Personnel management (71 - 80 of 112 items)
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...
DOD Personnel: DOD Actions Needed to Strengthen Civilian Human Capital Strategic Planning and Integration with Military Personnel and Sourcing Decisions
GAO-03-475: Published: Mar 28, 2003. Publicly Released: Mar 28, 2003.
The Department of Defense's (DOD) civilian employees play key roles in such areas as defense policy, intelligence, finance, acquisitions, and weapon systems maintenance. Although downsized 38 percent between fiscal years 1989 and 2002, this workforce has taken on greater roles as a result of DOD's restructuring and transformation. Responding to congressional concerns about the quality and quantity...
Human Capital Management: FAA's Reform Effort Requires a More Strategic Approach
GAO-03-156: Published: Feb 3, 2003. Publicly Released: Feb 3, 2003.
In 1996, the Federal Aviation Administration (FAA) undertook a human capital reform effort under one of the most flexible human capital management environments in the federal government, including broad exemptions from title 5 laws governing federal civilian personnel management. GAO was asked (1) to examine the changes FAA initiated in its reform effort, including whether they required an exempti...
Human Capital: Effective Use of Flexibilities Can Assist Agencies in Managing Their Workforces
GAO-03-2: Published: Dec 6, 2002. Publicly Released: Dec 6, 2002.
An essential element to acquiring, developing, and retaining high-quality federal employees is agencies' effective use of human capital flexibilities. These flexibilities represent the policies and practices that an agency has the authority to implement in managing its workforce. Congressional requesters asked GAO to provide information on agency and union officials' views about the most effective...
Military Personnel: Oversight Process Needed to Help Maintain Momentum of DOD's Strategic Human Capital Planning
GAO-03-237: Published: Dec 5, 2002. Publicly Released: Dec 5, 2002.
The Department of Defense (DOD) has, in the past, lacked a strategic approach to human capital management. In April 2002, DOD issued two human capital strategic plans for military personnel. One plan addresses military personnel management and policies; the second addresses quality of life issues affecting service members and their families. As a follow-on to its recent work on benefits for milita...
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...
Managing for Results: Building on the Momentum for Strategic Human Capital Reform
GAO-02-528T: Published: Mar 18, 2002. Publicly Released: Mar 18, 2002.
This testimony discusses the federal government's human capital challenges. The basic problem has been a longstanding lack of a consistent strategic approach to marshalling, managing, and maintaining the government's human capital needs. To overcome this problem, GAO has developed a model of strategic human capital management that highlights the importance of a sustained commitment by agency leade...
A Model of Strategic Human Capital Management
GAO-02-373SP: Published: Mar 15, 2002. Publicly Released: Mar 15, 2002.
GAO released an exposure draft on its Model of Strategic Human Capital Management, which is intended to help federal agency leaders better manage their organizations' most important asset--their people. The model is designed to help agency leaders effectively use their people, or human capital, and determine how well they integrate human capital considerations into daily decision-making and planni...
Securities And Exchange Commission: Human Capital Challenges Require Management Attention
GAO-01-947: Published: Sep 17, 2001. Publicly Released: Oct 23, 2001.
The U.S. Securities and Exchange Commission's (SEC) human capital management practices have been shaped largely by a growing staffing crisis that threatens to undermine the agency's ability to carry out its mission. GAO surveyed current and former SEC attorneys, accountants, and examiners to determine what factors influenced turnover, satisfaction, and morale among SEC staff. GAO found that inade...
Federal Employees: Hiring Patterns at Federal Agencies Just Prior to a Change in Administration
GAO-01-1147R: Published: Sep 24, 2001. Publicly Released: Oct 3, 2001.
GAO reviewed 24 agencies that are covered by the Chief Financial Officers (CFO) Act of 1990 to analyze trends in hiring patterns. Generally, GAO did not find any discernable patterns. More than half of the 24 agencies GAO reviewed reported career hiring increases of 10 percent or more between July and December 2000 compared to the same period in 1999. A similar number of agencies, although not nec...