Basic Report

This study aims to empirically investigate and develop ‘region-specific human resource management strategies’, with a focus on enhancing the efficient operation of local administration in response to national human resource management trends and demographic changes. The Yoon Suk Yeol Administration underscores the importance of public institutions' structural reforms and financial health to achieve optimal government management. The necessity for tailored human resource management has become increasingly apparent, driven by rapid demographic shifts that significantly alter the roles and demands placed on local administrations.
   In this context, this study conducted an exhaustive examination of the existing literature to delineate the critical elements indispensable for the implementation of bespoke Human Resource Management (HRM) strategies within the ambit of local governmental entities. Following this, the study gathers empirical evidence to inform the development of targeted, data-driven HRM policies that are customized to meet the specific needs of various regions.
   To be specific, this study focuses on the policy for estimating human resource requirements within local government entities and the official staffing levels at the foundational local government tier. Utilizing empirical data spanning the decade leading up to 2023, the investigation also extends to operational policies from the inception of human resource estimation standards and organizational establishment benchmarks to the present day. Analytical efforts encompass a comprehensive examination of the operational dynamics of human resources, segmented by regional classifications. The analysis further evaluates the operational characteristics of human resources management, particularly focusing on the current and newly proposed standards of regional categorization and its influence on region-specific functional staffing. A comprehensive literature review was undertaken, which integrates insights from both domestic and international sources, thereby synthesizing theoretical, conceptual, and institutional discourses pertinent to this field. Specifically, this study pays special attention to critical discussions surrounding regional categorization, the operational functions of local administration, and the formulation of human resource management policies derived from these discussions within the South Korean context. Furthermore, the study assesses the validity of the longstanding system of regional and functional classification through a combination of surveys, consultative meetings, and expert advice. This approach facilitates a critical examination of the established categorizations’ relevance and explores the feasibility of adopting innovative frameworks for regional categorization and functional classification.
   This study finds the following results: First, a literature review on the essential components required for bespoke human resource management within local government entities revealed that customized human resource management comprises three pivotal elements: 'regional customization,' 'determination of optimal human resource size,' and 'allocation and management of the appropriate human resources.'
   Secondly, this study leverages data collected specifically for examining tailored human resource management. It elucidates variations in administrative demand and workforce dynamics, and clarifies the relationships between administrative demand and human resources, based on regional classifications. The analysis employs this collected data to identify unique regional characteristics, subsequently categorizing these regions into groups with similar traits. This methodological approach led to the establishment of three main categories, further divided into twelve subcategories. This study classifies regions not merely based on population decline but on the urban growth patterns causing such demographic changes, thoroughly investigating the effects of shifts in administrative demand on human resources. In particular, we evaluates the necessity for adjustments when determining the total workforce of local governments in response to the administrative function changes induced by population decline, ensuring personnel are allocated within these specified limits. To support this analysis, scenarios were created to illustrate the characteristic features of administrative demand by regional type, confirming whether the scenario indicators align with the observed patterns within each regional classification.
   Third, this study proposes a data-driven, region-specific human resource management framework. In order to enhance the framework's receptivity, insights were solicited from local government organizational management staff. This input confirmed a strong demand for a novel approach to calculating human resource requirements that incorporates regional distinctiveness, as well as a significant need for new metrics.. Based on the aforementioned content and processes, the study suggests a model for estimating human resource needs, aimed at facilitating the design of an effective human resource management system within local governments, and validates the proposed model's suitability.
   Nevertheless, it should be recognized the substantial challenges faced by local governments in addressing escalating administrative demands amidst the current administration's imposition of a public sector staffing cap, even as populations decline. It is, therefore, essential for local governments to conduct detailed assessments of diminishing functions internally or to maintain continuous oversight using guidelines from the Ministry of the Interior and Safety. However, a notable limitation of this study is the difficulty in employing regional indicators due to data constraints, and the absence of a thorough comparative analysis of specific administrative demands and individual workloads, complicating the task of accurately capturing the features of assumed quantitative and qualitative demands. Future research is needed to identify the actual workload across different regional classifications and to explore the relationship between workload and staffing capacities by conducting in-depth investigations into function-specific human resource reallocation and the operational volumes of local governments.