Featured Content

  • Winning the ’20s

    The winners in business have shifted markedly in the past decade—and the keys to success are likely to be very different again in ten years’ time. How should leaders prepare their companies to thrive in a rapidly evolving landscape? What will it take to win the '20s?

  • The 2019 Value Creators Rankings

    The headline numbers don’t tell the whole story. Use the interactive format to delve deeper into the performance of the world’s leading companies.

  • Decoding Digital Talent

    What 27,000 digital experts in 180 countries tell us about their mobility and work preferences.

Choose your location to get a site experience tailored for you.

Remember my region and language settings

Creating People Advantage in the Public Sector

Improvement in HR strategy and processes is essential for public sector reform and transformation. Indeed, HR costs represent a large portion of the cost of public organizations.

Managing human resources strategically is one of the most efficient ways to achieve major transformations of public organizations. HR teams have a role to play here by delivering high-quality services in areas such as mobility, talent management, and training. Costs associated with reshuffling those core missions remain marginal when compared to expected benefits of reforms.

Proven practices can enable a quantum leap in HR management in public sector organizations. These include:

  1. Anchor HR strategy in a long-term and evolutionary vision of required resources. Strategic workforce planning provides a compass to effectively align HR policies (including recruitment and training) with transformational efforts. It helps seamlessly integrate HR decisions into strategy and organizationwide operations.
  2. Lead ambitious and structured talent management. Managing talent includes talent pool segmentation, attractive practices such as scholarships and competitive compensation structures, and career paths that develop and promote talent.
  3. Design and implement advanced infrastructures for training and development. Leverage e-learning tools and rely on training content that develops complementary capabilities—operational, strategic, personal, and behavioral—at each leadership level. This will help develop talents, redeploy skills efficiently, and monitor recruitment levels.
  4. Foster active internal mobility and job-repurposing solutions. Creating more opportunities will enable a better match between demand and skills. In addition, it will mean richer career paths and higher engagement for employees.
  5. Optimize the HR function to increase its efficiency. Businesses must run lean processes, build strong links between HR teams and strategic executives, and create high-quality HR services to support operational teams locally. Those changes will help build strong connections with operational managers. An ongoing flow of HR data and performance indicators can effectively support strategic and operational decisions. Digital technologies are an excellent enabler of this major shift.
HR Priorities in the Public Sector
Public sector managers agree that all HR capabilities need to be strengthened for governments to successfully overcome current and future challenges. In particular, they identified talent management and leadership; engagement, behavior, and culture; and HR strategy, planning, and analysis as the highest priorities.

Around the world, BCG's Agnès Audier sees governments taking new approaches to overcome a surge in retirement, budgetary pressures, and digital demands that require new skill sets.

Ensuring that people possess the skill sets needed to tackle the emerging challenges in the workplace demands new and more sophisticated solutions for people and talent management in the public sector, explains BCG's Danny Werfel. Among these is workforce planning, the director says, which identifies the skill gaps now and in the future to ensure that a dynamic rather than static HR plan can be devised.

Public Sector
Previous Page

BCG uses cookies to improve the functionality, performance, and effectiveness of our communications. Detailed information on the use of cookies is provided in our Privacy Policy. By continuing to use this site, or by clicking "I agree," you consent to the use of cookies.