Debunking 5 Myths About Strategic Workforce Planning in the Public Sector

Originally published by HR.com

Highlights:

• Embrace flexibility in hiring by building a diverse candidate pipeline from different departments and divisions based on core competencies.
• Identify high-potential employees, regardless of vacancies, and invest in their training and development to nurture a strong internal candidate pool.
• Despite budget constraints, allocate resources strategically to maximize the return on investment in training and development.

Given the workforce challenges facing the public sector across the nation – difficulties recruiting the right talent, a competitive private sector labor market, and the silver tsunami of public servants retiring – successful cities, states and counties should consider a strategic approach to ensuring a robust workforce for years to come. One way to start strategic workforce management is to acknowledge and dispel five myths associated with workforce planning in the public sector.

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