December 15, 2020

Federal human capital management: meeting the challenge of a distributed workforce

Dave Kelly

Topic:   Data

Last updated: January 8th, 2021

How can federal government agencies capitalize on next-gen data management platforms to improve their internal human capital management strategies?

Human capital management tools can help federal agencies manage dispersed workforces.

With an increasingly distributed workforce, federal agencies face human capital management challenges on a previously unimagined scale. These organizations conduct mission-critical work across the public sector, and while they have access to extensive data sets in most cases, they rarely seem to leverage these tools to meet their mission of doing more under tighter budgets.

How can federal government agencies capitalize on next-gen data management platforms to improve their internal human capital management strategies?

Improving Human Capital Management with Big Data Platforms

Like many large bureaucracies in the private sector, federal agencies often suffer from siloed data streams. Many agencies have been unable to capture, manage, and harness human intelligence data, which leads to skills shortages and disengaged employees.

Many high performing organizations in the private sector have engaged powerful data management platforms to empower human capital management initiatives by their HR teams. For the most part, public sector government organizations have not benefited from the advancements in big data technologies to help them proactively solve some of the big HR problems these agencies face, like aging workforces, retention, recruiting, and burnout.

Government Executive spells out the problem, noting:

“Until the work of government is automated, agency performance will heavily depend on having a well-qualified, engaged and committed workforce.”

Most government agencies would admit that they have an HR problem, and that their workforce often lacks the engagement found at some of the highest-performing private enterprise organizations in the U.S. However, few have invested in the HR management capabilities of today’s sophisticated cloud-driven data management platforms.

How Human Capital Management Can Harness Big Data for Federal Agencies

In the past decade, a new HR has emerged to use the power of data analytics to improve their human capital management efforts. The approach is, in many cases, runs counter to the philosophy found in civil service organizations.

Today’s human capital management encompasses a proactive approach to personalizing the employee experience, engaging the workforce in the success of the organization, and empowering them to make front line decisions. It’s a relatively new approach carefully tied to management of HR data to help make strategic workforce decisions.

Federal Human Capital Management

A new HR model has emerged that uses big data to empower the workforce.

Regional, state, and federal government agencies should take note of this new marriage between HR and big data. Human capital management tools could do so much—if this innovation were simply allowed to shift the public sector paradigm. Organizations investing in data management platform could use these tools to:

  • Create strategies for human capital management impacting hiring and retention to achieve organizational goals.
  • Develop personalized training and upskilling that will help the distributed workforce improve productivity.
  • Leverage predictive analytics to spot hiring and skills trends.
  • Increase the use of data analytics for performance management.
  • Leverage data management tools to increase diversity across the organization.
  • Develop a proactive succession plan to counteract retirement trends.
  • Engage disconnected employees, whether on-site or remote, in the success of the organization.
  • View the entire organization geospatially

With these tools, HR professionals in the public sector can shift their focus from reactive compliance and transactional employee relationships to a more strategically proactive and engaging approach, even with today’s distributed workforce. A thoughtful approach will leverage data integration software to provide enhanced benefits from all existing information technology investments. These tools can drive actionable insight that will inspire continuous improvement and performance achievement throughout even the most change-adverse public institution.

Talk with our team today about our data analytics solutions for government agencies to improve your organizational efficiency.

Dave Kelly CPT (Ret.) spent 26 years in the Michigan State Police where he led statewide intelligence, Cyber Command & Technology. Dave Kelly is a veteran of the United States Marine Corps and currently serves as the vice president for Public Sector Solutions and Strategy at ibi. In this role Dave is enabling our federal, state, local government and public education partners achieve their analytics, data integration, quality, management, and visualization goals. Dave provides our partners with thought leadership on use-case driven solutions to public sector technology problems and strategic vision for what is possible when leveraging the ibi stack of technology.

Talk with our team today about our data analytics solutions for government agencies to improve your organizational efficiency.


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