• Title, Summary, Keyword: 경찰인사관리

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Verification System Necessity and Enforcement Device about Police Merit Rating System (경찰 근무성적평정에 대한 검증제 도입의 필요성과 시행방안)

  • Kim, Joung-Gyu
    • The Journal of the Korea Contents Association
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    • v.8 no.9
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    • pp.139-149
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    • 2008
  • The Police are classed special service on civil service system. Most of special service officers are applied special personal law. It is reason that organization and mission are different from general public officials. The police performance evaluation is enforced in dissimilar form with another civil services for these cause. This study proposed to verification formality about appraisal result to desirable operation of police performance evaluation system. At system enforcement early, it may be desirable that verification is limited finally supervisors rating.

A Study on a System of Police Disciplinary Disposition (경찰공무원의 징계 및 의사에 반하는 불리한 처분에 대한 비판적 논의)

  • Kim, jung-gyu
    • Proceedings of the Korea Contents Association Conference
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    • pp.181-182
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    • 2013
  • 경찰공무원의 징계 및 의사에 반하는 불리한 처분의 적정성을 모색하는 것은 징계처분에 따른 소청심사 및 행정소송으로 인한 경찰인사행정의 비효율적 소진을 방지하기 위한 인사관리 정책분야라는 측면에 착안하여 이에 대한 문제를 제기하였다.

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A Study on Improvement of The Police Selection Process (경찰공무원의 임용시험제도 개선방안)

  • Han, sang-am
    • Proceedings of the Korea Contents Association Conference
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    • pp.227-229
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    • 2010
  • 오늘날 강학상 의미의 형식적 조직의 조건을 충족하고 있는 유기체들이 가장 크게 관심을 갖는 영역의 인사관리 분야는 단연 우수 신임자 확보와 관련된 것이라 할 수 있다. 공무원 조직도 물론 이러한 경향성에 예외가 될 수 없다. 따라서 경찰 역시 이에 대한 많은 관심을 기울여 왔다. 특히 민주화 이후 경찰의 역할에 대한 서비스 지향적인 내외적 욕구를 극대화시키기 위해 경찰관 개인역량의 중요성은 더욱 증대되고에 있다고 할 수있다. 본 연구는 현재까지 경찰조직 내 우수자원 유입을 위한 다양한 논의들 중에서 임용시험의 개선을 통한 접근에 집중하여 소개하고 있다.

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Review on Introduction Possibility of Open Position System in Korea Police (한국경찰의 개방형임용제 도입가능성에 대한 검토)

  • Jo, Hyun-Bin
    • The Journal of the Korea Contents Association
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    • v.11 no.2
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    • pp.397-407
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    • 2011
  • 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.

Police Officer's Verification Strengthening Device on New Appointment Procedure (신임 경찰공무원의 채용절차상 적격성 검증 강화방안)

  • Kim, Joung-Gyu
    • The Journal of the Korea Contents Association
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    • v.7 no.9
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    • pp.139-147
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    • 2007
  • The police is huge career civil service organization. In 1999, police organization employed 7,801 persons as a new hiring. The police had revised employment system several times for competent human resources. But, it is true that much improvements need yet for person's employment which equip eligibility. Specially, discussions need for many new hirings by duty police system abrogation. Career civil service system is impossible of dismissal after permanent appointment. It is true that competitive rate of police officer examination much rose. But it's not important about organization development in addition this unconnects with competent resources. Must change police officer employment system for organization's future development. This study proposed policy about improvement way of examination for service step, field training officer and appointment.

A Study on Dealing with the Stress of Police Officer - Focused on Medical Model and Organizational Health Model - (경찰공무원의 스트레스 관리에 관한 연구 - 의료 및 조직보건 모델을 중심으로 -)

  • Lee, Hwang-Woo;Choi, Eung-Ryul;Jung, Woo-Il
    • Korean Security Journal
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    • no.13
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    • pp.403-422
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    • 2007
  • When people think about stress, they usually consider it as negative. However, stress can be both positive and negative. Positive stress is referred to as eustress, while negative stress is called distress. Stress is derived from the change which can be either positive or negative. Change is an inevitable aspect of life; therefore, people cannot avoid stress. Police works create a lot of stress among officers because of job characteristics. Police works require both physical and emotional strains. These strains lead to stress of officers. Danger, frustration, excessive paperwork, the daily demands of the job, and a lack of understanding from family members, friends, and the public are major causes of stress among police officers. The American Institute of Stress in New York ranks police job among the top ten stress-producing jobs in the United States. In this study, the author proposes the ways of stress management among police officers based on the medical model and the organizational health model. In the medical model, the author introduces the elimination, coping, and counseling as a way of dealing stress as an individual level. In the organizational health model, the author proposes following recommendations from the administrative point of view: 1) rationalization of personnel management system, 2) improvement of the welfare, 3) democratic management of police organization, 4) maintenance of a good partnership with citizens, and 5) development of stress management program for police family members.

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Effects of Job Stress on the Depression of Elderly Police Officers and Moderating Effects of Organizational Health (고령 경찰공무원의 직무스트레스가 우울에 미치는 영향 및 조직건강의 조절효과)

  • Jeon, Byeong-Joo
    • The Journal of the Korea Contents Association
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    • v.16 no.1
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    • pp.403-414
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    • 2016
  • This study aims to examine the influence of job stress on the depression conducted with 360 police officers working at police station branch and police box in Chungbuk area, and they were divided into two sub-groups based on the age of 50 in order to analyze the buffering effect of organizational health in the relationship between job stress and depression. The main results of this study are as follows. First, the level of depression in the group older than 50 and younger than 50 were 3.22 and 2.90 respectively showing that in the group older than 50 were significantly higher. Second, the factors that influence the depression were shown to be similar for each group, but significantly different for their influence of each group. The factors that influence the depression in the group older than 50 were shown in the order of organizational structure, job stress, readership. The factors that influence the depression in the group younger than 50 were shown in the order of job stress, police officers ability, readership. Third, in the relationship between job stress and depression, buffering effects of organizational health were identified to be different in each group. Based on these results, several ways were suggested to prevent or ease the job stress and depression of police officers.

The Relationship between Trust and Organization Commitment within Organization of Coast Guard Officers (해양경찰공무원의 조직내 신뢰와 조직몰입과의 관계)

  • Yu, Yung-Hyun
    • The Journal of the Korea Contents Association
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    • v.9 no.12
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    • pp.805-813
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    • 2009
  • Coast guard organization has very different working environment with other general administrative organizations or police organizations. Because they are charging various coastal crimes and safeties by using war vessel at ocean, it was expected that in case of coast guard officers, the impact on organization commitment for each trust factor within organization has the differentiation with other administrative organizations. Core of results by conducting positive research is as following: It is indicated that for coast guard officer, organization trust factor most strongly impacts on organization commitment, and of social trust factors, colleague trust factor more impacts relatively than boss trust factor. Then, when searching the difference of trust factor recognition depending on population sociological properties of coast guard officers, it is indicated that the one having the experience of working at war vessel has more trust to its colleagues than the one having not and executives more trust their boss than non-executives. The reason why the trust to colleague is higher than to boss is recognized that it is caused from deep relationship with colleagues who work and live together when considering working conditions of security vessel.

An Empirical Study concerning the Issues of Working Conditions and Operational System of Archivists in Korea (기록연구사의 근무실태 및 제도운영에 관한 실증연구)

  • Suh, Hye-Ran;Ock, Won-Ho
    • Journal of Korean Society of Archives and Records Management
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    • v.8 no.1
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    • pp.235-255
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    • 2008
  • Present study conducted surveys and interviews to identify a solution to the issues concerning the work conditions, job satisfaction, and operational systems of archivists working in the Korean government agencies. Job characteristics were measured using the five-factor structures of Hackman and Oldham's(1976) Job Characteristic Models, professionalism, role conflict, stress, and turnover intentions. Job environment was measured in terms of communication, participation, social relations with coworkers and superiors, and job training. Job satisfaction was measured by general level of satisfaction, job meaningfulness, and commitment. Operational systems was analyzed in terms of organizational arrangement, role assignment, personnel management, and collaboration between the national archives and record centers. These analyses produced further implications and suggestions on personnel management of archivists and records managers.

The Plans for Core Personnel Management to Prevent Industrial Technology Leakage (산업기술 유출방지를 위한 핵심인력 관리방안에 관한 연구)

  • Kim, Soon-Seok;Shin, Jae-Chul
    • Korean Security Journal
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    • no.25
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    • pp.109-130
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    • 2010
  • As many countries in the world including the Republic of Korea have used all their national resources in the accelerating economic information warfare, illegal leakage of industrial technologies and information has increased rapidly. The costs required for damage prevention from 2007 to 2008 are estimated at approximately KRW 180 trillion which is expected to increase gradually in future. Because the tricks of leaking key technologies are also getting increasingly systematized, sophisticated and bigger, e.g., simple theft at the individual level or the conspiracy of all the staff taking part in the research activities, we should pay special attention to technology security in addition to technology development. While there are several factors affecting such the brain drain, they usually include personal, social, political and cultural factors, for instance, very heavy educational expenditure of children compared to relatively low pay, the speedy labor market circulation for experienced personnel, or political restrictions on researches. In this context, as part of efforts made to prevent the outflow of core personnel, individual companies and research institutes should establish systematically appropriate core personnel management systems for their own organizational or business goals and principles which are intented to ensure to give better treatment and benefit to core personnel and to exercise closer supervision over them. Furthermore, the conventional personnel management system should be radically and flexibly improved in the manner of encouraging the core personnel returning to the organization to combine their external experiences with practices, instead of penalizing them. At the same time, it is necessary to train and educate core personnel through mutual collaboration and in-house training facilities as well as external academic programs operated jointly at the level of the industry. Finally, as the issues concerning the outflow of core personnel are not just problems of relevant companies and other advanced countries have devoted their best efforts to secure their own key technologies at the national level, it is urgent for the industry and the competent authorities to cooperate closely.

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