균형인사정책의 성과인식과 영향요인에 관한 연구

This paper recognizes improvement of representativeness performances as an important factor in Balanced Personnel Policy, and applies both theoretical approach and empirical analysis to establish influential factors of trust in Balance Personnel Policy. First, the influential factors of Balanced Personnel Policy are composed of political factor, policy-maker factor, and policy environment factor. Second, the representativeness performances ae composed of passive representativeness and active representativeness. The implications of Balanced Personnel Policy implementation based on the study results follow.First, the government must provide ample employment information and recruitment counsel opportunities to the extent that the people concerned feel they are in a fair competition. Second, trust level of Balanced Personnel Policy is comparatively low amongst women and disabled, which calls for measures to increase the interest level of women and disabled towards Balanced Personnel Policy. Third, lawful actions and considerate behavior towards the disadvantaged from the public officials in charge is necessary for transparency. Fourth, department in charge must prepare countermeasures such as strengthening job-training and personality training for its employees. Fifth, examining the possibility of regular public hearings for policies with the participation of political parties, media, and civil societies will be affective in increasing the interest of political communities, mass media organizations, and civil societies.