Change management expertise is still in high demand as organisations continue to adapt to the climate, implement new HR initiatives and support long-term projects. But rather than engage extra headcount to fulfil new assignments, central government employers are choosing to line up their existing HR interims for the extra work.
Change management projects such as learning and development transformation are still going strong within central government, and continue to need skilled HR professionals. Yet few of these roles are reaching the open job market, as interims already in assignment are being redistributed from project to project. Delays to projects are being sanctioned even, to ensure that incumbents’ time within government can be extended.
Few of these roles are reaching the open job market
This strategic approach to staffing is certainly helping the sector to maximise its talent management. Government agencies report taking less time to hire, making some cost savings and benefiting from professionals already fully inducted into the sector.
But as the same, limited HR talent pool is utilised across different change projects, sector employers will want to regularly assess whether or not it continues to offer the right mix of skill, knowledge and experience for each project. This highlights also the need to recruit the best possible professional from the outset, and having the short-term patience to wait for security clearance for the right person long-term.
