LIMEN.2018.266

The paper focuses on the role of HRM and (mainly) HRD in Public Administration.
It emphasizes the current international trends concerning civil servants’ capacity buildingreskilling
and the role of the above mentioned in the administrative capacity and subsequently
in the development of effective daily practice in Public Administration (PA). It initially raises
definitional issues concerning the relationship among governance quality, public sector
efficiency, HRM and HRD and capacity building in PA, taking into account cross country
analysis and comparative studies’ findings. It focuses on the Competency Management (CM),
in order to present and analyze the new trends towards the competence-based HRM & HRD
approach (within the context of NPM), which is developing worldwide, due to the transition
from the rather legalistic administrative tradition ending in the “classical career model” to
more flexible modes of administration responding to the increased complexity of institutions
and ending in “hybrid” (in terms of Demmke, Henökl, and Moilanen) models and patterns of
HR Systems in PA. Within this context, it synopsizes the requirements and determinants of this
approach. Issues of centralization/decentralization, training modularization and impact
assessment, training plans’ development, capacity building’s relation to the overlapping
perspectives in Public Administration are raised and analyzed.
​

Public Sector Capacity, HRD, Competency Framework, Public Administration,
Civil Servants’ competence-based capacity building
​

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Papadakis_HUMAN RESOURCE MANAGEMENT & DEVELOPMENT (HRM- HRD) AND ADMINISTRATIVE CAPACITY IN THE PUBLIC SECTOR – INTERNATIONAL TRENDS AND STAKES_pp_266-278