The challenges facing HR professionals in the public sector have, perhaps, never been greater as organisations continue their drive for reduced costs and increased efficiencies. The desire to protect front-line services has focused attention on workforce numbers and costs, along with other savings strategies in support functions and areas such as property and ICT. The scale and pace of change, combined with an increasingly difficult employee relations climate resulting from the continuing pay freeze, job insecurity and proposed pension changes, requires innovative and imaginative thinking as organisations seek to manage more immediate imperatives, while planning for the longer term.

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