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陸軍將校 勤務評定制度에 관한 硏究 원문보기

  • 저자

    김영호

  • 학위수여기관

    水原大學校 行政大學院

  • 학위구분

    국내석사

  • 학과

    人事·組織行政 專攻

  • 지도교수

  • 발행년도

    2000

  • 총페이지

    v, 58 p.

  • 키워드

  • 언어

    kor

  • 원문 URL

    http://www.riss.kr/link?id=T8954261&outLink=K  

  • 초록

    The purpose of this survey considers the system of rating merit theoretically and analyze present soldier-officer efficiency rating system as shows problems and propose a improvement plan, it contents self-admission and desire of the member of organization, then as it rises trust and encourage they can contribute it to job performance and self-development. To achieve these object of essay, first I consider a available part of several scholar's theory, and for actual and practical study I choose a study method that shows problem through analyzing data of the system of rating merit and searches more concrete and real information through a interview with responsible officers, and then synthesize and states systematical and survey. The survey has object of army officer and the main objects are field grade officers and captains. To tal number of were 360, but 20 were abandoned for its faithful result. The problem is analysed in the three section with basis of survey result. 1. The side of institution A. Unopening of merit review result Because the purpose of merit review result is the motivation of organization member, reopening can cause the lost of work will, complication between member of organization. B. Rating system lineage After rater does valuation, considering of that senior rater whose contact frequency is low does valuation, senior rater follows a rating tendency of rater and a rating group construct of each combat branch is caused to loss officers of other branches of service except infantry. 2. The side of employment A. Insufficiency of practical use of rating result The rating result only uses restrictively in a Army Headquarter almost is not inflect in service unit. Because of it, in the right man in the right place formation of a man is restrict. B. Not enforcement of rater education Because the large majority of officers are insufficient to detail education of ration, they can't exclude the subject or personal feeling perfectly. C. Insufficiency of efficiency rating as a consequence of a goal setting Efficiency rating should estimate continuously the degree of achievement as a consequence of a goal setting, but a concrete and detail estimated method is insufficient. 3. The side of conduct A. Unfairness of rating rating should be estimated by achievement of duty, but a objective and fair estimation is insufficient because it is estimating by informal human relations, seniority and object of promotion with rater. B. Insufficiency of a sense of duty about estimation The object of efficiency rating is that they select and use talents of military for the future, but a part of men who don't have talent because of rater's insufficiency of a sense of duty are estimated rating highly. Therefore, strengthening of war potential of military is somewhat restricted.


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