DID YOU KNOW? DTIC has over 3.5 million final reports on DoD funded research, development, test, and evaluation activities available to our registered users. Click HERE
to register or log in.
A Model of Strategic Human Capital Management
GENERAL ACCOUNTING OFFICE WASHINGTON DC
Pagination or Media Count:
These challenges are longstanding and will not be quickly or easily addressed. They require sustained and inspired efforts by many parties, Including the President, department and agency leaders, the Office of Management and Budget, the Office of Personnel Management, Congress, and others. 4 Comprehensive human capital legislative reforms will likely be needed, but agency leaders must not wait for them to happen. Much of the authority agency leaders need to manage human capital strategically is already available under current laws and regulations. Therefore, we believe the first step toward meeting the governments human capital challenges is for agency leaders to identity and make use of all the appropriate administrative authorities available to them to manage their people for results. The use of these authorities often will need to be undertaken as part of and consistent with proven change management practices. The second step is for policymakers to pursue incremental legislative reforms to give agencies additional tools and flexibilities to hire, manage, and retain the human capital they need, particularly in critical occupations. The third step is for all interested parties to work together to identity the kinds of comprehensive legislative reforms in the human capital area that should be enacted over time. These reforms should place greater emphasis on skills, knowledge, and performance in connection with federal employment and compensation decisions, rather than the passage of time and rate of inflation, as is often the case today.
APPROVED FOR PUBLIC RELEASE