Considerations for your annual HR management plan for government

Allan Booth

In 2018, many government organizations will spend a lot of time budgeting for changes to their workforce. That could be because they need to meet new quotas, or because they’re gaining more staff, or having to make cutbacks. Regardless of the circumstances, it’s always best to approach human resource (HR) changes with a plan. Read this annual HR management plan for government organizations to learn about what may impact your budgeting plan is for you and your organization.


Whether you’re looking for advice on annual human resource management plan for government or how to best utilize your financial planning software, turn to Questica for quick and helpful answers. Since 1998, Questica has been working to make handling finances easier and better for government organizations, non-profits, and other public sector organizations. We manage over $63 billion in annual budgets, and we want to help you. Please visit our website for more information and consider signing up for one of our free webinars.


Making your annual HR management plan for government positions


Prepare for potential retirements

One crucial factor to consider is the age of your employees. If you’re noticing a higher-than-average percentage of workers aged 50 or older, it could mean a series of retirements are inbound. Beyond the potential loss of experience and institutional knowledge, the retiring staff will need to be replaced either through promotions or new employees. This could potentially alter your budget plans, as newer workers typically earn less than tenured staff. On the other hand, the past decade has seen a rise in the retirement age, which could mean your older workers are sticking around, which could mean an increase in salaries through annual increases, performance bonuses or benefit costs.


Mind compensation and benefits

It’s important to keep in mind the starting pay and benefits of new employees, including how role requirements such as shift work, union contracts, people management and experience required can either make existing positions costs higher/lower. Or how net new positions will affect the overall annual budget. The entire compensation package goes a long way in hiring new employees, and retaining the staff you already have – in making your organization an employer of choice. Your employees work hard, so make sure that compensating them appropriately is a priority for your human capital operating plan.



Diverse hiring can be an element to workforce management. A more diverse organization from both a staffing and experience perspective often means the generation of new ideas, and a greater ability to understand the needs of current and prospective stakeholders. Make sure that diversity hiring is a consideration in your yearly budget.


More ideas

There are more ideas than just those mentioned above, but this is a great place to start for your annual human resource management plan for government organizations. If you’re interested in learning more, check out the OECD website, which offers more guidelines and helpful solutions.


Questica software makes your human resource management so much easier

The best way to budget for human resources is to have a strong financial planning software that integrates seamlessly to your already existing plan. Questica performance software boasts years of a proven track record for government organizations. Our software assists with staff planning and salary modules, and we integrate with your existing budgeting methods. We allow for flexible budgeting “what if” scenarios that help you prepare for any change in your workforce.

We are a passionate team of technology experts and business specialists with decades of collective experience managing finances and budgeting software, and we want to help you! To learn more about how Questica’s software can help you, download a whitepaper or take a product tour.