<![CDATA[Digital transformation in the public sector requires a shift in human resource management (HRM) from an administrative function toward strategic capabilities that support adaptive, data-driven, and public value-oriented governance. This study aims to analyze the development of HRM innovation, Digital Human Resource Management (Digital HRM), digital leadership, organizational learning, smart governance, and public value, as well as to synthesize the interrelationships among these concepts in public-sector transformation. The study employs a Systematic Literature Review (SLR) of 40 studies published between 2018 and 2026. The literature was retrieved from seven databases, namely Scopus, Web of Science, ScienceDirect, SpringerLink, Emerald Insight, ProQuest, and Google Scholar, with the selection process following the stages of identification, screening, eligibility assessment, and inclusion. The synthesis indicates that Digital HRM and HRM innovation strengthen organizational capacity to respond to digital transformation, while digital leadership and organizational learning play important roles in directing change, developing knowledge, and building organizational capabilities. Smart governance subsequently serves as a governance mechanism that integrates technology, data, institutional capacity, and public services. Public value represents the ultimate orientation of transformation through the delivery of transparent, accountable, inclusive, responsive, and sustainable public services.]]>
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