The Development of Civil Service HR Policy Based on Modern Models of Public Administration: Experience from Poland

HR management and HR policy models in the civil service are not separate, and are not mutually exclusive. To provide an example – the career model can be combined with the job model to create a hybrid model. Transitioning from one model to another or combining the features of two models is the subject of my research interest, to which I devoted two scientific monographs: „The formation of the system model of the civil service in Poland” [Łukaszczuk: 2014], ,,Human Resource Management in the Civil Service” [Łukaszczuk 2020].

Based on the research, I was able to determine the course of development set by the Polish Act of 30 December 2015 on amending the Civil Service Act. To modernize the civil service and improve its efficiency, the following are applied: introducing a managerial model of public management, focusing attention on the control of results rather than procedures, increasing the participation of non-state actors in carrying out the tasks of the state  [R. Gomes, E. Berman: 2021; G. Hajnal, K. Staronova: 2021; J. S. Piatak, J. E. Sowa, W. S. Jacobson, J. Mc Ginnis Johnson: 2020].

In this article I aim to examine how the Polish administration implements the principles of New Public Management (NPM) and enables citizens to shape public services. These activities are undertaken in stages, as part of projects co-financed by the European Social Fund. The projects allow the Head of the Civil Service in Poland to gradually modernize the civil service in Poland.