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IPMA-HR UTAH

We’ve all been there.  The seminar was fantastic, but you aren’t convinced you know how well it would apply to the uniqueness of public sector HR management.  You find yourself wanting professional development that directly applies to the public sector.  You wish you had other public sector HR professionals who can identify with some of the challenges facing public HR - be it that you are the HR shop of one fulfilling multiples roles or looking for some way to adapt the latest thing to your organization.  You think building a network that understands the special circumstances of HR in public organizations would be valuable.


IPMA Utah Value Proposition

IPMA provides directly applicable professional development for HR professionals in the public sector.


Directly Applicable Professional Development

What constitutes directly applicable professional development (in contrast to private sector HR professional development)?

  • Responsive to the realities of due process and public sector employment law
  • Cognizant of the limited resources of public sector organizations
  • Demonstrates awareness of the political influence / public attention that surround public organizations
  • Awareness of some of the opportunities and limitations of a mission-based workforce


Value Streams for Public HR Shops

One of the biggest challenges for IPMA Utah to realize the value proposition is the dispersion of need among the public HR professionals.  For the sake of illustration, we can triage public HR professionals in Utah as follows:


Small HR Operations

A small HR operation is often multidimensional (an administrative services model that combines HR with other functions) and is can be concentrated in one person who performs multiple roles.  The value stream for this type of HR shop will likely be a need for traditional updates on things like employment law, benefits, recruitment, etc.

Moderate HR Operations

A moderate HR operation is considered to be a specific HR team, with a director, and HR specific employees (perhaps generalists).  The value stream for this type of HR shop will likely be a need for traditional updates and some practical forms of progressive practices.

Large HR Operations

A large HR operation is considered to be a specific HR team, with a director, multiple HR specific employees, and forms of division of labor within HR.  Because large HR operations often have internal capacity devoted to remaining current on things such as employment law, traditional HR services, and HR data, the value stream for this type of HR shop will likely be a need for progressive practice development.


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