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Federal human capital management: meeting the challenge of a distributed workforce By Media Shower

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How can federal government agencies capitalize on next-gen data management platforms to improve their internal human capital management strategies? With an increasingly distributed workforce, federal agencies face human capital management challenges on a previously unimagined scale. These organizations conduct mission-critical work across the public sector, and while they have access to extensive data sets in
The post Federal human capital management: meeting the challenge of a distributed workforce appeared first on ibi.

How can federal government agencies capitalize on next-gen data management platforms to improve their internal human capital management strategies?

With an increasingly distributed workforce, federal agencies face human capital management challenges on a previously unimagined scale. These organizations conduct mission-critical work across the public sector, and while they have access to extensive data sets in most cases, they rarely seem to leverage these tools to meet their mission of doing more under tighter budgets.

How can federal government agencies capitalize on next-gen data management platforms to improve their internal human capital management strategies?

Improving human capital management with big data platforms

Like many large bureaucracies in the private sector, federal agencies often suffer from siloed data streams. Many agencies fail to capture, manage, and harness human intelligence data, a scenario that leads to skills shortages and disengaged employees.

Most high-performing organizations in the private sector have engaged powerful data management platforms to empower human capital management initiatives by their human resources (HR) teams. For the most part, the public sector government organizations have not caught up to the benefits of using big data to solve some of the big HR problems these agencies face, including an aging workforce, risk aversion, a lack of innovation, and burnout.

Government Executive spells out the problem, noting:

“Until the work of government is automated, agency performance will depend on having a well-qualified, engaged, and committed workforce.” 

Most government agencies would admit that they have an HR problem, and that their workforce often lacks the engagement found at some of the highest-performing private enterprise organizations in the U.S. However, few have invested in the HR management capabilities of today’s sophisticated cloud-driven data management platforms.

Using human capital management to harness big data for federal agencies

In the past decade, a new HR has emerged to use the power of data analytics to improve human capital management efforts. The approach is, in most cases, the complete opposite of the reactive and outdated philosophy found in many civil service organizations.

Today’s human capital management encompasses a proactive approach to personalizing the employee experience, engaging the workforce in the success of the organization, and empowering them to make front-line decisions. It’s a relatively new approach carefully tied to management of HR data to help make strategic workforce decisions.

Regional, state, and federal government agencies should take note of this new marriage between HR and big data. Human capital management tools could do so much – if this innovation were simply allowed to shift the public sector paradigm. Organizations investing in a data management platform could use these tools to:

  • Create human capital management strategies that impact hiring and retention to achieve organizational goals
  • Personalize training and upskilling that will help the distributed workforce improve productivity
  • Leverage predictive analytics to spot hiring and skills trends
  • Increase the use of data analytics for performance management
  • Leverage data management tools to increase diversity across the organization
  • Develop a proactive succession plan to counteract retirement trends
  • Engage disconnected employees, whether on-site or remote, in the success of the organization

With these tools, HR professionals in the public sector could shift their focus from reactive compliance and transactional employee relationships to a more strategically proactive and engaging approach, even with today’s distributed workforce. These tools can drive actionable insight that will inspire continuous improvement and performance achievement throughout even the most change-adverse public institution.

The post Federal human capital management: meeting the challenge of a distributed workforce appeared first on ibi.