The Impact of Public Sector Reform on Human Resources Management in Hong Kong

This paper aims to determine whether the implementation of public sector reform improves human resource management in the Hong Kong civil service. It also sheds light on the practice of the Human Resource Management (HRM) framework in a quasi-democratic system where the government is not directly elected and the legislature has limited power. The paper argues that the HRM fraework produces both positive and negative effects in Hong Kong and that a democratic political framework and a stable socio-economic environment is necessary for a successful application of the HRM framework in the public sector.