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과제정보

과제정보
과제명 중간관리자 역량모델 도출 및 기본교육 개선 방안
기관명 경찰청
담당부서 경찰대학 치안정책연구소
전화번호 041-968-2194
연구기간 2018-06-11 ~ 2018-10-31
연구분야 과학수사
개요 - 경찰의 업무조직 형태가 상위관리자를 정점으로 하는 전통적 위계조직에서 계?팀 중심의 수평적 업무단위 형태로 확대됨에 따라 개별 업무책임자인 중간관리자의 역할이 재조명되고 있음

- 또한 경찰 중간관리자 역할이 행정경찰(management cops)과 현장경찰(street cops)로 이원화된 경찰조직문화의 교차지점을 주요 활동영역으로 하고 있기 때문에, 기본적으로 중간관리자는 상?하계급군 사이에서 매개자 혹은 조정자로서의 역할 수행이 기대되고 있음

- 따라서 경찰조직의 변화에 대응하여 중간관리자의 역할모델을 정립하고, 이러한 역할모델에 기반하여 역량을 증대시킬 수 있는 기본교육 프로그램을 개발하여 중간관리자 교육의 실효성을 확보하는 것이 필요함

- 중간관리자의 직무분석을 통하여 어떤 역할을 어떻게 수행해야 하는지에 대한 역량모델을 개발함
  
- 도출된 역량모델에 기반하여 중간관리자 기본교육프로그램의 개발

계약정보

과제정보
수행기관 (사)한국지방자치학회 [학회·협회]
수행연구원 고재권
계약일자 2018-06-11
계약방식 경쟁 입찰 후 수의계약
계약금액 13,618,180원

연구결과 정보

과제정보
제목 중간관리자 역량모델 도출 및 기본교육 개선방안
연구보고서
목차
목 차 제1장 연구의 개요 ············································································ 3 제1절 연구 배경과 목적 ················································································· 3 1. 연구의 배경 ··························································································· 3 2. 연구의 목적 ··························································································· 4 제2절 연구의 범위와 방법 ·············································································· 6 1. 연구의 범위 ··························································································· 6 2.연구 방법 ······························································································ 7 제2장 중간관리자 교육훈련 여건 및 현황분석 ··························· 10 제1절 중간관리자 위상 및 역할 변화 ························································ 10 1. 경찰의 업무조직 형태 개편 ······························································· 10 2. 경찰업무 수요 확대에 따른 관리자 역할 변화 ······························ 11 3. 인력증원에 따른 조직 내 중간관리자 직급의 위상 변화 ············· 13 제2절 중간관리자 교육과정 운영현황 및 한계점 ····································· 18 1. 현행 기본교육 프로그램의 현황 분석 ·············································· 18 2. 현행 교육프로그램의 한계점 및 신규 프로그램의 필요성 ··········· 20 제3장 중간관리자 역량모델 ··························································· 24 제1절 공무원 역량에 관한 이론적 논의 ····················································· 24 1. 역량의 개념 ························································································· 24 2. 역량모델 ······························································································· 27 제2절 중간관리자 직무분석 ········································································· 29 1. 직무분석 ······························································································· 29 제3절 중간관리자 역량모델 ········································································· 36 1. 공공기관 역량모델 사례 분석 ··························································· 36 2. 중간관리자 역량모델 도출 ································································· 45 제4절 중간관리자 역량진단 ········································································· 54 1. 역량진단 개요 ····················································································· 54 2. 역량진단 결과 ····················································································· 58 제4장 역량기반 교육체계 설계 ····················································· 85 제1절 국내 중간관리자 교육프로그램 분석 ··············································· 85 1. 국가공무원인재개발원 ········································································ 85 2. 지방자치인재개발원 ············································································ 87 3. 서울특별시인재개발원 ········································································ 93 제2절 국외 중간관리자 교육프로그램 분석 ··············································· 95 1. 관련 있는 민간 영역에서 제공하는 중간관리자 교육프로그램 ···· 95 2. 공공 영역에서 제공하는 중간관리자 교육프로그램 ······················· 97 3. 기타 주목할 점: 직접교육과 온라인교육 구분 및 병행 트렌드 ··· 99 제3절 역량모델 기반 교육체계 발전방향 수립 ······································· 102 1. 역량분석 결과 ··················································································· 102 2. 중간관리자 교육프로그램 현황 분석 ············································· 104 3. 교육프로그램 개선 방향 ·································································· 109 제4절 교육프로그램 개선방안 ··································································· 113 1. 교육과정체계 ····················································································· 113 2. 교육운영체계 ····················································································· 117 3. 교육프로그램 운영안 ········································································ 120
 

목 차

제1장 연구의 개요 ············································································ 3
 제1절 연구 배경과 목적 ················································································· 3
  1. 연구의 배경 ··························································································· 3
  2. 연구의 목적 ··························································································· 4
 제2절 연구의 범위와 방법 ·············································································· 6
  1. 연구의 범위 ··························································································· 6
  2.연구 방법 ······························································································ 7

제2장 중간관리자 교육훈련 여건 및 현황분석 ··························· 10
 제1절 중간관리자 위상 및 역할 변화 ························································ 10
  1. 경찰의 업무조직 형태 개편 ······························································· 10
  2. 경찰업무 수요 확대에 따른 관리자 역할 변화 ······························ 11
  3. 인력증원에 따른 조직 내 중간관리자 직급의 위상 변화 ············· 13
 제2절 중간관리자 교육과정 운영현황 및 한계점 ····································· 18
  1. 현행 기본교육 프로그램의 현황 분석 ·············································· 18
  2. 현행 교육프로그램의 한계점 및 신규 프로그램의 필요성 ··········· 20

제3장 중간관리자 역량모델 ··························································· 24
 제1절 공무원 역량에 관한 이론적 논의 ····················································· 24
  1. 역량의 개념 ························································································· 24
  2. 역량모델 ······························································································· 27
 제2절 중간관리자 직무분석 ········································································· 29
  1. 직무분석 ······························································································· 29
 제3절 중간관리자 역량모델 ········································································· 36
  1. 공공기관 역량모델 사례 분석 ··························································· 36
  2. 중간관리자 역량모델 도출 ································································· 45
 제4절 중간관리자 역량진단 ········································································· 54
  1. 역량진단 개요 ····················································································· 54
  2. 역량진단 결과 ····················································································· 58

제4장 역량기반 교육체계 설계 ····················································· 85
 제1절 국내 중간관리자 교육프로그램 분석 ··············································· 85
  1. 국가공무원인재개발원 ········································································ 85
  2. 지방자치인재개발원 ············································································ 87
  3. 서울특별시인재개발원 ········································································ 93
 제2절 국외 중간관리자 교육프로그램 분석 ··············································· 95
  1. 관련 있는 민간 영역에서 제공하는 중간관리자 교육프로그램 ···· 95
  2. 공공 영역에서 제공하는 중간관리자 교육프로그램 ······················· 97
  3. 기타 주목할 점: 직접교육과 온라인교육 구분 및 병행 트렌드 ··· 99
 제3절 역량모델 기반 교육체계 발전방향 수립 ······································· 102
  1. 역량분석 결과 ··················································································· 102
  2. 중간관리자 교육프로그램 현황 분석 ············································· 104
  3. 교육프로그램 개선 방향 ·································································· 109
 제4절 교육프로그램 개선방안 ··································································· 113
  1. 교육과정체계 ····················································································· 113
  2. 교육운영체계 ····················································································· 117
  3. 교육프로그램 운영안 ········································································ 120
초록
2000년대 전후로 지식정보화, 국제화, 민주화 등의 급격한 행정환경 변화로 인해 정부는 다양한 정책적 이슈에 대응하고 해결해야 하는 상황에 처하면서 공무원의 전문적인 직무수행능력을 향상시키고 근무 의욕을 고취하는 일이 중요해지고 있다.
  경찰의 업무조직 형태가 상위관리자를 정점으로 하는 전통적 위계조직에서 계?팀 중심의 수평적 업무단위 형태로 확대됨에 따라 개별 업무책임자인 중간관리자의 역할이 재조명되고 있다. 또한 경찰 중간관리자 역할이 행정경찰과 현장경찰로 이원화된 경찰조직문화의 교차지점을 주요 활동영역으로 하고 있기 때문에, 기본적으로 중간관리자는 상?하계급군 사이에서 매개자 혹은 조정자로서의 역할 수행이 기대되고 있다. 따라서 경찰조직의 변화에 대응하여 중간관리자의 역할모델을 정립하고, 이러한 역할모델에 기반을 두어 역량을 증대시킬 수 있는 기본교육 프로그램을 개발하여 중간관리자 교육의 실효성을 확보하는 것이 필요하다. 
  경찰청은 그 동안 경찰 중간관리자의 기본교육 과정을 제공하고 있지만 기본교육 커리큘럼이 중간관리자의 역량 강화와 다소 괴리된 측면이 있다. 따라서 경찰 중간관리자의 역량과 수요에 기반한 맞춤형 기본교육과정의 도입이 필요한 상태이다.
  경찰 중간관리자의 직무분석을 통하여 어떤 역할을 어떻게 수행해야 하는지에 대한 역량모델을 설정하고, 또한 설정된 모델에 기초하여현 중간관리자의 역량을 진단하였다. 그리고 도출된 역량모델과 역량진단 결과에 기초하여 중간관리자 기본교육프로그램의 개선방안을 모색하였다.
주제어 중간관리자 역량모델 도출 및 기본교육 개선 방안
발행년도 2018년

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