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Human Capital Management Assessment. Joe Burt Director, HRM March 31, 2004. Goal. Develop a diverse, capable, motivated staff that operates with efficiency and integrity. NSF Employees. Employee Comparative Data. Human Capital Management Plan (HCMP).

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Human capital management assessment

Human Capital Management Assessment

Joe Burt

Director, HRM

March 31, 2004


Develop a diverse, capable, motivated staff that operates with efficiency and integrity.

Human capital management plan hcmp
Human Capital Management Plan (HCMP)

  • The HCMP provides a “roadmap” of actions to improve over the next 5 years.

  • People remain our greatest asset, and recruiting, retaining, and developing them is critical to organizational success.

  • Use the established HCMP framework to assess the Human Capital Management component of Organizational Excellence.

Hcmp development
HCMP Development

  • Input by team of representative staff.

  • Analysis of GPRA and A&M Strategic Goals.

  • Focus on ensuring NSF’s ability to achieve its strategic goals through core business processes.

  • Assessment of internal and external impacts, trends, and opportunities.

Identified human capital goals
Identified Human Capital Goals

  • Human Capital Management Roles & Responsibilities

  • Integration of Human Capital Strategy with Organizational Strategy

  • Strategic Workforce Planning

  • Recruitment and Retaining

Human capital goals continued
Human Capital Goals (continued)

  • Educating and Developing

  • Motivating – Performance Management

  • Motivating – Organizational Culture

  • Transitioning

Human capital management plan hcmp for implementation
Human Capital Management Plan (HCMP) for Implementation

  • The HCMP Documents NSF’s human capital goals and action strategies.

  • It is flexible to accommodate change.

  • Process ensures continuing alignment with NSF mission, vision, strategic plan, annual performance plans, business process improvements, and technological advances.

  • Our HCMP is aligned with and seeks to support the President’s Management Agenda in Human Capital.

Organizational alignment
Organizational Alignment

  • The HCMP is aligned with organizational strategy.

  • Chief Human Capital Officer (CHCO) was appointed.

  • CHCO positioned to represent Human Capital needs to NSF senior management.

Hcmp accountability
HCMP Accountability

  • Project Plan is developed as a framework and shared with senior management.

  • Includes timelines for Action Items.

  • NSF Regularly assesses progress and revises action plans as appropriate.

  • Progress is reported.

Move to competency based system
Move to Competency Based System

  • Development of Competency Model for for all key occupations.

  • Use identified competencies in position descriptions, vacancy announcements and performance plans.

  • Use results of competency gap analysis in recruitment process.

Outreach activities to support diversity
Outreach Activities to Support Diversity

  • Hire Senior Advisor for Science and Engineering (S&E) workforce.

  • Hire Marketing and Outreach Coordinators for HRM.

  • Increase involvement in Association and College/University Job Fairs.

  • Implement FY04 recruitment action goals in the HCMP.

Academy initiatives
Academy Initiatives

  • Expand blended learning portfolio.

  • Expand NSF Enterprise Orientation.

  • Expand career development activities.

  • Implement educating and developing action goals in HCMP.

  • Acquisition of a Learning Management System.


  • The HCMP was developed to be aligned with agency and PMA goals.

  • It has an accountability framework established.

  • Continue use of this framework.