Agreed! It's the perfect time to make a change, especially here in New York City. My colleagues and I already have ideas, and we need the next administration to be open to changes. The government no longer needs to be inefficient, especially if we can utilize technology.
I admit I have never heard the phrase "workforce planning" before! Oh how I wish it were a required class or something for every supervisor, public and private sector alike. What I see with hiring strategies is that it so often comes from a "we have to" (compliance) standpoint or a "we're desperate and have to expand somehow" standpoint. Job descriptions are clearly written in a reactive, rather than proactive, manner so odten. Thoughtfully deciding what kinds of jobs are needed for a certain mission, and what those job functions actually are, seems like a pipe dream in this harsh economy. I love the idea of empowering supervisors to evaluate not just performance in the traditional sense, but evaluating the position itself regarding workforce planning goals. That takes training and time and money though. Where on earth could people learn this, and what organizations would actually put resources towards it?
Side note, what authors or resources would you recommend for an informal Workforce Planning 101 course of study?
We need a culture shift in public service. Most organizations have a competitive environment that will target any mistake by a risk taker. The expectation for promotive candidates should be evidence of workforce planning, workforce development, team building, ect.
A real worry I have is that public sector groups will be seduced to avoid the hard work of culture change and adopt AI automation that will lock in the "wrong jobs" and break force.
Agreed! It's the perfect time to make a change, especially here in New York City. My colleagues and I already have ideas, and we need the next administration to be open to changes. The government no longer needs to be inefficient, especially if we can utilize technology.
I admit I have never heard the phrase "workforce planning" before! Oh how I wish it were a required class or something for every supervisor, public and private sector alike. What I see with hiring strategies is that it so often comes from a "we have to" (compliance) standpoint or a "we're desperate and have to expand somehow" standpoint. Job descriptions are clearly written in a reactive, rather than proactive, manner so odten. Thoughtfully deciding what kinds of jobs are needed for a certain mission, and what those job functions actually are, seems like a pipe dream in this harsh economy. I love the idea of empowering supervisors to evaluate not just performance in the traditional sense, but evaluating the position itself regarding workforce planning goals. That takes training and time and money though. Where on earth could people learn this, and what organizations would actually put resources towards it?
Side note, what authors or resources would you recommend for an informal Workforce Planning 101 course of study?
We need a culture shift in public service. Most organizations have a competitive environment that will target any mistake by a risk taker. The expectation for promotive candidates should be evidence of workforce planning, workforce development, team building, ect.
A real worry I have is that public sector groups will be seduced to avoid the hard work of culture change and adopt AI automation that will lock in the "wrong jobs" and break force.