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Three Ways to Reduce Barriers for Position Management Specialists

With its unique position outside of Human Resources (HR), Position Management faces a number of challenges in completing its mission. Fortunately, with the use of technology and a more streamlined approach to both position management and communication with other HR departments, Position Management can greatly improve processes. Below are three specific ways that barriers can be reduced or removed for specialists.

Parent-Child Relationships in Position Management Software

In legacy systems, Position Management specialists must frequently rekey information across multiple positions, even if there are only small differences between those positions. With a parent-child relationship, they can greatly improve the speed at which such positions are updated. These features allow them to:

  • Create a master position and child positions that refer to the master
  • Push new positions and changes into the system of record through import and export
  • Modify or update existing positions instead of creating new ones
  • Waterfall changes down from the master to all relevant child records

 

The core responsibilities may be the same for several unique positions in engineering, for example. With a parent-child relationship, specialists can create positions that inherit many of those requirements from a master record.

>>> Download our eBook discussing the benefits of enterprise software in Federal Talent Acquisition.

Retaining Version History for All Position Descriptions

Changes are frequently made to positions over time. Access to the version history for individual records can expedite the process of preparing descriptions for new recruitment requests. Instead of printing out and rekeying data, specialists can view legacy information and use it to update new descriptions.

Software that is able to retain version history for all position descriptions makes it easier to review previous changes, update current records, and use data in the system for recruitment requests.

Providing Staffing Plans for Improved Transparency in the Organization

Modern enterprise software offers a number of benefits that help streamline processes throughout HR. In particular, reporting capabilities are greatly improved over legacy systems and tools like NFC that are not designed for position management. These older systems lack the transparency needed to evaluate the current makeup of an organization and make informed decisions.

In contrast, FedHR Navigator provides staffing plan reports so that everyone can see the full scope of an organization and all vacant positions. This not only provides the transparency needed to make fully informed decisions; it greatly improves the efficiency of preparing recruitment requests, updating descriptions, and reviewing data.

Creating a Frictionless Position Management Process

Because there are so many barriers, many agencies struggle to meet the needs of modern position management. Outdated positions, slow processes, and excessive administrative work for specialists that might be dealing with budget and staffing shortages make everything more time consuming. With time-to-hire rates near all-time highs, the efficiency offered by a modern enterprise software system can help alleviate many of these issues.

FedHR Navigator is designed to close the gaps between departments, providing a standardized enterprise platform for all functional areas of federal HR. The Position Management module integrates seamlessly with the entire FedHR Navigator platform, including Federal Hiring ManagerOn-Boarding, and Performance Management. Learn more about the benefits of enterprise software in federal talent acquisition and position management in our eBook: