표준개발협력기관(COSD)의 역할 연구

A Study on the Role of Cooperation Organization for Standards Development

본 연구는 COSD의 현황을 COSD의 자원과 활동의 측면에서 분석하여 그 문제점을 도출하고 COSD의 역할 제고방안을 제시하고자 설문조사 및 전화․서면 인터뷰를 수행하였다. 그 결과를 정리하면 첫째, 표준을 다루는 독립조직에서 다수 기관이 다른 업무와 표준을 병행하고 있어 표준의 전문성에는 한계가 있었다. 둘째, COSD의 표준역량에 대한 인식이 낮았다. 셋째, COSD 표준인력은 평균 6명이었고, 표준인력의 경력기간은 평균 8년이었으나 기관별로 상당한 격차가 있었다. 넷째, COSD의 표준인력은 KS 관리, TC 관리, 전문위원회 관리, 표준제정, 부합화제정, 개정, 폐지와 상관관계가 없어 표준인력의 적절한 업무배분에 한계를 보였다. COSD의 역할 제고를 위한 시사점으로 첫째, COSD간 격차해소, 적절한 인력배치를 위한 직무표준화, 위탁부처 COSD 업무통일성을 담보하기 위해서는 COSD 기관의 업무를 정리한 업무매뉴얼 제작을 제시하였고, 둘째, 현재 표준실무교육에 추가로 표준역량 프로그램을 개발하고 표준위탁부처 COSD의 교육 의무화, 셋째, COSD의 기관 규모와 역량에 따른 지원 차별화, 산업표준심의회 중심으로 전 부처 COSD의 통합관리 방안을 제시하였다.

This study conducted surveys and interviews to analyze the current status of COSD in terms of COSD's resources and activities to derive its problems and to suggest ways to enhance the role of COSD. To summarize the results, firstly, there was a limit to the expertise of standards as many institutions were doing other tasks and independent organizations dealing with standards. Second, awareness of COSD's organizational capabilities, financial capabilities, human capabilities, and standard capabilities were relatively low. Third, the average number of COSD standard personnel was six, from 2 to 14, and the average career period of standard personnel was 8 years, but there was a significant gap between COSDs. Fourth, COSD's standard manpower was not correlated with KS management, TC management, professional committee management, standardization, conformity enactment, revision, and abolition, showing limitations in the appropriate distribution of standard manpower. First, a work manual was produced to bridge the gap between COSDs, ensure job standardization for appropriate manpower placement, and uniformity of COSD work. Second, a standard competency program was developed in addition to the current standard practice. As implications for enhancing the role of COSD, firstly, it was suggested to produce a work manual that summarizes the work of COSD organizations in order to resolve the gap between COSDs, standardize jobs for appropriate staffing, and ensure uniformity of COSD work. Second, in addition to the current standard practical training, a standard competency program was developed and training was made mandatory for the COSD. Third, a plan was presented to differentiate support according to the size and capabilities of COSD, and to integrate management of COSD across all ministries centered on the Industrial Standards Council.