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國立大學校 成果給制度 改善 方案에 관한 硏究 : 光州·全南地域 大學을 중심으로 원문보기
(A) Study of improvement plan of national university piece rate system : the Focus on the Kwangju·Jeonnam area university

  • 저자

    조천호

  • 학위수여기관

    順天大學校 經營行政大學院

  • 학위구분

    국내석사

  • 학과

    행정학과

  • 지도교수

  • 발행년도

    2003

  • 총페이지

    vii, 75p.

  • 키워드

    국립대학교 성과급제도 개선 방안;

  • 언어

    kor

  • 원문 URL

    http://www.riss.kr/link?id=T10062603&outLink=K  

  • 초록

    Past, there was no another question by personnel management based on seniority system fast-tracking by formation swell of ancient city growth period, but induction effect by an elevation became difficult to expect more in low growth rate age that formation's swelling is suspended. Past personnel management method based on seniority system rears superior competent person and improves competitive power of public office but exposes limit debasing formation's vitality. To overcome this limit, various drawings that public official's consciousness and form should be converted rationally, and are based in rationality such as competitive power pacification, wave and drop track of the center, compensation of the results center see that need to be introduced at public office circle. Although is operating introducing merit-based wage system to form public office climate that public official who work hard in government from 1995 is treated, it is dissatisfied subjects of many public officials by recognition attention, realization of public officials tamed to seniority system etc.., valuation basis and objectivity of calm process and fairness insufficiency, rating method that do based on work performance poise etc.. and example that some public officials even restore piece rate happened, and is causing a lot of problems that sex and amount of money by lacking budget do not vivify enough efficiency of merit-based wage system. National university public officials are recognizing how about merit-based wage system itself about merit-based wage system that is knowing these problem, and to present problem of merit-based wage system and improvement plan that is searching that is doing certain estimation and view about operation of merit-based wage system, and enforce at national university, executed questionnaire about owner of a mine, regular government service below 5 degrees that work in 5 national universitys of Cholla-namdo area and public official in skill post who investigator is belonged. According to result that analyze questionnaire, because disbursement subject person's extent and disbursement amount are not proper that stocktaking standard is not objective and because reflection ratio by reflection element is not proper, most public officials are not trusting for stocktaking sequence that effect of necessity and motivation of merit-based wage system is feeble as allurement plan for public office social efficiency elevation that realization of public officials about merit-based wage system is not active, and indifferent merit-based wage system of that piece rate disbursement subject person is decided according to appraiser's tendency and acquaintance relation etc., and public officials doubt fairness for piece rate disbursement subject person selection and trustability for disbursement sequence by doing not exhibit deterministic process and disbursement sequence limpidly that is not rescuing guess originally thing that side effect by merit-based wage system enforcement is inactive result while is serious to controversial point appear. First by improvement plan to solve above problem, understand basic idea and gist of merit-based wage system actively and result of business holds soundest ceremony that an only High person can receive High result that correspond to him and should be changed by direction that realization of public officials is reasonable that face in the job . Second, public official must secure objectivity of stocktaking standard executing job analysis about each, job analysis result method to evaluate results about these job deciding each line of duty through open support after establish grade of business by score introduce, or with result responsibility that is drawn through job analysis result target establishment「administration」need to evaluate and introduce line of duty and administrationsystem that apply the estimation result in repair(treatment) back, Third, should make merit-based wage system can be settled to desirable direction operating controlling piece rate disbursement subject person's ratio and ratio of disbursement amount to direction that increase sharply to become urgent and disbursement amount is certain allurement plan diminishing sharply piece rate disbursement subject person of current, Fourth, convert and should enforces by method that is urgent by group unit evaluating together results of urgent method or individual and group by individual unit evaluating results that estimation and disbursement method for piece rate disbursement are a dog and evaluates together results of individual and group in urgent mode by individual unit, Finally, must do so that may can minimize side effect by open exhibiting gradually about result disbursement process and main contents with disbursement wave or estimation contents etc. and raise fairness and transparency of estimation and secure authoritativeness in position public officials' result disbursement. Can not but operate to direction that to secure competitive power of the country in 21th century international infinity competition age the country seeks efficiency, compensation system by department of public officials and management is expect to be expanded more for this. Poise that expropriate rather than oppose unconditionally about compensation system by performance on the job such as merit-based wage system in these visual point spontaneously sees that public official's effort and man-power development to be required, and gets High result are more more necessary.


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