사회 환경의 변화에 따른 육군 부사관 정예화 방안에 관한 연구

Abstract

ABSTRACT A Study on the Improvement of Non-Commissioned in the Army according to the Change of Social Environment

Jung Sun-Dong Advisor: Prof. Oh, Soo-Yol, ph.D. Department of Military Science, Graduate School of Chosun University

No matter how many high-tech weapons systems the military has in place, including equipment, education, training, and tactics, it would be useless if the manpower system that can operate them is not complete. That is, the quality level of human factors that should play a pivotal role in performing combat operations rather than the numerical superiority of weapons and personnel, is especially important. Changes in the nation`s mandatory military service system and the transition to a volunteer system have become a hot topic in Korea due to the lack of active resources and other environmental demands created by the nation`s low birth rate. The military implements basic defense reform plans (2012-2030), gradually implementing defense reform from a military-oriented quantitative structure to a technology-oriented structure for information and science. This paper investigated the advanced methods of specialization of senior staff who are at the core of technology-oriented power structures, or the standardization of Army noncommissioned officers who are the backbone of combat power generation. The professional training staff who operate advanced weapons and equipment as a small unit combat expert and improve the combat capabilities and specialties of soldiers, and the competent unit managers of the military infrastructure should play a role of noncommissioned officers who carry out substantial development. Such an advanced noncommissioned officer can be said to be the most important method to exercise the best combat power against changes in the present military environment only by becoming a key player in the conduct of future intelligence and scientific warfare. The Army has steadily developed and worked to develop‘Comprehensive Non-Commissive Non-Commissive Non-Commission-Commission Staff Development Plan,’and, particularly to secure the role of noncommissioned officers, officers, and staff officer's responsibility for improvement of the improvement of the staff officer's field structure. However, it has acted as an external factor, such as selecting noncommissioned officers based on changes in the social environment, despite such efforts to push ahead with the comprehensive development plan of noncommissioned officers. Currently, the Army has a short service period for the current army, limits on the personnel selection and publicity conditions due to the changes in the social recruitment system, ② Improvement of the consultation-related education system and selection of the mandatory military service education system In this study, we consider the role of the Special Officer of the Army to carry out the operation of personnel in technical and professional fields in line with the selection of future military environment and the promotion of defense reform. First, as the process to promote and recruit noncommissioned officers is to promote noncommissioned officers, it is necessary to push forward with the promotion trend according to changes in the public relations environment. Also, to have the expertise of Army PR activities appropriate to the PR trend and to produce results from them, promotion effectiveness, and promotional effects should be supplemented from a variety of aspects by the promotion and support staff for publicity and exposure should be applied to various aspects of the PR, promotional and promotional image development Second, it is necessary to improve the education system for the training courses in order to improve the professionalism of noncommissioned officers who need to play a leading role in the future science group as well as to strengthen noncommissioned officers’capabilities. The nation has a limited number of factors as it has a short education period and a binary educational system compared to the education system of foreign countries. The education period of foreign soldiers is relatively short compared to that of professional education for seven to 10 months. In addition, the division of military education and professional education is being implemented separately, making it ineffective to push ahead with the direction of education. In particular, the lack of connectivity between the noncommissioned officers of the universities and the educational programs and the positive curriculum operated to secure stable manpower is highly inefficient in terms of the performance of the common education in military science. Accordingly, the subjects that are being duplicated in each curriculum should be reorganized and improved by reviewing the links between the education programs to enhance the professionalism and competence of the noncommissioned officers. Third, it is necessary to ensure stable work performance and to improve the service conditions, including self-development, in order to enhance the morale of the noncommissioned officers and enhance the capabilities for performing their duties. Reduction of the long term service rate and the increase in the number of non-appointers may lead to the will and morale of the non-commissioned officers. As the long-term service personnel policies of noncommissioned officers can be seen through systematic improvement through the cases of foreign troops, it is necessary to approach improvements such as re-setting the initial noncommissioned officer's term and resetting the promotions. First of all, the government should adjust the rate and the number of service openings to improve the career path selection for non-presentations early on, activate the military service morale, and use personnel changes in the long term. In addition, improvement measures are needed to improve the long-term service personnel by resetting the promotion suspension period, and to establish the professional training personnel of noncommissioned officers, such as the military service manager and the establishment of an overseas military service education staff officer, are needed to improve the quality of noncommissioned officers ' training. In this field study, the promotion, recruiting, education, and service management system, in which the first step is to select human resources through the training, is to improve the professional education system, and the promotion is based on the field publicity. key word : Noncommissioned officer, Selection of talent, Service Management Positive education, Elite shoes, Recruitment activities