We can’t say this enough: People are an organization’s greatest asset. Period. Full stop.
Always and evermore relevant, this axiom is frequently emphasized in the HR realm as a guiding principle of talent acquisition and management. Research shows that focusing on employee engagement has many tangible benefits, including lower rates of turnover, increased productivity, and improved customer ratings. With uncertainty about budgets and staffing in the Federal government – as well as the churn of ongoing leadership changes – effectively managing talent is an urgent need.
Tag: Human Resources
Federal Spotlight: Kimberly Steide
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Read MoreKimberly Steide serves as Human Capital Planning and HR Stat Program Manager at the U.S. Department of Treasury. Here is our Federal Spotlight interview:
Workforce Planning Turns Uncertainty into Stability and Mission Success
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Read MoreWe can’t say this enough: People are an organization’s greatest asset. Period. Full stop.
Always and evermore relevant, this axiom is frequently emphasized in the HR realm as a guiding principle of talent acquisition and management. Research shows that focusing on employee engagement has many tangible benefits, including lower rates of turnover, increased productivity, and improved customer ratings. With uncertainty about budgets and staffing in the Federal government – as well as the churn of ongoing leadership changes – effectively managing talent is an urgent need.
Keep a Proactive HR Approach in the Face of Reform
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Read MoreIt is a busy time to be a Federal HR professional. Budgets and staffs are shaking up—it’s an uncertain feeling throughout the workforce, but not one without opportunities.
On April 12, the Office of Management and Budget (OMB) issued a memorandum requiring agencies to submit, by the end of June, high-level Agency Reform Plans and identify ways to maximize employee performance.
Hiring Freeze? Time to Thaw the Organization’s Human Capital Plan
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Read MoreDespite the uncertainty and anxiety that comes with it, the Federal hiring freeze may be a forcing mechanism to invest in what the GAO has been asking the Federal government to do for almost two decades now—get better at human capital planning.
Technology, Risk and Change Management
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Read MoreSometimes it feels like technology can solve all of our organization’s problems. Organizations of all sizes regularly make major technology investments in an attempt to realize productivity growth and performance improvement as well as conform to regulatory requirements. Organizations have transformed their accounting, customer service, marketing, human resources, web-content and many other business functions by adopting new systems, the results of which have been highly variable and often necessitate even more change in the future. Today the pace of technological advance continues to accelerate and organizations feel like they need to respond to take advantage of the potential productivity gains. Competition is fierce and organizations that do not invest fear they could be left behind. The risks of missing out on opportunities created by technology can appear larger than the risks of implementation, though the reality is not so clear.