Current status and Challenges of IR(Institutional Research)-Based Performance Management Systems in Higher Education Institutions

This study aimed to propose strategies for establishing a performance management system for higher education in Korea and suggest future development plans for domestic universities' performance management systems. This is in response to the increased necessity for performance management in universities and the demand for an IR-based (Institutional Research) performance management system. To this end, a literature review and a survey of the current status of performance management organizations in domestic universities were conducted. The analysis revealed that 73.9% of Korean universities have established dedicated performance management organizations. The organizational structures and forms were found to be highly diverse. The main tasks of these dedicated organizations include monitoring the implementation of universities' mid- to long-term development plans, managing the quality and effectiveness of regular curricula and extracurricular programs, and conducting policy research. Regarding the composition of personnel in these organizations, it was found that the majority are master's level researchers, and most of the staff are hired on a non-permanent basis. This indicates challenges in securing and maintaining professional staff. In summary, while universities recognize organization, personnel, and infrastructure as key elements for performance management, the establishment and operation of an IR-based performance management system at the university level are very limited. Government financial support and the development of training systems for performance management personnel are needed. The issues identified for establishing an IR-based performance management system in domestic universities include: Establishing a legal foundation for performance management organizations, personnel composition, and roles. Setting up governance structures such as performance management committees and data governance committees. Supporting and expanding physical infrastructure like performance management databases and information systems. Securing dedicated performance management personnel and developing training systems for them.