Human Resource Strategies for Professional GroupsThis site focuses on developing HR strategies to recruit, develop and retain qualified professionals in government.
Government’s workforce includes professional groups, also referred to as functional communities, whose members share common work goals and professional interests. It is recognized that these groups have their own human resource issues, challenges and requirements.
| Ensuring Future Viability | It is also recognized that in order to ensure the on-going delivery of government programs and services, these communities require a continuous supply of fully qualified people in the right positions at the right time. Human resource planning for professional groups is an objective of the Corporate Human Resource Plan. HR strategies for professional groups will help to ensure the continued development and future availability of a knowledgeable, dedicated, diverse and service-oriented government workforce.
While a number of fields of endeavour within both the public and private sectors are facing a labour crunch as more and more experienced workers retire, there are particular communities within government that have positions which are recognized as being difficult to fill.
HR strategy work will initially be focused on four of these groups:
- Finance
- Human Resources
- Information Technology and
- Policy
| It all begins with a vision | Strategies are being developed based on each community’s vision of a preferred future for their workforce and what is needed to bring each community closer to their vision.
What is required to get there? A necessary first step is to identify gaps between the current and desired state and how best to close these gaps. A detailed analysis of each community’s organization, culture, people and HR systems needs to be conducted to determine the current state. What is needed to close these gaps is the basis of each community’s HR strategy.
HR strategy work includes the following key components.
- Community Definition and Profile
- Mission, Vision and Values
- Strategic HR Priorities*
- Identifying Options for Action: HR Initiatives
*Based on the identification of HR issues, challenges and needs.
| HR Toolkits for Professional Groups | Proactive organizations provide their professionals with career development programs and on-going career management tools in order to help them identify career opportunities and effectively develop any professional skills required. HR strategies for professional groups will help ensure that the professional development and career needs of its members are met.
Customized HR toolkits will be developed to help professional groups to better recruit, develop, manage and reward their employees.
Tools may include profession specific:
- Competencies
- Role and responsibility descriptors
- Career paths
- Development activities
- Networking opportunities
- Job postings and
- Other career resources
| What Does This Mean for Professional Groups in Government? | HR strategies will result in benefits for the community as a whole and for its individual members.
HR strategies will help each community:
- Enhance the sense of belonging and professionalism within the community
- Develop professional competencies and skills across the community
- Plan for the future (succession management)
Individually members will benefit in the following ways:
- More opportunities to:
- network with peers
- develop or enhance current skills
- focus on leadership development
- Career management resources
| Where do we go from here? | Work has started on HR strategies for the financial and human resources communities in government. Once the implementation of the HR Strategy for the Financial Community is complete and work is well underway for the HR community, work will begin on developing and implementing HR strategies for other government communities.
Contact: Pamela Matheson, HR Strategy Project Director
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