Organisations worldwide have had to readjust their strategies to overcome recent challenges; one such example is Kent County Council (KCC). The local authority has designed and is delivering an employer reset programme that will provide the context and evaluation baseline for the future of its people strategy, beyond recovery from the current pandemic. KCC’s workforce planning approach is helping to design its approach to resourcing, considering the innovations that can be drawn from apprenticeships and the new national kickstart programme. This involves redefining how KCC shapes roles for the future.
As part of this undertaking, KCC is routinely capturing staff feedback. This has helped KCC to understand experiences of working over the last year, and in turn, KCC has been able to target support for improvements to wellbeing, designing and defining how it will develop flexibility as its default position. By taking a holistic approach, KCC’s leaders and mangers have been given the tools and development to grow and share their learning and plan for the future.
In this case study, Paul Royel, head of HR & OD at Kent County Council, outlines the gains achieved in several areas, and the shape of strategy in the future.