By Jay Liebowitz

ISBN-10: 0750677139

ISBN-13: 9780750677134

President Bush's number-one administration initiative for the government is the Strategic administration of Human Capital. in accordance with Knowledgeworkers.com, human capital is the collected price of an individual's mind, wisdom, and adventure. within the U.S. federal executive, a human capital situation exists. the standards contributing to a human capital hindrance comprise a data bleed because of retirement eligibility, altering views on paintings, and escalating wisdom loss. based on a Joint listening to at the Federal Human Capital, through 2005, greater than half the 1.8 million non-postal civilian staff could be eligible for early or commonplace retirement. a fair higher percent of the Senior govt provider, the government's middle managers, may be eligible to leave.All executive businesses are required to enhance a human capital approach through 2005. a lot of those organizations have scored a "red" (lowest ranking) at the govt Scorecard within the approach they're coming near near their strategic administration of human capital. This ebook is an government briefing on constructing a winning human capital approach according to classes realized from reading current recommendations at executive organisations corresponding to NASA.Using an information administration point of view, Liebowitz identifies 4 pillars of a good process and provides examples of those in perform. * President Bush's number-one administration initiative for the government is the Strategic administration of Human Capital: the subject of this ebook* All govt firms are required to strengthen a plan via 2005--this is the 1st booklet to handle this want* presents an easy framework govt organisations can use to boost their approach

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Agency effectively manages employees who are performing below expectations. Employees are engaged and focused on achieving the results expected of them • Employees believe that their organization has set high but realistic results-oriented work expectations for them. Agency fosters a climate that values diversity • Employees believe that differences are welcomed and contribute to the work of the organization. • Agency sets realistic diversity goals and targets and is meeting them. Learning (Knowledge Management): Promote a knowledge-sharing culture and a climate of openness; promote continuous learning and improvement.

Agency effectively manages employees who are performing below expectations. Employees are engaged and focused on achieving the results expected of them • Employees believe that their organization has set high but realistic results-oriented work expectations for them. Agency fosters a climate that values diversity • Employees believe that differences are welcomed and contribute to the work of the organization. • Agency sets realistic diversity goals and targets and is meeting them. Learning (Knowledge Management): Promote a knowledge-sharing culture and a climate of openness; promote continuous learning and improvement.

Persons of Hispanic origin may be of any race. *** Data not available before .  A  H C C Now that we have a sense for the distribution, race, and ages of the projected labor force in  in the United States, we can use this data as background information for helping us shape a human capital strat­ egy. Let’s take a look at the essential pillars that should lay the foun­ dation for a human capital strategy. T E   H C S Various solutions have been proposed for partially resolving the government’s human capital crisis.

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Addressing the Human Capital Crisis in the Federal Government: A Knowledge Management Perspective by Jay Liebowitz


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