Outdated civil-service laws have resulted in "human resources policies and systems that are not responsive to labor-market trends or organizational problems," Howard Risher, a consultant specialized in public-sector pay and performance, writes in Governing.
There also has been resistance from unions, employee associations and legislators to change. "In the traditional government work environment, the HR or personnel office has had a limited role, focused narrowly on administering and enforcing civil-service rules and programs," Risher writes. "HR specialists often side with employees and frustrate managers. They are often seen as an impediment to change."
HR needs to become a bigger player for bolstering organizational performance, Risher writes.