Technology is being by federal agencies to improve processes and address inefficiencies. But Position Management teams are often at a disadvantage. Sitting outside of the formal HR team, many of the tools they could use are not compatible with existing systems. Frequently, it’s easier to continue using spreadsheets and otherwise manual processes.
With its unique position outside of Human Resources (HR), Position Management faces a number of challenges in completing its mission. Fortunately, with the use of technology and a more streamlined approach to both position management and communication with other HR departments, Position Management can greatly improve processes. Below are three specific ways that barriers can be reduced or removed for specialists.
Federal position management systems frequently lack the tools specialists need, which is why the majority of federal employees in a recent survey cited organizational resource constraints and leadership as holding them back from performing their best work – in particular in relation to technology. Legacy systems are inefficient, lack key features, and are entirely too opaque to make a dent in modern processes. The results are long time-to-hire averages and overworked position management specialists.