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About the Dataset on the Strategic Human Resources Management (SHRM)

Welcome to the OECD Dataset on Strategic Human Resources Management (SHRM). It presents the latest evidence of public employment and management policies and practices of 38 OECD members, non members and accession countries. The data collected through this survey is a strategic input to all OECD work on public employment and management. More specifically, the data was used to produce 5 indicators on:

  1. Delegation in Human Resources Management
  2. Extent of the use of performance assessments in HR decisions in central government
  3. Extent of the use of performance-related pay in central government
  4. Extent of the use of separate human resources management practices for senior civil servants in central government
  5. Collection and availability of administrative human resources (HR) data in central government

More information about the construction of the composite indicators can be found here. The information held in the database is made available free of charge. However, the data are protected by copyright and we request that you be sure to cite the OECD as the source (OECD Strategic Human Resources Management (SHRM)). Furthermore, to help us track the impact, we would appreciate receiving electronic copies of any papers that cite the database, to be sent to the following address: Any comments on the database are welcome and can be sent to

About this questionnaire

The content of the database was collected through the 2016 Strategic Human Resources Management survey. The Public Employment and Management (PEM) unit of the OECD Directorate for Public Governance conducted this survey in the first quarter of 2016. Some selected questions of this Survey were updated in 2019. Responses were provided by delegates to the OECD Public Employment and Management Working Party (PEM-WP) and senior officials from ministries/agencies with responsibilities for public employment/management of the civil service. Data is available for the 36 OECD countries, Colombia and Costa Rica1.

The goal of the survey was to gather data to provide an improved understanding of the broad trends that have affected public employment and human resources management across OECD members, and provide OECD members with a better picture of where they stand compared to other countries in these fields. The data collected through this survey allows making comparisons and analyse trends in the following fields:

  1. Legal classification, central body and human resource delegation
  2. Data-informed human resource management
  3. Human resource strategy and planning
  4. Recruitment
  5. Career development and promotion
  6. Human resource management at senior levels
  7. Tenure, mobility and turnover
  8. Work conditions and organisational culture
  9. Determination of pay
  10. Restructuring and dismissal
  11. Industrial relations
  12. Human resource management for innovation
  13. Human resource management pritorities

Given different public employment structures across countries, comparability of data is a major challenge. In this regard, please read carefully the glossary of terms. The survey questionnaire has been developed in close co-operation with PEM-WP delegates. Survey answers underwent a verification process carried out by the OECD Secretariat in co-operation with delegates to the PEM-WP in order to enhance data quality and ensure comparability of answers across countries and over time.

Composite indicators and other data

To download the graphs and data for the composite indicators, which are based on this dataset and presented in the Chapter 6 – Human resource managements of the 2017 Government at a Glance, please go to OECD.Stat.

To download data published in 2019, which are based on the update of selected questions of this dataset, please see the Chapter 6 – Human resource managements of the 2019 Government at a Glance, or please go to OECD.stat.

Related Documents

1. At the time of data collection Colombia was not an OECD Member. Moreover, in the 2016 dataset Lithuania was not an OECD Member.