1800 467 000
attributes-workforces for the future

8 attributes needed to create Workforces for the Future

By Nicola Vass - 24th May 2018  |  Government , HR Director , Workforces for the Future

At INS, we talk a lot about Workforces for the Future and the attributes individuals need to develop to keep up with future job trends. I recently read an article from Apolitical which looked at the views of public servants worldwide on the top qualities needed to work in the public sector.

Some industries have introduced their own frameworks to explore these qualities. A notable example of this is the SFIA Framework in the IT industry, where skills and responsibilities are available to IT professionals to ensure they are aware of how to improve their skill-sets.

8 attributes you need

INS’s CEO, Sophia Symeou, has had experience working within the public sector, designing and implementing complex projects and reform initiatives. She is passionate about creating Workforces of the Future. She keeps her finger on the pulse of the constantly changing world of work and its future trends. Building on work of others, Sophia has created a list of core attributes which will be vital in succeeding in the new world of work:attributes and workforces for the future

  1. Complex problem solver
  2. Critical thinker
  3. Entrepreneurial
  4. Connector (people and things)
  5. Emotionally mature
  6. Facilitator
  7. Curious and open
  8. Collaborator

A strong emphasis is placed on the importance of attributes that will be required to create Workforces for the Future. This is primarily due to the introduction of automation and artificial intelligence into the workplace. They will make human behaviours even more valuable as there are behaviours that machines won’t be able to replicate.

Using attributes practically in HR functions

Attributes and capabilities can be used throughout HR functions. These include streamlining role descriptions, staff recruitment, performance appraisals, workforce planning and improving mobility across the public sector. We’ve observed first hand that attributes and mobility has allowed public servants to continue to thrive across Government agencies.

The NSW Government selected INS to help FACS staff find new roles due to a major restructure. INS developed and is successfully implementing a tailored Mobility Pathway program in response to this restructure. The program supports the NSW Public Sector Capability Framework and is the first large-scale movement of people under this framework. To date, 330 employees have been placed into new roles through the Mobility Pathway deeming the project a success.

DOWNLOAD OUR FACS MOBILITY CASE STUDY NOW

Attributes and the NSW Capability Framework

The NSW Capability Framework contains 24 capabilities such as Communicating Effectively and Influencing and Negotiating. The framework divides capabilities into different levels which are then further separated into behavioural indicators. The framework is written in a precise, professional and direct way; however, it can be seen as non-conversational. Although comprehensive, it makes the Framework quite lengthy. It’s written in a style that is precise, professional, and direct but, it can be seen as non-conversational.

A Capability Framework written in a more relaxed, conversational style will lead to a more authentic application and interview experience. We expect this to have a positive impact on performance appraisal and career development discussions between managers and their employees. Employees will have a more concrete understanding of what is expected of them to progress within their organisation. Using capabilities and attributes such as Tenacity and being Curious could help staff at all levels to be courageous in sharing ideas and challenging the status quo, creating new opportunities for organisations.

Creating Workforces for the Future

Being a good public servant takes more than skills and experience as we’re now finding out. The private sector has adopted a mentality that embraces change and the public sector is now making inroads to follow suit. Public sector conferences and summits are coming thick and fast which, along with technology and innovation, are looking at developing the capabilities of their most important asset – their people. With continued effort, this new-found focus will drastically improve the way the sector operates, making its workforce more agile and ready to tackle the future of work. Essentially, these 8 attributes will help to create workforces for the Future.

Blog written by Matthew Appassamy

Senior Career Transition Coach

Career tips and freebies. Delivered to your Inbox.

Get all of the latest content first.

Give it a try. It only takes a click to unsubscribe.
Recent Articles
using capability frameworks for performance management and performance development

3 ways Capability Frameworks can overcome performance management challenges

Public sector organisations are subject to exceptionally high rates of change in response to the ever-shifting sands of the political environment. Given the level of resilience and adaptability this requires from their workforce, public sector HR Directors and Managers have their work cut out for them when it comes to meeting the challenges of performance…

Read more >
work-based capability assessments in talent mobility programs

Using work-based assessments to assess employee capabilities

How the INS talent mobility program and work-based assessments matched staff into new roles across the NSW public sector. The introduction of the National Disability Insurance Scheme (NDIS) heralded an exciting period of change across the disability landscape. However, for all its benefits, it also meant almost one-thousand employees of the NSW Department of Family…

Read more >
Public sector reform talent mobility program

The new model of public sector reform: Lessons learned from the NSW talent mobility program

The introduction of the National Disability Insurance Scheme has meant that some functions of the NSW Department of Family and Community Services (FACS) were transitioned to the private sector. Ordinarily, this public sector reform would involve making many of those FACS employees not transitioned redundant. As a proactive strategy, the NSW Department of Premier &…

Read more >
Join our community of public sector HR specialists and subscribe to INS's Blog to receive great content delivered right to your inbox.

The INS Blog covers everything you need to become a public sector talent guru. Topics include talent mobility, capability frameworks, career transition, outplacement, work-based assessments, and more.