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Strategic Management of Human Capital FY04 Implementing Projects

Strategic Management of Human Capital FY04 Implementing Projects. Risk Management Agency FY 2004. Strategic Management of Human Capital. AGENCY Strategic Plan - Mission and Goals. Strategic Management of Human Capital - Goals . Strategic Alignment. Workforce Planning & Deployment.

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Strategic Management of Human Capital FY04 Implementing Projects

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  1. Strategic Management of Human CapitalFY04 Implementing Projects Risk Management Agency FY 2004

  2. Strategic Management of Human Capital AGENCY Strategic Plan - Mission and Goals Strategic Management of Human Capital - Goals Strategic Alignment Workforce Planning & Deployment Leadership & Knowledge Management Results - Oriented Performance Culture Talent Accountability IMPLEMENTING PROJECTS

  3. Strategic Management of Human Capital GOAL 1 Strategic Alignment - Agency human capital strategy is aligned with mission, goals, and organizational objectives and integrated into its strategic plans, performance plans, and budgets. IMPLEMENTING PROJECTS • Include Human Capital elements in RMA Strategic Plan and FY06 Budget Performance, e.g., • Reduce time to fill vacancies, enhance diversity, close skills gaps • Meet with Human Capital Council quarterly to review progress of projects

  4. Strategic Management of Human Capital GOAL 2 WORKFORCE PLANNING and DEPLOYMENT - Agency is citizen-centered, delayered and mission-focused , and leverages e-Government and competitive sourcing. IMPLEMENTING PROJECTS • Support IT reorganization • Support 1010

  5. Strategic Management of Human Capital GOAL 3 LEADERSHIP and KNOWLEDGE MANAGEMENT - Agency leaders and managers effectively manage people, ensure continuity of leadership, and sustain a learning environment that drives continuous improvement in performance. IMPLEMENTING PROJECTS • Examine need for general Supervisor Training Program, i.e., New Supervisor Training Program or need for more ‘tailored’ programs. • Consider/examine leadership training programs to ensure a ’back-up pools’ • Continue HR service visits to customers, e.g., supporting Speed In Business

  6. Strategic Management of Human Capital GOAL 4 RESULTS-ORIENTED PERFORMANCE CULTURE - Agency has a diverse, results-oriented, high performance workforce, and has a performance management system that differentiates between high and low performance, and links individual/team/unit performance to organizational goals and desired results. IMPLEMENTING PROJECTS • Link specific Strategic Plan goals and indicators to 100% of SES and Managers (GS-14 and above) to Individual Performance Plans by July 2004 • Link 60+% of workforce's Individual Performance Plans to Agency Strategic Plan goals and indicators by July 2005 • Implement HR Client Satisfaction Survey; and develop and implement action plans based survey results • Review RMA Honesty & Integrity (ethics) practices/perceptions and make recommendations, e.g., awareness training, etc. • Encourage leaders to review the FY 2002 Federal Human Capital Survey (OPM) results and provide recommendations, for example: • Only 28% of RMA employees claim that leaders generate high levels of motivation and commitment in the workforce (Leadership) • Only 24% of RMA employees claim that the organization's awards program provides them with an incentive to do their best (Performance Culture)

  7. Strategic Management of Human Capital GOAL 5 TALENT - Agency has closed most mission-critical skills, knowledge and competency gaps/deficiencies, and has made meaningful progress toward closing all. IMPLEMENTING PROJECTS • Review Workforce Analysis to identify major trends and to drive Recruitment, Retention, Training and Diversity Strategies • Maximize use of Career Intern Program, Co-op Program, etc. • Implement Quick Hire and evaluate use of Quick Class • Provide more web-based training • Implement Exit Interview and Placement Follow-up systems • Assess cost/benefit of Pay Banding, Pay Flexibilities , e.g., demonstration projects

  8. Strategic Management of Human Capital GOAL 6 ACCOUNTABILITY - Agency human capital decisions are guided by a data-driven results-oriented planning and accountability system. IMPLEMENTING PROJECTS • Provide quarterly performance reports and analysis of pertinent HR metrics, e.g., exit interview summary, time to fill vacancy, HR service level, quality of new hire, etc. • Ensure effective and efficient HR processes

  9. Strategic Management of Human CapitalPlanning the Future

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