Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Careers in HRThe HR profession

Across the private-public divide

by Paul Yandall 1 Jun 2004
by Paul Yandall 1 Jun 2004


For John Marsh, group HR and change director at the Home Office, more often than not, the working day begins with controversy

It is a job that requires a minimum of 12 hours a day and, more often than not, they begin with controversy. This time, the Home Office is being publicly panned for the massive growth in its staff numbers.

For John Marsh, the man charged with the welfare of those 4,500 workers, it is just another day at the office.

“What other organisation is going to be constantly on the front of the papers?” asks the 40-year-old group HR and change director.

And what other HR job would be more fraught with Byzantine politics, publicly-sensitive challenges, and lightning-rod issues?

For HR specialists working in the business world and contemplating a shift to the public sector, Marsh has some telling advice. Although the aims of HR remain the same whether public or private, the challenges can be markedly different. Above all, a corporate manager making the switch will need to be flexible.

“They do have to be able to adapt themselves to the different culture and the politically-complex environment,” Marsh told Personnel Today.

The workplace politics can be convoluted and even hazardous, but that is nothing new for private sector HR specialists. The difference comes down to influence and its exercise across the blurred boundaries of large public bureaucracies.

“Decision-making is less transparent and obvious and you have to be able to adapt to that,” he said. “We don’t always have absolute clear governance written down in a way that businesses might have.

“It’s not so much that we are very closed about the way decisions are made, but there is perhaps a requirement to be more consultative.”

By consultative, read ‘wary’. A multi-million pound mistake made in a large business that would barely start a ripple outside of a shareholders’ meeting would be political dynamite in the public sector.

Marsh is quick to point out that the corporate world has its share of potholes, too. “I don’t know if it’s more fraught [in the public sector] when you look at private sector companies and the challenges they face,” he said.

The unrelenting, and sometimes overbearing, pressure on some HR directors to help generate profit for an organisation can make work just as difficult for managers in large corporations.

The skills gained in such high-pressure corporate environments are invaluable, believes Marsh. By comparison, many HR managers in Government did not have the specialist skills personnel directors in the business world took for granted.

“There is still a preponderance of generalists,” said Marsh. “People who aren’t even necessarily HR specialists, or people like me, who have gradually gravitated that way.”

That deficiency was being addressed by attracting experienced corporate talent. Marsh points to the move by Julian Duxfield, the former HR director of Carlsberg UK, to the Department of Transport as a good example.

The Home Office too is one of many departments that has benefited from bringing in outside managers.

“They are far more adept at being able to [question things] than some people who have been in the Home Office longer,” Marsh explained. “They have been able to point things out and challenge us.”

Of course, there are immediate costs for anyone crossing the private-public divide.

“There will always be a salary trade-off for people wanting to come to the public sector, but I think the business objectives of whichever organisation you are working for are a motivation,” Marsh said. “You only have to look at the Home Office – its business objectives make a difference to people’s lives.”

Making a difference to the working lives of his staff has been the most demanding part of Marsh’s job since he took up his position two months ago.

A massive staff cutback of more than 30 per cent, or 2,700 workers, will be carried out over the next three years.

“The most difficult part at the moment is trying to get the tension right between reducing the numbers and, at the same time, saying to staff this is still a good place to be working, and we want to invest in your skills and your development.”

No doubt, it is a job any HR professional, public or private, would find tough.

By Paul Yandall

Marsh’s Biography

2004 Group HR and change director, Home Office

2003 Acting HR director, Home Office

2000 Head of personnel management, HM Prison Service

1999 Head of HR strategy, HM Prison Service

1986 Joined HM Prison Service

Qualifications

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

MA Industrial Relations, University of Warwick, 1986

BA (Hons) 2:1 History, University of Bristol, 1985

Paul Yandall

previous post
Affirmative action
next post
Lane Group plc and another v Farmiloe, EAT, 24 November 2003

You may also like

Why HR burnout is a strategic issue

12 May 2025

CIPD appoints expert in AI to boost support...

8 May 2025

Stress for HR specialists greater at larger organisations

2 May 2025

CIPD: Employment Rights Bill timetable needs clarity

25 Apr 2025

Movers and shakers in HR: Stagecoach, Sodexo UK,...

11 Apr 2025

Senior HR pay rising faster than junior roles

28 Mar 2025

Employee Benefits Awards 2025 shortlist revealed

24 Mar 2025

What do HR specialists enjoy most about their...

21 Mar 2025

Law firm HR professional embroiled in ‘anti-Islam’ row

12 Mar 2025

Mitie appoints Kathryn Dolan as chief people officer

6 Mar 2025

  • 2025 Employee Communications Report PROMOTED | HR and leadership...Read more
  • The Majority of Employees Have Their Eyes on Their Next Move PROMOTED | A staggering 65%...Read more
  • Prioritising performance management: Strategies for success (webinar) WEBINAR | In today’s fast-paced...Read more
  • Self-Leadership: The Key to Successful Organisations PROMOTED | Eletive is helping businesses...Read more
  • Retaining Female Talent: Four Ways to Reduce Workplace Drop Out PROMOTED | International Women’s Day...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+