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Managing for Results: Using Strategic Human Capital Management to Drive Transformational Change

GAO-02-940T Published: Jul 15, 2002. Publicly Released: Jul 15, 2002.
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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 technology; dramatic shifts in age and composition of the population; important quality of life issues; the changing nature of the economy; and evolving governmental structures and concepts. GAO designated strategic human capital management as a governmentwide high-risk area because of a long-standing lack of a consistent strategic approach to marshaling, managing, and maintaining the human capital needed for government to deliver on its promises. Three broad human capital reform opportunities are instrumental to agency transformation efforts: aligning individual and organizational performance, implementing results-oriented pay reform, and sustaining agency transformation efforts.

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Federal employeesHuman capitalHuman capital managementMerit compensationPerformance appraisalPerformance measuresPersonnel managementProductivity in governmentStaff utilizationSecurity threatsStrategic planning