earticle

영어

The purpose of this study is to verify the validity of NCS-based recruitment. To verify the validity of NCS-based recruitment, this study used the K public institution's work performance evaluation result. In this study, a total of two analyzes were conducted to confirm the validity of NCS-based recruitment. First, in order to verify the validity of the recruitment results, performance evaluation results were compared between the employees before the NCS-based recruitment and the employees after the NCS-based recruitment. An independent sample t-test was conducted to find out whether there was a difference between the two groups. The performance evaluation score (M=62.42, SD=15.75) of the employees before the NCS-based recruitment was significantly higher than the performance evaluation score (M=52.74, SD=16.46) of the employees after the NCS-based recruitment (t=3.87, p<.01). Therefore, it was confirmed that the performance evaluation score of the group after the NCS-based recruitment was lower than the score of the employees before theNCS-based recruitment. Second, in order to confirm the validity of NCS-based recruitment, a survey was conducted to the supervisors about the perception of the employees who have been employed after NCS-based recruitment. A survey was conducted on 14 supervisors at the department head level of K public institution, and the questionnaire was measured on a 5 point scale of results on the recognition of the blind recruitment system, the recognition of the NCS-based recruitment, and the recognition of the employees who entered the company after the NCS-based recruitment. The recognition of blind recruitment systemwas 4.24 points, the recognition of theNCS-based recruitment was 3.16 points, and the recognition of employees who entered the company through NCS-based recruitment was 3.18 points. It was confirmed that the K public institution supervisors thought the fairness of the hiringwas strengthened, but the satisfaction of NCS-based recruitment was not high. Based on the result of verifying the validity of NCS-based recruitment, theway to increase validity of recruitment was proposed.

한국어

본 연구는 NCS기반 채용의 타당성을 실증하는 것을 목적으로 한다. 이를 위해 실제 K공공기관의 업무성과 평가 결과와 상사의 인식 설문조 사를 통하여 NCS기반 채용결과의 타당성을 실증하였다. 첫째, 본 연구에서는 NCS기반 채용 선발결과의 타당성을 검증하기 위하여 NCS 도입 이전 입직자 88명과 NCS 도입 이후 입직자 78명의 업무성과 평가결과를 비교하였다. NCS 도입 이전 입직자의 업무성과 평가 점수와 NCS 도입 이후 입직자의 업무성과 평가 점수의 차이가 있는지 알아보기 위해 독립표본 t-검정을 실시한 결과, NCS 도입 이전 입직자 집단의 업무성과 평 가 점수(M=62.42, SD=15.75)가 NCS 도입 이후 입직자 집단의 업무성과 평가 점수(M=52.74, SD=16.46)보다 통계적으로 유의미하게 높았다 (t=3.87, p<.01). 따라서 NCS 도입 이전 입직자의 업무성과 평가 점수가 NCS 도입 이후 입직자의 업무성과 평가 점수 보다 높음을 확인하였다. 둘 째, NCS기반 채용의 타당성을 확인하기 위하여 NCS제도 도입 이후 입직한 직원에 대한 상사의 인식을 조사하였다. 설문조사 결과 블라인드 채 용 인식은 4.24점, NCS기반 채용 제도 인식은 3.16점, 블라인드 채용 및 NCS기반 채용으로 입사한 직원인식은 3.18점으로 나타났다. K공공기관 부서장들은 블라인드 채용 제도의 공정성에 대해서는 긍정적으로 인식하면서도 NCS 기반 채용의 만족도는 높지 않은 것을 확인 할 수 있었다. 또한 블라인드 채용 및 NCS기반 채용 제도 도입 이후 입사한 직원에 대한 인식 역시 높지 않은 것으로 나타났다. 이러한 연구결과를 바탕으로 NCS기반 채용의 타당성을 제고하기 위한 방안을 제시하였다.