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Transcript of Training the Public Safety ... - Cornerstone OnDemand Executive Summary For several years,...

  • Training the Public Safety Workforce of Tomorrow • 1

    INDUSTRY PERSPECTIVE

    Training the Public Safety Workforce of Tomorrow

  • Executive Summary For several years, governments at all levels have been preparing for the forthcoming retirements of a large segment of their most experienced workers. The Human Capital Institute reports that 60 percent of the government workforce and 90 percent of its senior leadership are currently eligible to retire.

    As of 2016, it appears those retirements may be accelerating across many state and local governments. A 2016 Center for State and Local Government Excellence survey revealed that more than 54 percent of surveyed governments reported an increase in retirements from the previous year.

    To prepare for the impending talent crisis, public safety organizations must maintain peak performance and productivity of their current workforces. In order to do so, these entities need an effective talent strategy combined with cloud-based technology to help streamline and automate the processes behind talent management and workforce training.

    To learn more about how public safety organizations can better recruit, prepare and retain their workforces, GovLoop sat down with Joseph Roche, Director of State and Local Government at Cornerstone OnDemand. Cornerstone provides a cloud-based, unified talent management suite to help organizations effectively recruit, engage and retain their people.

    In this report, you’ll learn how public safety organizations can effectively combine the right talent strategy with cloud-based technology to train their workers as well as manage new, incoming and exiting talent. Additionally, you’ll learn how the Ventura County Fire Department helped its firefighters through better training and management solutions.

    Industry Perspective • 2

    http://www.hci.org/hr-research/building-coaching-culture-millennial-leaders http://www.governing.com/topics/mgmt/gov-government-retirement-survey-center-state-local.html http://slge.org/wp-content/uploads/2016/05/State-and-Local-Government-Workforce-2016-Trends.pdf http://slge.org/wp-content/uploads/2016/05/State-and-Local-Government-Workforce-2016-Trends.pdf https://www.cornerstoneondemand.com/state-local https://www.cornerstoneondemand.com/state-local

  • Training the Public Safety Workforce of Tomorrow • 3

    To develop a more powerful and effective workforce, public safety organizations should apply these three best practices to their talent strategy:

    Identify and align goals. First, agency leaders need to discuss their organization’s priorities. Then, build out a talent strategy that reflects and facilitates these goals. As part of that plan, managers should hold frequent performance discussions with employees to ensure alignment and transparency.

    To help employees achieve these goals and, in turn, help the organization realize its vision, HR must strategically assign trainings so staff acquire the required skills and competencies to drive mission success.

    Use a learning platform. Use a learning platform to provide on-demand access to training modules that reflect employee goals and interests. Managers can also assign courses as they see fit. A learning platform should be available to employees 24/7 and accessible via mobile devices.

    Leaders should also prioritize collaborative learning. Employees can share expertise and knowledge from the field, discuss key experiences and trade best practices. By providing learning and development opportunities for employees, organizations will spur employee engagement, increase retention and build a workforce with the skills necessary to drive organizational mission objectives.

    Build bench strength. To effectively manage talent and foster growth, agency leaders need to identify their highest-performing employees, as well as ones with the most potential. Training these high-impact workers with the right skills will help them move into new roles as needed. This will save significant time and costs associated with external recruiting.

    At the same time, agencies should be building organizational depth by capturing and sharing existing workers’ knowledge. In-house social platforms and collaborative learning initiatives foster exchanges of critical knowledge and vital experience from the field. This ensures that when workers retire or change roles, the organization doesn’t lose that information.

    An effective talent strategy is ultimately a people strategy that does more than simply recruit to fill empty desks. It also builds an impactful workforce that is engaged, productive and aligned with agency goals. To facilitate an effective talent strategy, leaders need unified talent management to

    direct every phase of the workforce, from retention through succession.

    1 2 3

    The Need for an Effective Talent Strategy Public safety organizations need an effective talent strategy to hire a diverse workforce, attract and retain new talent, improve knowledge transfer from experienced to younger employees, establish focus and accountability, motivate and reward employees, and implement eff ective succession planning. A talent strategy can vary based on agency mission and overall requirements of their workforce. Essentially, it’s a way for leaders and HR to work together to define mission objectives and optimize employee skillsets to meet those objectives. And it must be a continuous process.

    “Succession planning is not just an isolated process but a continuous model,” Roche said. “Agencies need to focus on designing development and opportunity plans for new employees all the way to middle management. And as you lose expertise from exiting workers, you may also lose processes. Agencies must keep these processes well-documented and circulate them through the future leaders of the organization.”

  • Industry Perspective • 4

    The Need for a Talent Management Solution In addition to the right talent strategy, public safety organizations need a holistic talent management solution that can better track employee data, produce reports and enhance training. A talent management suite also enables HR professionals to effectively manage the full hire-to-retire lifecycle of government employees. It does this by automatically generating reports to track employee data, creating easy-to- use dashboards and enhancing mobility so employees can train or work in the office or out on the field. An ideal talent management solution can be deployed in a unified cloud platform.

    “A cloud-based, unified talent management suite allows you to manage all your data in one system repository,” Roche said. “This makes it easier to leverage real-time data for the full hire-to-retire

    lifecycle, not only for the employee, but the agency as a whole.”

    A talent management suite provided in the cloud can also enhance training initiatives for public safety organizations with more engaging instruction and easier ways to ensure employees are completing their mandated trainings.

    “With public safety training, you need to be more hands-on and interactive,” Roche said. “Cloud helps with simulation in training, such as observation checklists. At the same time, you can track those trainings and information and put it into one system, producing a transcript for the entire employee lifecycle, providing portability so even if that employee moves to another department or agency, that transcript moves with them.”

    Increase security. So long as agencies pick the right vendor that can dedicate more time and resources to security, cloud-based solutions can be safe offsite with a third-party vendor. Agencies should choose vendors that can guarantee less likelihood of a data breach by insider threats or hackers. Additionally, agencies can have their employee training data monitored 24/7 for breaches, downtime and even unusual patterns or behavior in networks.

    Eliminate unnecessary redundancy.

    With cloud-based training tools, every employee in the organization is using the same software. Because key processes are performed using the same version of the same tools, agencies get improved consistency of processes and data across all teams and departments. Employees can focus on learning new skills, rather than learning different training technologies.

    Reduce costs. On-premise, legacy infrastructure is far costlier to maintain than cloud-based tools. With cloud, vendors – not the organization – are responsible for maintenance, improvements, uptime and keeping data secure. That way, public safety leaders can focus on training employees.

    There are three key benefits that demonstrate why a talent management suite provided in the cloud is essential to public safety organizations and state and local government overall:

    1 2 3

  • Training the Public Safety Workforce of Tomorrow • 5

    Solutions for the Workforce of Tomorrow Public safety officers need the best training possible in order to keep communities safe and ensure public trust. Whether in the police, fire or emergency-related fields, officers are constantly being confronted with challenging and complex situations.

    Effective training tools can help public safety professionals keep citizens safe. Additionally, the right training tools and technology can help mitigate risk, streamline compliance and processes and reduce liability.

    Cornerstone’s Unified Talent Management software can help public safety organization