ICMA has collected its greatest ideas and practical strategies on the topic of workforce development to share with you before the 2018 ICMA Annual Conference arrives in September. This year, a portion of the educational sessions will focus on workforce development.
Professional management grew out of the Progressive Era, with civil service ideas reaching back to the late 1800s. Workforce issues continue to evolve, and the structures, policies, and approaches to workforce management need to be modernized to make organizations ready for tomorrow’s challenges. The ICMA "must reads" listed here address various ways employers need to keep in mind changing dynamics of the private and public sector workplace culture, evolving technology (that may facilitate flexible work arrangements), and their job candidates’ expectations if they wish to compete for talent during a period of low unemployment.
As the workforce grows older, local governments need to think of how best to handle the transition to the next generation.
Veterans can help fill the void of the upcoming tsunami of baby boomers who are beginning to leave the workforce.
Against a backdrop of shifting workforce demographics and increased public expectations of what the government can deliver, governments are striving to attain the next level of performance.
As organizations of all types and sizes attempt to address longer-term legacy benefit costs, there has been an increased focus on the role of the “gig” or “contingent” worker, and related others working in “alternative employment arrangements.”
Local governments can create a culture of learning that will help them adapt and innovate in a changing environment.
Attract top early-career talent and retain it.
While a healthy workplace culture does not guarantee high performance, it's almost impossible to achieve without it.
From the local level, it is clear we need to take a fresh look at how dynamic and flexible our organizations are (or are not). We need to ask: Is it possible to change our organizational cultures in the face of existing rules and practices and public expectations?
Done right, implementing this five-step process model can produce powerful results in the form of improved employee and organization performance.
While organizational culture, competitive pay practices, inspiring mission statements, and exceptional top leadership have an influence, it is the daily interaction and relationship with the manager or team leader that drives employee engagement.