Public service organizations are in a battle for talent.
Demographics are shifting. Key skill sets are increasingly hard to find. And the traditional lures of a career in public service are losing their appeal.
But the talent landscape isn’t all doom and gloom. New Accenture research shows that government employers have a solid reputation—and clear opportunities to attract, retain and develop the talent they need to deliver public service for the future.
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A recent Accenture Public Services Pulse Survey points to some exciting opportunities for public service organizations to position themselves as “Best Places to Work.” In the Accenture survey of 3,046 U.S. citizens and 108 public service leaders, a significant percentage already think government employers would win a “Best Place to Work” award.
4 in 10Citizens and public service leaders think government employers would win a "Best Place to Work" award.
|A great source of talent:
current government workers.
Who’s the most eager?Compared with the general population, three segments of government employees are
most interested in developing their skills. Governments should emphasize training and
development with these workers.
Big ideas to become the best
Accenture’s study points to five big talent management ideas:
Accenture research and experience point to five techniques for talent management. Explore the benefits—and barriers—to:
Developing talent from within
Flexible career paths
Flexible work environment
Clear path to career advancement
Digitally enabled work
For U.S. state and local governments, the nature of work and the workforce itself are changing rapidly. Performance management needs to change, as well—especially as agencies work to attract top talent and be recognized as Best Places to Work.
The Accenture Strategy report, Is Performance Management Performing?, shows that most state and local government leaders (87 percent) see the connection between performance management and organizational performance. And while three-quarters of such leaders have made changes to performance management practices in the past five years, more change is needed. In fact, 60 percent of leaders believe most organizations are still assessing performance in ways that are ineffective. From subjective reviews to one-size-fits-all practices, performance management has room to improve.