Basic Report

  
  
   The purposes of this study are to propose the key factors and revitalizationstrategies which desirable External Human Resource Pool of Local Government(EHPL)has. To strengthen the capability and result of local government, it’s necessary to usethe internal human resource, namely public officials and the external human resource,namely local residents, private experts, NGOs, and volunteers. We limit ‘internalhuman resource pool’ to ‘local government public officials’, and ‘external humanresource pool’ to ‘the pool of central government public officials, another region’slocal government public officials, members of public institutions, retirees, privateexperts(professors, journalists, lawyers etc.), NGOs, and volunteers’. The researchmethods of this study are literature investigations, surveys, interviews about localgovernment public officials and EHPL participants, and case study.In chapter two, we review human resource management theory, collaborativegovernance theory, resident participation theory, and volunteer theory. We drawvariables and indicators from theories and advanced researches. That is to say, wedesign ‘Network’ and ‘Participation’ for variables, we select ‘cooperation’ and‘partnership’ for Network indicators, and ‘autonomous participation’ and ‘objectparticipation’ for Participation indicators.In chapter three, we use surveys, interviews, and case study methods for analysisof the real and present conditions of EHPL. We implement surveys twice and manyinterviews about local government public officials and EHPL participants. First, fiftypercent of the respondents said EHPL is necessary to secure expert knowledge andprofessional skills.Second, we express real and present conditions of EHPL as average score ofevery variables and indicators. The ‘object participation’ average score is the highestof all indicators.Third, we synthesize the result of survey, draw quadrant by network andparticipation, and confirm real and present conditions of EHPL. Participants ofUijeongbu-si external human resource pool, Uiwang-si external human resource pool,and Uijeongbu-si public officials recognize positive view of network and participation.Fourth, in the case of Uijeongbu-si, EHPL and public officials meet regularly andEHPL propose pending issue, make regular report, suggest improvement idea, andreflect the real local administration. In the case of Uijeongbu-si, we can emphasize onlocal government head’s active support, institutions, human resources, budgets, andclose managements about EHPL.In chapter four, we propose desirable composition strategies and applicationstrategies of EHPL. First, it is necessary that central government, local governmenthead, and local government public officials have interest in EHPL, local governmentconstruct hardwares of EHPL(institutions, human resources, and budgets), and plan torecruit the external human resource, for the desirable composition of EHPL.Second, it is necessary that local government plans overall and specific strategiesfor the desirable application of EHPL, divides short-term and long-term project forappreciate application of private experts, makes regular conference and communicationopportunity for cooperation and partnership of local government public officials andEHPL, and proposes social and economical incentives to EHPL for autonomousparticipation.