Basic Report

Personnel exchange between the government is required for efficient utilization of humanresources. Also, it is necessary to drive smoothly primary policy to implement of localautonomy in national level. However, it has not yet been to the expected level enough dueto the constraints of personnel exchange. Therefore, in this paper, I tried to explore effectivepolicies through empirical analysis of personnel exchange between the governments.In Chapter 2, I studied the literature review and theory of personnel exchange betweenthe governments. In Chapter 3, it was carried out empirical analysis to target the mainvariables of personnel exchange between governments as well as analysis on the institutionaland operational status of personnel exchange between governments.In Chapter 4, I conducted a case study of personnel exchange between the governmentsof a foreign country, and then draw a suggestion for finding policy alternative. In particular,I examined the case of personnel exchange between governments of Japan that is same asthe public structure of Korea.Through such consideration, in Chapter 5, I presented policy alternative for activating thepersonnel exchange between the governments. First, in order to activate the personnelexchange between the governments, institutional improvement of the same position and jobtitle is required. That is, if there is a difference of position which is appointed to the samejob title as now between the central and local government, activating of personnel exchangebetween governments is not easy. Therefore, It is necessary to find improvements.Second, It is required to establish an incentive system that generates the demand foractivating the personnel exchange between the governments. That is, in order to promote morepositive personnel exchange, development and grant of the incentive system that may generatethe demand are needed rather than the current incentive system of personnel exchange betweengovernments as compensatory level that only preserves loss from personnel exchange.Third, a management and inspection system of personnel exchange must be established.Personnel exchange has been managed by performance in now, and it doesn’t solve the variousproblems. Therefore, the management should be performed by the process.Fourth, personnel exchange plans have to be designed depending on the position.Depending on the position classification in public, there are differences in the role. Thereforeit is necessary to increase the response capabilities to reflect these differences.Fifth, personnel exchange plans have to be designed depending on the function.Characteristics of the industry and the space of the local government are different respectively,and there are also differences demand of personnel exchange. Therefore, it is necessary toprepare the personnel exchange plans by taking account of the characteristics of these.