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Human Capital Management Assessment of Organizational Excellence

Human Capital Management Assessment of Organizational Excellence. NSF Advisory Committee for Business and Operations May 5-6, 2005 Joseph F. Burt Director, Division of Human Resource Management. Human Capital Management.

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Human Capital Management Assessment of Organizational Excellence

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  1. Human Capital ManagementAssessment of Organizational Excellence NSF Advisory Committee for Business and Operations May 5-6, 2005 Joseph F. Burt Director, Division of Human Resource Management

  2. Human Capital Management Develop a Diverse, Capable, Motivated Staff That Operates With Efficiency and Integrity.

  3. Human Capital Lifecycle • NSF’s Human Capital Management Plan establishes strategic goals and supporting action strategies for each operational component of the NSF Human Capital Lifecycle. • Foundational areas are addressed in a separate, complementary plan that identifies specific goals and action strategies for NSF’s Division of Human Resource Management.

  4. Human Capital Lifecycle(Note: 2005 Priorities Highlighted in Italics)

  5. Human Capital: Priorities for 2005 Assessment

  6. Strategic Management of Human Capital Initiatives Factors Human Capital Management Plan Organizational Development Administrative Functions Study Achievements HCMP implemented during 2004. 79% completion rate of outlined action strategies. OD Plan implemented in 2004. Conducted 34 unique workshops and retreats with 457 participants. Issued and analyzed 5 organizational climate surveys. AFS Study initiated in 2005. Will address technology driven changes in business processes and affect on human capital. Results

  7. Human Capital Management Operations Initiatives Factors FPPS/eRecruit Implementation eLearning & LMS HR LOB/Functional Requirements Performance Management Achievements Personnel and payroll are fully integrated. Recruitment process is online and interfaces with OPM. GoLearn implemented in 2004. LMS to be implemented later in 2005 or 2006. NSF as Federal leader in the HR LOB during FY 04-05. Developing the Functional Requirements Document (FRD). Employee performance plans linked to NSF mission & goals. Provisional SES Performance Management Certification Results

  8. Outreach Initiatives Factors Outreach Staff Outreach Plan Diverse Applicant Pool Achievements Established and filled 2 Diversity Recruitment positions. Improved planning, coordination and visibility. Large, diverse pool of applicants for competitive service positions; incomplete information on excepted service. Results

  9. Priority Areas in Human Capital Management Coming Attractions/Comments Why a Priority Accomplishments Indicators of Success Priority Areas The recent NSF Business Analysis indicates a need for a robust strategic plan to manage our human capital. It also supports the PMA in HC. • Implemented HCMP • Organizational Development • “Best Place to Work” status • PMA HC Scorecard • Green in progress • Yellow in status • Workforce Planning • Admin Functions Study • Leadership Development • Competency Based HR Strategic Management of Human Capital Human Capital Management Operations Efficiencies in operations support the PMA, Federal eGov initiatives, and the HCMP. • Integrated personnel and payroll • PMA BPI scorecard • Green in status • HR LOB/FRD • SES Certification • Competency Based Performance Management • FPPS Implementation • Linking Performance Outreach ensures a broader, more diverse applicant pool from which to recruit. We believe in diversity as our profile reflects. Outreach Improved Outreach Planning & Coordination. Hired 2 Diversity Recruiters. Participated in 15 targeted activities. Continue the implementation of our outreach plans. An increase in the number of applicants from under-represented sources A more diverse, high quality workforce.

  10. Initiatives on the Horizon Comments Future Initiatives 1. HRIS Provides a comprehensive end-to-end Human Resource Information System as part of a government-wide, cost effective, and interoperable solution. 2. Workforce Planning Positions NSF to recruit the right people, for the right positions, at the right time; helps to ensure continued organizational excellence 3. Competency Based HR Provides a common “language” for all components of the human capital lifecycle; establishes stronger links between those components 4. SES Certification Demonstrates NSF’s commitment to excellence; ensures that NSF executives are compensated in accordance with their performance Enhances competency and capability of NSF staff; identifies and prepares NSF’s leaders of the future 5. Leadership Development

  11. Conclusion NSF has demonstrated significant achievement in Human Capital.

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