NCS를 활용한 공공기관의 직무역량모델 개발 : 2개 공공기관의 사례

Abstract

본 연구는 공공기관 인적자원관리(HRM) 및 인적자원개발(HRD) 담당자가 국가직무능력표준(NCS)에 기초하여 채용·경력개발·교육훈련 등을 연계할 수 있는 방안을 모색하여, 공공부문 인적자원관리 및 개발이 효율적으로 이루어질 수 있는 모범적 가이드라인을 제공하고자 한다. 이를 위해 본 연구는 최근 ‘공공부문 인적자원개발 우수기관 인증제’ 사업의 인증을 받은 2개 공공기관(한국남동발전주식회사, 대한지적공사)을 선정하여, 국가직무능력표준(NCS)의 적용 가능성을 검토해보고, 산업 내 적용 및 확산을 위한 방안을 모색하고자 한다.

To establish the competence based society, the government induces industries to construct human resource management system based on job competency evaluation system and National Competency Standard (NCS). Since the paradigm shift in human resource management, the government practices NCS based recruiting and promotion system, and carry forward competence based human resource management system excluding educational background and qualification, there exist the need of the change in human management skill and process such as recruiting and HR, career development, refresher and extension course. In this situation, the need of NCS is raised for public institutions. For this reason, it is urgent to find out a good method to convert current HR system of public institutions to NCS based HR system. This study explores that NCS can be applied to some institutions (Korea South-East Power Co.Ltd., Korea Cadastral Survey Corporation) which were selected the best institutions in Best HRD and the possibilities for expansion to whole public institutions. This study is relevant in that it introduces the exemplary guideline of public sector HR management and development by investigating the method to apply NCS to recruiting and HR, career development, refresher and extension course. Also, this study can be used to establish and expansion of NCS based HRM, HRD system and successful public institution evaluation system. Moreover, we also expect that it can induce public institutions to pay attention to government projects, and to lead the introduction of NCS in the whole industries.