Suchergebnisse

Many quasi-governmental agencies operate under the umbrella of the Korean government. Their semi-official status derives from the receipt of government contributions, commissions or subsidies. There are literally hundreds of such organizations whose sole objective is to operate in support of the Korean people, yet they have a poor public image. They are often portrayed in the media as unaccountable and inefficient. They have been criticized by civil society because many quasi-governmental agencies have operated without comprehensive evaluation and monitoring systems. External criticism of the agencies has manifested itself in a demand for management innovation within these agencies. Indeed, the push for reform has expanded to include the governmental agencies as well as the quasi-governmental agencies overseen by the Korean government. In response to the reform movement, the Ministry of Planning and Budget (MPB) has stated their objective to overhaul the management of quasi-governmental agencies. In reality, however, the Ministry can only make recommendations to the agencies due to a lack of regulatory authority over such agencies. The purpose of this article is to review the overall status of quasi-governmental agencies in Korea and the management challenges they face, to assess similar cases from overseas, and to examine possible measures for more efficient management of these quasi-governmental agencies.

In the era of globalization and borderless economies, performance improvement is not an option. It is a must for enhancing government's global competitiveness. Quality and performance of government employees need substantial improvement. In that regard, this study focuses on how performance-related pay (PRP) strategies strengthen the pay-performance link. Establishing PRP programs in government seems to be a good idea, but the Korean government's current experience with PRP shows a number of limitations. Recently, PRP and performance measures faced serious criticism from government employees for various reasons. PRP and performance measures must be improved in order to alleviate complaints and dissatisfaction. Cultural transformation, in particular, must occur for successful implementation of PRP measures.

Governmental problems still exist in Japan and Korea even though the two nations have achieved substantial economic and political development in modern times. Such problems include a low ranking in world competitiveness in government and a lack of competency. Furthermore, rigid and closed systems for employment and promotion still prevail without many improvements in human resource management. Recently, both the Japanese and Korean governments have paid serious attention to new challenges such as globalization and informatization. In order to improve competitiveness and competency, both governments have attempted to reform the civil service in more flexible and open manners. Japan and Korea as geographic neighbors have, in general, many similarities, although some may see more differences than similarities. This article cannot provide a full picture of both nations' governmental problems, but a study of civil service reform is meaningful for improving human resource management in the government of both countries as well as understanding Asian public personnel management.

The 360-degree feedback involves all aspects of a group: managers, colleagues, subordinates, and customers. Recently, the Korean Civil Service Commission (CSC) supports the use of multiple raters as an effective method of assessing performance, both for developmental and appraisal needs. The 360-degree feedback was officially adopted for employee promotion in the Korean central government in 1998. However, there are direct costs in designing 360-degree feedback instruments and in training sessions for implementation, as well as human costs that include confusion and fear about 360-degree feedback. Like many organisational change efforts, cultures and habits are slow to change. Autocratic managers can be reluctant to change the rules in any fashion that could pose a threat to their positions of power. (Asian J Pol Sci/DÜI)

This study examines the employment of people with disabilities in the American federal government. An analysis is undertaken with respect to the levels of employment and advancement of disabled workers in the federal government. In addition, the policies with respect to the employment of people with disabilities and the policy implications of the American federal experience are presented. The Americans with Disabilities Act (ADA) gives civil rights protection to individuals with disabilities similar to that provided to individuals on the basis of race, sex, national origin, age, and religion. This study examines recent employment data to assess the following issue in the federal government: the employment status of people with disabilities in various perspectives such as work force distribution, grade level, placement, and advancement

The author explores administrative reform actions in North Korea paying special attention to institutional restructuring, separation between the Korean Workers'Party and government, establishment of the civil service, management training, decentralization etc. He discusses also administrative reform in China and what North Korea can learn from Chinese experiences. (DÜI-Sen)