1. State Employment Trends
Debbie Smith, Deputy Commissioner
Human Resources Administration
Georgia Fiscal Management Conference
October 2017

2. FY17 Workforce Snapshot Workforce by Generation
Headcount
Employees (Benefits Eligible) 67,771
Headcount by Gender
Males 35%
Females 65%
Headcount by Ethnicity
Black 50%
White 45%
Other 5%
Average Age 44
Average Tenure 8.8
FY17 Demographics (Benefits Eligible)
Workforce by Tenure

3. Turnover Type & Voluntary Turnover by Tenure
Turnover by Fiscal Year (FTE)
Turnover by Type
Voluntary Turnover by Tenure

4. Voluntary Turnover by Generation

5. Retirement Eligible

6. Workforce is Changing
In the open talent economy, technology allows talent to move more freely than before – from role to role, within and outside the enterprise, and across organizational and geographic boundaries.
Sources: Pew Research Center and Deloitte

7. Key Takeaways Recruiting is Essential Plan for Impending Retirements
Recruit strong talent and harness capabilities!
Plan for Impending Retirements
Generational Differences
Adapt!
Embrace!
Challenge!
Develop Core Competence
Talent must be aligned to agency mission
Talent must be developed

8. How WE can partner
Strength of Fiscal – Creating a company-wide budget that includes:
Agency strategies
Historical costs
Future business plan costs
Projections
Strength of HR – Deep knowledge of workforce dynamics:
Roles and skills needed
Recruitment plan
Realistic timelines to find the right talent
Talent cost (new and cost to develop)
Significant portion of state’s budget is personnel costs
Acknowledge and plan for employment trends
Embrace organizational change
Partnership = right talent at right time at right cost

9. How HRA can help Talent Management Services Compensation and Benefits
Talent Management Best Practices
Workforce Planning
Performance Management Solutions
Technology Services
Compensation and Benefits
Labor Market Analysis
Classification and Compensation
Flexible Benefits
Policy and Compliance
People Risk Management Best Practices