HUMAN RESOURCE MANAGEMENT IN PUBLIC ADMINISTRATION: STRATEGIES AND CHALLENGES

Abstract

This study analyzed Human Resource Management (HRM) in the public sector, focusing on the main challenges and strategies for its modernization. The aim is to analyze the strategies and challenges of HRM in public administration. Furthermore, it seeks to draw parallels with models employed in the private sector, examining the possibilities for adaptation to the governmental context. The research used a literature review as a methodology, with a qualitative approach, based on academic sources and specialized journals. To identify emerging trends and remaining gaps in the field, the data collection process followed rigorous methodological criteria. The results indicated that, although New Public Management (NPM) has driven significant progress, obstacles remain, such as excessive bureaucracy, institutional resistance to change, and a lack of ongoing training programs. In this context, the incorporation of emerging technologies presents a promising option for updating the conventional approach to people management. Furthermore, mechanisms such as performance evaluation and merit-based pay systems prove effective in encouraging employee commitment. The modernization of public administration depends, above all, on strengthening participatory leadership, creating an organizational culture focused on innovation, and solid investment in management technologies. For this transformation to occur, it is necessary to overcome structural obstacles and promote more agile work environments that are responsive to social demands.