La reforma en la administracion de los recursos humanos en el gobierno: Un panorama comparativo

The reason for changing the staff management was similar across OECD countries. Economic strain on the public sector has increased the demand for greater efficiency and better quality in delivering public sector programs and services, often with a smaller public workforce as a result. Increased attention to human resource management (HRM) as a strategic management tool stems from a clear recognition amongst countries to move into effective staff management in areas such as pay and employment practices, working methods, and organizational structure. There also appears to be a growing acknowledgement that the institutional change must include an assessment of how people who carry out the business of government will be affected by changes and how they can best be brought along to achieve the desired outcomes. The aim of this paper is to identify the main HRM reform trends and assess whether human resource management policies in the public sector are changing in ways that are consistent with building performance-oriented public services.