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초록· 키워드
오류제보하기
With increasing urbanization as well as complexity or urban and regional problems in Korea, the machinery of Local government is under pressure to provide more and better services. Sophisicated techniques and professional expertise for local administrators are also reguired to provide viable solutions. A present administrative system at the county level is however an umbalanced situation between citizen's high demand in regional planning and provisions with a limitted gualified manpower.
This paper therefore attempts to identify the regional planner's abilities and an alternative manpower provision scheme for regional planning at the country level. A some of one hundred thirty one local administrators were directly interviewed to collect data.
The following are the major findings ;
1. The quality and quantity of designated administrators in regional planning at the county level is far beyond its requirements. Because of the releasing of planning power from the central government to local authority there needs to be further administrative reforms in the recruitment of qualified officers, so that a new job classification in the categories of regional planning at the administrative organization structure is urgently needed.
2. The frequent changes of posts and improper in-service training programs in regional planning has accelerated to deprive the administrators of opportunities to learn practical techniques by doing. The proper personal management policy, including a new job code and qualificational reguirement for a specific position is needed to improve regional planning.
3. There is a high percentage rate of non-specialists in the regional planning field due to the unspecified nature of the job code. A new recruitment scheme in regional planning at the country level should be covered to have some regional planning courses in its test subjects.
4. The process of regional planning is an extremely complex and comprehensive operation and demands a variety of skills from various academic tields. However, most of the regional planners at the country administration are physical planners, implying that the local government should open regional planning field to socioeconomic planners to properly manage local resources.
This paper therefore attempts to identify the regional planner's abilities and an alternative manpower provision scheme for regional planning at the country level. A some of one hundred thirty one local administrators were directly interviewed to collect data.
The following are the major findings ;
1. The quality and quantity of designated administrators in regional planning at the county level is far beyond its requirements. Because of the releasing of planning power from the central government to local authority there needs to be further administrative reforms in the recruitment of qualified officers, so that a new job classification in the categories of regional planning at the administrative organization structure is urgently needed.
2. The frequent changes of posts and improper in-service training programs in regional planning has accelerated to deprive the administrators of opportunities to learn practical techniques by doing. The proper personal management policy, including a new job code and qualificational reguirement for a specific position is needed to improve regional planning.
3. There is a high percentage rate of non-specialists in the regional planning field due to the unspecified nature of the job code. A new recruitment scheme in regional planning at the country level should be covered to have some regional planning courses in its test subjects.
4. The process of regional planning is an extremely complex and comprehensive operation and demands a variety of skills from various academic tields. However, most of the regional planners at the country administration are physical planners, implying that the local government should open regional planning field to socioeconomic planners to properly manage local resources.
목차
ABSTRACT
Ⅰ. 序論
Ⅱ. 地域計劃 專門人力現況
Ⅲ. 行政體系 改編
Ⅳ. 要約 및 結論
註
參考文獻
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