Human Resource Management Strategy in State Administration until 2030: People are the key to better administration
The Human Resource Management Strategy in State Administration until 2030 "People are the key to better administration" primarily addresses state administration authorities, although its measures are also applicable to the wider public sector.
The strategy sets out a vision for upgrading the approaches to employee management in the state administration, ensuring they are both strategic and comprehensive. Efforts will focus on strengthening the visibility of the state administration and creating an attractive working environment on the one hand, while on the other hand, support will be provided to strengthen the competencies and motivation of public sector employees. The strategy comprises a series of continuous, planned employee management measures designed to help state administration authorities achieve their goals.
The strategy is based on two strategic priorities. The first of these aims to transform the state administration into an attractive working environment for first-time job-seekers and individuals seeking new career challenges. This will enable the state administration to compete with other employers in the labour market. This priority includes three objectives: strengthening the reputation of the state administration as an outstanding employer for all generations, reforming selection procedures and reviving the scholarship policy. The second strategic priority focuses on creating the conditions that facilitate the personal and professional growth of public employees through five objectives: establishing a system for the identification and development of talent and succession, raising awareness of the importance of lifelong learning for a successful state administration, introducing new approaches to managing the work environment with a multigenerational workforce, promoting the mobility of public employees, and introducing flexible working methods.
"The modernised fully digitalised selection procedures will enable employers to select the best candidates, while ensuring that the selection process is clear and transparent. The Human Resources Centre will also be responsible for developing the competencies of all public employees and awarding scholarships. The new Public Employees Act prioritises professionalism, which is the foundation of trust in public administration.” — Peter Pogačar, Director-General of the Public Sector Directorate
In this context, one of the most significant new additions will be the establishment of the Human Resources Centre within the state administration, as outlined in the new Public Employees Act (ZJU-1), which was adopted by the National Assembly at the end of April 2025 and will apply on 1 January 2026. As part of the revised selection procedure, the Human Resources Centre will act as a single entry point for the permanent official employment, ensuring a standardised and transparent assessment of candidates' competencies at the beginning of the recruitment process.
As part of the Recovery and Resilience Plan (RRP), the Government included the establishment of a competence centre and the upskilling of public administration employees among the planned public administration reforms Consequently, the Ministry of Public Administration had drafted this strategy, taking into account the proposals and comments of other ministries and government offices. Adopting both the new ZJU-1 and the Human Resources Strategy 2030 is crucial for achieving the milestone set under the Recovery and Resilience Plan.
To implement the strategy, an action plan will be developed, featuring the specific measures and activities through which the set objectives will be achieved. The first action plan covering the period from 2025 to 2026 will be drafted within three months, with subsequent updates scheduled every two years.
