Talent Wins: The New Playbook for Putting People First,<\/em> by three of the country\u2019s most prominent management consultants, Ram Charan, Dominic Barton and Dennis Carrey.\u00a0 Their argument is supported by a long list of major company CEOs who endorsed the book.\u00a0 The changes in workforce management prompted by the COVID-19 crisis make this an ideal juncture to consider the relevance of their argument to government.<\/p>\nThe book opens with a discussion that captures government\u2019s talent management problem:<\/p>\n
\u201cMost executives today recognize the competitive advantage of talent, yet the talent practices their organizations use are vestiges of another era. \u00a0They were designed for predictable environments, traditional ways of getting work done, and organizations where lines and boxes defined how people were managed. . . companies must deploy talent in new ways.\u00a0 In fact, talent must lead strategy.\u00a0 In our opinion, putting talent first means a complete transformation of the way most companies have done business for decades.\u201d<\/p>\n
The authors argue, \u201cSomething this big is a job for the CEO.\u201d\u00a0 That\u2019s a key: \u201creimagining and leading a people-first company cannot be delegated to anyone else in the organization.\u201d<\/p>\n
Nowhere is their argument more relevant than in government.\u00a0 No business, large or small \u2013 or any entity trying to achieve goals \u2013 would rely on unchanged management practices for more than 70 years.\u00a0 Further, the performance of government agencies \u2013 that is defined by an agency\u2019s success in serving the pubic \u2013 is at least as dependent on employee performance as in any business.\u00a0<\/p>\n
Government is clearly not a business but even the largest companies do not have to address problems as difficult as those confronting the country.\u00a0 The COVID-19 crisis highlighted the importance of employing qualified, committed front-line workers.\u00a0 The public depends on government employees for everything from trash pickup to protecting wildlife to managing the addiction crisis.\u00a0 A strong workforce is essential.<\/p>\n
The focus on talent is not another \u201csoft\u201d or \u201cfeel good\u201d idea.\u00a0 The goal of businesses when they invest in the workforce and in the HR function is to improve performance.\u00a0 As the book\u2019s authors argue: \u201cPeople, not companies, generate value.\u201d\u00a0 Numerous studies have confirmed that investing in employee capabilities and creating a supportive, positive work experience pays off with higher performance.\u00a0<\/p>\n
Understanding HR\u2019s Role in Managing Performance<\/h4>\n
An often unrecognized key to raising performance levels in government is creating a work environment where employees are comfortable and encouraged to use their full capabilities to tackle job-related problems.\u00a0 The reality, however, in many public agencies is that managers continue to rely on close, over-the-shoulder \u201cdo what you\u2019re told\u201d supervisory practices and almost a mechanical view of performance.<\/p>\n
That approach to management predates World War II when it was introduced by Industrial Engineers and used to define performance expectations.\u00a0 The manager\u2019s job was to make certain workers followed orders. Then jobs were typically stable for extended periods.\u00a0 Today many public employers continue to rely on \u201cperformance standards\u201d — read minimal acceptable performance.\u00a0 It\u2019s still reflected in civil service practices.\u00a0 It explains the focus on poor performers \u2013 those who fail to meet expectations.<\/p>\n
In high-performing companies, the focus is on the high performers.\u00a0 They are recognized and rewarded.\u00a0 The few poor performers \u2013 less than 5% — are handled quietly and confidentially.\u00a0<\/p>\n
The difference in practice sends an important message.\u00a0 When employees are told what to do, and managed closely, they do not have opportunities to develop and test their skills or to use their capabilities fully.\u00a0 Work can then be frustrating for those few motivated to perform at high levels.<\/p>\n
Roughly two decades ago Gallup introduced its Q12<\/sup> survey and the argument that the level of employee engagement or emotional commitment is linked to their work efforts \u2013 and their performance.\u00a0 Recent Gallup studies show, \u201cAcross companies, business\/work units scoring in the top half on employee engagement more than double their odds of success compared with those in the bottom half.\u201d \u00a0To focus on selected performance metrics, a comparison of employers with top-quartile and bottom-quartile engagement scores shows a 14 percent difference in productivity, 81 percent lower absenteeism, and 41 percent better quality (fewer defects).\u00a0<\/p>\nA number of research studies now confirm highly engaged employees perform better.\u00a0 In government as in business, efforts to raise engagement scores would translate into lower operating costs and better results.<\/p>\n
The core issue in engagement surveys is that managers play the central role.\u00a0 Gallup argues that front-line managers account for 70% of the variance in engagement scores.\u00a0 Stated differently, it\u2019s the approach to supervision that is a primary driver of employee performance.\u00a0<\/p>\n
In federal agencies, all but a few agency engagement scores fall below the average in the private sector.\u00a0 High-performing companies score above the average.\u00a0 It\u2019s a reason for agencies that want to improve results to evaluate their engagement scores.\u00a0 That would very likely trigger better performance.\u00a0<\/p>\n
President Biden has emphasized \u2018empowering\u2019 federal workers, which is saying they should have more autonomy, less close supervision, and a shared understanding they will take the initiative to address job-related problems. The pandemic and working remotely makes that reality\u2013 close supervision for remote workers is impractical \u2013 so this is an ideal time to transition to new management practices.\u00a0 Working remotely makes this argument relevant to all employers, public and private.<\/p>\n
That\u2019s important here because it\u2019s a different perspective of HR\u2019s role than in many older publications.\u00a0 The HR office provides the training and the \u201ctools\u201d for supervising employees but has virtually no involvement in day-to-day employee management.\u00a0 HR\u2019s new role is best understood as providing leadership for \u201cPutting People First\u201d and supporting line executives and managers to make better use of employee capabilities.\u00a0 Partnering might be an apt descriptor of HR\u2019s role although executives and managers remain solely accountable for achieving agency goals.<\/p>\n
But the changes do not stop there.\u00a0 Both public and private employers are committing to the goal of \u201cdiversity, equity, inclusion, and accessibility\u201d (DEI) with the promise of eliminating the barriers that have denied women and workers from underrepresented groups equal career opportunities. That is the opening goal of Biden\u2019s President\u2019s Management Agenda, \u201cWe will take steps . . . to build a diverse, equitable, inclusive and accessible workforce that reflects our nation.\u201d\u00a0 The Agenda goes on to promise a work environment \u201cwhere all employees are treated with dignity and respect\u201d.<\/p>\n
This is about more than fairness.\u00a0 There is a growing body of evidence showing diverse and inclusive workplaces yield higher performance.\u00a0 Companies in the top quartile of gender diversity and those in the top quartile of racial\/ethnic diversity typically generate financial returns above their national industry medians.\u00a0 Prominent companies got on this bandwagon several years ago.\u00a0 Many now link executive bonuses to achieving diversity goals. \u00a0Public agencies should benefit in the same way.<\/p>\n
The reality is that when discrimination prevents talented employees from moving into new positions or are otherwise prevented from fully developing and applying their capabilities they lose and their employer loses.\u00a0 Discrimination has held back women and employees from racial\/ethnic groups for too long.\u00a0 A first step is assembling demographic data confirming the problem.\u00a0 HR needs to make this a priority.<\/p>\n
Leadership Is Essential<\/h4>\n
The first chapter in the Talent Wins book is:\u00a0 Memo to the CEO: Your Talent Playbook.\u00a0 The recommended changes are described as \u201cSomething this big is a job for the CEO.\u00a0 Simply put, reimagining and leading a people-first company cannot be delegated to anyone else in the company.\u201d<\/p>\n
The authors recommend creating a \u2018G3\u2019 \u2013 a group of three executives consisting of the CEO, the CFO and the CHRO who is \u201cas committed, talented and empowered as the CFO.\u201d\u00a0 The important point is that the CHRO should be involved in all organizational and operating decisions.<\/p>\n
President Biden made his \u2018people management\u2019 goals and priorities clear in a series of Executive Orders.\u00a0 The job of accomplishing his goals is the responsibility of the President\u2019s Management Council working with Chief Management Officers.\u00a0 They should be accountable to the President for achieving goals.\u00a0 Their counterparts at the state and local level should also be accountable for improving results.<\/p>\n
In Tennessee, Governor Haslam made reform a priority when he was inaugurated in 2011.\u00a0 He held his cabinet members accountable along with his HR commissioner.\u00a0 They proved strong leadership is the key.<\/p>\n
[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.22″ background_color=”#f7f7f4″ custom_margin=”-641px|||||” custom_padding=”0px||0px|||” global_colors_info=”{}”][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Section” _builder_version=”3.22″ custom_padding=”0px||0px|” global_colors_info=”{}”][et_pb_row column_structure=”2_3,1_3″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” column_padding_mobile=”on” module_class=” et_pb_row_fullwidth” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|desktop” max_width=”100%” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|desktop” custom_padding=”0px||0px|” make_fullwidth=”on” custom_width_px=”680px” global_colors_info=”{}”][et_pb_column type=”2_3″ _builder_version=”3.25″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/12\/1-5.jpeg” title_text=”Smiling,African,American,Manager,Sitting,At,His,Desk,In,An” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.11.3″ custom_margin=”-1px|||||” animation=”off” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.25″ background_color=”#efefe9″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/12\/2-5.jpeg” alt=”video presentation” title_text=”Human,Resource,Management,,Hr,,Recruitment,,Leadership,And,Teambuilding.,Business,And” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.11.3″ animation=”off” global_colors_info=”{}”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”4.11.3″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”5.7%|10%||10%||” custom_margin_tablet=”|10%||10%” custom_margin_phone=”” custom_margin_last_edited=”on|desktop” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n
\n
\n
\n
\n
The past two decades have seen a revolution in the role of HR and the practices governing talent management but it\u2019s been ignored by government.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n
[\/et_pb_text][et_pb_text _builder_version=”4.4.6″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” global_colors_info=”{}”]HOWARD RISHER[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row use_custom_gutter=”on” gutter_width=”4″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_padding=”0px||0px|” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.11.3″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”19px||0px|||” custom_margin_tablet=”40px||0px|” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” hover_enabled=”0″ text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n
Federal Advisory Committee to Advise OPM Director<\/h4>\n
Representative Connolly\u2019s proposal would create a federal advisory committee \u201cto help the [OPM] Director better understand stakeholder needs, concerns, and ideas as they relate to OPM\u2019s policymaking and operations.\u201d\u00a0 Committee appointees would be recognized leaders in human capital management in other sectors.<\/p>\n
Where public sector leaders and elected officials are open to the best thinking in other sectors, the committee idea could be invaluable in floating ideas for improving the civil service system. \u00a0At the state and local level, creating advisory groups composed of leaders from leading corporations, locally recognized \u201cgreat places to work\u201d and HR experts would give elected leaders and their HR offices a great resource of best-practice ideas.\u00a0 Their purpose would be to bring the best HR thinking and ideas to government.<\/p>\n
Few elected officials have experience managing large, leading companies.\u00a0 Tennessee\u2019s Haslam had that experience.\u00a0 Creating an advisory group would put the spotlight on workforce management issues and the importance of creating a work environment where employees are committed to their agency\u2019s goals.<\/p>\n
An advisory group would raise the prominence of workforce issues and help elected officials understand the expected gains from adopting proven best practices.\u00a0<\/p>\n
This \u2018inflection point\u2019, to use Biden\u2019s phrase, would be an opportune time to initiate an assessment of government\u2019s HR policies and practices. It is rare to find a public employer that has initiated the analyses to learn if an HR policy or practice is adding value. \u00a0Currently, the pandemic-driven changes in the way work is managed make this an ideal time to assess current practices.\u00a0 Important concerns like attracting and retaining Gen Z workers warrant attention. \u00a0It\u2019s time to decide what\u2019s working and what\u2019s broken.<\/p>\n
The past two decades have seen a revolution in the role of HR and the practices governing talent management but it\u2019s been ignored by government. \u00a0Having the support of an advisory group would help HR leaders convince elected officials change is needed.<\/p>\n
Strengthening HR\u2019s Digital Capabilities<\/h4>\n
Connelly\u2019s proposal would require future OPM directors \u201cbe selected without regard to political affiliation and that he or she have human capital and leadership expertise.\u201d\u00a0 Although not discussed on his website, the experience should include time actually leading an HR function that has a unified digital platform.<\/p>\n
From the book, \u2018if your CHRO is not a first-rate business leader whom you [the CEO] can trust completely, your company\u2019s HR department will never become more than a source of administrative support.\u201d\u00a0 \u201cIt\u2019s not about building out an HR department.\u00a0 It\u2019s about building out an HR capability.\u201d<\/p>\n
Improving service and reducing costs on the transaction side of HR is clearly important.\u00a0 However, as the authors argue, streamlining \u201cwithout investing in the strategic\/delivery side is a recipe for disaster\u201d, and the delivery is linked to technology skills and methods.<\/p>\n
Where talent leads strategy, the HR office \u201cmust arm itself with cutting-edge, talent-oriented, data-based IT, which lets you understand your workforce better than ever before.\u201d Digitalization is a key to a \u2018modern\u2019 HR function operates and what it is capable of delivering.\u00a0 In the future, analytics can enhance HR delivery in several ways:<\/p>\n
\n- Recruiting: linking to social media, resumes, and other public data to find job candidates, using AI to sift through individual social media (with permission) to identify jobs that match their skills, experience, and personalities. Data analytics can also be used to identify discrimination.<\/li>\n
- Retention: Crunching data to discover who might be considering leaving the company and why. Google for example cut the attrition of new mothers in half by lengthening maternity leave from three to five months.\u00a0 Analytics can also help to identify employees dissatisfied with their work experience.<\/li>\n
- Career Development: Looking at a variety of data over time to discover talented internal candidates whose growth should be accelerated. The software can monitor, for example, time spent in meetings, interactions with managers, performance reviews, and performance metrics.<\/li>\n
- Performance Management: The best practice <\/em>today is continual coaching, and apps can track performance progress and provide several ways for supervisors to provide current feedback. Its important to note teaching and coaching is a far more rewarding role.<\/li>\n
- Culture Transformation: \u201cDriving a people-first organization means learning, and then fostering, the kinds of behaviors that help employees do their best collaborative work.\u201d Another study at Google, for example, found the most productive teams were ones in which everyone had an opportunity to voice their ideas.<\/li>\n<\/ul>\n
HR needs to shift from a backroom, administrative function to provide the leadership for creating a \u2018people-first\u2019 organization, managing employees as assets, attracting those with essential skills, investing to develop their capabilities, and trusting them to make effective decisions.<\/p>\n
Redefining HR\u2019s Focus<\/h4>\n
Another widely respected consultant, David Ulrich, has written frequently on HR\u2019s role.\u00a0 A key point for Ulrich is that HR has to shift its traditional focus from jobs and individual employees to focus on \u201chow those individual people join together to create successful organizations . . .\u201d\u00a0 He argues that,<\/p>\n
\u201cIsolating and improving a single HR practice area (e.g., hiring people, orienting new employees, training employees, or paying employees) is not enough; HR must emphasize the integration or bundling of the separate HR practices into integrated solutions and patterns, often called high-performance work systems.<\/p>\n
His argument suggests dividing HR into three specialized units: one focused on the administrative and recordkeeping work, a second to take the lead in \u201cadvancing human capability\u201d (Ulrich\u2019s phrase for developing essential knowledge and skills), and a third serving as consultants and advisers for improving agency results. \u00a0Each requires a different competency profile.<\/p>\n
Working to build collaborative, high-performing teams would be invaluable to the functioning of government and create a more satisfying work experience for everyone.<\/p>\n
[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.9.0″ custom_margin=”-17px||20px||false|false” custom_padding=”0px|0px|24.625px|0px||” global_module=”37900″ global_colors_info=”{}”][et_pb_row column_padding_mobile=”on” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”780px” custom_padding=”0px|0px|73.90625px|0px” use_custom_width=”on” custom_width_px=”780px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”3.27.4″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”36″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”||70px|” text_font_size_tablet=”26″ text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”] Want new articles before they get published? Subscribe to our Awesome Newsletter. [\/et_pb_text][et_pb_signup provider=”constant_contact” constant_contact_list=”mhurwitz321|2103394019″ layout=”bottom_top” first_name_fullwidth=”off” last_name_field=”off” email_fullwidth=”off” success_message=”Thank you for subscribing!” button_text=”Submit” use_spam_service=”on” recaptcha_list=”CIG|CIG-0″ _builder_version=”4.9.0″ _module_preset=”default” form_field_background_color=”#ffffff” form_field_text_color=”#000000″ form_field_custom_margin=”1px||1px||false|false” form_field_custom_padding=”12px|12px|12px|12px|false|false” result_message_text_color=”#0C71C3″ result_message_font_size=”25px” result_message_letter_spacing=”1px” result_message_line_height=”1.1em” form_field_text_align=”justify” form_field_font_size=”16px” form_field_line_height=”1.8em” background_enable_color=”off” custom_button=”on” button_text_color=”#ffffff” button_bg_color=”#02b875″ border_radii_fields=”on|0px|0px|0px|0px” border_width_all_fields=”1px” border_color_all_fields=”#c6c6c6″ global_colors_info=”{}”][\/et_pb_signup][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.4.1″ background_color=”#f9f9f9″ custom_margin=”2px||-37px||false|false” custom_padding=”1px|0px|0px|0px|false|false” global_module=”35977″ collapsed=”off” global_colors_info=”{}”][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.22″ background_color=”#222222″ custom_padding=”78px||78px|” global_colors_info=”{}”][et_pb_row column_structure=”1_3,1_3,1_3″ use_custom_gutter=”on” gutter_width=”1″ padding_mobile=”on” column_padding_mobile=”on” module_class=”border-hover et_pb_row_fullwidth” _builder_version=”3.25″ background_color=”#f5f5f5″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|desktop” max_width=”100%” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|desktop” custom_padding=”0px|0px|0px|0px” make_fullwidth=”on” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”3.25″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2016\/11\/typing.jpg” show_bottom_space=”off” align=”center” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”3.23″ animation=”off” sticky=”on” global_colors_info=”{}”][\/et_pb_image][et_pb_cta title=”CAREER ADVICE” button_url=”https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/” button_text=”CAREER ADVICE” _builder_version=”3.16″ header_font_size=”30px” body_font_size=”20px” use_background_color=”off” background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”]Advice from top Career specialists[\/et_pb_cta][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.25″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2016\/11\/news-cig.jpg” show_bottom_space=”off” align=”center” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”3.23″ animation_style=”slide” animation_direction=”left” animation_duration=”500ms” animation_intensity_slide=”10%” sticky=”on” global_colors_info=”{}”][\/et_pb_image][et_pb_cta title=”GOV TALK” button_url=”https:\/\/www.careersingovernment.com\/tools\/gov-talk-page\/” button_text=”Government Updates” _builder_version=”3.16″ header_font_size=”30px” body_font_size=”20px” use_background_color=”off” background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”]Articles about the Public Sector[\/et_pb_cta][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.25″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2016\/11\/public-secot-trends.jpg” show_bottom_space=”off” align=”center” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”3.23″ animation=”off” sticky=”on” global_colors_info=”{}”][\/et_pb_image][et_pb_cta title=”TRENDS” button_url=”https:\/\/www.careersingovernment.com\/tools\/hr-tips-and-strategies\/” button_text=”TRENDS” _builder_version=”3.16″ header_font_size=”30px” body_font_size=”20px” use_background_color=”off” background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”]Public Sector Trends[\/et_pb_cta][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"
The past two decades have seen a revolution in the role of HR and the practices governing talent management but it\u2019s been ignored by government. <\/p>\n","protected":false},"author":3346,"featured_media":40397,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[13],"tags":[35],"class_list":["post-40396","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-about-gov","tag-government-trends"],"acf":[],"yoast_head":"\n
This is the Time to Rethink HR - Careers in Government<\/title>\n<meta name=\"description\" content=\"The past two decades have seen a revolution in the role of HR and the practices governing talent management but it\u2019s been ignored by government.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"This is the Time to Rethink HR - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"The past two decades have seen a revolution in the role of HR and the practices governing talent management but it\u2019s been ignored by government.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/\" \/>\n<meta property=\"og:site_name\" content=\"Careers in Government\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/CareersInGovernment\" \/>\n<meta property=\"article:published_time\" content=\"2021-12-10T01:52:42+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2021-12-11T00:41:02+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/12\/1-5.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"1000\" \/>\n\t<meta property=\"og:image:height\" content=\"667\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Howard Risher\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@careersingov\" \/>\n<meta name=\"twitter:site\" content=\"@careersingov\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Howard Risher\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"16 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/\"},\"author\":{\"name\":\"Howard Risher\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#\\\/schema\\\/person\\\/939405595f31ebac97267cf869a3f394\"},\"headline\":\"This is the Time to Rethink HR\",\"datePublished\":\"2021-12-10T01:52:42+00:00\",\"dateModified\":\"2021-12-11T00:41:02+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/\"},\"wordCount\":5013,\"publisher\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/wp-content\\\/uploads\\\/2021\\\/12\\\/1-5.jpeg\",\"keywords\":[\"Government trends\"],\"articleSection\":[\"About the Public Sector\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/\",\"url\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/\",\"name\":\"This is the Time to Rethink HR - Careers in Government\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/wp-content\\\/uploads\\\/2021\\\/12\\\/1-5.jpeg\",\"datePublished\":\"2021-12-10T01:52:42+00:00\",\"dateModified\":\"2021-12-11T00:41:02+00:00\",\"description\":\"The past two decades have seen a revolution in the role of HR and the practices governing talent management but it\u2019s been ignored by government.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/wp-content\\\/uploads\\\/2021\\\/12\\\/1-5.jpeg\",\"contentUrl\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/wp-content\\\/uploads\\\/2021\\\/12\\\/1-5.jpeg\",\"width\":1000,\"height\":667,\"caption\":\"A man and a woman are seated at a wooden desk in a modern office, engaged in an HR discussion. They are shaking hands, smiling, and appear to be having a positive conversation. On the desk sits a laptop, a notebook, and some documents.\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/gov-talk\\\/about-gov\\\/this-is-the-time-to-rethink-hr\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Tools\",\"item\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Government Talk\",\"item\":\"https:\\\/\\\/www.careersingovernment.com\\\/newdesign\\\/tools\\\/gov-talk\\\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"About the Public Sector\",\"item\":\"https:\\\/\\\/www.careersingovernment.com\\\/newdesign\\\/tools\\\/gov-talk\\\/about-gov\\\/\"},{\"@type\":\"ListItem\",\"position\":4,\"name\":\"This is the Time to Rethink HR\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#website\",\"url\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/\",\"name\":\"Careers in Government\",\"description\":\"Oldest and largest, award-winning site for finding jobs in government, education and other public sector agencies. Valuable tools for job seekers and employers.\",\"publisher\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#organization\",\"name\":\"Careers in Government\",\"url\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/wp-content\\\/uploads\\\/2024\\\/11\\\/CIG-horizontal-dark-v2.png\",\"contentUrl\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/wp-content\\\/uploads\\\/2024\\\/11\\\/CIG-horizontal-dark-v2.png\",\"width\":\"708\",\"height\":\"480\",\"caption\":\"Careers in Government\"},\"image\":{\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/CareersInGovernment\",\"https:\\\/\\\/x.com\\\/careersingov\",\"https:\\\/\\\/www.instagram.com\\\/careersingov\\\/\"]},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/#\\\/schema\\\/person\\\/939405595f31ebac97267cf869a3f394\",\"name\":\"Howard Risher\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/abc3513aec540902220f368630db7cb169db4c07963e9aef0c5e8a3191123c0e?s=96&d=mm&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/abc3513aec540902220f368630db7cb169db4c07963e9aef0c5e8a3191123c0e?s=96&d=mm&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/abc3513aec540902220f368630db7cb169db4c07963e9aef0c5e8a3191123c0e?s=96&d=mm&r=g\",\"caption\":\"Howard Risher\"},\"description\":\"Howard Risher has 40 years of experience as a consultant and HR executive with clients in every sector. His early focus was compensation and performance management. In those years he managed the consulting practices for Mercer in Manhattan and for Watson Wyatt in Washington and Philadelphia. He began working privately in the early 1990s. He also started working with Wharton\u2019s Peter Cappelli to plan and manage conferences for the Center for Human Resources. That put him in contact with the nation\u2019s HR thought leaders which triggered his interest in the practices that are redefining and expanding HR\u2019s role. His public sector clients have included a number of federal agencies, several states from Hawaii to Vermont, counties, cities and Pennsylvania court system. In 1990 he managed the project for OPM that led to the Federal Employee Pay Comparability Act and the switch to locality pay. He has also consulted with the UN\u2019s ICSC and the OECD in Paris. He has published frequently in HR journals and websites. He is the author or co-author of six books and a growing list of ebooks. The most recent is Building the Workforce Government Needs. He is associated with Grahall Consulting Partners. He has a BA in psychology and an MBA and PhD from Wharton.\",\"sameAs\":[\"https:\\\/\\\/www.govexec.com\\\/voices\\\/howard-risher\\\/2371\\\/\",\"careersingov\"],\"url\":\"https:\\\/\\\/www.careersingovernment.com\\\/tools\\\/author\\\/howardr\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"This is the Time to Rethink HR - Careers in Government","description":"The past two decades have seen a revolution in the role of HR and the practices governing talent management but it\u2019s been ignored by government.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/","og_locale":"en_US","og_type":"article","og_title":"This is the Time to Rethink HR - Careers in Government","og_description":"The past two decades have seen a revolution in the role of HR and the practices governing talent management but it\u2019s been ignored by government.","og_url":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/","og_site_name":"Careers in Government","article_publisher":"https:\/\/www.facebook.com\/CareersInGovernment","article_published_time":"2021-12-10T01:52:42+00:00","article_modified_time":"2021-12-11T00:41:02+00:00","og_image":[{"width":1000,"height":667,"url":"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/12\/1-5.jpeg","type":"image\/jpeg"}],"author":"Howard Risher","twitter_card":"summary_large_image","twitter_creator":"@careersingov","twitter_site":"@careersingov","twitter_misc":{"Written by":"Howard Risher","Est. reading time":"16 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/#article","isPartOf":{"@id":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/"},"author":{"name":"Howard Risher","@id":"https:\/\/www.careersingovernment.com\/tools\/#\/schema\/person\/939405595f31ebac97267cf869a3f394"},"headline":"This is the Time to Rethink HR","datePublished":"2021-12-10T01:52:42+00:00","dateModified":"2021-12-11T00:41:02+00:00","mainEntityOfPage":{"@id":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/"},"wordCount":5013,"publisher":{"@id":"https:\/\/www.careersingovernment.com\/tools\/#organization"},"image":{"@id":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/#primaryimage"},"thumbnailUrl":"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/12\/1-5.jpeg","keywords":["Government trends"],"articleSection":["About the Public Sector"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/","url":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/","name":"This is the Time to Rethink HR - Careers in Government","isPartOf":{"@id":"https:\/\/www.careersingovernment.com\/tools\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/#primaryimage"},"image":{"@id":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/#primaryimage"},"thumbnailUrl":"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/12\/1-5.jpeg","datePublished":"2021-12-10T01:52:42+00:00","dateModified":"2021-12-11T00:41:02+00:00","description":"The past two decades have seen a revolution in the role of HR and the practices governing talent management but it\u2019s been ignored by government.","breadcrumb":{"@id":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/#primaryimage","url":"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/12\/1-5.jpeg","contentUrl":"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/12\/1-5.jpeg","width":1000,"height":667,"caption":"A man and a woman are seated at a wooden desk in a modern office, engaged in an HR discussion. They are shaking hands, smiling, and appear to be having a positive conversation. On the desk sits a laptop, a notebook, and some documents."},{"@type":"BreadcrumbList","@id":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/this-is-the-time-to-rethink-hr\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Tools","item":"https:\/\/www.careersingovernment.com\/tools\/"},{"@type":"ListItem","position":2,"name":"Government Talk","item":"https:\/\/www.careersingovernment.com\/newdesign\/tools\/gov-talk\/"},{"@type":"ListItem","position":3,"name":"About the Public Sector","item":"https:\/\/www.careersingovernment.com\/newdesign\/tools\/gov-talk\/about-gov\/"},{"@type":"ListItem","position":4,"name":"This is the Time to Rethink HR"}]},{"@type":"WebSite","@id":"https:\/\/www.careersingovernment.com\/tools\/#website","url":"https:\/\/www.careersingovernment.com\/tools\/","name":"Careers in Government","description":"Oldest and largest, award-winning site for finding jobs in government, education and other public sector agencies. Valuable tools for job seekers and employers.","publisher":{"@id":"https:\/\/www.careersingovernment.com\/tools\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.careersingovernment.com\/tools\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.careersingovernment.com\/tools\/#organization","name":"Careers in Government","url":"https:\/\/www.careersingovernment.com\/tools\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.careersingovernment.com\/tools\/#\/schema\/logo\/image\/","url":"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2024\/11\/CIG-horizontal-dark-v2.png","contentUrl":"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2024\/11\/CIG-horizontal-dark-v2.png","width":"708","height":"480","caption":"Careers in Government"},"image":{"@id":"https:\/\/www.careersingovernment.com\/tools\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/CareersInGovernment","https:\/\/x.com\/careersingov","https:\/\/www.instagram.com\/careersingov\/"]},{"@type":"Person","@id":"https:\/\/www.careersingovernment.com\/tools\/#\/schema\/person\/939405595f31ebac97267cf869a3f394","name":"Howard Risher","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/abc3513aec540902220f368630db7cb169db4c07963e9aef0c5e8a3191123c0e?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/abc3513aec540902220f368630db7cb169db4c07963e9aef0c5e8a3191123c0e?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/abc3513aec540902220f368630db7cb169db4c07963e9aef0c5e8a3191123c0e?s=96&d=mm&r=g","caption":"Howard Risher"},"description":"Howard Risher has 40 years of experience as a consultant and HR executive with clients in every sector. His early focus was compensation and performance management. In those years he managed the consulting practices for Mercer in Manhattan and for Watson Wyatt in Washington and Philadelphia. He began working privately in the early 1990s. He also started working with Wharton\u2019s Peter Cappelli to plan and manage conferences for the Center for Human Resources. That put him in contact with the nation\u2019s HR thought leaders which triggered his interest in the practices that are redefining and expanding HR\u2019s role. His public sector clients have included a number of federal agencies, several states from Hawaii to Vermont, counties, cities and Pennsylvania court system. In 1990 he managed the project for OPM that led to the Federal Employee Pay Comparability Act and the switch to locality pay. He has also consulted with the UN\u2019s ICSC and the OECD in Paris. He has published frequently in HR journals and websites. He is the author or co-author of six books and a growing list of ebooks. The most recent is Building the Workforce Government Needs. He is associated with Grahall Consulting Partners. He has a BA in psychology and an MBA and PhD from Wharton.","sameAs":["https:\/\/www.govexec.com\/voices\/howard-risher\/2371\/","careersingov"],"url":"https:\/\/www.careersingovernment.com\/tools\/author\/howardr\/"}]}},"_links":{"self":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/40396","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/users\/3346"}],"replies":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/comments?post=40396"}],"version-history":[{"count":6,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/40396\/revisions"}],"predecessor-version":[{"id":40408,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/40396\/revisions\/40408"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media\/40397"}],"wp:attachment":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media?parent=40396"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/categories?post=40396"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/tags?post=40396"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}