- Only 21% of public sector leaders collaborate on projects or plan strategic initiatives together, according to Deloitte's "2018 Government Human Capital Trends" report, The Rise of the Social Enterprise, A Government Perspective.
- Other study results show that new workforce models are changing the employer-employee relationship; more than 63% of public sector respondents said their rewards strategy was "misaligned" or "somewhat aligned" with their organizations' goals. Achieving a traditional hierarchical career path is no longer a pursuit of many organizations, but most public sector respondents (59%) haven't incorporated the aging workforce into their strategic plans, even though people are remaining in the workforce longer.
- Around 79% of respondents said that employee well-being is "important," while nearly 49% said the purpose of their well-being programs was about complying with requirements, as opposed to being about caring for employees.
The workplace is changing, as it always does, and C-suite leaders in both the private and public sectors must see that their organizations are prepared for the various disruptions to come. This study focuses on public C-suites, but the insights expand across companies of all types. Notably, CHROs of all types could likely do more to align more closely with company goals, the study suggests.
CHROs have ins to connecting with the rest of the C-suite, however. HR leaders will be central in getting organizations prepared for the future of work, as most of the challenges will require human capital management (HCM) expertise. Workplaces will need to train employees for new disciplines, many of which will likely be in or related to the science, technology, engineering and mathematical (STEM) areas. In some cases, that includes partnerships with public entities or learning providers.
Employee well-being is increasingly becoming a priority, as well; employers are expanding wellness programs to include mental health services, financial education and chronic health condition management. Employers are trying harder to enhance workers' experience and keep them engaged to lower job dissatisfaction and raise productivity — which will also be key to winning in the future of work.
Employers are paying close attention to the things employees value most in their work lives — among them, career development, work-life balance and benefits that address their personal needs. HR leaders will continue to be challenged by these evolutions in the workplace, but they have the knowledge, expertise and resolve to make it all happen, experts recently said at the SHRM 18 Annual Conference.