As the federal government continues to reshape the size and mission of government agencies, the Office of Personnel Management (OPM) and HR functions within agencies are reimagining how to manage the work of government.
Governmentwide Human Capital Management
With an eye toward efficiency, the OPM is looking for a way to streamline the management of human capital functions. The OPM estimates the federal government runs at least 119 human capital-management systems. These systems have limited interoperability, making it hard to get a full picture of the talent within the federal government. According to OPM Director Scott Kupor, the 44,000 HR professionals employed in government have to navigate "outdated and duplicative technology systems" as they look to build a workforce of the future.
The agency recently issued a request for proposals (RFP) for a single governmentwide human capital management (HCM) system. This system would be a single source of information on job titles, salaries, benefits, and employment histories, enabling full visibility into the federal workforce. With this visibility, hiring processes across agencies could be more consistent and streamlined. This change could also enable workers to more easily move between agencies into roles that are a match for their talent and goals, building a more flexible career path within government.
Recruiting the Needed Talent
Recruiting younger workers has long been a challenge for government. Fewer than 9% of the federal workforce is under the age of 30, compared to 22.7% of all workers, according to Pew Research Center. With critical gaps in Artificial Intelligence (AI) and cybersecurity positions, getting people newly trained in these skills into government jobs becomes even more critical.
The OPM is embracing a skills-based hiring philosophy that takes a deeper look at the functional abilities people have, rather than focusing hiring around specific degrees obtained and/or past job titles held. This approach means testing job candidates for their capabilities as part of the interview process.
Focused hiring "drives" have proven successful in filling critical staffing gaps. In 2023, a hiring push focused on artificial intelligence positions yielded at least 200 onboarded employees in just a matter of weeks.
Impact of AI
In addition to hiring for AI roles, Human Capital departments are also implementing AI as part of their workflow, particularly since it can support skills-based hiring. Whereas traditional keyword searches could eliminate candidates who might have the right skills but lack specific resume terms, AI programs pull in additional context, revealing adjacent skills that may not be explicitly listed on a resume or application.
To stay up to speed on the quickly evolving work of managing the federal workforce, check out these resources:
- SAP Public Sector Summit 2025 (December 16-17, 2025; Washington, DC) - Government leaders come together to tackle inefficiencies head-on. Discover how agencies are transforming finance, procurement, HR, and more to cut costs, boost transparency, and deliver better services.
- Technology and Transformation Summit (March 17, 2026; Washington, DC) - Now more than ever, digital transformation is essential to achieving efficient and effective mission outcomes across government. Explore the transformation of mission delivery through IT innovation, workforce development, cybersecurity, and cloud technology.
- DoD Cyber Workforce Summit (March 24-26, 2026; Washington, DC) - In order to succeed in today's environment, the Department of Defense (DOD) must remain aggressive in its innovation and development of the digital workforce. This conference is a forum where DOD CIO representatives will share the latest information about supporting the department's cyber mission with the most capable and dominant workforce.
- Transforming Work: A Human Capital Approach to AI Adoption (white paper) - As AI transforms the workplace, Human Capital professionals stand at the intersection of technology and people. From recruitment and training to compliance and workforce design, they're using AI to improve hiring, personalize learning, and ensure safe, equitable workplaces. Success depends on more than technology--it's about building AI literacy, fostering adaptability, and reimagining how humans and machines collaborate.
- Defense Workforce (white paper) - The Government Accountability Office's September 2025 report reviews how the Department of Defense is addressing challenges in recruiting and retaining Federal Wage System employees--the skilled blue-collar workforce that keeps bases, depots, and shipyards running.
- The Future of Work-Based Learning for Cyber Jobs (white paper) - This report explores how work-based learning--like apprenticeships and internships--can bridge the gap between academic theory and real-world cyber defense. It highlights the need for flexible, inclusive pathways that support learners from all backgrounds, especially mid-career and underrepresented individuals.
For more information on federal workforce management, search for additional events and resources on GovEvents and GovWhitePapers.
