Аңдатпа
The digital transformation of public administration increasingly extends beyond thedigitalization of public services and encompasses internal managerial functions, including humanresource management. Despite the widespread adoption of electronic HR systems (e-HRM) in the publicsector, approaches to assessing their effectiveness remain underdeveloped and are often reduced totechnical or process-based indicators. This article proposes an indicator-oriented approach to evaluatingdigital HRM as a mechanism for building the state’s managerial and institutional capacity, based oncross-country comparative analysis, interpretation of indicator dynamics, andidentification of stablepatterns of digital performance. Drawing on international digital government indices (the UN E-Government Development Index, the OECD Digital Government Index, and the IMD World DigitalCompetitiveness Ranking), the study identifies HR-related mechanisms that underpin consistently highdigital transformation outcomes. The findings show that the effectiveness of digital HRM is reflectedindirectly through indicators of human capital, capacity to deliver digital services, institutionalization ofdata-driven governance, and readiness for future changes. The results are used to formulate analyticallygrounded implications for developing a context-sensitive framework for evaluating digital HRM andsetting managerial priorities for digitaltransformation in the public sector of the Republic of Kazakhstan.