KWDI Korean Women’s Development Institute

When we look at the changes in human resources(HR) management at the government level, we can find that the HR management has been shifted from seniority-focused approach to capacity-focused approach. Main point here is increasing the core people's number and enhancing their capacity in order to realize the future vision. we conducted our studies based on the questions, such as what kind of capacity is required to maximize performance of the organization at the government and to respond to the future vision and environmental changes? And, how much do the government members secure the capacity that is required for them? Is there any difference between the male and female workers?   

Scope of this study includes middle-ranking managers in the central administration and local government, except for the high-ranking managers and the study focuses on the individual capacity, not the group capacity. Also our study does not confine  only to one department but covers general public servants at managerial level in the central administration and local  government. The method to choose capacity group(grouping) and capacity index was redefined by expert groups based on the existing study results. We conducted survey on 1,000 people and carried out group-focused interviews.  Briefings of our study are as follows; women think the individual capacity index more importantly than men, but think that their capacity was lower than that of men. In contrast, men do not highly recognize the importance of the most capacity indexes as much as women do, but more highly evaluate their own capacity than women's.

When we take a look at the meaningful capacity indexes at the statistics, we can find out the following factors. First, both genders, categorized as common capacity group, have different recognition on the importance of capacity indexes, such as customer-focused index, and commitment to organization. And when it comes to capacity index of duty performance, the female managers think their capacity is lower than that of men in terms of making strategic work plan, coming up with   idea. Also, when it comes to leadership capacity index, there are differences between genders in terms of recognizing importance and evaluating their own capacity in setting target/direction, coordination/integration capacity, conflict management capacity.

Second, when it comes to leadership capacity index, female public servants think male public servants' leadership capacity is higher than theirs. Also, male public servants think their leadership capacity excels women's. This result can be interpreted that they have been accustomed to the male-oriented operation in organizations.

Third, female public servants think positively about the effectiveness of education and training but say that opportunity to participate in the training is not enough.

Fourth, males think more positively than female about whether the organization culture is proper to exert one's capacity.

 

According to the study results, the followings things are needed to help both genders show their capacity equally; supporting both genders to strike a balance between work and family, improving male-focused organization culture, and providing education/training.

At the same time, the following policy measures are needed; at the individual level, these measures are needed, such as customized training program to enhance capacity, assigning public servants to various positions. When it comes to the organization-based policy measures, such things are needed as vitalizing communication among genders, expanding opportunities to exchange different organization culture, creating incentive system to improve organization culture. At the social and cultural level, such measures should be followed as supporting child care facilities in various forms, activating flexible working style, promoting family-friendly social and cultural atmosphere.