Implementation of Human Resource Management to Enhance Public Servant Performance, (Case study in CFP Public Service Commission)
DOI:
https://doi.org/10.3007/vk4v8e91Keywords:
Implementation, Management, Human Resources, Performance, Civil ServantsAbstract
This study examines the implementation of human resource management (HRM) practices and their impact on the performance of civil servants within the Public Service Commission (PSC) of Timor-Leste. Using a qualitative, descriptive approach, the research collected data through observation, interviews, and document review. Key informants included the Head of Payroll Processing, a Human Resources Officer, and five permanent employees (seven respondents in total). Data were analyzed following the interactive model of Miles and Huberman (2017).
Findings indicate that HRM implementation at the PSC is generally effective: recruitment follows a merit-based system, and employees receive training that supports capacity building. However, several challenges persist, including overly generic performance evaluation criteria, lengthy and largely electronic general-regime training, and extended timelines for grade promotions. The study concludes that HRM at the PSC is rooted in the Public Service Law No. 8/2004 and its provisions (notably Article 40) emphasizing integrity, diligence, attendance, and professionalism. Overall, HRM activities planning, recruitment, selection, training, performance management, and reform contribute to a more professional, impartial, and merit-based public service, though targeted improvements are needed to address evaluation specificity, training modalities, and promotion processes.
The Public Service Commission of Timor-Leste has made substantive progress in implementing human resource management practices that support a merit-based, professional public service. Recruitment and training efforts positively influence civil servant performance. Nevertheless, addressing weaknesses in performance appraisal specificity, training delivery, and promotion timelines will be critical to further enhance effectiveness and employee motivation. As an recommendations mentioned above revising evaluation frameworks, optimizing training, streamlining promotions, leveraging HRIS, reinforcing merit principles, and institutionalizing monitoring the PSC can strengthen HRM outcomes and ensure a transparent, efficient, and accountable civil service.
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