Digitalization of Human Resources Management as a Procedural Standardization MECHANISM: Analysis of the Integrity Environment in the Ministry of Interior Through The Lens of The GRECO 2025 Report

Abstract

This paper analyses the impact of digital transformation on human resource management in law enforcement institutions, assessing how the automation of administrative flows limits the discretionary power of decision-makers and ensures ex-ante compliance. In the context of the requirements of alignment with OECD and anti-corruption standards, the HRM function is evolving from a traditional ex-post monitoring towards an integrated structural compliance model (integrity by design).

The conceptual validation is carried out through a legal-institutional analysis of the procedural design of the digital ecosystem in Romania, studying the connection of the hubMAI portal and the e-HRM platform with the algorithmic control mechanisms of the National Integrity Agency. Based on official project data, the research demonstrates the substitution of subjective hierarchical assessment with an unalterable traceability of decisions.

The paper corroborates these aspects with the GRECO Compliance Report of 2025 (5th Round). Although the document records the full implementation of only 2 of the 26 recommendations, the analysis demonstrates that the operationalization of sectoral systems introduces radical transparency. A key argument in this regard is the objective reflection of management vulnerabilities, such as the insignificant decrease in the share of management positions held by delegation (from 34% to 33%). Algorithmic neutrality eliminates data beautification, providing an accurate radiography of administrative anomalies. In conclusion, the digitalization of HR processes constitutes a fundamental legal guarantee to restrict arbitrary decision-making in the civil service.