HCMG Federal Benchmarking Research Infographic v7 · 2016 TRENDS & CHALLENGES in GOVERNMENT TALENT...
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2016 will be a critical year for workforce planning in the government sector – the presidential election notwithstanding – and three areas are in focus. Recruiting younger talent helps protect against the ‘brain drain’ of retiring Boomers. Training helps prepare workers for new career phases and succession enables agencies to plan ahead in filling vacancies. 2016 TRENDS & CHALLENGES in GOVERNMENT TALENT MANAGEMENT For the 3rd straight year, Cornerstone OnDemand has partnered with HCMG and WBR Digital to deliver the Human Capital Management Report. The 2016 findings show a focus on recruiting, learning and development, and succession planning as the sector’s three big workforce planning goals. Check out some key findings from the survey and see how your agency stacks up in helping employees realize their potential! OVERCOMING THE ‘SILVER TSUNAMI’ OF RETIRING WORKERS © 2015 Cornerstone OnDemand | [email protected] | 888-365-CSOD Stay connected: Cornerstone OnDemand is a global talent management software provider that is pioneering solutions to help organizations realize the potential of a modern workforce. csod.com Recruiting of Human Capital Managers (HCM) say their #1 priority is to recruit new staff 55 % 27 % of agencies actively reach out to Millennials 76 % of Millennial recruiting strategies include social media i n g 3 % l a s t y e of agencies use internships to attract Millennials 62 % target Millennials via campus outreach 60 % a n d m o b i l e m e s s a g i n g 51 % 66 % of HCM are putting resources into recruitment of agencies still use career fairs to engage potential hires and interns CHALLENGES IN BOOSTING WORKFORCE CAPABILITIES Development 51 % 15 % 54 % 17 % 68 % of agencies say identifying and closing skill gaps is their #1 priority of HCM are investing in staff-wide L&D initiatives L & D i s # 2 g o a l f a n o t h 4 5 % emphasize training their team on new technologies of agencies lack Millennial-focused L&D tools of top agencies have already created strategies to develop younger workers PRIORITIZES HOW TO STRATEGICALLY PLAN FOR FUTURE GROWTH Succession 58 % 12 % 15 % 2 9 % e u n s u c c e s s f u l or u n d p of succession planning efforts are unsuccessful, even though it’s the most common #3 priority of HCM are emphasizing retaining their top performers of HCM feel that they’re successful at identifying and retaining their top performers 65 % of agencies aren’t upping their L&D and recruiting budgets 4.5 M hours of training delivered by IRS to agency workers Brought to you by: Learn more about how you can stay ahead of the trends in 2016. Let’s Talk
Transcript of HCMG Federal Benchmarking Research Infographic v7 · 2016 TRENDS & CHALLENGES in GOVERNMENT TALENT...
2016 will be a critical year for workforce planning in the government sector –
the presidential election notwithstanding – and three areas are in focus. Recruiting younger talent helps protect against the ‘brain drain’ of retiring Boomers.
Training helps prepare workers for new career phases and succession enables agencies to plan
ahead in filling vacancies.
2016TRENDS & CHALLENGES
in GOVERNMENTTALENT MANAGEMENT
For the 3rd straight year, Cornerstone OnDemand has partnered with HCMG and WBR Digital to deliver the
Human Capital Management Report. The 2016 findings show a focus on recruiting, learning and
development, and succession planning as the sector’s three big workforce planning goals.
Check out some key findings from the survey and see how your agency stacks up in helping employees
realize their potential!
OVERCOMING THE ‘SILVER TSUNAMI’OF RETIRING WORKERS
© 2015 Cornerstone OnDemand | [email protected] | 888-365-CSOD Stay connected:
Cornerstone OnDemand is a global talent management software provider that is pioneering solutions to help organizations realize the potential of a modern workforce. csod.com
Recruiting
of Human Capital Managers (HCM) say their #1 priority is to recruit new staff55 %
27 % of agencies actively reach out to Millennials
76 % of Millennial recruiting strategies include social media
� �ing 3
%
�� last
ye�
of agencies use internships to attract Millennials
62%target Millennials
via campus outreach
60%
and mobile
messagin
g
51%
66%of HCM are putting resources
into recruitment
of agencies still use career fairs toengage potential hires and interns
CHALLENGES INBOOSTING WORKFORCE CAPABILITIES
Development
51%
15%
54%
17%
68%of agencies say identifying and
closing skill gaps is their #1 priority
of HCM are investing in staff-wide L&D initiatives
L&D is #2 goal
f� anoth� 45%
emphasize training their team on new technologies
of agencies lack Millennial-focused L&D tools
of top agencies have already created strategies to
develop younger workers
PRIORITIZES HOW TO STRATEGICALLYPLAN FOR FUTURE GROWTH
Succession
58%
12%15%
29%�e unsuccessful or und� p�
of succession planning efforts are unsuccessful, even though it’s the most common #3 priority
of HCM are emphasizing retaining their
top performers
of HCM feel that they’re successful
at identifying and retaining their
top performers
65%of agencies aren’t upping their
L&D and recruiting budgets
4.5 Mhours of training delivered by IRS
to agency workers
Brought to you by:
Learn more about how you can stay ahead of the trends in 2016.
Let’s Talk
