Abstract
In order to design and implement human resource management reforms successfully, governments must analyse a number of structural conditions. Considering the experience of OECD countries, this chapter discusses three elements that will have an impact on the success of the Brazilian civil service reforms: ensuring consistency between traditional values and the values embedded in the legislation and human resource management (HRM) tools; adapting the capacity of the central HRM department to empower it to conduct strategic human resource management and have a clear division of responsibilities between the central HRM department and the HRM units in ministries and agencies; and making HRM reforms consistent with other government reforms like budgeting and strategic organisational management.
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