HR in public services needs a radical overhaul to tackle the problems thesector faces recruiting and retaining staff. An Audit Commission report, Recruitment and Retention, published today callsfor HR to be given greater involvement at board and senior management levels toensure public sector organisations develop comprehensive recruitment andretention strategies. The study finds that although public sector HR is more ‘progressive’ andoffers better flexible working, training and development opportunities than theprivate sector, it fails to make an impact because the function is notstrategic enough. Keith Handley, immediate past president of local government HR body Socpo,agreed with the report’s main findings. “Too many authorities blow the trumpet about people being their mainasset yet do not even have a HR person on the management team,” he said. The report also identifies a need for improved monitoring of staff turnover,absence rates and job satisfaction, and advocates greater use of exit interviews– only a fifth of more than 300 ex-public sector workers polled in the reporthad ever had exit interviews. Other recommendations include reducing the number of targets to givefrontline staff greater autonomy and freedom to concentrate on quality ofservice. Trish Longdon, director of people development at the Audit Commission, said:”Staff feel overwhelmed by the unhelpful number of targets. These do nothelp staff to prioritise as there are so many of them.” Previous Article Next Article Comments are closed. Call for public services shake-upOn 3 Sep 2002 in Personnel Today Related posts:No related photos.