 Corresponding author: John Festus Vandy Copyright © 2023 Author(s) retain the copyright of this article. This article is published under the terms of the Creative Commons Attribution Liscense 4.0. The critical examination of the new public sector management in view of hrm – the critical success factors John Festus Vandy * Lecturer & Human Resources Management Scholar, Institute of Public Administration and Management, University of Sierra Leone. World Journal of Advanced Research and Reviews, 2023, 18(02), 109–115 Publication history: Received on 19 March 2023; revised on 01 May 2023; accepted on 03 May 2023 Article DOI: https://doi.org/10.30574/wjarr.2023.18.2.0776 Abstract New Public Sector Management (NPSM) is an emerging model of public administration that has gained widespread attention in recent years. It aims to improve the efficiency and effectiveness of public services through the application of private-sector management practices. The Human Resource Management (HRM) function plays a crucial role in the success of NPSM. This paper critically examines the NPSM model in view of HRM, focusing on the critical success factors that can lead to the effective implementation of NPSM. The paper identifies and analyses various HRM practices that can enhance the performance of public sector organizations under NPSM. The critical success factors identified in this paper include strategic planning, employee empowerment, performance management, training and development, and employee motivation. The paper concludes that the successful implementation of NPSM requires a comprehensive and integrated approach to HRM that focuses on developing employees' capabilities and aligning their goals with the organization's objectives. Key Words: New Public Sector Management; Human Resource Management; Critical Success Factors 1. Introduction The New Public Sector Management (NPSM) model emerged in the late 20th century as a response to the challenges faced by traditional public administration in delivering effective and efficient public services. The model draws heavily from private sector management practices and emphasizes the use of performance management, results-oriented management, and customer focus (Kaplan, 2001). The adoption of NPSM has been widespread across the globe, and it has been implemented in various forms in different countries (Alonso & Andrews, 2006). One of the key elements of NPSM is the emphasis on Human Resource Management (HRM) practices. HRM is critical in enabling organizations to develop a competent and motivated workforce that can achieve the organization's objectives (Barrett & O'Connell, 2001). The effective implementation of NPSM requires the alignment of HRM practices with the overall organizational objectives. This paper critically examines the NPSM model in view of HRM, focusing on the critical success factors that can lead to the effective implementation of NPSM. The paper identifies and analyses various HRM practices that can enhance the performance of public sector organizations under NPSM. The critical success factors identified in this paper include strategic planning, employee empowerment, performance management, training and development, and employee motivation.