Hae Yug Park ),장혜윤 ( Hye Yoon Jang ),최정우 ( Jung Woo Choi ) 한국지방행정연구원 2013 地方行政硏究 Vol.27 No.3

The utilization of the performance information in organizational performance management possibly helps correct existing policy problems and reduce the inherent risk factor when implementing new policy. The making use of performance information also contributes to solving the problem causing the inefficiency of organizational management. Therefore, design how to well put to use of the performance information is an essential pre-requisite condition for achieving the organizational efficiency and effectiveness targeted by performance management. Within this context, this study aims at both analyzing the influential factors that affect the use of the results of performance evaluation derived from the due process of local government`s performance management and proposing the policy implications. For that purpose, the paper categorized the influential factors in the usage of performance information into the institutional, organizational environment and personal factors. According to the analytical findings of the article, each factor classified affects all the utilization of performance information, but it reveals that the degree of the influence was varied in terms of policy, organizational management, personnel, budget, performance pay and etc. Meanwhile, the result partially differs from the types of municipalities even when it comes to applying those factors to the same area. The results can be explained by the fact that the organizational members` perception was different according to the usage areas of performance information and, all the more, characteristics of used performance information divulged various natures. Also, the organizational culture embedded in diverse types of municipality influenced variation gap in making use of performance information. At the final stage, the analysis is concluding that mandate usage of evaluation results shows a positive effect to utilizing the performance information in a variety of areas.