Performance measures (51 - 60 of 64 items)
Posthearing Questions Related to Strategic Human Capital Management
GAO-03-779R: Published: May 22, 2003. Publicly Released: May 22, 2003.
On April 8, GAO testified before the Subcommittee on Civil Service and Agency Reform, House Committee on Government Reform and the Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia, Senate Committee on Governmental Affairs at a hearing on "The Human Capital Challenge: Offering Solutions and Delivering Results". This letter responds to requests...
Results-Oriented Cultures: Creating a Clear Linkage between Individual Performance and Organizational Success
GAO-03-488: Published: Mar 14, 2003. Publicly Released: Apr 4, 2003.
The federal government is in a period of profound transition and faces an array of challenges and opportunities to enhance performance, ensure accountability, and position the nation for the future. High-performing organizations have found that to successfully transform themselves, they must often fundamentally change their cultures so that they are more results-oriented, customer-focused, and col...
Managing for Results: Using Strategic Human Capital Management to Drive Transformational Change
GAO-02-940T: Published: Jul 15, 2002. Publicly Released: Jul 15, 2002.
Strategic human capital management is critical to maximizing government's performance and ensuring its accountability for the benefit of the American people. The early years of the 21st century are proving to be a period of profound transition being driven by several key trends, including global interdependence; diverse, diffuse, and asymmetrical security threats; rapidly evolving science and tech...
State Department: Staffing Shortfalls and Ineffective Assignment System Compromise Diplomatic Readiness at Hardship Posts
GAO-02-626: Published: Jun 18, 2002. Publicly Released: Jun 18, 2002.
Foreign service employees often experience difficult environmental and living conditions while assigned to U.S. embassies and consulates that are designated as "hardship posts." These conditions include inadequate medical facilities, few opportunities for spousal employment, poor schools, high levels of crime, and severe climate. Because the State Department is understaffed, both in terms of the n...
National Science Foundation: Status of Achieving Key Outcomes and Addressing Major Management Challenges
GAO-01-758: Published: Jun 15, 2001. Publicly Released: Jul 16, 2001.
This report reviews the National Science Foundation's (NSF) fiscal year 2000 performance report and fiscal year 2002 performance report plan required by the Government Performance and Results Act. Specifically, GAO discusses NSF's progress in addressing several key outcomes that are important to NSF's mission. NSF reported that it made substantial progress in achieving its key outcomes. Although t...
Managing for Results: Human Capital Management Discussions in Fiscal Year 2001 Performance Plans
GAO-01-236: Published: Apr 24, 2001. Publicly Released: Apr 24, 2001.
The Government Performance and Results Act calls for agencies to address human capital in the context of performance-based management. The act requires that annual performance plans describe how agencies will use their human capital to accomplish their goals and objectives. Designing, implementing, and maintaining a strategic human capital management focus are critical to maximizing performance a...
IRS Telephone Assistance: Opportunities to Improve Human Capital Management
GAO-01-144: Published: Jan 30, 2001. Publicly Released: Mar 2, 2001.
Each year, the Internal Revenue Service (IRS) determines the staffing level for its toll-free telephone customer service operations. GAO found that IRS lacks a long-term telephone customer service goal that reflects the needs of taxpayers and the costs and benefits of meeting that goal. Rather, IRS annually determines the level of funding it will seek for its customer service workforce, using its...
Human Capital: Meeting the Governmentwide High-Risk Challenge
GAO-01-357T: Published: Feb 1, 2001. Publicly Released: Feb 1, 2001.
People are the federal government's most valuable asset in managing for results. The importance of human capital is underscored by the many links GAO has identified between agencies' human capital shortfalls and the programmatic challenges. A consensus has yet to emerge on broad-based federal human capital legislative reform. However, even in the absence of fundamental legislative reform, federal...
Customer Service: Human Capital Management at Selected Public and Private Call Centers
GGD-00-161: Published: Aug 22, 2000. Publicly Released: Sep 25, 2000.
Pursuant to a congressional request, GAO reviewed strategies for managing human capital management at selected public and private call centers, focusing on: (1) whether they identify human capital needs as part of developing management strategies and practices to meet missions and goals; (2) implement human capital strategies and practices; and (3) evaluating human capital strategies and practices...
Human Capital: Managing Human Capital in the 21st Century
T-GGD-00-77: Published: Mar 9, 2000. Publicly Released: Mar 9, 2000.
Pursuant to a congressional request, GAO discussed ways to improve the federal government's approach to managing its people.GAO noted that: (1) federal employees should be viewed not as costs to be cut but as assets to be appreciated; (2) strategic human capital management recognizes that employees are a critical asset for success, and that an organization's human capital policies and practices mu...