Human Capital in the 21 Century

wildlifeplaincityΔιαχείριση

6 Νοε 2013 (πριν από 4 χρόνια και 4 μέρες)

75 εμφανίσεις

Human Capital in the 21
st

Century

“Change, Challenges and Opportunities”



What is Human Capital?



Who is the 21
st

century workforce?



What are our Human Capital
challenges?



How can we conquer new challenges?

Agenda


Observable, measurable set of
skills,
knowledge
, abilities, behaviors, and
other characteristics



Required at different proficiency
levels



Aligns individual and
team
performance
to organizational


mission
and strategy

Human Capital Management
Competency


Builds and manages workforce based
on organizational goals, budget, and
staffing needs


Recruits, selects, appraises, rewards,
addresses performance problems


Manages multi
-
sector workforce


5

Qualifications


6


Performance
Management



Strategy



Organizational
Goals

Information Technology

Recruiting

Workforce

Leadership

Competency Assessment




Retention

Staffing


Organizational Culture

Diversity

Budget



Strategic
Alignment



Leadership
&
Knowledge Management



Results
-
Oriented
Performance
Culture



Talent Management


Accountability




Human Capital Assessment and
Accountability Framework (HCAAF)

7


Multicultural


Multilingual


19 to 91 plus


Fast Paced


Hi
-
tech


Virtual Teams

Matures

1922
-
1945

Baby Boomers

1946
-
1964

Generation X

1965
-
1980

Generation Y

1981
-
2000

Generational Diversity

Generational Diversity

Generational Diversity (
con’t
)

*
The Equal
Employment Opportunity
Commission (EEOC) requests that
Federal agencies
strive for a 2%
workforce representation.

Source: OPM 2010 FEORP

Group Names

Civilian
Labor Force

Federal

Workforce

White

70.4%

66.2%

African American

10.0%

17.7%

Hispanic

13.6%

8.0%

Asian Americans /
Pacific Islander

4.3%

5.6%

American Indian /
Alaska Native

0.6%

1.8%

Minorities

29.7%

33.8%

Veterans

8.0%

26.3%

Disabled Veterans

0.9%

7.0%

Employees with
Targeted
Disabilities*

.88%

2010 Federal Diversity Statistics

National Population by Race

United States: 2010

Ethnic Group

Percentage of
Population

Change
2000
-
2010


Hispanic or
Latino


16.3%

Up 43.0
%

Black or African
American

12.6%

Up 12.3%

American Indian &
Alaska Native


0.9
%

Up
17.4%

Native Hawaiian and
other Pacific
Islander


0.02
%

Up 35.4%

Asian


4.8%

Up 43.3%

White

72.4%

Up

5.7
%

U.S. National Population: 308,745,538

U.S. Census Bureau

Percent Distribution of the

Hispanic Population by State: 2010

15

Federal Budget Impact
:


Workforce planning in tough times


GAO High Risk Report
:


Identify skill gaps and implement
solutions






16

Exit Surveys

Federal
Employee
Viewpoint
Survey

Merit
Systems
Protection
Board

New Hire
Surveys

17

13. The work I do is important.


5. I like the kind

of work I do.


39. My agency is successful at accomplishing its
mission.


40.

I recommend

my organization as a good
place to work.

92


86


78



70


% Positive


% Positive

51. I have trust and confidence in my supervisor.





23.

In my work unit, steps are taken to deal with


a poor performer who cannot or will not


improve.

66


51



31



31.

Employees are recognized for providing


high quality products and services.


19

Considering everything, how satisfied
are you with your job?


Considering everything, how satisfied
are you with your organization?


I would recommend my organization as
a good place to work.


20

21

Know
Your
Agency’s
Strategic
Direction
and Goals

Analyze the
Workforce and
Identify Skill
Gaps


Focus on
Mission
Critical
Competencies


Assess Future
Needs

Plan

Do

Evaluate
and
Revise


22

Recognize


23


Attract

Interview



Orient

Expectations/goals

Onboard

Hire

Lead

Train




Recruit

Reward


Mentor and Coach

Lifelong
Learning

Retain

Select

Engage

24

USAJobsRecruit.gov

Veteran’s Employment

Employees w/ Disabilities

“Pathways”

ml慮 for aiv敲s楴i⽉/捬u獩潮

25

26

Selection Tools

Structured Interviews

Telework Enhancement Act

Healthy People 2010 / 2020

Performance
Mgmt/Communication

27

Engaging Employees

29

Orient

Onboard

Train
and
Develop

Build
Supervisory
Relationship


Communicate/give
feedback


Appraise
appropriately


Recognize results

30

Leadership
Development
Program

Advanced
Leadership
Program

Senior Executive
Service
Candidate
Development
Program

31

Mentoring

Rotational Assignments

Cross Functional Training

Communities of Practice

Workgroups

Knowledge Management

Delegating to Develop

Performance Management

32

As a Future
Leader, You CAN…

Share
Knowledge


Linda Walk

Director

Human Capital Planning Staff

Social Security Administration

Linda.Walk@ssa.gov


410
-
965
-
8171