Government agencies
have the challenge of structuring their training programs to prepare their workers for maximum efficiency. The public expects that government agencies will do more for less. Many private sector practices in training assist public agencies, but they require adjustments given the unique parameters that government faces, such as not being able to turn away clients who qualify for services.
Strategic Talent Management
Government agencies need to make the most out of their human capital staff, including human resources and training personnel. These professionals can help shape the strategy of each public agency, tying training needs to the strategic goals of the organization. In a public agency with silos, getting senior managers to include training and personnel managers can be a challenge if these managers don't recognize the importance of the human capital focus in strategic management.
Use of Consultants
Sometimes the expertise needed to offer specialized types of employee training does not exist in a public agency, which suggests hiring consultants to advise on training programs and even deliver training. In some cases, using external training providers increases the cost of employee training. If an agency cannot afford external providers, employees may have to go without training or use a substitute training offered by an agency employee.
Employee Development Plans
Many government agencies use employee development plans to map out employee training needs. Because of budget constraints, employees may wait a long time to get the steps in their training development plan completed. This means that their employer does not make full use of employee talents or challenge them to accelerate learning. A training funding gap means some workers will begin a promising career in government, but eventually get frustrated in their professional development and leave for private-sector employment.
One-Size-Fits-All
Some agencies will introduce new types of training with a one-size-fits-all approach. For example, when a major policy emerges, a single policy summary is distributed throughout the agency. Employees will be expected to read it and assimilate the information, but it becomes up to them to figure out how the policy fits the scope of their jobs. Standardized training is good for some purposes, but employees need specialized training in how policy changes affect them. Otherwise, they get frustrated by not being able to explain these changes to the public.
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