Many observers wonder whether the Federal Government will be able to recruit the people needed to replace retiring employees and fill new roles and positions. However, recruitment is only one battle in the war for talent. A well-written job announcement, a rigorous assessment program, and a timely job offer do little good if a new hire does not stay to make a measurable contribution. This article offers some suggestions for agencies seeking to retain and engage new employees, based on a look at new hires in 2011 and 2012.
There is reason for optimism—but not complacency. As shown in the table below, most new Federal employees appear willing to give the Federal Government a chance to make its case as an employer—at least for the short term. Among the more than 300,000 new hires appointed in fiscal years 2011 and 2012, 91% were on the rolls one year after appointment….. (For more, click here.)
What do you think? Do you agree with the suggestions this article provides for agencies?
Agency leaders and the citizens they serve are not always on the same page.
Most federal leaders assume they understand the needs and problems of those coming to them for assistance, whether it’s veterans, businesses, college students, senior citizens or others who rely on the government for help. But they do not always have data to justify those assumptions about their customers.
A new report from the Partnership for Public Service and Accenture Federal Services, “Government for the People: The road to customer-centered services,” examined agency efforts to implement a customer-centered approach, and found many challenges. At the same time, the report offers examples of successes that can be replicated across government.
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Who are the customers you, as an HR practitioner, serve? How could you use data to improve their performance? What data would you use and how would you collect it?
The December attack in San Bernardino prompted people to ask whether the government should be more active in using social media data to anticipate violent behavior. Certainly, social data can be highly valuable, but it has limitations, and agencies should be aware of how best to use it.
Here are some areas where social media can provide valuable insight:
Determining sentiment. It is very useful to understand how citizens feel about certain issues such as a new a policy. Many programs will try to determine sentiment by categorizing certain words as positive or negative, but there are limitations. Something can be said with sarcasm or irony and mean the opposite of what outsiders take at face value. True sentiment analysis must take context into consideration. (For more, click here.)
How can you use social media analytics in your organization, in your job?