Abstract:

The traditional approach to employment conditions in the civil service has been fundamentally challenged by the implementation of public management reforms and the change in status of personnel associated with it. These fundamental changes call for a significant transformation of the human resource function in general and human resource development (HRD) responsibility in particular. Therefore, the article seeks to develop and substantiate the theoretical model of the human resource development system and to verify it by examining congruence of enabling characteristics of the strategic HRD system with those in Lithuanian central and local government institutions in the context of public management reform. The model is based on the strategic approach to HRD. The results of the empirical research conducted by the author have revealed that there is limited congruence between the theoretical model of strategic HRD system in the context of public management reform and the current HRD system in the central and local government institutions of Lithuania. The Lithuanian HRD system is not strategically mature in HRD terms and the majority of enabling characteristics are not in place yet.

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