Opaque career path, challenge to young finance professionals in public sector—ACCA research

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A recent report published by the Association of Chartered Certified Accountants (ACCA) reveals that young finance professionals in the public sector are in the dark about their future due to a lack of transparent career paths.

The report titled ‘Unclear career paths threatening the future finance talent in Nigeria’s public sector, finds ACCA’ is the last in ACCA’s global Generation Next series, which explore the work preferences and career ambitions of over 1,400 ACCA members and students aged between 16 and 36, some of who work in the public sector.

In the public sector, the reports states that young finance professionals most value clear career paths, but only 26 per cent believe that clear paths exist in their current organisation.

“Across the sector, developing talent has been a challenge given austerity and the tightening of government budgets, which often hit learning and development budgets.

“The Generation Next survey showed that 92 per cent respondents were attracted to public sector employers that would provide the opportunity for them to learn and develop skills. It is essential public organisations meet this challenge,” said the report.

The research findings also revealed that experience at work is essential for attraction and retention in the public sector.

“The sector itself can offer a dynamic work experience, where employees can develop professionally whilst working to tackle leading societal challenges,” it stressed.

“A majority of next generation believe technology will enable finance professionals to focus on much higher value-added activities in the future. They are also the most likely to believe that technology will enable them to focus on such activities – with 87 per cent of public sector respondents taking this view, compared with 84 per cent across all sectors.

“The next generation of professional accounts in the public sector are imagining diverse careers and gaining a depth of work experience. The future of talent in the public sector is facing many forces of change. It is vital that employers respond to the work preferences of generation next in order to position themselves best for responding to this changing landscape,” the survey added.

Commenting on Nigerian respondents’ views of what constitutes effective learning and development in the public sector, the head of ACCA Nigeria, Mr. Thomas Isibor said: “On-the-job learning was one of the most-used learning activities in the sector globally, with 45 per cent of all public sector respondents in Nigeria believing that the on-the-job learning was effective.

“Pursuing further professional qualifications was also ranked highly amongst professionals (39 per cent) followed by mentoring (25 per cent).

“All these learning strategies: mentoring, job rotations and coaching are forms of experiential learning, where the employee ‘learns through doing’.

“Clearly, there is an opportunity for public sector employers to increase the use of these experiential forms of learning to increase the effectiveness of their learning and development strategies.”

In his remarks, ACCA’s head of public sector policy, Mr. Alex Metcalfe said: ‘Generation Next respondents in the public sector say a transparent career path is the most important issue in both attracting them to an employer and retaining them there.

“Public sector organisations are typically unable to compete on remuneration for top talent, but must instead communicate a holistic offering to their candidates that include clear career paths and a positive work environment.

“Yet whatever strategies they decide to adopt, it is essential that public sector employers recognise the importance of talent management as a key component of their future strategies.”

 

 

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