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Human Capital A Guide For Assessing Strategic Training And Development Efforts In The Federal Government Book in PDF, ePub and Kindle version is available to download in english. Read online anytime anywhere directly from your device. Click on the download button below to get a free pdf file of Human Capital A Guide For Assessing Strategic Training And Development Efforts In The Federal Government book. This book definitely worth reading, it is an incredibly well-written.
Author : Anonim
Publisher : DIANE Publishing
Page : 95 pages
File Size : 45,6 Mb
Release : 2024-06-28
Category : Electronic
ISBN : 9781428936584
Author : United States. General Accounting Office
Publisher : Unknown
Page : 32 pages
File Size : 47,8 Mb
Release : 1999
Category : Administrative agencies
ISBN : CORNELL:31924087516088
Author : United States. General Accounting Office
Publisher : Unknown
Page : 87 pages
File Size : 50,8 Mb
Release : 2004
Category : Administrative agencies
ISBN : OCLC:652295418
Author : United States Government Accountability Office
Publisher : Createspace Independent Publishing Platform
Page : 96 pages
File Size : 50,6 Mb
Release : 2017-10-21
Category : Electronic
ISBN : 1978448821
GAO-04-546G Human Capital: A Guide for Assessing Strategic Training and Development Efforts in the Federal Government
Author : United States Government Accountability Office
Publisher : Createspace Independent Publishing Platform
Page : 90 pages
File Size : 42,5 Mb
Release : 2017-11-03
Category : Electronic
ISBN : 1978446977
GAO-03-893G Human Capital: A Guide for Assessing Strategic Training and Development Efforts in the Federal Government (Exposure Draft) (Superseded by GAO-04-546G)
Author : U S Government Accountability Office (G,U. S. Government Accountability Office (
Publisher : BiblioGov
Page : 98 pages
File Size : 43,9 Mb
Release : 2013-06
Category : Electronic
ISBN : 1289025525
The U.S. Government Accountability Office (GAO) is an independent agency that works for Congress. The GAO watches over Congress, and investigates how the federal government spends taxpayers dollars. The Comptroller General of the United States is the leader of the GAO, and is appointed to a 15-year term by the U.S. President. The GAO wants to support Congress, while at the same time doing right by the citizens of the United States. They audit, investigate, perform analyses, issue legal decisions and report anything that the government is doing. This is one of their reports.
Author : U S Government Accountability Office (G,U. S. Government Accountability Office (
Publisher : BiblioGov
Page : 92 pages
File Size : 49,7 Mb
Release : 2013-06
Category : Electronic
ISBN : 1289010390
The U.S. Government Accountability Office (GAO) is an independent agency that works for Congress. The GAO watches over Congress, and investigates how the federal government spends taxpayers dollars. The Comptroller General of the United States is the leader of the GAO, and is appointed to a 15-year term by the U.S. President. The GAO wants to support Congress, while at the same time doing right by the citizens of the United States. They audit, investigate, perform analyses, issue legal decisions and report anything that the government is doing. This is one of their reports.
Author : Anonim
Publisher : DIANE Publishing
Page : 33 pages
File Size : 41,7 Mb
Release : 2024-06-28
Category : Electronic
ISBN : 9781428936577
Author : David Michael Walker
Publisher : Unknown
Page : 128 pages
File Size : 41,5 Mb
Release : 2003
Category : Human capital
ISBN : OCLC:53706157
Federal employees represent the government's knowledge base, drive its capacity to perform, and define its character, and as such, are its greatest asset. The early years of the 21st century are proving to be a period of profound transition for our world, our country, and our government. In response, the federal government needs to engage in a comprehensive review, reassessment, reprioritization, and as appropriate, reengineering of what the government does, how it does business, and in some cases, who does the government's business. Leading public organizations here and abroad have found that strategic human capital management must be the centerpiece of any serious change management initiative and effort to transform the cultures of government agencies. In response to a Congressional request, GAO discussed the status of the federal government's efforts to address high-risk human capital weaknesses, possible short- and longer-term legislative solutions to those weaknesses, and other human capital actions that need to be taken to ensure that federal agencies are successfully transformed to meet current and emerging challenges. Since GAO designated strategic human capital management as a governmentwide high-risk area in January 2001, Congress, the administration, and agencies have taken a number of steps to address the federal government's human capital shortfalls. In fact, more progress in addressing the government's long-standing human capital challenges was made in the last 2 years than in the last 20, and GAO is confident that more progress will be made in the next 2 years than the last 2 years. Despite the building momentum for comprehensive and systematic reforms, it remains clear that today's federal human capital strategies are not yet appropriately constituted to meet current and emerging challenges or to drive the needed transformation across the federal government. The basic problem is the long-standing lack of a consistent strategic approach to marshaling, managing, and maintaining the human capital needed to maximize government performance and assure its accountability. Committed and sustained leadership and persistent attention on behalf of all interested parties will continue to be essential to building on the progress that has been and is being made. Congress has had and will need to continue to have a central role in improving agencies' human capital approaches. The basic principles underlying the legislative proposals Congress is considering have merit. Collectively, these proposals would make a positive contribution to addressing high-risk human capital issues and advancing the needed cultural transformation across the federal government. At the same time, additional safeguards should be considered by Congress in order to prevent potential abuse. Moreover, certain additional proposals should be considered as part of this legislative package. Looking forward, the time has come to seriously explore more market- and performance-based approaches to federal pay. As part of this exploration, we need to continue to experiment with providing agencies with the flexibility to pilot alternative approaches to setting pay and linking pay to performance. A more performance-based approach to Senior Executive Service pay would be a good place to start. The bottom line, however, is that in order to receive any additional performance-based pay flexibility for broad-based employee groups, agencies should have to demonstrate that they have modern, effective, credible, and validated performance management systems, with adequate safeguards, including reasonable transparency and appropriate accountability mechanisms in place, that are capable of supporting such decisions. Unfortunately, most federal agencies are a long way from meeting this requirement. GAO, on the other hand, has taken numerous steps to meet this requirement and is well positioned to experiment with additional pay for performance flexibility.
Author : Sally Coleman Selden
Publisher : CQ Press
Page : 184 pages
File Size : 51,5 Mb
Release : 2008-07-21
Category : Political Science
ISBN : 9781483370965
Take a sneak peak inside!Click on the link below to preview chapter one. Order your exam copy today by clicking on the "Request an Exam Copy" link above. Chapter 1 With the shift from “human resources” to “human capital management” (HCM), public agencies are striving to strategically manage their workforces. Sally Selden’s groundbreaking book moves far beyond describing best practices and offers the context in which innovative practices have been implemented. She details how agencies are creating performance-aligned workforces by adopting systems and policies that are driven by their strategic missions. This book covers core topics of personnel courses—including hiring, training, retention, performance, and recognition—but also includes integrated coverage on measuring success through assessment. Further helping readers grasp how HCM works, the book uses original data from the Government Performance Project and incorporates many comparative examples across a wide range of states, plus federal and municipal agencies. Unlike anything else available, Human Capital fills a critical gap for both students and public personnel professionals.
Author : Brenda S. Farrell,United States. Government Accountability Office
Publisher : Unknown
Page : 21 pages
File Size : 54,5 Mb
Release : 2012
Category : Human capital
ISBN : OCLC:827335839
Author : United States. Government Accountability Office
Publisher : Unknown
Page : 128 pages
File Size : 52,9 Mb
Release : 2004
Category : Administrative agencies
ISBN : OCLC:57443114
Author : Anonim
Publisher : DIANE Publishing
Page : 64 pages
File Size : 50,6 Mb
Release : 2004
Category : Electronic
ISBN : 9781428936652
Author : United States. Congress. Senate. Committee on Homeland Security and Governmental Affairs. Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia
Publisher : Unknown
Page : 144 pages
File Size : 40,8 Mb
Release : 2005
Category : Business & Economics
ISBN : PSU:000056561432
Author : Anonim
Publisher : Unknown
Page : 38 pages
File Size : 49,5 Mb
Release : 2014
Category : Administrative agencies
ISBN : OCLC:900887397
Given the budgetary and long-term fiscal challenges facing the nation, agencies must identify options to meet their missions with fewer resources. However, if agencies do not pay careful attention to strategic workforce planning and other approaches to personnel management, then reduced investments in human capital can have lasting, detrimental effects on their capacity to meet their mission. GAO was asked to review the actions taken by selected agencies to manage their workforces and plan for future needs in an era of flat or declining budgets. This report assesses (1) key strategic human capital challenges federal agencies face in an era of highly constrained resources and identifies strategies for addressing them, and (2) the extent to which OPM ensures agencies have the assistance that CHCOs considered most important to mitigate human capital challenges. GAO recommends that OPM work with the CHCO Council to: (1) strengthen coordination and leadership on government-wide human capital issues, (2) explore expanded use of enterprise solutions to more efficiently and effectively address shared challenges, (3) review the extent to which new capabilities are needed to promote agile talent management, and (4) evaluate the communication strategy for and effectiveness of tools, guidance, or leading practices OPM provides for addressing human capital challenges.
