Human Capital Management in Federal Government Report

EXECUTIVE SURVEY Human capital managementin federal government Achievingyourmission startswithmodernizing your IT UnlikeleRacysystems,Workday Government Cloud helpsfederalagencies stay ready for what's next. Discover how automationfreesupvaluableHR,IT,and financeresources soteamscanoperatemore strategically:hire, train,and retaintop talent;and adapt quickly to change, Learn more at workday.com. Workday. For a changing world. capital management CONTENTS It's never just technology or justrecruiting or just training or justbudget or just strategy. It's all thosethings and more as agencies work toimprovehumancapitalmanagementparticularly through the use of newand integrated systems. The results Industryperspective ... Methodology .... 12 The data speaks for itself in this Federal News NetworkExecutive Survey onHCM evolution that we conductedin partnership with Workday.Responses from 1o0-plusfocused on developing strategies and using technologyexperiences in measurable ways. Even so, most agencies still are in the defining stage ofestablishing comprehensive HCM programs, with only2g%of surveyrespondents sayingtheyhaveformalplanswith"well-known goals, objectives and targets."Themajority,51%, have only somewhat definedplans orplansstill in the process of being defined.And another 20% saidtheir agencies have no defined strategies. It's also clear from the data revealed in the pages ahead -andparticularlyfromrespondents'anecdotal commentsthatthe challenges aremanyandthegoingisnotparticularly speedy for most agencies in improving HCM. The survey captured responses from far and wide acrossthegovernment,reflecting a broad swath ofHCMeffortsWe hope you find this data useful as your own agencyaddresses some of thecommon HCM challenges seenacross government. VanessaRobertsEditor,CustomContentFederalNews Network THE RESULTS We have put an emphasison recruiting, which isimportant. But until wecan keep the employeeswe recruit, we will alwaysrecruiting.have a'problem'with Nosurprise:RecruitmentleadslistofTop 3 hiring challenges "What are your organization's biggest challenges related to humancapital management (HCM)? (Select your top three) I have sat on many hiringboards, and while we getqualified people, the HRprocess is so slow andbroken that they usuallyget hired at another[federal organization]before we can extendanl offer. + *Diversity, equrity and inclusion" was the least selected option, with only 3% ofrespondents picking it. This suggests either that DEf efforts are weil underway orthat the federal HR function faces more basic challenges. We have a patchworkof systems, somehomeqrown and somefrom our cabinetdepartment, none ofwhich were designed tobe interoperable Most agencies rely on centralized HR structure "which of the following best describes your organization's HR servicedelivery and organizational structure?" All major HCM functionsare performed bycontractors from anotherfederal agency, whichresults in loss of processcontrol, delays andconfusion for existingemployees and newemployees being hired. Formost.fullydefinedHcMstrategiesremainelusive Most functions arecentralized at theregional level, with someareas centralized at thenational level. "To what extent is your organization's HCM strategy definedand documented?" Complete lack ofaccountability throughcentralization. The goals are mostlyin place, but themethodologies arelacking and/or notestablished MosthavestandardsforHR service delivery "To what extent are HR service delivery standards defined? Our component hasa clear HCM strategy.and our HR leadershipteam uses the strategyto continually alignactivities and updatepriorities. The plan is only knownat the high levels of theorganization, with peopleleft only with hopes andwishes at the field level. It's difficult to know whenchanges are consistentlybeing made to how weoperate and what the scopeof responsibilities are Employee satisfactiongaugedonlyperiodicallyfor mostpart "To what extent is employee satisfaction and engagement measured?" Always feel like it's a youdon't need to look behindthe curtain' mentality. Somewhat, butexpectations are notachievable in some casescausing poor customerservice. TrackingandanalysisofDEIdatavaries "To what extent is diversity, equity and inclusion tracked and reported? Defined, but not muchaccountability to ensurethey are delivered. We're in the processof shifting to a moreintegrated solution. Itwill be great to have onesystem, with improveddata flows, trackingreporting, et cetera. FewagenciesuseintegratedHRsystems "How would you describe your current systems environment?" There are severalsystems, and some ofthe integrated systemsdo not operate optimallywith each other. Currently, dashboardsare often createdseparately becausedifferent systems arecapturing differentpieces of the process. MostviewtheirHcMtechnologyas justaverageacrosstheboard "Thinking about your core HCM technology collectively, which ofthe following best des