What is 1 Thing you’d change in Gov’t HR? – Win a Free Tix to HCI Government Talent Summit

Home Forums Human Resources What is 1 Thing you’d change in Gov’t HR? – Win a Free Tix to HCI Government Talent Summit

This topic contains 8 replies, has 7 voices, and was last updated by  Terrence Hill 6 years, 3 months ago.

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  • #139916

    Steve Ressler
    Keymaster
    Win a free pass to the HCI Government Talent Summit and help reinvent HR
    Our friends at the Human Capital Institute (HCI) have put together an amazing line-up of Government HR experts, including our very own Andy Krzmarzick, and they want you to be there.

    Answer the question below and you could win a free three day pass to this awesome event from Sept. 26 – 28th at the Hyatt in Reston:

    “What is one thing you would change in HR for Government?”
    Leave a comment below and we’ll award a free tix to the best idea on Friday, Sep. 9th
    Check out the full conference agenda at http://www.hci.org/government/overview
  • #139932

    Terrence Hill
    Participant

    I would require that all HR specialists be certified in a specialty area by professional organizations such as SHRM, WorldatWork, or other certifying organization. Too many HR specialists are not dedicated professionals, but converted administrative generalists who don’t have the breadth or depth of expertise in human resources to be a trusted advisor and consultant to management. We need to build our HR competencies so that our clients can rely on our expertise. If managed well, we can have far fewer HR specialists providing far more exceptional customer service.

  • #139930

    Andy Green
    Participant

    My suggestion is to consolidate and continue to leverage technology in order to create economies of scale, increase productivity, and build greater expertise. The easiest way would be for OPM to pull back the delegation of authorities from Federal agencies. OPM can create centralized HR operation centers. They can easily transfer in the current HR workforce and utilize flexibliplace options, provide better consistency of procedures and training, more opportunities for advancement within HR, and increased incentive for agency managers and supervisors to actually include HR in decision making and listen to the guidence given by HR professionals since they will need OPM approval for all personnel actions).

    Leveraging of new technology should include throwing out FPPS and all of the other piecemeal of computer systems that agencies are now trying to put together to perform and track HR functions (USAJOBS, USAStaffing, Monster, WTTS, e-OPF, Peropletime, Qucktime, etc.) and create one new universal HR computer system that can perform all the required HR functions and move the data much more easilty from vacancy announcement and application process through the personnel processing functions, personnel records functions, payroll functions, benefits, and even straight through to retirement.

  • #139928

    Terrence Hill
    Participant

    I have another one (my favorite topic since I work in HR) – Instead of each agency/component having their own HR, why not collaborate? We have talked about “shared services” for years, but we can do a lot more than just sharing the “back-office” functions (e.g. payroll, benefits, staffing). With the help of modern technology, we can provide professional services (e.g., training/OD, employee relations, work/life programs) for a much wider range of agencies. This would result in access to more professional, consistent services, as well as significant cost savings to agencies who may no longer need to have their own HR staff.

  • #139926

    Carol Davison
    Participant

    I would develop each HR specialist into a fully competent in a job specialist such as in training, performance, benefits, etc. Too many receive little to no training and aren’t fully competent to answer hiring managers’ questions. After achieving full competent in a job specialty I would have them become certified as Certified Performance Technologists. This teaches them to think systemically before responding to requests for hiring, training, developing SOPs. This would help them become consultants to line supervisors, rather than merely the HR police. I would only allow those who are emotionally intelligent and mature become supervisors because HR is the wheel around which the entire organization revolves. I would make OPM the grand collaborator and have them hold strategic plans, organization development plans, competency models, job descriptions, etc that we all could copy. HR still spends too much time inventing the wheel, not just between Departments, but within them.

  • #139924

    Jaime Gracia
    Participant

    Be able to change the entire process to help eliminate the waste and bureaucracy that comes with the process, such that more business-like approaches are used. If government wants to compete for top talent with the private sector, the HR function needs to be overhauled so it does not take 6 months+ to hire someone. I am also not counting direct hiring authority, as that is another story.

    There are often complaints that government can or should not operate like a business (which I mostly disagree with), but this is certainly one area ripe for improvement and more business-like reform.

  • #139922

    Anonymous

    Whenever I recruit for a position, I am very involved in the process. But, the way HR specialists qualify people for grade levels is a major problem. Standards vary widely from agency (federal) to agency. I have reviewed numerous applications and interviewed many people for senior level positions who supposedly qualified on paper. In reality, they clearly lacked the requisite skill level and experience for a position. They ended up on certificates they should not have been on and I, the selecting official, had to do a “non-select” and redo the recruitment. Very frustrating.

    There should be uniform qualification standards applied across the board to qualify people for positions and grades. The process is too easily manipulated and many are handed grades they do not deserve. In many agencies, you have a low level HR assistant who initially screens the applications and often makes mistakes because he or she lacks the expertise to make proper judgments.

    @Terry, I agree with you. HR work is serious and specialists should fully understand the competencies that positions require. Some type of HR certification would definitely be step in the right direction.

  • #139920

    Robert Eckhardt
    Participant

    Make the website suck a lot less.

    At some point in time you would think you could fill out some basic skills and basic experience from a drop down menu perhaps and have the jobs narrowed down for you.

    For instance I personally have

    1) a masters degree in Mathematics

    2) 3 years business experience in the private sector

    3) 1 year experience in local government

    4)I have no security clearance and probably can’t get one

    With these facts I still can’t figure out what I qualify for. I need to search by GS or by title or what ever. I am not a moron. I can work every system I have come across EXCEPT the USAJobs and all the various spin offs.

    You would think they are inventing the wheel. Or perhaps jumping through the hoops is actually an elaborate IQ test I’m failing.

    I just found out that I can’t open an account because one exists with my SSN. This is fine I’m sure it is mine, yet I can’t use my SSN as a way to find my account I need a former zip code. sheesh.

  • #139918

    Steve Ressler
    Keymaster

    Awesome ideas everyone – we’ll be reaching out shortly to the winner with the free tix.

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