Download Addressing the Human Capital Crisis in the Federal by Jay Liebowitz PDF

By Jay Liebowitz

President Bush's number-one administration initiative for the government is the Strategic administration of Human Capital. in keeping with, human capital is the gathered worth of an individual's mind, wisdom, and event. within the U.S. federal executive, a human capital main issue exists. the standards contributing to a human capital obstacle comprise an information bleed because of retirement eligibility, altering views on paintings, and escalating wisdom loss. in line with a Joint listening to at the Federal Human Capital, by means of 2005, greater than half the 1.8 million non-postal civilian staff may be eligible for early or usual retirement. a good better percent of the Senior govt carrier, the government's middle managers, might be eligible to leave.All govt organisations are required to enhance a human capital procedure by means of 2005. lots of those businesses have scored a "red" (lowest score) at the govt Scorecard within the approach they're forthcoming their strategic administration of human capital. This ebook is an govt briefing on constructing a profitable human capital procedure according to classes discovered from interpreting latest thoughts at govt firms similar to NASA.Using an information administration viewpoint, Liebowitz identifies 4 pillars of a good process and provides examples of those in perform. * President Bush's number-one administration initiative for the government is the Strategic administration of Human Capital: the subject of this booklet* All govt businesses are required to advance a plan via 2005--this is the 1st e-book to deal with this want* presents an easy framework govt organisations can use to increase their technique

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D  H C S  Level : The agency’s human capital approaches contribute to improved agency performance; human capital considerations are fully integrated into strategic planning and day-to-day operations; the agency is continuously seeking ways to further improve its people management to achieve results. Besides the GAO model for human capital, OPM (through the Human Resources Management Council) has a Human Capital Scorecard that considers five areas as key dimensions of human capital: Strategic Alignment, Strategic Competencies (Talent), Leadership, Performance Culture (Strategic Awareness), and Learning (Knowl­ edge Management).

For “Educate,” the IRS is heading towards online course repository (competency-based) and curriculum, e-learning investment fund, continuing curriculum redesign (high-tech/hightouch), and advanced learning technology acquisition vehicle. Under “Develop,” the IRS wants career management systems for missioncritical occupations, frontline/senior manager readiness programs, and university leadership training. For “Sustain,” the IRS is moving towards payband expansion, new bargaining unit appraisal system, seasonal employee health benefits, SES (Senior Executive Service) demonstration project, cafeteria health benefits plan, and elder care subsidies.

On June , , the Federal Workforce Improvement Act of  was introduced by Senator Voinovich and others. , Senator Voinovich discussed the main provisions of the bill, namely: • Mandate chief human capital officers at all federal agencies to raise the institutional profile of human capital and better T H C C   F G • • • • • • • • •  integrate agencies’ workforce management with agency mission. Require the Office of Personnel Management to design a set of systems, including metrics for assessing agency’s human capital management, and require agencies to include human capital strategic planning in their Government Performance and Results Acts (GPRA) report.

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