과학기술계 정부출연연구기관의 국가직무능력표준(NCS)를 활용한 채용제도 사례연구 : 한국지질자원연구원

The purpose of this study is not only to investigate NCS that nowadays is one of the key trend issues and but also to draw a development plan in the near future for NCS to be applied effectively to Research Institutes. In practice, it analyzed the performance of best practice cases and KIGAM(Korea Institute of Geoscience and Mineral Resources) that adopted Recruitment based on NCS as the first time among Government funded Institutes. For this purpose, it compared and analyzed recruiting system, employment placement and new hires such as degree, English grade, credit, ratio of Univ. from Seoul District, run-up to employment and average age of KIGAM, the only one implementing Recruitment based on NCS. It was interviewed with Personnel in charge of Recruitment as well. Based on the finding of this study, it could draw a meaningful and possible conclusions as follow: First, the pre-provision of job descriptions is effective in enhancing the understanding of new employees and the quick adaptation of the organization, thus making it a basis for selecting candidates with higher job suitability and organizational suitability. Second, NCS based Recruitment could be used to put suitable new personnel in the right position. It is in addition to be minimized for opportunity cost and it could prevent applicants from applying for job against motiveless random application. Third, it was verified as a flexible system for NCS to be customized as well as applied efficiently corresponding to company characteristic without NCS modules. Lastly, NCS based recruitment is expected to be utilized as a highly effective recruitment tool in terms of the fairness and suitability being applied to Blind Selection. The possibilities presented in this study should be verified through various empirical studies since this is not a result of NCS but a proposal based on the analysis of KIGAM case. NCS based Recruitment is expected to be used as a key factor and role model to realize job competency based society in case company characteristic like unique vision, objective and philosophy could be reflected and applied to NCS based Recruitment with effect.