陸軍 將校 勤務評定의 效果性 提高에 관한 硏究
저자
발행사항
경산: 大邱大學校; 1992
학위논문사항
學位論文(碩士)-- 大邱大學校 社會開發大學院: 産業經營學科 産業經營專攻 1992
발행연도
1992
작성언어
한국어
KDC
391.3 판사항(3)
DDC
355.61 판사항(19)
발행국(도시)
경상북도
형태사항
108p.: 삽도; 26cm
일반주기명
참고문헌:pp.86-88
소장기관
Military Organization is a particular group that has characteristic objects. Therefore , the effective management corresponding to the particularity will become the footstone of the Korean military development in 2000's.
The objects of performance appraisal are to evaluate indivisuals' values objectively and exactly, to provide the rational Personnel management with foundations, and to promote evaluatees' will and cause motivation.
The performance evaluation is useful to the effective personnel management, but the usefulness depends on the volume of the system's efficiency and effectiveness.
The modern Korean Army performance appraisal system was launched from 1948 by introducing the US Army's system. Thereafter, through 13 times' reformation, the system has developed, from the single relative estimating method, to the mixed - the relative and absolute estimation are overlapped.
This course of development made the motivation of opening the result of estimatlon.
The method of this study is as followings.
I tried to analyze many data multilaterally, to stick to diversified general theories, to recognize that the system is facing many operation problems, and to suggest the desirable direction for development.
Through the synthetic and systematic analysis of the problems resulting from complicated and diverse reasons, in characteristic and environmental aspect of the military organization, two approaches are used to analyze the result of the system.
The first approach is emphasized on suggesting rational countermeasures through bring out problems on the basis of the application of education training and the result of evaluation.
The second approach is to document the data, acquired by questionaire server that has combat branch officers as the object of research, and Processed by using SAS(Statistical Analysis System), mainly utilizing ANOVA and GLM(General Linear Model).
From the viewpoint of analyzing problems, first, in the aspect of the system, the Korean Army performance appraisal system applies the regular evaluation done one tile each year and the random evaluation at any tire, which rates remarkable contributors to military development and mistake-makers.
The result of the research shows that the support rate for the evaluation period is relatively high, but that the subdivision of rating types is required.
The disadvantages, resulting from the contradictions of the rating system, are worried. and also it Is an important problem that the reliability rate is relatively lower as evaluators estimate ratees in consideration of subjective points without any reliable basis.
Second, in the aspect of education training, in order to increase the objectiveness, reliability, and validity of the evaluation system, it is very important that the method and procedure of the system should be improved.
In the modern Army, one-time-a-year circular education generates many errors.
Accurate evaluation is required, and the dificiency of rater's understanding and immature rating method are due to the absence of guiding and visiting for guidance.
Third, in the aspect of the application of rating result. the military organization's characteristic of closed result for evaluation, provides the individual efficiency improvement with many difficulties, and also the limited term of office - observation period shorter than a year - generates countable limitations in evaluating ratees regularly and multilaterally.
Considering that raters, in charge of supervising performance, evaluate ratees and that the result is reflected in deciding promotion and selection. it is revealed that the application of the settlement of commanding right is somewhat playing its role, but the sufficient applicantion is not attained yet.
In the aspect of the countermessures for effiency, first, the not-controling purpose of the current rating system, should be developed and improved.
The current system was mainly designed by the particularity of military organization, and so the controling purpose of the settlement of commanding right, of promotion, and of selection for education, are more actively pursued than the not-controling purpose of the provision of basic data for ratee's ability improvement and personnel management.
Second, the modern education for working -level officers is put first in importance, and the method conveying a guide to each branch when necessary, is utilized, too.
However, in reality, the education for testors almost not done. Therefore, spiritual education containing the reform of thought, performance traning for testors, and continuous inspection visit, should be accomplished.
Most of all, the consciousness of a sence of duty, and the deep understanding of rating procedure, should so first, and the interpreting standard of rating factors should be established and understood as soon as posible.
Third. in the aspect of the application of rating result, the closed system prevents, not only evaluatees but officers concerned with personnel management, from contributing to indivisual ability improvement, education training, the acception of reguirements, and assignment management.
In a participating, opening, and humanitarian standpoint, concrete efforts should be made to contribute to indivisuals' and organization's development, and to avoid errors of immature evaluation, for fair exercising of personnel right. Also. the sufficient application should be reconsidered rather than the simple obervation of data.
We analyzed the diverse problemes of the system and groped effective countermeasures.
Although improved rational a1ternatives were found on the basis of the result of the questionaire servey done by 159 officers selected at random, problems still remain. Therefore, continuous researches on rating system should be pursued.
Looking at the future image of the Korean Army heading to 2000's, we should drive forward diverse researches on the current rating system itself, and especially in three aspects-opening, function of purpose, and structure, the study on the feed-back of the problem-facing system should be propelled forward so as to integrate the above-mentioned three aspects.
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