Managing in the 21st century
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Managing in the 21 st Century. Professor Laurel Mitchell Jennifer Murnane, PhD Bellevue University Breakout Session # 218 Monday, July 19, 2010 2:30 pm – 3:45 pm. 1. Introduction.

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Managing in the 21 st Century

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Managing in the 21 st century

Managing in the 21st Century

Professor Laurel Mitchell

Jennifer Murnane, PhD

Bellevue University

Breakout Session # 218

Monday, July 19, 2010

2:30 pm – 3:45 pm

1


Introduction

Introduction

Laurel Mitchell Professor and Director of the Acquisition and Contract Management Program, Bellevue University

Jennifer Murnane Associate Vice President - Strategic Initiatives; Senior Research Associate - Bellevue University’s Human Capital Lab

2


Outline

Outline

Workforce Issues and Challenges

Human Capital

Investment

Skills and

Knowledge

Development


Workforce issues

Workforce Issues

Contracting Irregularities

Legislation

Auditing

Time and Dollar Constraints

IDIQ type contracts

Other Issues?


Biggest hurdles

Biggest Hurdles

Not a top priority for senior leadership

Lack of understanding

Dollar amount and complexity of procurement

Number and capability of acquisition professionals

Other hurdles in your organization?


Senior leadership position

Senior Leadership Position

Congress, agency official and industry senior management need to be educated on the value of competent acquisition professionals

Given the scope and complexity of acquisition in government senior leadership needs to change


Why do you care

Why Do You Care?

  • 77 million

  • Baby Boomers Leaving

  • 44 million

  • GEN X available to

  • TAKE OVER

  • LEADERSHIP ROLES

  • More money to manage, causing

  • resource deployment opportunities


Human capital investment

Human Capital Investment

Investing in initiatives supporting human capital and its development are critical for ALL organizations.

Human Capital: Attributes, life experience, knowledge, skills, inventiveness, energy, and enthusiasm that people invest in their work.


Managing in the 21st century

Opportunities to Bridge the Acquisition Skill and Knowledge Gap


Bridging the skills gap

Bridging the Skills Gap

Improved training

Creative use of resources

Innovation


Bridging the knowledge gap

Bridging the Knowledge Gap

  • 2 Types of Knowledge:

  • Tacit knowledge

    • Important focus for organizations

    • Creating opportunities for greater development

  • Explicit knowledge

    • Formal aspect

    • Support tacit knowledge


Making tacit knowledge explicit

Making Tacit Knowledge Explicit

  • Use knowledge documents to support tacit knowledge transfer

  • (not just codification)

    • Lessons learned/forum discussions

    • Communities of practice

    • Wikis

    • Mentoring programs


Power of tacit knowledge transfer

Power of Tacit Knowledge Transfer

  • What key knowledge is most

  • critical to sustain your

  • organization?

  • - Not just skills, but leadership

  • competencies

  • How can it increase employee &

  • organizational performance?


Demands on acquisition workforce

Demands on Acquisition Workforce

The demands on the federal acquisition workforce have grown

Complexity of the federal acquisition system has also increased

Use of “inherently governmental” services FAR 7.503(c)(12)

Constraint vs. Opportunity


Benefits of human capital investment

Benefits of Human Capital Investment

Develop an engaged workforce

Build leadership pipeline

Creatively utilize resources to impact growth of your organizations


Think outside the box

Think Outside the Box

Think Outside the Box!

Workforce Issues & Challenges

Skills and Knowledge Development

Tacit Knowledge Cultivation & Transfer

Human Capital

Investment


Managing in the 21st century

Questions?

  • [email protected]

  • [email protected]

bellevueuniversity.us

humancapitallab.org


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