-기재부본문완

Transcription

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2 OECD

3 G20 5

4 OECD G IMF 6 7

5 G OECD 8 9

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7 40 ADB ADB EBRD

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10 the Golden Era International Monetary Fund IMF 2 International Bank for Reconstruction and Development IBRD 45 John Maynard Keynes key currency 2 Agreement of International Monetary Fund 18 19

11 % IMF 10% IMF IBRD IMF IBRD IMF IMF % IMF 70% IMF IMF 1956 IMF IMF IMF 1950 IMF IMF

12 1967 Special Drawing Rights SDR IMF IMF IMF 1970 IMF Structural Adjustment Facility SAF IMF IMF IMF IMF IMF IMF 1990 IMF IMF IBRD 2 IBRD IBRD 1950 IBRD IBRD 22 23

13 International Finance Corporation IFC IBRD IFC IMF WB International Development Association IDA 2 IBRD IFC IDA International Centre for Settlement of Investment Disputes ICSID 1966 IBRD IFC Multilateral Investment Guarantee Agency MIGA 1988 World Bank Group WBG IFC IDA Inter American Development Bank IDB IDB Inter American Investment Corporation IIC Multilateral Investment Fund MIF IIC

14 1989 MIF 1993 IDB 1964 African Development Bank AfDB AfDB AfDB 1972 African Development Fund AfDF 1966 Asian Development Bank ADB ADB ADB European Bank for Reconstruction and Development EBRD 12 EBRD OECD Organization for European Economic Cooperation OEEC OEEC OEEC OEEC EEC ECSC EURATOM Organization 26 27

15 for Economic Cooperation and Development OECD OECD OECD OEEC OECD OECD OECD OECD World Trad Organization WTO UNCTAD OECD OECD WTO GATT World Bank WB OECD OECD WTO OECD 28 29

16 IMF WB IMF WB G20 Bank for International Settlements BIS WB 20 IMF IMFC Exit Strategy IMF IMF WB credibility legitimacy 10 IMF 2009 IMF WB IMF IMF IMF 2009 IMF WB 50 IMF WB 55 IMF WB IMF IBRD 1954 IMF IBRD 58 IMF 30 31

17 25% SDR IMF SDR IMF IBRD 1950 IBRD IBRD 1968 IBRD 500 IBRD 1970~1980 IBRD 1980 IBRD IMF WB IMF WB 147 MIGA IMF IMF IMF 1987 IMF IMF IMF

18 Poverty Reduction and Growth Facility PRGF IMF IBRD 1980 IBRD 1980 WB 1987 Consultative Group 1990 Consultant Trust Fund IBRD IBRD IBRD 1980 IMF IMF IMF IMF 34 35

19 IMF IMF G20 13 IMF WB 2010 IMF 1 41% 1 80% IBRD 1 00% 1 57% IMF WB 6 82 IMF 2010 IMF

20 ADB AfDB EBRD IDB ADB ADB ADB 1997 ADB ADB 4 32% 67 8 G20 ADB Asia 2050 Bindu Lohani ADB ADB e KSP Knowledge Sharing Program ADB KSP ADB AfDF AfDF AfDB AfDB 2009 AfDB AfDB 200% AfDB AfDB 2006 Korea Africa Economic Cooperation Conference KOAFEC KOAFEC 38 39

21 AfDB KOAFEC 24 5 RISING Africa together with Korea AfDB AfDB KSP KOAFEC AfDB 3 5,000 AfDB EBRD 8 EBRD EBRD EBRD EBRD TAM Turn Around Management Programme TAM EBRD EBRD 51 EBRD EBRD EBRD EBRD KSP EU EBRD % EBRD G EBRD EBRD 1980 IDB IDB IDB IDB IIC MIF IDB 40 41

22 10 IDB 2011 IDB KSP OECD OECD 29 EU OECD % % IDB IIC IDB IDB IDB IDB IDB 2011 IDB 2015 IDB 2015 IDB OECD OECD national interest G20 OECD OECD Development Assistance Committee DAC 24 DAC % OECD DAC 1996 OECD 13 DAC 42 43

23 IMF IMF G20 11G SDR % 6% 13 OECD OECD OECD 2009 OECD OECD OECD OECD WBG % 47 19% 3 13% WBG IBRD 44% IFC 6 07% IFC 39 48% IMF WBG 65 IMF IMF WBG 44 45

24 OECD G G IMF WB IMF SDR SDR 1 41% 1 80% G G

25 G20 G20 capacity building G20 G20 G20 G20 G20 G G20 G20 G

26 G20 draft 2 3 G

27 2010 G

28 G20 IMF WB

29 IMF WB 0 6% 1 29% 24 rule taker rule setter 2009 OECD 2010G G20 OECD KDI IMF 56 57

30 G WB Junior Professional Officer JPO JPO % WB 1996 UNICEF UNESCO 5 JPO JPO WTO 1 WB JPO 58 59

31 WB IMF OECD EBRD IDB JPO WB WB WB AfDB 0 446% 0 12% 2011 AfDB 5 EBRD IDB WB IMF ADB AfDB EBRD IDB OECD 27 OECD 1 IMF ADB AfDB EBRD 63 1 ADB 3EBRD 3IMF 1 IDB

32 IMF 12 AfDB 48 EBRD 18 ADB 8 OECD 3 IMF ADB AfDB EBRD OECD EBRD AfDB 3 12 ADB 5 10 EBRD 2 AfDB G20 High level Conference for Human Resources Development IMF WB 62 63

33 2009 httpifi mosf go kr

34 IMF ADB ADB ADB IMF ADB 66 67

35 ADB Chief Economist Chief Economist research Chief Economist ADB Chief Economist ADB ADB 2010G20 Korea Premium 1 9 IMF ADB 68 69

36 IMF 6 working together speaking writing native speaker G

37 20 MBA Ph D 72

38 D C 4 4 IMF key message 100% 75

39 IMF D C double edged sword Global Market Monitor GMM IMF IMF Board Paper IMF 3 2 IMF G20 IMF

40 IMF 10 IMF Working Paper IMF 2Bistro Section 1 IMF brainstorming IMF? 1 D C 78 79

41 Remote Access IMF IMF OECD

42 Hi comment Janice A A3 3 A A Janice A 62 Senior Economist Srandon 5 Officemate Jean Jean 1 Jenny 11 A OECD IMF WB OECD OECD 2 4 A A 82 83

43 Chief Economist OECD OECD YPP OECD A3 OECD YPP A1 A7 A3 6 7 YPP OECD A A Srandon OECD OECD OK

44 Peter reputation building IMF 187 IMF IMF IMF

45 IMF IMF surveillance IMF spillover SDR 2011 IMF 88 89

46 IT www imf org jobs Area Department desk economist Functional Department 90 91

47 IMF Economist Program 3 Economist ,500 IMF 1 Economist IMF D C A3 A5 A D C Staff Assistant Proficiency Test FIP IMF FIP D C IMF www imf org jobs IMF

48 IMF IMF IT IMF 30 IMF 1955 IMF/WB WB IMF IMF IMF IMF IMF IMF IMF IMF IT IT IMF IMF IT 94 95

49 IMF Economist Support Group IMF IT IMF IT Technology and General Services Department IMF IMF/WB 1985 IMF 6 Social/Protocol Officer 3 Event Management 1988 IT G G20 IMF/WB! 6 IMF IMF IMF IMF IMF IT IT IMF Tata Consultancy Services TCS IT 96 97

50 IT IMF IT IMF IT IMF IT IT IMF NET ORACLE SQL Server SharePoint XML Rich Internet Applications IT IMF IMF IT IMF IT 7 IMF TCS TCS IMF IT IT IT IT IMF IMF IT 98 99

51 IMF IMF recruitment mission IMF IMF 3 IMF IMF mission chief 2 IMF IMF Economist Program 22 London School of Economics University of Essex Warwick University IMF IMF Senior Resident Representative in China

52 IMF IMF IMF IMF IMF IMF 1 1 IMF 1997 IMF IMF IMF CFA IMF

53 IMF

54 IMF 1 IMF main stream Economist IMF Economist EP(Economist program, ) 5 15 Mid-career Economist( ) 2 IMF 70% Mid-career Economist 30% EP Mid-career Economist HR preliminary interview job fair financial market 2 Panel interview 1 IMF 2010 job fair 13 1 preliminary interview 4 B-level( ) (HR ) HR 1 frame macroeconomy fiscal policy monetary policy financial market 4 3 macro frame small open economy public finance inflationary pressure Quantitative easing capital flow policy recommendations 5 5 grade A A- A- B+ B C C A- B+ A excellent A- A- B

55 IMF department 1 pool department interview department job offer HR IMF HR website Job vacancy posting shortlist IMF department Division Chief( ) 2 3 writing test 3 macro policyfiscal policy monetary policy financial regulation publication IMF 1 ( ) Fiscal monetary policy macro financial market IMF homepage working paper IMF / G20 follow up 3 department fiscal consolidation global imbalance overheating capital flow reserve LIC Dutch disease

56 department 4 IMF IMF 2010 job fair 5 Economist IMF IMF global competition IMF native job fair

57 QUESTIONS FOR INTERVIEW General economic outlook and policy mix How do you measure/evaluate macroeconomic stability in a country During a mission you are asked by your mission chief to evaluate the competitiveness of a country what factors would you look at to provide an assessment within a short period of time (e g 3-4 days) A country has a fixed exchange rate low inflation a healthy current account position capital mobility and little unionization What type of policies would you consider advising to deal with a situation of high unemployment What is the appropriate policy response for a sudden shock (oil price) How would you evaluate the external competitiveness of a small country Consider an emerging economy where automatic stabilizer do not operate and inflation is above the comfort level Would you recommend a fiscal stimulus package Consider a country that has a large current account deficit a flexible exchange rate and is experiencing capital outflows How would you use the interest rate Do you think there is a problem of global economic imbalances What do you see as the main imbalances between advanced and developing countries and what are the policy implications of having these imbalances What are the causes of financial system crisis What kind of policy advice would you provide to a country that experiences a large capital inflow Fiscal policy How would you assess the need for exiting form the fiscal stimulus What measures would you recommend to a country that needs it In a fixed exchange rate environment how to assess fiscal sustainability What does a twin deficit tell about a country In a country experiencing a twin deficit situation how would you adjust fiscal policy to lower current account deficit What are the factors you would look at to determine if a country has the appropriate fiscal stance In some countries local governments can borroweither domestically or in foreign currencyand in others they are largely if not totally forbidden from doing so Should local governments be permitted to cover their debt in local or foreign currency Monetary policy What are the tools available to a Central Bank to get an economy out of a deflationary cycle What are the risks of deflation What do you see as the advantages and disadvantages of inflation targeting What are the preconditions for a developing country that plans to adopt inflation targeting What s the expected impact of US s quantitative easing Exchange rate A small country has a prudent fiscal policy but nominal wages and prices are rigid downwards Its balance of payments depends on commodity exports and every few years the balance of payments is shocked by changes in international prices When export prices fall unemployment rises rapidly Should this country adopt a flexible or a fixed exchange rate regime

58 What factors to look at to determine the exchange rate regime Under what circumstances would a currency board arrangement work Whatt ype of exchange rate regime (fixed vs float) would you advise for a Now suppose that banks are fully hedged against the exchange rate risk Would you conclude that there is no problem for the bank or the system in the event the exchange rate varies small open economy & why Under what conditions is it appropriate for a country to adopt a flexible exchange rate regime Why might a country announce that it has a floating exchange rate regime and then in practice intervene so much that the exchange rate doesn t move much but reserves do What factors should be present for a currency union to be successful Pros and Cons for the African Monetary Union Should UK join the euro-zone What factors to consider in advising UK Should every country have its own currency What makes a good currency union What considerations would you look at to advise the policy makers if transition economies should join the EMU Financial sector How would you find out if a banking sector poses a critical problem to a country What is the role of banking sector in transition economies What s your view of the linkages b/w micro and macro policies as regards the financial sector How would you assess the soundness of a banking system Now assume that you have a bank run Would you give a blanket guarantee Now assume that at the aggregate level the banking sector looks fine would you conclude that there are no problems

59 IMF Secretary s Department Research Officer 3 10IMF G20 IMF IMF What would you do if trading game Secretary s Department IMF G20 IMF IMF WB G some Asian Korean IMF IMF IMF IMF IMF WB OECD UN Research Assistant D C D C Research Assistant/Officer

60 IMF Interview 1. What is the most important principle or strategy of your institution in recruiting staff with different national backgrounds? The Fund s recruitment mandate is to hire at the highest levels of technical competence from as wide a geographic base as possible. The Fund has a diverse staff from over 140 member countries and a key strategic objective in recruitment is to have a balanced staff that broadly reflects its membership and increase representation of staff from underrepresented regions. All recruits, regardless of nationality, however, must meet the requirements of the advertised positions before they can be considered for hire. 2. Describe some of the key measures your institution is currently taking to observe such principle or strategy mentioned above. The Fund sets explicit benchmarks for achieving its diversity goals. It has a Diversity Council which guides the work on diversity, whose day-to-day operation is carried out in the diversity office headed by a diversity advisor. Departments are accountable for their hiring decisions, including on diversity, which are measured by diversity scorecards on a quarterly basis. The Fund produces an annual report on diversity. In addition, to promote diversity at the managerial level, the Fund has recently provided a special, temporary budget for hiring a small number of B-level staff from underrepresented regions. Further, to support the Fund s goals on diversity,

61 Recruitment has focused efforts on the search for strong diverse candidates through in-house expert sourcing and targeted recruitment missions. 3. What should applicants keep in mind to enter your institution? The Fund is a very competitive institution that hires top talents from around the world. To stand a chance of success, economist and non-economist applicants alike, must have strong academic credentials, be highly motivated and have suitable experience. Candidates should have a good mind, be articulate, enjoy working on a team in an international environment, and show enthusiasm for Fund work. Given the work of the Fund, economist applicants should generally have specialization at the graduate level in macroeconomics, monetary economics, banking and international finance, or public finance. Strong quantitative skill is an asset. 4. What are your institution s main criteria of reviewing resumes and interviewing applicants? Each job posting has set criteria, which are minimum requirements. Candidates are reviewed against those requirements and shortlisted candidates are further tested through preliminary and/or panel interviews. For economist interviews, panelists assess a candidate s suitably for the Fund by testing economic knowledge, policy awareness, ability to think under pressure, and clarity of thoughts, among others. 5. Does your institution have a special program to encourage more Korean staff s entry? Job vacancies are open to all applicants from member countries there are no special programs for any particular nationality. That said, to promote diversity, the Fund has centralized programs (a B-level diversity initiative for staff at the managerial level, as noted above, and a special appointee program for professional level contractual hires). These programs provide only a small number of positions per year against which applicants from underrepresented nationalities can be hired. 6. Does your institution have any recruitment program you would like to recommend for the applicants in their twenties without much work experience? Is there any special program for Koreans with professional experience? Please explain the reasons for your recommendations. In general, the Fund s hiring is aimed at those with a graduate degree with 5-10 years of work experience. For young applicants in the 20s without experience, the Fund has a Research Assistant Program (RAP) which provides opportunities for recent economic graduates with only a first degree. The Fund also has an internship program for advanced doctoral students in economics under the Fund Internship Program (FIP). For entry-level economists, typically below 34 years of age, the Fund has an Economist Program. The Fund also hires experienced economists with 5-10 years of work experience. Please see the Fund website for details. The Fund also hires non-economist professionals such as IT experts, lawyers, accountants, etc-these specialized careers are intended largely for experienced professionals. 7. Please offer some words of encouragement to the Koreans who aspire to work at your institution. We strongly encourage Koreans who have the requisite profile to apply to the Fund. Those aspiring to join the Fund as economists should be well prepared, have strong analytical skills, and show interests in and knowledge of the Fund s work. In addition to studying hard and obtaining a first class advanced degree, as further preparation we would encourage young Koreans who are interested in the Fund to visit our website regularly to become familiar with topical Fund issues and their implications for policy

62 WB WB WB WB WB

63 WB 187 IBRD IDA IBRD IDA WB IFCMIGA ICSID WBG IBRD IDA IFC MIGA ICSID IBRD IDA IFC IBRD IDA IFC MIGA ICSID WBG Open ended appointment Term appointment

64 5 WB WB YPP WBG 2 2 IRS Internationally Recruited Staff WB LRS Locally Recruited Staff WBG WB YPP www worldbank org careers WB YPP 2 YPP JPA LAP WB JPA JPAWB JPO Junior Professional Officers

65 JPO WB LAP WB YP WB LAP 4 Donor Funded Staffing Program DFSP 32 2 WBG WB DFSP WB JPO Global Secondment Program

66 % 86 IFC WB Associate Investment Officer 2 IFC WBG IFC MIGA WBG WBG IFC 15 IFC D.C. IFC

67 IFC MIGA 2009 MIGA MIGA Professionals Program MIGA

68 40 29 WB ADB WB WB WB Records Management para professional level Records Assistant 5records management professional WB WB WB WB WB WB

69 MIGA MIGA 1983~1998 WB Ibrahim F I Shihata 36 WB WB Executive Vice President WB IMF Institution Building Economist Dr Douglas North WB WB 1990 WB WB WB ADB 3 WB dual career management Career Counseling resume directory 60 Job Search Program

70 Career Counselor U S Office of Personnel Management WB WB ADB WB ADB economists financial specialists engineers WB ADB WB ADB global network Career HR Professional

71 1970 WB WB WB WB WB WB YPP WB 2 3 YPP Financial Analyst Project Economist 6 Economist 6 Financial Analyst Project Economist WB 2 1 YPP WB YPP Supervisor quality work WB quality work YPP permanent position

72 permanent position WB 3 YPP 2 11 WB COO WB WB social sectors WB WB 50 WB Boutique Consulting D C K WB WB

73 WB WB IFC IFC WB IFC D C MBA WB IFC IFC IFC 1998 IFC D C IFC 20 IFC 10 IFC IFC IFC WB WB

74 WB 6 1 supply driven demand driven I wish you all the best WB WB Young Professional Program YPP WB Operation 40 Investment and Policy Loans Guarantees Analytical and Policy Work IFC

75 Country Fund Foreign Investment Advisory Services FIAS 1990 WB 3 50 Sustainable Development Program 26 WB WB 2008 WB G

76 WB WB YPP YPP 1999 YPP YPP WB Private Sector Development IFC IFC IFC CEO Country Manager IFC IFC 180 Development Impact Double Bottom Line IFC

77 WB IFC IFC IFC IFC WB 2009 IMF WB 1960 WB 10 IDA KIC IFC G20 2 IFC NGO

78 IFC IFC MBA 7 M&A MBA 1 2 MBA 2 recruiting webpage IFC IFC cover letter 1 IFC case fit 3 D C Panel interview Case interview 3 4 Global Transaction Team GTT GTT IFC MBA WB YPP D C 100 Associate Investment Officer 2 3 IFC GTT Investment Analyst M&A Investment Analyst IFC IFC IFC 180 Manufacturing and Chemicals Team

79 7 1 IFC IFC MBA IFC IFC valuation IFC

80 WB IFC IT IFC Job Open Position Job Description IFC WB 2006 IFC 1 1 WB D C CIO IT job description job description MBA MBA MBA D C IT Enterprise Architecture

81 IFC NGO IFC

82 WB GRE MBA 10 WB IFC 10WB IFC 3 IFC Development Effectiveness Unit WB IFC Knowledge

83 Management Officer collaboration web platform IFC IT 10 IT WB 1 WBG Performance Award specialist generalist 8 supply chain management IFC WB IFC 179 IFC 2 IBRD economist IFC 5 7 IFC IFC Because my talent is too good to be wasted to make profits only The truth is because this job makes my heart beat

84 WB Interview IFC 1 Your assessment of Korean staff who is currently working at the WB both strengths and weakness As of January there are 55 Korean staff working at the World Bank Group including all staff under regular or fixed term appointments and Junior Professional Associates JPAsee detailed profile below 55 Korean staff on board 40 staff in IBRD MIGA GEF and 15 staff in IFC Breakdown 5 managers 47 GE+ professional staff 3GA GD staff including 1 JPA and 11 from YP program The majority of the Korean staff were recruited with working experience in public sector and international organizations Some of them were also recruited from private companies and academic institutions The chart below shows the background of Korean staff recruited to the World Bank Group since FY09 Among Korean staff recruited since FY09 top selected universities are Seoul National University Yonsei University and Ewha University from Korea; Harvard John Hopkins University George Washington University and Purdue University from United States and Warwick University from United Kingdom 2 How you felt when you interviewed Korean applicants at the 2nd IFIs Job Fair The Bank mission did not conduct interview during the 2nd IFIs Job Fair held on

85 Dec 2 & however in early November 2010 the World Bank embarked on a recruitment mission to Korea This mission focused on recruitment of potential candidates in three sectors Poverty Reduction and Economic Management Human Development and Sustainable Development Over 400 applications were received from Korean nationals and over 30 were interviewed by the mission Below is the summary of comments of short listed candidates 3 Your advice for young Korean people who are interested in working at the WB Below are advice collected from members of Bank Fund Korean Staff Association BFSKA in January 2011 Korean applicants generally have quite strong education background but not equally strong when it comes to work experience especially relevant to what we do in developing countries Having a few years of first hand experience in development possibly via volunteering or NGO work would make CVs a lot more attractive Of course succinct writing skill let alone speaking would be a big asset to get an entry ticket to development agencies like the World Bank I would like to emphasize the importance of internship Before I join the Bank as an intern I had 4 5 internship experiences at non profit private & public entities

86 Internship was part of school program so my school helped me find suitable work for me I also approached my professor to find me an internship My last internship prior to the Bank internship was at the biggest US women s legal right advocate group non profitlooking back I think it was smart to work at such a major organization with a big name It turned out my first Bank manager who hired me was familiar with the organization not necessarily its operations but their nameplease be advised even HR staff are not experts in every other company works based on my observation In my casebig name of my last internship employer helped me find a job at the Bank In fact this internship lasted only a month because I started my Bank internship I would like to advise setting up a clear goal I remember at school I was 1 of 2 students who liked to pursue career at the public sector All the rest preferred private companies which tend to have higher salary I can t formulate how exactly this strategy helped me but of course it did It s not necessary but it might also be useful to try to get some work experience at the World Bank before applying however short Could be just a summer internship They seem to help not only with the CV but also in helping potential candidates really understand what the Bank is all about Also it can help the candidates get a recommendation letter from a Bank staff which can also be useful There is no such magic formula to make it to the World Bank Group and maybe this is why it can be perceived as more challenging than it actually is If you have set up your goal and know this is where you want to be I suggest that you work on following areas Continue on improving your English to the point where you can freely join any discussions and make presentations in public settings There are numerous meetings and seminars at the Bank and if you are afraid of public speeches or debates you may lose many opportunities to realize your ideas no matter how great they are If possible work on another language too which will expand the horizon for field assignments Try the Bank after gaining 5 7 years of work experiences in a private sector especially if you are interested in IFC and private sector development work Meeting required education for the job is one thing but having number of years experience in a private sector creates additional value proposition for you Go out there and build field experiences as much as you can If you are interested in international development field experience will be a great asset throughout your career Expand your network beyond your inner circle When everyone looks equal on the paper what matters most is who you know and how much credibility you have built through networking Lastly and most importantly believe in the mission of the organization and do not lose passion for development Being part of the organization is just the first step and yes every journey starts with the very first step However it takes compassion persistence and most of all passion to overcome inevitable frustrations and not to be jaded by red tape while working in international organizations Really understanding the Bank and the development field in general would be helpful The Bank is a unique institution in a fairly specialized field and understanding this could help the application process World Bank has always a wide range of open job positions requiring expertise across different industries For those who are currently working either in public or private sector and wish to join the World Bank I would suggest them to keep an

87 eye on the open positions that best fit your area of interest and your work experience Public sector experience would definitely be a good asset for your application but there are also lots of positions requiring industry expertise from private sector Most of job positions are open to any nationalities whether it is a local or international recruitment so do not hesitate to apply just because the positions are not specifically aiming Korean or Asian You can also create a profile on the World Bank website and select area of interest to get alert s when related positions are posted Click on the following link to view a complete list of all current vacancies at the World Bank or MIGA httpweb worldbank org external default main menupk= &pagepk= &piPK= &theSitePK= Click on the following link to view a complete list of all current vacancies at the IFC httpwww ifc org ifcext careers nsf Content currentopportunities I would like to encourage more people in specialists track such as engineers urban planners social scientists etc to consider the Bank and broadly development as their potential career path Many students in Korea may not do so thinking that the Bank and its sort are only for economists and those with more obvious education background in development international affairs etc We may need first to inform them that is not the case For those specialists it is critical to develop a broader perspective on how their discipline and specialty relate to the rest of the world for awfully simple example how technological advancement affects and changes people s lives I would also advise them to invest time and effort to understand some intermediate level economics in addition to their own field of study Interdisciplinary training would make them more valuable on the job I might add another good way to acquire work experience attractive to the Bank consulting firms especially those in international development Two most important criteria writing skills relevant work experience If I d add one more it is to read books on development discourse The Bottom Billion Paul Collier The End of Poverty Jeffrey Sachs Development as Freedom Amartya Sen to refresh our ideas to a bigger picture In addition to direct field experience in developing countries I d like to suggest interested Koreans to get some public sector experience as well especially in Korea Fluency in another language in addition to English would be a plus In terms of younger generation of Koreans who are at the Bank I think they are good to go on their own and don t need advice from older generation 4 Information on a special program or policy for hiring Koreans Diversity and inclusion is a key priority of the World Bank World Bank Group culture is inclusive that values differences and uses them as strategic business assets in carrying out our global mission of poverty alleviation Nationality is one of the Bank s diversity indicators Nationalities of Focus NOFs has been identified to target those countries with a persistent poor correlation between their historical engagement with the World Bank Group and its mission and the numbers of their nationals working in professional cadres As of July 2010 the World Bank Group identified 22 NOF countries including Korea The World Bank has been implementing targeted recruitment efforts without compromising the quality of candidates recruited Apart from normal recruitment programs and channels the Bank are also working closely with governments to introduce special programs e g cluster recruitment recruitment mission government funded staffing program and secondment program

88 The World Bank s recruitment programs and vacancy information are available at the recruitment website www worldbank org careers Below are highlights of some special efforts in expanding Korean representation in the World Bank a Junior Professional Officer Program JPOKorea joined the JPO Program in July 2010 and made an initial pledge of $2 million to bring Korean JPOs to the World Bank As of September TORs were shared with our Korean counterparts The recruitment process of JPO begins in November December of each year when job descriptions are received from Bank hiring managers interested in filling posts through the Donor Funded Staffing Program DFSP These are shared with the participating Governments by February March Donor Governments provide HRS with candidate CVs which are in turn shared with hiring managers Bank hiring units will then interview and select candidates from the CVs provided by the Government b Global Secondment Program GSP The Global Secondment Program currently has 17 Korean participants; of which 10 are on special assignment and 7 on term appointments There is currently 1 assignment in the pipeline for GEF c Young Professionals Program YPP From Korean nationals were selected into the Program The 2011 YP cohort selection is currently in progress Forty eight applications were received from Korean nationals 2of whom were invited to submit documentation for the 2nd stage of technical reviews ADB ADB ADB Strategy 2020 Asia and Pacific free of poverty

89 ADB % % 30% ADB International Staff 1 000Local Staff ADB

90 1998 GAP Gender Action Program ADB Staff economist senior economist director director general short list ADB 2 1 httpwww adb org Employment ADB specialist ADB 3 Fixed term Contract Probation

91 ADB 2009 ADB ADB 75% = % ADB YPP ADB CV

92 75% % Research Assistant WB US AID ADB Urban Economist ADB ADB

93 ADB Urban Economist GRE face-to-face interview

94 International Civil Servant IMF 5 ADB YPP mid career km km

95 ADB board 8 co financing 16 8 multilateral organization under climate change carbon emission mitigation reference 3 represented ADB 50 expertise ADB project financing civil engineering urban planning resettlement

96 ADB ADB ADB Treasury Department Investment Division 3 ADB ADB 4 ADB ADB

97 ADB ADB ADB South Asia Department Urban Development Division Urban Development Specialist ADB ADB due diligence ADB

98 ADB job security ADB ADB ADB ADB 10 2 consultation consultation project ADB ADB ADB ADB ADB

99 ADB MBA consultation ADB ADB ADB ADB ADB 60 ADB ADB ADB ADB 1 ADB ADB

100 NGO WB ADB MBA MBA WB ADB ADB

101 YPP assignment covered bond Supervisor ADB ADB 2 Financial Sector Specialist 2 Office of Regional Economic Integration Capital Market Specialist ADB ADB

102 ADB ADB 2 ADB ADB ADB ADB ADB ADB

103 ADB ADB ADB ADB ADB ADB ADB ADB 60 ADB

104 ADB Interview 2 1 What is the most important principle or strategy of your institution in recruiting staff with different national backgrounds The Our People Strategy which was created in 2010 defines the principles ADB will follow to recruit retain and develop staff and managers and to improve our workplace environment ensuring we have the right people to succeed with It articulates our shared goals i e ADB must have i A strong mix of high caliber motivated client responsive staff working in partnership; ii Inspiring leadership and proactive people management; and iii A supportive and enabling workplace environment and culture ADB encourages diversity in our workforce encompassing gender age nationality religion disability and lifestyle 2 Describe some of the key measures your institution is currently taking to observe such principle or strategy mentioned above Our People Strategy includes a set of indicators that will help us measure progress on our goals These indicators are monitored and updated every quarter We are also implementing a Human Resource Function Paper and Action Plan to deliver on the goals of Our People Strategy Every two years we conduct a survey of all our staff to measure employee engagement identify key concerns of staff and

105 formulate new initiatives to promote positive organizational change 3 What should applicants keep in mind to enter your institution We are looking for individuals who i have technical skills that match the diverse client needs in fields where ADB is active in Asia and the Pacific ii hold values aligned with those of the organization and iii demonstrate these values through observable competencies a team basis and it would be difficult to attribute ADB s achievement to anyone person In ADB s history Koreans have served as Vice Presidents of the bank 7 Does your institution have a special program to encourage more Korean staff s entry ADB does not have any special program to encourage the recruitment of a specific nationality however ADB periodically sends recruitment missions to introduce ADB as well as to meet Korean candidates who are interested in working for ADB 4 What are your institution s main criteria of reviewing resumes and interviewing applicants ADB looks for experienced people It is important for applicants to highlight their work experience in their resumes The kind of work applicants have done and their track record is reviewed carefully by hiring departments and our HR team We take particular interest in work performed in an international development setting Ideally speaking ADB looks for individuals who have lived and worked in developing countries and demonstrated a passion for the development business 5 What is your institution s biggest expectation of Korea and Koreans Korea has achieved the high economic growth in a short period of time The lessons from the Korean experience can be applied in various aspects of ADB work ADB s Developing Member Countries have a lot to learn from Korea s development path 6 Tell us about one of the most impressive examples of activities or contributions made by Korean staff at your institution ADB has 48 Korean staff as of 31 December 2010ADB s work is generally done on 8 Does your institution have any recruitment program you would like to recommend for the applicants in their twenties without much work experience Is there any special program for Koreans with professional experience Please explain the reasons for your recommendations The ADB s internship program offers potential applicants an opportunity to be exposed to ADB work and to gain relevant work experience To be eligible for the internships applicants have to be enrolled in Master s or PhD level program in a field related to ADB s work The program offers 25 assignments annually in a wide range of areas and we have had 7 Korean interns between We also have the Young Professional Program for those who are at the age of 32 or younger 9 Please offer some words of encouragement to the Koreans who aspire to work at your institution Many employees at ADB refer to this place as the best kept secret in the world After a development professional takes an ADB job they come to realize the magnitude of opportunities that exists at ADB It may also be because it takes actually living in Manila to appreciate the lifestyle you can have here We look forward to working with Koreans who share the passion to achieve our goals

106 AfDB AfDB AfDB Millennium Development Goal MDG HIV AIDS AfDB 2003 AfDB AfDF Nigeria Trust Fund(NTF AfDB Mid Term Strategy AfDB 2012 AfDB

107 www afdb org careers AfDB AfDB Professional Staff Diversity Program

108 3 AfDB 30 1 Cover Letter Session 1 1 4Session UA Unit of Account 1UA 1 5 AfDB AfDB YPP

109 Relocation Flexi time program YPP AfDB Country Economist 1982 AfDB AfDB 12 AfDB YPP YPP AfDB AfDB YPP YPP YPP Vacancy

110 YPP YPP YPP YPP YPP AfDB WCDMA 1 AfDB T 1 2 NGO T T

111 KOAFEC AfDB AfDB AfDB WB D C AfDB 1964 ICT

112 AfDB Multilateral Development Bank MDB IBRD MDB Professional Staff 10% 40% % AfDB AfDB AfDB AfDB Principal Research Economist PL6 PL1 PL4 Chief Economist Vice President AfDB Knowledge Bank AfDB SOC SOC AfDB 53 AfDB

113 KDI AfDB 2 AfDB AfDB KOAFEC KOAFEC KOAFEC Trust Fund KTF AfDB KTF KTF AfDB AfDB KTF G20 AfDB AfDB AfDB? SOC YPP AfDB AfDB AfDB 1 peer review

114 AfDB 1 AfDB AfDB AfDB AfDB AfDB AfDB

115 AfDB Interview 4. What are your institution s main criteria of reviewing resumes and interviewing applicants? Our institution s main criteria are as follows; Member country citizenship, education, length of relevant experience, mastery of English or French, technical competency as required by each vacant position competency and an ability to work in a multicultural environment. 1. What is the most important principle or strategy of your institution in recruiting staff with different national backgrounds? The African development Bank is committed to recruiting an internationally diverse staff. We are always monitoring the national representation of member countries within the Bank, which in turn pays a key role in determining our advertising, promotion and recruitment missions. 2. Describe some of the key measures your institution is currently taking to observe such principle or strategy mentioned above. The African Development Bank is constantly looking for opportunities to promote its mission and seek qualified candidates in underrepresented member countries. The Bank often cooperates with foreign ministries and corporations to provide technical assistants from their countries. The Bank s Executive Directors are also often key players in championing the recruitment of their constituencies. Participating in job fairs is also an important method to attract candidates. 3. What should applicants keep in mind to enter your institution? Applicants should keep in mind that they will be working in a multicultural environment in a developing continent and that the work is challenging and will require their full commitment. 5. What is your institution s biggest expectation of Korea and Koreans? The same as all of our member countries: a strong commitment to the development of the African Continent. 6. Tell us about one of the most impressive examples of activities or contributions made by Korean staff at your institution. One of our Korean staff has been very instrumental in: Providing expertise in key analytical works : Engaging in preparation of the Country Strategy Paper (Egypt), Drafting Policy Based Operation on Energy sector (Egypt), Designing and evaluating budget support operations (Zambia, Rwanda, etc) Linking Korea and Africa by brining Korean development experience to this region : currently conducting comparative study on export sophistication policy among Egypt, Tunisia, Morocco and South Korea 7. Does your institution have a special program to encourage more Korean staff s entry? The AfDB has recently spearheaded a special recruitment missions to Korea to promote the Bank s mission and seek qualified candidates for recruitment. 8. Does your institution have any recruitment program you would like to

116 recommend for the applicants in their twenties without much work experience? Is there any special program for Koreans with professional experience? Please explain the reasons for your recommendations. The Young Professionals Program aims at attracting highly qualified and motivated professionals from Korea, who are 32 years or younger and have at least 3 years of experience. These candidates must also have demonstrated commitment to African development, achieved academic success and obtained relevant professional experience. The Bank also offers a paid internship program for qualified candidates who are in or have recently completed a Master s program. Currently the Bank has no special programs for any particular nationalities. 9. Please offer some words of encouragement to the Koreans who aspire to work at your institution. The African Development Bank is an international organization who is committed to recruiting qualified and competent individuals from all member countries. We are especially motivated to improving the participation from those member countries that are currently underrepresented such as Korea. The African Development Bank is a melting pot of 74 different nationalities. Working for the Bank would offer exposure to an array of cultures converging to achieve one goal. The strength of the Bank relies heavily not only on its diversity of cultural experiences but gender too, and women are strongly urged to apply for positions. EBRD 61 EBRD ADB AfDB IFC IBRD ADB 29 EBRD ADB AfDB

117 EU EBRD 34 EBRD EBRD EBRD

118 61 EBRD www ebrdjobs com 5 10 EBRD analyst associate 3principal 7senior

119 cross border banking transaction cross border corporate capital market transaction EBRD IPP www whereitmattersmost com Banking Human Resources Stakeholder Relations Treasury EBRD 1 IPP 6 6 ad hoc basis Banking Part EBRD Risk Part Finance Science Capital Market Risk Management Excel VBA SQA base salary performance based compensation 1 lump sum relocation 2 mortgage Season Ticket Loan Employee Discount Scheme Employee Assistance Programme

120 EBRD 5 Advisory Team 2 HSBC Basel II 12 EBRD EBRD EBRD EBRD micro financing EBRD

121 EBRD Financial Institutions Group Operation Leader EBRD Credit Suisse First Boston Rothschild Lehman Brothers Nomura 11 M&A acquisition financing Corporate Finance anti cyclical EBRD 61 AAA International Financial Institution IFI EBRD 29 EU EBRD emerging market EBRD EBRD EBRD

122 EBRD RA JPO 2008 JPO JPO

123 JPO 3 OECD IMF WB EBRD AfDB EBRD 3 Banking EBRD CIS

124 EBRD Interview 1 What is the most important principle or strategy of your institution in recruiting staff with different national backgrounds The Bank s human resources policies are designed to attract diverse and high quality talent EBRD recognizes that an internationally diverse workforce is a source of strength and capability Such diversity translates into multi dimensional thinking and interpretation which can bring about greater creativity and innovation; better decision making and problem solving The Human Resources Department HR has consistently deployed significant effort to attract qualified diverse candidates on a wide geographical basis Using the Bank s employee proposition the EBRD continues to strengthen its efforts to source and attract internationally diverse candidates and part of this includes a particular focus on Korean nationals To this end a programme was developed and implemented in 2009/ Generic recruitment campaign HR undertook a generic recruitment campaign aiming to attract Korean banking professionals and build a strong pipeline of candidatesfor future vacancies This was run as a web based campaign The generic advert for Banking professionals was published supported by a generic job description based on the role requirements skills experience and competencies most relevant for Analyst Associate Principal and Senior Banker levels As a result we received 130 applications over the course of 5 months Only 10 candidates met the role requirements They were interviewed by HR over the phone and added to a pipeline of Korean candidates for future vacancies Pipeline is regularly reviewed and CVs considered for suitable vacancies that may arise in the coming months 1 2 Korean print & online media The following major independent newspapers and online media were identified The Korean Weekly print The Korean Times print Korea Focus online Asia Times HR plans to test these sources for active vacancies in the coming months 1 3 International job boards HR conducted thorough market research in order to identify the international job boardsin Korea JobKorea co kr and Career co kr were identified as the most relevant sources These job boards were tested during the generic recruitment campaign with very little interest from Koreans 1 4 Professional networking sites LinkedIn was identified as the most popular international professional networking tool LinkedIn is now actively used to attract qualified Korean candidates at the global level 1 5 International job fairs HR attended the International Korean Financial Institutions job fair in Soul in

125 and 2010 As a result of the job fair in 2009 one Korean intern and one Analyst have been hired HR has pipeline of three good candidates from the Korean job fair in December Proposed International Professionals Programme EBRD will implement an International Professionals Programme The Programme will be designed to attract well qualified graduates from top universities and business schools It would afford the Bank the opportunity to grow diverse junior talent internally The Programme will contribute towards the recruitment of technically competent staff on a wide geographical basis from the Bank s members 1 7 Korean Internships HR sets out a formal proposal to hire up to two Korean interns financed by the Ministry of Strategy and Finance in Seoul Korea in 2011 It would be a pilot project and the first time the Korean interns would be hired in such a focused way Interns would be hired for up to 12 months 2 What should applicants keep in mind to enter your institution They need to ask themselves a question if they really have an appetite to join the financial institution and if they truly want to be a part of our mission If their answer is YES then our unique mandate will give them an unrivalled opportunity to combine their professional skills with making a difference to the lives and environments of people from central Europe to central Asia Imagine the satisfaction of knowing that in your daily work you are helping to empower women in business improve transport networks cut pollution and save energy resources in the region 3 What is your institution s biggest expectation of Korea and Koreans We recruit talented people from around the world for exciting positions in London headquarters or in one of our many local offices Our employees are expected to contribute to the unique EBRD mission to foster entrepreneurship economic growth and democratic institutions across the region be internationally minded passionate about the job and strong team players 4 Does your institution have any recruitment program you would like to recommend for the applicants in their twenties without much work experience Is there any special program for Koreans with professional experience Please explain the reasons for your recommendations The EBRD does not have a formal internship programme but we do have EBRD internships that arise on an ad hoc basis Interns are often highly capable resources who tend to apply for permanent vacancies after contributing immensely to defined projects and having raised their profile in the organisation HR will reinforce its efforts to source suitably qualified and diverse intern candidates in order to maximise the likelihood of interns ultimately becoming regular and fixed term employees EBRD will launch the recruitment of a new International Professionals Programme IPP for intake in September 2011 The opportunities will be advertised on the EBRD job site in February 2011 www ebrdjobs com 5 Please offer some words of encouragement to the Koreans who aspire to work at your institution Our headquarters are based in London an exciting culturally diverse city and one of the world s leading financial centres We have a network of 35 local offices