Read e-book online Addressing the Human Capital Crisis in the Federal PDF

By Jay Liebowitz

ISBN-10: 0750677139

ISBN-13: 9780750677134

President Bush's number-one administration initiative for the government is the Strategic administration of Human Capital. in response to, human capital is the amassed worth of an individual's mind, wisdom, and event. within the U.S. federal executive, a human capital drawback exists. the standards contributing to a human capital hassle comprise an information bleed because of retirement eligibility, altering views on paintings, and escalating wisdom loss. based on a Joint listening to at the Federal Human Capital, through 2005, greater than 1/2 the 1.8 million non-postal civilian staff may be eligible for early or normal retirement. a fair higher percent of the Senior government provider, the government's center managers, should be eligible to leave.All executive organizations are required to boost a human capital technique by means of 2005. lots of those organisations have scored a "red" (lowest score) at the govt Scorecard within the method they're forthcoming their strategic administration of human capital. This publication is an government briefing on constructing a winning human capital method according to classes realized from studying current options at executive organisations equivalent to NASA.Using an information administration standpoint, Liebowitz identifies 4 pillars of an efficient technique and offers 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 e-book* All executive enterprises are required to increase a plan by means of 2005--this is the 1st e-book to deal with this desire* presents an easy framework govt enterprises can use to advance their method

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Learning has to be seen as an organizationwide commitment, managed from the top and highly visible. • Much learning cannot be achieved through quick-fix modes. • Other people management practices need to tie in with a learning strategy. • Shared learning needs encouragement. htm), believes that learning is an important component of a “knowledge strategy” as well. A knowledge strategy typically has two thrusts. The first is to make better use of the knowledge that already exists within the firm. htm).

No. , Emerald, ), presents research that shows the importance of coupling knowl­ edge management activities with general human resources policy. Knowledge management activities fall along three constructs: knowl­ edge generation, knowledge integration, and knowledge sharing. Their research shows that employee commitment has a positive influence on knowledge generation and that knowledge sharing will occur if value alignment is evident. Thus, their research shows that knowledge man­ agement initiatives can decrease turnover rates and support business performance if they are coupled with human resources policies.

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. For “Transition,” phased retirement and web-based change management training are being proposed.

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Addressing the Human Capital Crisis in the Federal Government: A Knowledge Management Perspective by Jay Liebowitz

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