Public Sector Human Resource Models in Administrative Reform Contexts

In the context of global administrative modernization, the human resource (HR) potential of public civil services plays a pivotal role in shaping the quality, efficiency, and adaptability of governance systems. Ukraine’s civil service has undergone significant legal and institutional reforms in recent years, particularly through the adoption of Law No. 889-VIII, aimed at aligning HR practices with European standards. Despite these reforms, a clear disconnect remains between formal legislative progress and practical implementation at the organizational level, and limited research has comprehensively assessed the operational readiness of Ukraine’s HR systems compared to international benchmarks. This study aims to examine the structure, functions, and effectiveness of human resources potential in Ukraine’s civil service, identifying the strengths and weaknesses of current HR models. The findings reveal that while legal foundations and institutional frameworks have been established, challenges such as insufficient digital integration, centralized HR decision-making, and underdeveloped strategic workforce planning continue to constrain performance. Comparative analysis with advanced administrative systems in countries like Singapore, Germany, and the UK illustrates the need for a cohesive, competency-based, and technologically supported HRM system. The research provides a cross-national perspective on civil service HR development in a transitional context, emphasizing both administrative gaps and international alignment. The study recommends systemic improvements in decentralization, digital capacity building, and continuous professional development, and suggests future research on HR innovation using AI and behavioral approaches.