On its official blog, the Inter-American Development Bank (IDB) looks into the Korean government's digital human resource management, exemplified by e-Saram, and its value amid COVID-19.
Below is the excerpt (translated from Spanish into English) from the article posted on the IDB's blog:
With self-quarantine and social distancing becoming mandatory due to COVID-19, a need has been identified to develop remote work technologies.
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Implementation of Digital Government in Korea
In a non-face-to-face working environment, Korean public officials have managed to work from home as effectively as they normally do in an office. When working from home, they first log into the Government Virtual Private Network (GVPN) to use the cloud-based G Drive (which allows users to access internal work materials anywhere), the electronic human resource management system (e-Saram), the digital budget and accounting system, the organization’s intranet portal, etc.
e-Saram: A Standardized and Integrated System for Personnel Management
e-Saram is an integrated management system for implementation and operation of government human resource policies, enabling digital human resource management from appointment to retirement. e-Saram was introduced in 2000, and was upgraded into a web-based system in 2012. The data and statistics in the system are used by the central government to design human resource policies, while individual government agencies use the system to digitally manage their personnel administration. e-Saram has the following advantages:
1. Automation of simple repetitive tasks: Unlike paper-based manual systems, the automated system prevents users from entering unnecessary data and reduces workload considerably. This allows human resource divisions to spend much less time for simple and repetitive tasks and more for strategic roles.
2. Data-based decision making in human resource management: The e-Saram system, which provides real-time data processing, enables central civil service management agencies and government budget offices to set policies more effectively using the statistical data in the system. In addition, the system helps government organizations establish personnel management plans and achieve specific goals in areas such as gender equality and inclusion.
3. Customized services: Both working-level and senior public officials provide human resource data on the individual level. At the same time, they are provided with high-quality customized services by the system. This mutual exchange of information establishes a flexible and decentralized environment, makes the system more user-friendly, and enhances the transparency and fairness of human resource management.
The Value of e-Saram in the COVID-19 Crisis
To prevent the spread of COVID-19, the World Health Organization took strategic measures that call for mobilization of all sectors of the society. In this regard, the Korean government has utilized e-Saram to control the outbreak effectively. The followings are a few examples:
The government used e-Saram when mobilizing public officials to control of the outbreak. It also tapped into the data in the system to manage its human resource systematically and meet the demand for public officials performing essential functions. In particular, the system played an important role in the process of massive personnel transfer following the restructuring of Korea Centers for Disease Control and Prevention.
Moreover, e-Saram ensured that key human resource management functions, such as recruitment, performance management, and payment of salaries, continue without disruptions. It also helped a smooth adoption of flexible working (e.g. remote working, leave for family care) policy under social distancing measures. Thanks to e-Saram, the Korean government has succeeded in implementing a tiered remote working scheme in a transparent and efficient manner.
The Growth Drivers for Future Public Administration
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Korea’s e-Saram provides useful lessons for LAC countries’ development of public human resource management systems. Firstly, introduction of a similar human resource management system will help the central governments oversee personnel administration from a comprehensive perspective. Secondly, it will allow the governments to restructure their complicated human resource management and pursue policies that promote competition and performance. Also, the data in the system will enable the central governments to better understand the process of personnel administration, assist administrative agencies to prepare the right policies throughout the process from human resource allocation to appointment, transfer, and retirement, and address the needs of public officials in a prompt and reliable manner.
https://blogs.iadb.org/administracion-publica/es/gestion-digital-del-servicio-civil-y-el-covid-19-el-caso-de-corea-del-sur/