Human Resource Management (HRM) in the public sector is a critical determinant of government efficiency, service delivery quality, and institutional sustainability. This review examines the key dimensions of public sector HRM, including recruitment and talent acquisition, training and capacity building, performance management, leadership, and employee motivation. It further explores the impact of digitalization and innovation by highlighting the growing role of electronic HR systems, artificial intelligence, and data-driven decision-making in modernizing workforce management practices. In addition, the study discusses the expansion of remote work and flexible employment arrangements, particularly following recent global disruptions, and evaluates their implications for productivity and organizational effectiveness. Despite these advancements, public sector HRM continues to face persistent challenges, including bureaucratic rigidity, limited resources, skills gaps, and issues related to employee well-being and inclusion. Diversity, equity, and inclusion remain central to building representative and equitable public institutions. The review emphasizes that sustainable HRM reform requires balancing technological innovation with human-centered governance approaches. Unlike previous reviews that focused on a single country or a specific HRM function, this article employs a structured search strategy, critically compares competing HRM governance models including the classical Weberian bureaucratic model, New Public Management (NPM), and post-NPM collaborative governance, rather than merely summarizing them, and synthesizes cross-national evidence from both developed countries, including the United Kingdom, Singapore, South Korea, and Estonia, and developing countries, including South Africa, Rwanda, Indonesia, India, and Senegal. Furthermore, the review proposes an integrative conceptual framework linking recruitment, leadership, digitalization, and performance management with organizational outcomes and outlines a targeted future research agenda focusing on artificial intelligence, digital HRM governance, and sustainability. The findings suggest that future public sector HRM systems must become more adaptive, inclusive, and digitally enabled to respond effectively to evolving societal needs and global governance challenges while maintaining accountability, transparency, and ethical standards in public service delivery.