08.09.2016

The making of the public sector chief human resources officer


Today’s HR practitioner is required to do more than ever.

Customers expect more innovative and integrated product and service delivery. Individuals seek greater flexibility and autonomy in what they do and how they work. Advancing digital technologies continue to alter the requirement for the purely transactional and often segregated HR function in the modern workplace. The HR professional must plan for, shape and support the evolution of workplace culture, and contribute to core business and strategic objectives.

The public sector HR practitioner is not immune from these realities. Added to the mix are increasing community expectations, ongoing budgetary and fiscal constraints and a changing public sector workforce profile. Our public sectors require human resource functions with the ability to anticipate future workforce needs and prepare for them accordingly.

The Australian and New Zealand public service commissioners are committed to strengthening human capital and increasing the professionalism of the HR function as a valuable source of expertise and strategic guidance to the public sector.

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