Abstract
Public civil services have new requirements for flexibility and performance which turns their human resource management into their main administrative performance element. Even in transitioning Ukraine official reforms fall short because the country lacks proper understanding of international HR management strategy application. A comparative research design looks at official records and uses international examples from 2021 to 2024 to study how civil service offices develop their human resources. Research shows officials do not use their full talent potential at the same time as digital platforms stay underdeveloped and organizations lack unified workforce development plans. Singaporean and other developed countries show their success through leadership inclusion and learning programs plus online training platforms. Policy changes alone cannot develop HR potential fully so the institutions need both cultural transformation and specific training systems to succeed. Our study helps to bridge between theory and practice while giving recommendations that help create an adaptable civil service system for the future.