United Kingdom

The United Kingdom, or UK, has a robust and well-established human resource sector. Human resource
management, often referred to as HR, involves the strategic management of an organization's
employees in order to maximize their performance and contribution to the organization. HR
professionals in the UK are responsible for a wide range of tasks, including recruiting and hiring new
employees, training and development, employee benefits and compensation, performance
management, and compliance with employment laws and regulations. HR is an essential function of any
organization, and in the UK, it plays a critical role in ensuring that businesses are able to attract and
retain top talent.

Population 68,767,764 ( December 2022 est.)

Population Growth Rate 7.4% (2022 est.)
Urbanization Urban Population : 84.15% of total
population (2022)

Birth Rate 11.322 births per 1000 people (2022 est.)

Death rate 9.444 deaths per 1,000 people (2022 est.)
Nationality British
Ethnic Groups Black British citizens, with African and/or
African-Caribbean ancestry, are the largest
ethnic minority population, at three percent of
the total population. Indian Britons are one of
the largest overseas communities of the
Indian diaspora and make up 2.3 percent of
the total UK population. Pakistani British
citizens, who make up almost two percent of
the UK population, have one of the highest
levels of home ownership in Britain
Language Spoken English is most commonly spoken language
in the UK, and is the UK’s de-facto official
language. The other commonly spoken
indigenous languages are Scots and Welsh.
Widely spoken non-indigenous languages
include Polish (546,000 speakers), Panjabi
(273,000 speakers) and Urdu (269,000
speakers).Croatian 0.43%

Religions Christian 59.5% Anglicans are the most

common denomination, followed by the
 Catholics, Presbyterians, Methodists and
Baptists. Non-Christian faiths account for 8%,
and the remaining 32.90% are classified as
unaffiliated, which can mean agnostic, atheist,
or “nothing in particular.” Other Religion
includes Islam (4.4%) , Hinduism (1.3%), Sikhism
(0.7%) , Judaism (0.4%) , Buddhism (0.4%) and
other smaller faiths (0.4%)
Age Structure 11,893,476 young people under 15 years old (
6,096,546 males / 5,796,930 females)

45,360,033 persons between 15 and 64 years

old ( 22,941,581 males / 22,418,452 females)

11,308,641 persons above 64 years old

( 4,991,325 males / 6,317,317 females)
Sex Ratio 11,893,476 young people under 15 years old (
6,096,546 males / 5,796,930 females)

45,360,033 persons between 15 and 64 years

old ( 22,941,581 males / 22,418,452 females)

11,308,641 persons above 64 years old

( 4,991,325 males / 6,317,317 females)

Labor Workforce
Employed 32,739,449.212 persons
Employment Rate 75.5%, - September 2022
Unemployed 29.9 million – October 2022
Unemployment Rate 3.7% - October 2022

Issues
One of the main issues of HRM in the UK is the ongoing skills shortage, particularly in industries
such as technology and engineering. This has led to a significant increase in competition for
skilled workers, resulting in high salaries and a potential lack of diversity in the workforce.
Additionally, the UK's aging population has also presented challenges for HRM, with an
increasing need for flexible working arrangements and support for older workers.
Another issue is the rise of remote and flexible working, which has blurred the lines between
work and home life. HRM must adapt to this change and ensure that employees have the
necessary support and resources to work effectively from home.

Additionally, HRM in the UK must also navigate a complex and ever-changing legal landscape,
including employment laws and regulations such as the General Data Protection Regulation
(GDPR) and the Equality Act.

Overall, the challenges facing HRM in the UK are diverse and require a proactive and adaptable
approach to ensure the effective management of the workforce.

Trends
One of the main trends in HRM in the UK is the increasing focus on diversity and inclusion. This
includes initiatives such as diversity targets and initiatives to support the recruitment and
retention of a diverse workforce.

Another trend is the rise of technology in HRM, with an increasing number of organizations
using digital platforms and tools to manage HR processes such as recruitment, performance
management, and employee engagement.

Flexible working is also a growing trend, with many organizations offering flexible working
arrangements to support employees' work-life balance and improve productivity.

Overall, the trends in HRM in the UK are focused on creating a more inclusive and flexible
workforce, and the use of technology to support HR processes.

Best Practices
There are several best practices that HRM in the UK can implement to ensure the effective
management of the workforce. These include:
  Prioritizing diversity and inclusion - this includes implementing initiatives to increase
representation of underrepresented groups in the workforce, as well as creating a
culture that values and supports diversity.

 Investing in employee development - providing training and support for employees to

develop their skills and advance their careers can help retain top talent and improve
overall performance.

 Fostering a positive work culture - creating a positive work environment that values
employee well-being and happiness can increase morale, productivity, and engagement.

 Implementing effective communication strategies - regular communication with

employees, including feedback and recognition, can foster trust and collaboration.

 Utilizing data and analytics - collecting and analyzing data on employee performance
and engagement can provide valuable insights to inform HRM strategies and decision-
making.

Ukraine
Human resource management in Ukraine has its own unique set of challenges and
opportunities. Due to the country's history and political instability, there is a lack of trust in
institutions and a high level of job insecurity. This can make it difficult for HRM professionals to
attract and retain talent. Additionally, the education system in Ukraine is not always aligned
with the needs of the labor market, leading to a skills gap in some industries. HRM professionals
must work to bridge this gap through training and development programs. On the positive side,
the country has a large and growing workforce, particularly in industries such as IT and
engineering. HRM professionals can capitalize on this by attracting and retaining top talent.
Overall, HRM in Ukraine requires a flexible and adaptable approach to navigate the country's
unique challenges and opportunities.

Population 43,093,165 ( December 2022 est.)

Population Growth Rate 8.8% (2022 est.)
Urbanization Urban Population : 69.47% of total
population (2022)
 Birth Rate 8.816 births per 1000 people (2022 est.)
Death rate 16.8 deaths per 1,000 people (2022 est.)
Nationality Ukrainians
Ethnic Groups Ukrainians 77.8%, Russian 17.3%, Romanian
1.1% (including Moldovan 0.8%), Belarusian
0.6%, Crimean Tatar 0.5%, Bulgarian 0.4%,
Hungarian 0.3%, Polish 0.3%, Jewish 1.0%,
Pontic Greeks 0.2% and other 1.6%
(including Muslim Bulgarians, otherwise
known as Torbesh and a microcosm of
Swedes of Gammalsvenskby).

Language Spoken Ukrainian 67.5%, Russian 29.6%, Crimean

Tatar, Urum (Turkic Greeks), Bulgarian,
Moldovan/Romanian, Polish, Hungarian. The
below table gives the total population of
various ethnic groups in Ukraine and the
primary language, according to the 2001
census.

Religions 71.7% of the population declared themselves

believers in any religion, while 4.7% declared
themselves non-believers, and 3.0% declared
to be atheists.[60] Of the total Ukrainian
population, 87.4% declared to be Christians,
comprising a 67.3% who declared to be
Orthodox, 10.2% Catholic (split into 9.4%
Greek Rite Catholics and 0.8% Latin Rite
Catholics), 7.7% simply Christians, and 2.2%
Protestants. Judaism comprises 0.4% of the
population. In earlier surveys around 1% of
the population stated that they adhere to
Islam.

Age Structure 0–14 years Increase 15.4%

15–64 years Decrease 68.4%

65 and over Increase 16.2% (2017)

 Sex Ratio At birth 1.06 male(s)/female

Under 15 1.06 male(s)/female

15–64 years 0.92 male(s)/female

65 and over 0.51 male(s)/female

Labor Workforce
Employed 15,377,100.000 persons
Employment Rate 53.5%, - September 2022
Unemployed 1.25 million– October 2022
Unemployment Rate 8.9% - October 2022

Issues
One major issue of HRM in Ukraine is the lack of trained and qualified HR professionals. Due to
the country's economic struggles and outdated education system, there is a shortage of
individuals with the necessary skills and knowledge to effectively manage and develop the
workforce. This can lead to poor hiring decisions and ineffective HR policies and practices.

Another issue is the high turnover rate, particularly among young professionals. Many
employees are attracted to better pay and working conditions in other countries, leading to a
constant need for recruitment and training of new staff.

Additionally, there is a lack of diversity and inclusion in the workplace. Gender and ethnic
discrimination are still prevalent, and there are few opportunities for career advancement for
women and minorities.

Overall, the HRM challenges in Ukraine highlight the need for improved education and training,
as well as stronger emphasis on diversity and inclusion in the workplace.

Trends
In recent years, the trend of HRM in Ukraine has been focused on modernizing and improving
the efficiency of HR practices within organizations. This includes a shift towards digitalization
and automation of HR processes, as well as an emphasis on employee development and
engagement.

There is also a growing focus on diversity and inclusion, with companies increasingly
recognizing the importance of creating a diverse and inclusive workplace. This includes
initiatives such as training programs and policies aimed at promoting equal opportunities and
combating discrimination.

Another trend in HRM in Ukraine is the increasing use of data and analytics in HR decision
making. Companies are using data to gain insights into employee performance and satisfaction,
as well as to identify areas for improvement and development.

Overall, the trend of HRM in Ukraine is towards a more modern and effective approach to
managing human resources, with a focus on digitalization, employee development, diversity
and inclusion, and data-driven decision making.

Best Practices

In Ukraine, the best practices of HRM include:

 Developing a clear and comprehensive HR strategy that aligns with the organization's
overall business goals and objectives.

 Investing in employee training and development to enhance their skills and

competencies, and foster a culture of continuous learning and growth.

 Implementing effective performance management systems to track and assess

employee performance, and provide regular feedback and support for improvement.
 Creating a positive and inclusive work environment that promotes diversity, equality,
and respect for all employees, regardless of their background or differences.

 Providing competitive and fair compensation and benefits packages that align with the
market standards and reflect the contributions of employees to the organization's
success.

 Regularly communicating with employees and engaging them in decision-making

processes to foster a sense of ownership and belonging, and create a positive and
productive work culture.

 Building strong and effective partnerships with external organizations and institutions to
access the latest HR best practices and technologies, and stay ahead of the competition.

 Establishing effective HR policies and procedures that are consistent with the
organization's values and goals, and comply with the relevant laws and regulations.

 Investing in HR technology and tools to streamline HR processes, improve data

management and analysis, and provide real-time support and feedback to employees.

 Regularly monitoring and evaluating HR performance and effectiveness, and

implementing necessary improvements and adjustments to ensure that HR practices
align with the changing needs and expectations of the organization and its employees.