공정성 제고를 위한 경찰보직관리의 개선방안에 관한 연구

신승균 ( Seung Gyoon Shin ),이효민 ( Hyo Min Lee ) 한국경찰학회 2011 한국경찰학회보 Vol.13 No.1

A position management is no less important than promotion in personnel management. If someone has been assigned to the core position. sometimes guaranteed to promote higher position. Police promotion set reasonable and subjective standards; such as interview and performance appraisal and objective standards; such as written test. However. Police position management has stronger just disposition of personal management. Almost everyone who has right of personnel management. have an absolute authority and abuse it therefore the organization becomes demoralized and drops efficiency. The reason of above needs to make clear the legal basis and procedure and systems. This report shows how to make clear the fairness of organization by applying electronic position management and result of promotion exam.

경찰의 개방형 직위제도에 관한 연구

정우일 ( Woo Il Jung ) 한국경찰학회 2010 한국경찰학회보 Vol.12 No.2

The Open Position System is a program, introduced in 1999, to recruit outstanding talents and expertise from both the private and public sector. Korean government introduced the Open Position System to reform the civil service system. The Open Position System was derived from merit system and position classification system. The new system was based on the belief that introducing the element of competition within the public sector could contribute to enhancing efficiency and productivity of the public administration. This study analyzed the actual condition of the Open Position System in Korean National Police Agency. Korean National Police Agency today takes a passive attitude on the operation of the Open Position System. It was only applied in performance-based organization like National Police Hospital, Driver`s License Agency, or Research Agency like Police Science Institute. In order to optimize police`s effective operation, this study suggests some improvements. First, the National Police Agency should enlarge of assignment in the Open Position and improve the rationality on the Open Position assignment. Second, there should be more active public relations on the Open Position and better treatment. Third, National Police Agency should recruit more external applicant and guarantee the fairness of competition between internal and external applicants. Finally, there should be supported the adaptation program for external appointee.

한국경찰의 개방형임용제 도입가능성에 대한 검토

조현빈(Hyun-Bin Jo) 한국콘텐츠학회 2011 한국콘텐츠학회논문지 Vol.11 No.2

개방형 직위제도는 기존의 계급 및 계층제 중심의 조직관리 형식에서 탈피하여 직무수행의 성격에 따라 직위에 대한 적합한 직무수행요건을 충족하는 외부인사를 활용하는 제도로서 일종의 직무중심의 직위분류제적 성격을 내포하는 제도이다. 1999년부터 정부부처의 1-3급 고위공무원을 임용하고 있으며 그 활용범위가 점차 확대되고 있다. 그러나 경찰과 같이 직무의 성격이 타 공직조직과 달리 특수한 환경을 가지고 있는 경우에는 일반적인 개방형직위제도를 그대로 활용할 수 있는가에 대한 논란이 있다. 경찰조직에서는 책임운영기관인 운전면허시검관리단, 경찰청 감사관, 경찰병원장 등을 개방형 직위제로 운영하고 있을 뿐이다. 이와 관련하여 개방형직위제도의 장점을 경찰조직에서 더욱 확대할 수 있는 방안을 모색하고자 한다. The Open Position System is a new personnel management system started in korea, 1999.Open Position System have purpose to use outstanding talents and to expertise from both public and private sector. Korean government adapted open position system in order to use the right man in the right place. And Korean government incresae application of Open Position System. But, in spite of strong good point of Open Position System, We have limitation to apply Open Position System in police organization, generally. Because police have unique characteristics compare with other public organization. There is constant controversy concerning unique characteristics of police organization. Now, Korean police adopt Open Position System in few division: Chiep of Driver's License Agency, Director General for Audit and Inspection of Nation police Agency, Chiep of police hospital. Therefore, this study explore, extention possibility of Open Position System in Korean police..

경찰보직관리에 대한 인식분석 및 함의

홍태경 ( Tea Kyung Hong ),박동균 ( Dong Kyun Park ) 한국경찰학회 2012 한국경찰학회보 Vol.14 No.6

Management of police position is a personnel system appropriately to deploy and circulate police officers. Basically, police position leads differences in police officer`s works and determines economic compensations including salary, incentive, and so on. In addition, it also has an influence on man-power development, promotion, and satisfaction. Therefore, police officers` perception about the management of police position may be likely to affect the levels of satisfaction and perception about the entire police administration. The purpose of this study is to study the police officers` perception about the management of police position as well as to provide policy implication. Questionnaires were distributed to only for the police inspector. The findings are following. First, among respondents, 16% of them are having an experience in their position less than one year which means that the shift of police position is high. Second, although the level of satisfaction about their position is generally high, there are found to be the differences across education level, working agency. Third, the result shows that police position is more likely to be explained by education, regionalism, human relations, and previous position rather than personal ability and attitude. Fourth, the police inspector believe that the procedure of job bidding system and manager recommendation in the arrangement of police position is not much transparent. Finally, they believe that their position has a strong effect on judging promotion and special promotion.

경찰의 인사관리 문제점과 개선방안 –인사분야 감사결과 분석을 중심으로-

박종승 한국경찰학회 2022 한국경찰학회보 Vol.24 No.2

조직 운영에 있어 인사관리는 조직의 목표를 달성하는데 있어 중요한 하나의 요소이다. 인사관리가 실패하게 되면 조직의 목표달성도 어려워지며, 내부구성원들의 사기저하 및 이직에도 영향을 미치게 된다. 이 연구는 지난 5년간 경찰을 대상으로 실시한 내ㆍ외부 감사결과 자료분석을 통해 경찰의 인사관리 문제점을 확인하고 이에 대한 개선방안을 제시하였다. 먼저 경찰은 인사관리의 전 분야에서 부적정한 운영이 나타나고 있었으며, 특히 동일한 오류가 반복되는 문제점을 가지고 있었다. 또한 인사담당자의 실수로 신규임용자의 당락이 바뀌거나 승진 대상자가 아닌데도 승진하는 등의 치명적인 오류가 발생하고 있었다. 이런 문제점을 개선하기 위해 경찰 인사담당자의 전문직위 지정을 통한 전문성 확보, 인사관리 전반의 전산시스템 도입, 인사관리 관련 주요 매뉴얼 제작 및 교육, 자체감사 및 교체감사 등을 통한 점검 강화를 주장하였다.

경찰 직무스트레스와 삶의 만족도

오정석 한국경찰복지연구학회 2013 경찰복지연구 Vol.1 No.1

경찰의 직무스트레스에 대한 선행 연구들은 직무불만, 이직, 음주, 질병, 우울증, 외상후스트레스장애,자살 등 부정적 결과를 중심으로 다루었다.본 연구에서는 긍정적 사고, 삶의 만족도라는 긍정적 변수를 통한 실증적 검증으로 경찰 직무스 트레스 관리의 새로운 페러다임을 제시하였다. 연구 결과 상관관계 분석에서는 직 무스트레스와 긍정적 사고,삶의 만족도는 부적 상관,긍정적 사고와 삶의 만족도 는 정적 상관을 보였다. 위계적 회귀분석에서는 직무스트레스는 삶의 만족도에 영 향을 미치지 못하였다. 그러나 긍정적 사고는 삶의 만족도에 높은 정적 영향을 미 치는 것으로 조사되었다. 결론적으로 긍정적 사고의 확장과 축적으로 직무스트레 스를 완화하고 삶의 만족도를 향상시킬 수 있음을 검증하였다. The previous studies on stress from police affairs have focused on negative results such as occupational dissatisfaction, job transfer, drinking, diseases, depression, traumas, and suicide. This study suggested a new paradigm to manage stress from police affairs based on a positive verification through positive variables such as satisfaction with life. Based on the results from a correlation analysis, stress from police affairs, positive ways of thinking, and satisfaction with life were negatively correlated while positive ways of thinking and satisfaction with life were positively related. Based on a hierarchical regression analysis, stress from police affairs did not influence satisfaction with life. However, positive ways of thinking had highly positive impacts on satisfaction with life. In conclusion, it was verified that expanded and accumulated positive ways of thinking could improve satisfaction with life while alleviating stress from occupational affairs.

한국 경찰공무원의 보직관리 효율화 방안에 관한 연구

마경석 ( Kyung Seok Ma ),박주상 ( Ju Sang Park ) 한국경찰학회 2008 한국경찰학회보 Vol.10 No.1