Workforce transformation is inevitable in public sector due to the changing demands of technology-savvy citizens and employees. These varied constituencies expect more agile and innovative services from the government agencies they depend on for services.
Deloitte’s Human Capital Trends report asks, “How can organizations change the HR function itself to operate in a digital way, use digital tools and apps to deliver solutions, and continuously experiment and innovate?” Much of the answer is that modern human resources technology has the potential to help today’s public HR function transform how it attracts, retains, and develops the workforce.
While much of the disruption affecting other industries is about technology, the world’s national, regional and local governments have bigger problems – the exodus of their current workforce, and the availability of the next generation of public sector employees.
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Agency employees have been aware of the retirement wave for decades. By and large, managers have been too busy (as a result of doing more work with less staff and budget) to pay more than passing attention to that ominous dark cloud on the horizon. Now governments must react without the operational facility to work across four generations – or the technology needed to attract today’s emerging top talent and engage and develop them to replace retirees, while preserving critical institutional knowledge.
With record-low unemployment rates and technical skill shortages, recruiting the right talent has become more difficult for the public sector. Organizations need to think of new ways to access skilled employees. In this talent-constrained environment, one thing public sector organizations can do is more strategically leverage the current workforce. Why should public sector organizations mine their current employee base? Studies show that reskilling an internal hire can be done for as little as one-sixth the cost of hiring an external candidate.
Further, alternative workforce strategies can help address public sector talent gaps. Up to 40% of the United States workforce – composed of individuals that make up the public sector talent pool – are employed on a contingent basis. Public sector organizations should be looking to best-in-class processes and modern cloud HR tools to manage and develop their alternative workforce.
The mobile, cloud-based solutions used by industry leaders leverage AI and cognitive technology to streamline employees work. Modern HR solutions that offer these same advancements can enhance government employees’ performance and help eliminate transactional work. Human resources management in the cloud is the new strategy for public sector organizations.
Government transformation starts with the workforce. Human resources, as the steward of the public workforce and hence the future of government, is therefore responsible for driving modern transformative change.
Government agencies can take advantage of modern recruiting platforms like the Oracle Talent Acquisition Cloud to create a more candidate-centric approach, and to deliver on-target messaging, on any device, to win today’s war for talent.
Customers worldwide have turned to Oracle HCM Cloud to modernize their HR processes. The City of Memphis is developing a 21st century HR department to better recruit, manage, and retain 8,000 employees. Brent Council (U.K.) has improved their recruitment and onboarding processes for hiring managers, while reducing costs and time to hire.
Though technology will only be one part of the answer, investing in the government workforce of the future means investing in the tools for their success. Oracle HCM Cloud is the engine that will help drive innovation and transformation in government around the world.
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