Context
Enhancement and Modernisation of the Human Resources Management Information System (HRMIS) was initiated to address systemic fragmentation, administrative burden, and paper-based HR procedures across the public sector. Previously, key HR processes were managed through disconnected tools and parallel workflows, limiting transparency, efficiency, and strategic oversight at system level.
The project delivers a fully integrated, end-to-end digital HR ecosystem covering the entire public administration. Core processes – including annual recruitment planning, job systematisation, performance appraisal of administrative servants, management of leave and sick absence, payroll-related data and personnel records – are now processed, submitted, and validated exclusively through HRMIS. All public sector institutions are included, ensuring a uniform and standardised approach nationwide.
A central innovation is the transition to paperless administration, with HRMIS automatically generating reports, statistics, and management dashboards, eliminating manual reporting and physical documentation. Through interoperability mechanisms, institutions communicate directly and securely with the Ministry of Public Administration via the system, enabling real-time data exchange and faster decision-making.
The project demonstrates how digital transformation can enable systemic change, strengthen governance, and build a professional, transparent, and future-ready public administration.
Objectives
The primary objective of the project is to establish a single, integrated, and interoperable HR management platform for the entire public sector, addressing fragmentation, administrative inefficiencies, and the lack of reliable, comparable HR data.
The project aims to standardise all core HR processes across institutions, including recruitment planning, job systematisation, performance appraisal, leave and sick absence management, payroll-related data, and personnel records. Embedding these processes into one digital system ensures consistent application of legislation, equal treatment of employees, and full traceability of HR decisions.
A key objective is the transition to a paperless, automated, and data-driven HR administration, reducing administrative burden, eliminating duplicate reporting, and increasing operational efficiency. HRMIS generates real-time reports, analytics, and dashboards, supporting evidence-based decision-making and strategic workforce planning.
Another core goal is to strengthen institutional coordination through secure interoperability between public sector institutions and the Ministry of Public Administration, enabling faster communication and policy implementation.
Ultimately, the project transforms HRMIS into a strategic governance tool that enhances transparency, accountability, and organisational performance.
Implementation
The project was implemented through a centrally coordinated governance structure led by the Ministry of Public Administration, ensuring strategic leadership and alignment with public administration reform priorities. All relevant organisational units within the Ministry were involved, including departments responsible for recruitment planning, job systematisation and financial management, ensuring full institutional ownership.
System enhancements and organisational changes were carried out in close cooperation with ASSECO, the company responsible for upgrading and modernising the HRMIS. A dedicated project management and technical coordination team oversaw system development, testing, interoperability, and phased roll-out.
Inter-institutional coordination was essential. Regular working meetings were held with the Ministry of Finance and the Public Revenue Office, reflecting the obligation that public sector salaries are processed through HRMIS and requiring institutions to maintain accurate and timely data. Coordination with the Ministry of Digital Transformation, responsible for interoperability, ensured secure data exchange, while consultative meetings with the Agency for Real Estate Cadastre and the Central Registry aligned system functionalities with operational needs.
Pilot implementation was conducted in two primary and two secondary schools, followed by targeted training, stakeholder consultation, and continuous communication to support system adoption and sustainability.