Abstract

The purpose of this study is to examine the limitations of the existing education and training of public officials in Seoul and to suggest a blueprint for an education and training system in Seoul in the long term.

The main competence of civil servants who must cope with the rapidly changing future is their management skills in communication and adjustment. First, future education and training should focus on improving communication skills, critical judgment ability, and creativity, in addition to professional knowledge and skills directly related to jobs. Second, it is necessary to reinforce the attitude of listening to the opinions of others and the logic that can understand them critically, as a dominant and active learning ability. Also, it is necessary to strengthen the basic ability to learn and actively accept the new knowledge and the way to work, not exclusively. Third, it is necessary to develop emotional competence, such as empathy with citizens. In recent years, administrative services have been transformed into various forms of preemptive solutions to the problems citizens want to have solved. A deeper understanding of policy subjects is needed to provide preemptive administrative services to citizens.

The most significant feature of the change in the Seoul Human Resource Development Center is the expansion of organizational tasks and functions as a result of task subdivision. Diversification in educational programs has emerged. The number of people attending the training has been expanding continuously with the focus on online courses, and the program of collective education has become more diverse. Although diversity has been secured and the organization has been subdivided, there is still not enough manpower or facilities.

As a result of the diagnosis of external demands for education and training in Seoul, most of the students are aware of the necessity of education and learn about contents that are helpful for self-development or jobs.

It seems that the trend toward education is focused on improving individuals’ ability to work. It is necessary to increase the proportion of participation and experiential courses in order to develop a diverse and improved curriculum. In addition, it is necessary to increase the number of lessons in order to relieve the stress of the work by broadening the accident of the student through such courses as humanities and healing.

Analysis using the CIPP evaluation model shows that the situation surrounding education and training is highly related to the workload of the public officials. Although the students feel the need for education, there are no provisions for actual education. In terms of inputs, there are aspects that are not achievable because of the diversity of lecture contents. There is a need to change to an educational program that can cope with environmental changes. In the process, it is necessary to expand facilities that can accommodate various educational methods in terms of infrastructure. Finally, in the output evaluation, it is necessary to change the parts where the deviations in evaluations are high and to switch to an evaluation method which can help the education program to use the actual policy.

The basic principles for the reorganization of the education and training system in Seoul can be divided into three categories; (1) Reflecting future talents and training trends of the future civil servants, (2) Linking and supporting the basic education and training plan of Seoul for effective education and training, (3) Providing only for the future education needs and securing discriminatory expertise. Under these basic principles, the following reform directions were proposed; (1) strengthening competency management according to the public service life cycle, (2) building a platform for education and training learning support, (3) creating an infrastructure for future learning support.

 

Contents

01 Introduction

1_Backgrounds

2_Research Methods

 

02 Transition of Future Environment Change and Paradigm of Education and Training of Public Officials

1_Concept and Characteristics of Education and Training for Public Officials

2_Human Capacity in the Age of the Fourth Industrial Revolution

3_Global Trends of Education and Training Institutions of Public Sector

4_Main Attributes of Education and Training System

 

03 Status and Characteristics of Seoul Human Resource Development Center

1_Outline of Education and Training in Seoul

2_Organizational Structure of the Seoul Human Resource Development Center

3_Changes in the Budget and Organization of the Seoul Human Resource Development Center

4_Education Programs of the Seoul Human Resource Development Center

5_Characteristics through Education Demand Survey of the Seoul Human Resource Development Center

 

04 Analysis of Characteristics of the Seoul Human Resource Development Center Using CIPP Evaluation Model

1_Education and Training System Analysis Using CIPP Evaluation Model

2_Context Analysis

3_Input Analysis

4_Process Analysis

5_Product Analysis

6_Results of the Training System of the Seoul Human Resource Development Center

 

05 Mid-to-Long Term Education and Training System Reform Plan of Seoul Human Resource Development Center

1_Principles and Direction of the Reform of the Education and Training System in Seoul

2_Strengthening Support for Capacity Management in Public life Cycle

3_Build a Platform to Support Education and Training

4_Create an Infrastructure to Support Future Learning