The Reform of Human Resource System in the Public Sector under the New Public Management System

The work presented in this paper focuses on New Public Management (NPM) and the public human resource management system. New Public Management (NPM), which has been used in the West for a number of years, is currently being implemented in China to manage various government departments. China is aware of the benefits that NPM may bring to the management of the government. In the context of New Public Management, departments of public human resources will also need to undergo transformations in order to improve talent management and recruitment efforts. This paper identifies the problems with public sector human resource management, including but not limited to the following: the focus of Chinese public sector personnel on achieving public sector goals at the expense of personal goals; the unfairness of recruitment principles due to human relations, which is not conducive to the rational allocation of talent and leads to brain drain; and the outdated management style, problematic promotion system, and inadequate incentives in China's public administration. Increasing the effectiveness of the performance evaluation process is one way to solve these shortcomings. These deficiencies can be rectified by enhancing the performance appraisal mechanism, establishing a flexible system for workers, and aiming for maximum efficiency in order to improve the difficulties in the public sector. This paper offers some references for the improvement of talent management in public organizations