공무원 인사평정 제도와 개인 및 조직성과에 관한 연구: 국회 사례를 중심으로

This study aims at diagnosing the relevance of the performance appraisal system (PAS) toward high-ranking public officials in the National Assembly, analyzing the impacts of the PAS on the performance of appraisees and their units, and seeking ways to improve the PAS structure and operations. Assuming that the PAS can increase work motivation, morale and performance at the individual level, it is an integral part of managing human resources at the organization level. For the PAS to function properly, it must be designed to assess not only appraisees’ performance but also their competence and attitude, maintain objectivity, neutrality and impartiality in the appraisal process, and make multi-purpose use of appraisal results. The current PAS of the National Assembly shows low relevance in the aspects of structures, contents, and procedures, which hampers it from functioning properly and being fully utilized. Such limitations are also supported by the results of a questionnaire survey of high-ranking appraisees in the National Assembly. The empirical analysis purports that a properly designed and operating PAS rather than the individual attributes of appraisees can greater enhance both individual and unit performances, which in turn suggests that the current PAS of the National Assembly needs overall restructuring.