The Top Priorities for Public Sector HR Professionals in 2023
1. A flexible, integrated technology experience
A single, unified platform for managing all finance and people processes is key to streamlining processes and creating efficiencies at state and local government agencies. In November, UKG entered into a new technology partnership with CentralSquare, the largest independent provider of public sector software solutions, to offer government agencies a more flexible and integrated technology experience. “Strengthening the capacity and capability of government is paramount. Our goal is to help public sector customers increase efficiencies for their most valuable resource—their people,” says Bob Lavigna, UKG for Public Sector Senior Fellow. “This technology provides an unmatched experience that will help local agencies better serve their communities by streamlining critical business processes and creating a seamless work experience for all employees.”
2. An all-in-one HR, payroll, talent, time, and scheduling system
In a recent UKG survey of 150 HR functions at U.S. higher education institutions, a key finding was that 96% of those surveyed said an all-in-one HR, payroll, talent, time, and scheduling system would create more efficiencies for their institutions. It’s clear that a full-suite human capital management (HCM) solution is a vital and necessary tool for prioritizing employee engagement and providing essential data for better decision making. To learn more, check out this GovEd Connect article and read the full higher education survey report findings.
3. Data analytics for the next generation of recruiting
2022 has been a challenging year for the recruiting market, with an 8.8% inflation rate in the first quarter that suppressed competitive wages and a job market where there are two open positions for every unemployed person in the U.S. The public sector has been no exception, as agencies across the country have struggled to hire, engage, and retain high-quality talent.
To navigate these challenges, HR professionals must turn to analytics in HR, payroll, and workforce management to drive strategic HCM initiatives. In this GovEd Connect article, UKG Workforce Business Consultant Talona Felix, PHR, CP-SHRM reveals a holistic three-prong approach for moving to the next generation of recruiting.
4. Becoming an employer of choice
In the past, becoming an employer of choice was considered more of a private-sector goal, but in today’s competitive hiring market, public sector organizations are realizing that it needs to be a priority for them as well.
In a Q&A discussion that was part of the UKG’s 2022 Industry Insights event, UKG Public Sector Principal Knickeita Vassell Bullock sat down with a panel of industry thought leaders to discuss the importance of becoming more competitive when it comes to hiring and retaining employees, ensuring your organization’s culture is inclusive and supportive, and making your mission one that employees can believe in. View the full webinar recording.
5. Staying nimble in government IT
Technology leadership in local government has had to pivot entire enterprises within days over the past two years. Being agile and flexible has been key to their success.
Dr. Alan Shark from the CompTIA Public Technology Institute discusses this phenomenon in his article, “How the 20 ‘R words’ inform the future of tech leadership in local government.” He joined UKG Senior Government Strategist Linda Misegadis from the UKG Public Sector Center for Excellence for a fascinating fireside chat to explore reskilling the workforce for the future, reform and government innovation, and more.
To learn more about UKG for Public Sector solutions, visit our State and Local Government, Higher Education, and K-12 web pages. For valuable thought leadership content, subscribe to our GovEd Connect newsletter on LinkedIn and join our GovEd Connect LinkedIn Group.
