Human capital attracting and retaining a highquality information technology workforce
Author:
Publisher: DIANE Publishing
Published: 2001
Total Pages: 44
ISBN-13: 1428947981
DOWNLOAD EBOOK →Author:
Publisher: DIANE Publishing
Published: 2001
Total Pages: 44
ISBN-13: 1428947981
DOWNLOAD EBOOK →Author: U S Government Accountability Office (G
Publisher: BiblioGov
Published: 2013-06
Total Pages: 28
ISBN-13: 9781289052294
DOWNLOAD EBOOK →Federal agencies face few tasks more critical than attracting, retaining, and motivating people. As our society has moved from the industrial age to the knowledge age, the success or failure of federal agencies can depend on having the right number of people with the right mix of knowledge and skills. This is especially true in the information technology (IT) area, where widespread shortfalls in human capital have undermined agency and program performance. This report discusses strategic human capital management as a high-risk area, summarizes agencies progress in addressing IT human capital needs, compares suggestions GAO made in earlier testimonies and those made in a recent report by the National Academy of Public Administration, and highlights important challenges to implementing IT human capital reform proposals.
Author: United States Accounting Office (GAO)
Publisher: Createspace Independent Publishing Platform
Published: 2018-03-12
Total Pages: 24
ISBN-13: 9781984969910
DOWNLOAD EBOOK →GAO-02-113T Human Capital: Attracting and Retaining a High-Quality Information Technology Workforce
Author: David L. McClure
Publisher:
Published: 2001
Total Pages: 21
ISBN-13:
DOWNLOAD EBOOK →Federal agencies face few tasks more critical than attracting, retaining, and motivating people. As our society has moved from the industrial age to the knowledge age, the success or failure of federal agencies can depend on having the right number of people with the right mix of knowledge and skills. This is especially true in the information technology (IT) area, where widespread shortfalls in human capital have undermined agency and program performance. This report discusses strategic human capital management as a high-risk area, summarizes agencies progress in addressing IT human capital needs, compares suggestions GAO made in earlier testimonies and those made in a recent report by the National Academy of Public Administration, and highlights important challenges to implementing IT human capital reform proposals.
Author:
Publisher: DIANE Publishing
Published: 2001
Total Pages: 36
ISBN-13: 1428947965
DOWNLOAD EBOOK →Author: U S Government Accountability Office (G
Publisher: BiblioGov
Published: 2013-06
Total Pages: 40
ISBN-13: 9781289064747
DOWNLOAD EBOOK →This testimony discusses the federal government's strategic human capital management challenges, particularly in the information technology (IT) area. No management issue facing federal agencies could be more critical to the nation than their approach to attracting, retaining, and motivating people. Having enough people with the right mix of knowledge and skills will make the difference between success and failure. This is especially true in the information technology area, where widespread shortfalls in human capital have undermined agency and program performance. The federal government today faces pervasive human capital challenges that are eroding the ability of many agencies--and threatening the ability of others--to economically, efficiently, and effectively carry out their missions. How successfully the federal government acquires and uses information technology will depend on its ability to build, prepare, and manage its information technology workforce. To address the federal government's human capital challenges as a whole, GAO believes that (1) agencies must take all administrative steps available to them under current laws and regulations to manage their people for results; (2) the Administration and Congress should pursue opportunities to put new tools and flexibilities in place that will help agencies attract, retain, and motivate employees--both overall, and especially, in connection with critical occupations such as those in IT, and; (3) all interested parties should work together to determine the nature and extent of more comprehensive human capital (or civil service) reforms that should be enacted over time. These reforms should include 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.
Author: David M. Walker
Publisher: DIANE Publishing
Published: 2002-07
Total Pages: 74
ISBN-13: 9780756725563
DOWNLOAD EBOOK →Intended to help Federal agency leaders better manage their organizations' most important asset -- their people. Federal agencies that acquire, develop, and retain high performing employees with the appropriate skills and competencies are better able to respond to the needs of the public on a daily basis and in times of crisis. This model is designed to help agency leaders effectively use their people, or human capital, and determine how well they integrate human capital considerations into daily decision-making and planning. The model highlights the importance of a sustained commitment by agency leaders to maximize the value of their agencies' human capital and manage related risks.
Author:
Publisher: DIANE Publishing
Published: 2002
Total Pages: 134
ISBN-13: 1428945016
DOWNLOAD EBOOK →Section 832 of the Floyd D. Spence National Defense Authorization Act of 2001 (the Act) required that I, as Comptroller General of the United States, "convene a panel of experts to study the policies and procedures governing the transfer of commercial activities for the Federal Government from Government personnel to a Federal contractor ..." In accordance with the Act, I am pleased to transmit to Congress the report of the Commercial Activities Panel (the Panel) convened to satisfy this statutory requirement. Given the importance of this issue, I elected to chair this Panel and ensured that it was comprised of highly qualified and empowered representatives from the groups specified in the Act and other knowledgeable individuals. A diverse group of high-level members were selected as panelists in order to broaden the scope and enhance the quality of our deliberations, while increasing our chances of success.