Human Resource Management in the Hungarian Public Sector

This paper seeks to address the gap by reporting the results of consulting and research work of the author on the Hungarian civil service. Empirical evidence shows that the decentralized approach of the Hungarian civil service needs certain modification towards more efficient and less politics driven practice. Many external and internal organizational forces such as workforce demographics, technology, and privatization, as well as eroding trust in government institutions have drastically altered the environment of the Hungarian civil service. Accordingly, traditional human resource (HR) management approaches no longer work. HR should contribute to the successful transformation of the Hungarian civil service practice.