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Potential

How technology can unlock workers’ potential

Posted by  Derren Nisbet

In many ways, public sector workers are working a unique moment in the history of government. As the ripple effects of the 2008 global financial crisis continue to drive fiscal policy, public services organisations find themselves grappling with dual competing pressures. A mandate to cut budgets is a fact of life in modern civil service, but you also face a public that has grown accustomed to high-touch interactions from the private sector and that increasingly views the world through the lens of intrinsically responsive technology.

Next generation business solutions can not only liberate your key resource to serve citizens, they can help you to attract, engage and retain the people you need to meet rising citizen expectations.

Roadblocks preventing you unlocking workers’ potential

To unlock your civil servants' potential, you'll have to overcome the roadblocks inherent to outdated technology and processes. If your team is confronted by these issues, action needs to be taken.
 

Inability to focus on high-value activities

Before your personnel can focus on high-value activities, you'll need to do away with inflexible processes and workflows. In a high-stakes environment like public services, procedures are often the product of countless iterations, each having created a new policy wall intended to fix a past failing, or provide another point of verification to safeguard the result. This often leads to overly rigid processes, with strict parameters originally created to address problems that are no longer relevant, and an overabundance of personnel touchpoints that encourage inefficiency and redundant workflows.

Manual data entry drains your peoples’ time

As a result of that inflexibility, your personnel are likely hemmed in by workflows that value processes over people. When mechanical tasks like data entry are rigidly defined, civil servants have no choice but to dedicate needless time to simple input tasks, even when that data already exists, or is recurring and stable.

Siloed information prevents integration

It's impossible to effectively manage your resources with siloed data and a lack of integration between systems. When your teams for projects, daily operations, and human resources each have their own systems, you'll find it difficult to perform even the most basic assessments of your organisational structures. When skills and abilities aren't visible, you can't evaluate personnel performance, model organisational changes, or ensure that human and structural resources are being used effectively.

The Unit4 solution

Flexible, automated workflows

To help you overcome through these roadblocks, Unit4's solutions let you introduce automated workflows, freeing your personnel to successfully pivot toward high-value activities. This gives you more time to review high-impact information and make the necessary decisions to maximise your department or agency's ability to focus on the type of service-oriented added value that foments public goodwill and political support.

Predictive analysis

With predictive analytics and the intelligent deployment of in-context data, Unit4's solutions empower you with the information you need to position your operations for future success, spot opportunities for improvement down the line, and identify potential problems that can be addressed before they've occurred.

Talent management

Once staff-oriented teams are integrated under a single data roof, you can use your human resources and personnel intelligence to more effectively manage your civil servants' talents and abilities. You'll also increase staff productivity by minimising redundant workflows with flexible management programs and intelligent planning tools.

Self-driving ERP

Unit4's self-driving ERP is built from the ground up with "smart-context" capabilities, allowing the technology to learn with you, so it can work proactively to ensure you're always able to provide the right information, at the right time, to the right people.

At its heart, unlocking the potential of your human capital requires technology that frees civil servants from the time-consuming mechanical requirements of your operations. The foundation of Unit4's solutions is the concept of a self-driving ERP. To free your personnel to focus on high-value activities, a self-driving ERP provides its own momentum for managing the back-end processes that once required countless man-hours to perform.

A self-driving ERP operates with these key philosophies:

  • Automation
  • Flexibility
  • Timely intelligence
  • Integration
  • Proactive analysis
  • Scalability

Unlocking your civil servants' potential in the modern world requires technology that meets today's standards, with next-generation capabilities that let you prepare for the challenges of tomorrow.

Want to know more?

To find out more about how Unit4 has helped organisations like yours – and can help you – visit http://www.unit4.com/uki/sectors/public-services

Derren Nisbet

Derren Nisbet is Managing Director for Unit4 in the UK and Ireland. He joined Unit4 from GT Nexus, a cloud based supply chain provider where he spent two years as Senior Vice President of EMEA. Prior to this Derren held a number of senior management positions at Oracle, with the most recent being European Vice President Edge applications.



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