TORC

In the public sector the key challenge for HR is to provide knowhow and leadership in delivering change in line with the national agenda.

As we emerge from the recession legacy issues will have a major impact in the public sector:

– The recruitment embargo may result in skills shortages and/or skills imbalances in business units and a consequent  new requirement for workforce planning.

– Pay erosion may have  impacted  the level of employee engagement within organisations facing change.  As a result delivering change in service delivery, redeployment, adopting new technology & work systems, new business models etc will be ever more difficult.

– HR strategy may not yet be defined or implemented in many public sector organisations.

Other issues which might constrain HR progress in the public sector include dealing with multiple trade unions and the thorny issue of tackling underperformance.

There will be challenges attracting candidates with the expertise and skills required to deliver aspects of the reform programme. Organisations will need to work with consultants adept in the latest talent acquisition techniques & methodologies to source talent.