Public-sector leaders that continue to act as if “today's organizational structures, processes, hierarchies and networks will have perpetual relevance” will struggle to navigate the turbulence of a changing workforce, and HR should be on the front lines of navigating that turbulence.

“HR's value should be defined as the contribution it makes to organizational effectiveness and not simply by historical measures that don't gauge effectiveness, such as the employee turnover rate,” the story reads.

Read the full article from Governing.