Human Resource Management in Public Administration: Characteristics, Reforms, and Strategies. Evidence from Romania

Keywords: Public Administration , Human Resource Management , Civil Service , Public-Sector Reform , Recruitment , Competencies , Performance Management , Digital Skills , Romania

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Authors:
  • Larisa POPA, PhD Student, Affiliation: Romanian Academy, School of Advanced Studies of the Romanian Academy, Doctoral School of Economic Sciences, National Institute for Economic Research "Costin C. Kirițescu", Romania;
  • Adriana MIRICĂ, PhD, Lecturer, Affiliation: Faculty of Economic Studies from the Hyperion University of Bucharest, Romania;
Pages:  132 : 144
Abstract: Human resource management (HRM) is a central determinant of administrative capacity, public-service quality and institutional resilience. Public administration differs from private organisations because recruitment, careers, remuneration and performance management operate within legal, political and accountability constraints, while public employees are expected to generate public value rather than profit. This paper analyses the characteristics, reforms and strategic priorities of HRM in public administration, with particular emphasis on Romania and reference to European and OECD practices. The study combines a structured literature review with descriptive analysis of OECD, European Commission and World Bank evidence. Romania’s general-government employment represented 17.36% of total employment in 2023, compared with 16.12% in 2007, showing that the quantitative size of public employment has remained broadly stable over the longer term while reform needs have shifted toward quality, competencies and performance. Recent reforms include a competency framework, national competency-based recruitment, strategic workforce planning, performance-management redesign and HR digitalisation. In the 2024 national recruitment rounds, 1,953 applications were submitted across entry-level, assistant and management categories, and 1,531 candidates passed eligibility screening. At the same time, the 2025 Digital Decade report and recent World Bank assessments identify persistent weaknesses in digital skills, institutional fragmentation, retention and professional development. The paper argues that sustainable public-sector HRM requires a transition from rule-centred personnel administration to integrated strategic HRM based on merit, competencies, data, learning, performance and digital capacity.
JEL classification: H11, H83, J24, J45, O38

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H11, H83, J24, J45, O38