On Human Resources in the digital transformation of the public sector

by Maria E. Heyaca

In the digital era, organizations are constantly striving to stay ahead of the curve and remain relevant with one key aspect emerging as a game-changer: digital transformation.

However, it's important to understand that a digital transformation is not just about adopting new technologies or implementing fancy software solutions. It goes much deeper than that. At its core, a digital transformation is a cultural transformation. It requires organizations to shift their mindset, values, and behaviors to embrace the digital age. Without a strong cultural foundation, any digital transformation strategy is bound to fail.

So, what does it mean to change the culture? It means fostering an environment that encourages innovation, collaboration, and adaptability. It means breaking down silos and promoting cross-functional teams that can work seamlessly together. It means empowering employees to embrace change and take ownership of their roles in the digital transformation journey.

This is true for all organizations, but in my experience, the public sector, where resources are limited and HR practices are quite rigid, faces an even greater challenge.

First on recruitment

The public sector often struggles to compete with the private sector for top digital talent. Lengthy selection procedures, competitions, and convoluted entry requirements can deter potential candidates and are not always suited to the profiles needed for a digital transformation (data scientists, developers, IT auditors, cybersecurity, etc.)

Though these merit-based recruitment processes are the basis of a fair and equal government, they may need to be reengineered in order to fairly assess new non-traditional profiles. HR staff may also be trained in identifying transferable skills and potential in candidates from diverse backgrounds, and understanding the different types of qualifications in the new digital area.

Upskilling as the second challenge

A successful digital transformation requires gradually upskilling a majority of the workforce rather than relying on a select few individuals. Rapid advancements in data and technology necessitate that people get comfortable with change as well as the development of continuous learning.

However, upskilling in the public sector can be more challenging due to limited incentives for government officials. Unlike the private sector, where acquiring new technical skills can result in higher income and improved career prospects, the public sector often lacks such immediate rewards. This creates inertia in work practices and a reluctance to embrace change.

To overcome this, organizations must provide compelling incentives for employees to learn new technical skills and offer clear pathways for career advancement linked to digital proficiency.

Finally, leadership

Leadership plays a pivotal role in driving successful digital transformations. While many public decision-makers support such initiatives, their understanding of the transformational power of data and technology, as well as the necessary organizational changes, often falls short.

It is key for decision-makers to comprehend the strategic part that IT and data professionals need to play and their essential role for aligning digital strategies with organizational objectives. Developing strong "digital leadership” by implementing leadership development programs can help cultivate a culture of excellence and ensure that the organization is equipped to fully leverage the potential of data and technology. These programs can provide leaders with the necessary skills and knowledge to effectively navigate the digital landscape, make informed decisions, and drive innovation.

Digital transformation in the public sector is contingent upon cultural change and the active involvement of human resources. Embracing this change, reengineering some HR practices, prioritizing upskilling, and fostering leadership's understanding are vital steps to realize the full potential of digital transformation in the public sector.

You can reach out to us for a discussion on we can assist your HR teams in effectively navigating this transformative change.

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