공공부문 관리직여성 핵심역량강화지원 방안

□ 연구필요성 및 목적 최근 정부차원에서 인적자원관리의 변화추세를 보면 과거의 연공서열 중심의 인적자원관리에서 직무중심으로, 더 나아가 역량중심으로 변화하고 있음. 여기서 가장 중요한 관심은 조직의 미래비전을 책임질 수 있는 핵심인재의 존재와 역량강화임. 정부조직에서 조직의 성과를 최대화하고 미래비전과 환경변화에 대응하는데 요구되는 역량은 무엇인가? 그리고 조직에 속한 구성원들은 요구되는 역량들을 어느 정도 가지고 있는가? 남녀공무원간에는 차이가 있는 것인가? 하는 연구질문으로부터 연구를 수행하였음. □ 연구범위 및 방법 - 연구범위 첫째, 중앙부처를 중심으로 직위를 고위직(1-3급), 관리직(4-5급), 실무직(6-9급)으로 나눈다면, 본 연구와 관련한 분석대상은 관리직임. 둘째, 역량에는 조직역량과 개인역량을 구분할 수 있는데, 본 연구는 개인역량에 초점을 둠. 셋째, 기존의 연구가 한 개 부처에 대해 그 부처에서 필요로 하는 개인들의 역량을 평가하고 강화방안을 모색하는데 초점을 두었다면, 본 연구는 중앙부처 4-5급, 지방자치단체 5-6급의 과정 또는 담당의 직위에서 공통적으로 필요로 하는 역량에 관심을 둠. 넷째, 역량군과 역량지표를 선정하는 방법과 관련하여서는 기존의 연구결과에서 제시하고 있는 역량리스트를 활용하였음. 다섯째, 연구내용과 정책적 제언은 장기적 관점에서의 규범적 논의보다는 시급히 요구되는 문제점들을 개선할 수 있는 실용적 차원의 제언을 하고 있음. - 연구방법 첫째, 문헌연구 및 통계자료 분석 둘째, 심층인터뷰 셋째, FGI 및 설문조사 : 역량지표의 중요도, 본인의 역량정도, 동료의 역량정도, 본인이 시급히 보완을 필요로 하는 역량, 교육훈련 프로그램의 효과성 등에 대하여 남녀공무원 1,200명을 대상으로 설문조사 넷째, 전문가 자문회의

Abstract Studies to strengthen the Core-Competency of Female Managerial-ranks in the Public Sector Mee-kyung Moon Hae-young Kim Chang-ho Geum When we look at the changes in human resources(HR) management at the government level, we can find that the HR management has been shifted from seniority-focused approach to capacity-focused approach. Main point here is increasing the core people's number and enhancing their capacity in order to realize the future vision. we conducted our studies based on the questions, such as what kind of capacity is required to maximize performance of the organization at the government and to respond to the future vision and environmental changes? And, how much do the government members secure the capacity that is required for them? Is there any difference between the male and female workers? Scope of this study includes middle-ranking managers in the central administration and local government, except for the high-ranking managers and the study focuses on the individual capacity, not the group capacity. Also our study does not confine only to one department but covers general public servants at managerial level in the central administration and local government. The method to choose capacity group(grouping) and capacity index was redefined by expert groups based on the existing study results. We conducted survey on 1,000 people and carried out group-focused interviews. Briefings of our study are as follows; women think the individual capacity index more importantly than men, but think that their capacity was lower than that of men. In contrast, men do not highly recognize the importance of the most capacity indexes as much as women do, but more highly evaluate their own capacity than women's. When we take a look at the meaningful capacity indexes at the statistics, we can find out the following factors. First, both genders, categorized as common capacity group, have different recognition on the importance of capacity indexes, such as customer-focused index, and commitment to organization. And when it comes to capacity index of duty performance, the female managers think their capacity is lower than that of men in terms of making strategic work plan, coming up with idea. Also, when it comes to leadership capacity index, there are differences between genders in terms of recognizing importance and evaluating their own capacity in setting target/direction, coordination/integration capacity, conflict management capacity. Second, when it comes to leadership capacity index, female public servants think male public servants' leadership capacity is higher than theirs. Also, male public servants think their leadership capacity excels women's. This result can be interpreted that they have been accustomed to the male-oriented operation in organizations. Third, female public servants think positively about the effectiveness of education and training but say that opportunity to participate in the training is not enough. Fourth, males think more positively than female about whether the organization culture is proper to exert one's capacity. According to the study results, the followings things are needed to help both genders show their capacity equally; supporting both genders to strike a balance between work and family, improving male-focused organization culture, and providing education/training. At the same time, the following policy measures are needed; a