Human Capital Management

Human Capital Management

Develop a Diverse, Capable, Motivated Staff That Operates With Efficiency and

Integrity.

Human Capital Lifecycle

Foundational Areas: Organization’s

ability to manage human capital

Operational Components: Used to execute and implement human capital management strategies and policies

Human Capital Lifecycle

Planning

Recruiting

Developing

Motivating

Transitioning

Educating

Characterization of HRM Division

Automation of HC

capabilities HC Management

Roles & Responsibilities

Integration of HC strategy with org

strategy (e.g, through competency - based HR

system) Competencies of HC professionals

Planning

Recruiting

Developing

Motivating

Transitioning

Educating

Characterization of HRM Division

Automation of HC

capabilities HC Management

Roles & Responsibilities

Integration of HC strategy with org

strategy (e.g, through competency - based HR

system) Competencies of HC professionals

Foundational Areas: Organization’s

ability to manage human capital

Foundational Areas: Organization’s

ability to manage human capital

Operational Components: Used to execute and implement human capital management strategies and policies

Operational Components: Used to execute and implement human capital management strategies and policies

Planning

Recruiting

Developing

Motivating

Transitioning

Educating

Characterization of HRM Division

Automation of HC

capabilities HC Management

Roles & Responsibilities

Integration of HC strategy with org

strategy (e.g, through competency - based HR

system) Competencies of HC professionals

Planning

Recruiting

Developing

Motivating

Transitioning

Educating

Characterization of HRM Division

Automation of HC

capabilities HC Management

Roles & Responsibilities

Integration of HC strategy with org

strategy (e.g, through competency - based HR

system) Competencies of HC professionals

•NSF’s Human Capital Management Plan establishes strategic goals and supporting action strategies for each operational component of the NSF Human Capital Lifecycle.

•Foundational areas are addressed in a separate, complementary plan that identifies specific goals and action strategies for NSF’s Division of Human Resource Management.

Human Capital Lifecycle(Note: 2005 Priorities Highlighted in Italics)

Planning Recruiting/Retaining

Educating/

Developing

Motivating Transitioning

Strategic Management of Human Capital

Improve Hiring Timelines

eLearning Performance Management

Competency Development

eGovInitiatives

Outreach Develop LearningOrganization

Organizational Culture

Knowledge Management

Coaching/Mentoring

Succession Planning

Human Capital Management Operations

Human Capital: Priorities for 2005 AssessmentPriority Why a priority this year?

Strategic Management of Human Capital

The recent NSF Business Analysis indicates a need for a robust strategic plan to manage our human capital. It also supports the President’s Management Agenda (PMA) in Human Capital.

Human Capital Management Operations

Efficiencies in operations support the PMA, Federal eGov initiatives, and the Human Capital Management Plan (HCMP).

Outreach Outreach ensures a broader, more diverse applicant pool from which to recruit. We believe in diversity as NSF’s profile reflects.

Strategic Management of Human Capital Initiatives

Achievements

HCMP implemented during 2004.79% completion rate of outlined action strategies.

OD Plan implemented in 2004.Conducted 34 unique workshops and retreats with 457 participants. Issued and analyzed 5 organizational climate surveys.

AFS Study initiated in 2005. Will address technology driven changes in business processes and affect on human capital.

Achievements

HCMP implemented during 2004.79% completion rate of outlined action strategies.

OD Plan implemented in 2004.Conducted 34 unique workshops and retreats with 457 participants. Issued and analyzed 5 organizational climate surveys.

AFS Study initiated in 2005. Will address technology driven changes in business processes and affect on human capital.

Results

Results

Factors

Human Capital Management Plan

OrganizationalDevelopment

AdministrativeFunctions Study

Factors

Human Capital Management Plan

OrganizationalDevelopment

AdministrativeFunctions Study

Human Capital Management Operations Initiatives

Achievements

Personnel and payroll are fully integrated. Recruitment process is online and interfaces with OPM.

GoLearn implemented in 2004.LMS to be implemented later in 2005 or 2006.

NSF as Federal leader in the HR LOB during FY 04-05. Developing the Functional Requirements Document (FRD).

Employee performance plans linked to NSF mission & goals. Provisional SES Performance Management Certification

Achievements

Personnel and payroll are fully integrated. Recruitment process is online and interfaces with OPM.

GoLearn implemented in 2004.LMS to be implemented later in 2005 or 2006.

NSF as Federal leader in the HR LOB during FY 04-05. Developing the Functional Requirements Document (FRD).

Employee performance plans linked to NSF mission & goals. Provisional SES Performance Management Certification

Results

Results

Factors

FPPS/eRecruit Implementation

eLearning & LMS

HR LOB/FunctionalRequirements

Performance Management

Factors

FPPS/eRecruit Implementation

eLearning & LMS

HR LOB/FunctionalRequirements

Performance Management

Outreach Initiatives

Achievements

Established and filled 2 Diversity Recruitment positions.

Improved planning, coordination and visibility.

Large, diverse pool of applicants for competitive service positions; incomplete information on excepted service.

Achievements

Established and filled 2 Diversity Recruitment positions.

Improved planning, coordination and visibility.

Large, diverse pool of applicants for competitive service positions; incomplete information on excepted service.

Results

Results

Factors

Outreach Staff

Outreach Plan

Diverse ApplicantPool

Factors

Outreach Staff

Outreach Plan

Diverse ApplicantPool

Outreach

Accomplishments Indicators of SuccessWhy a Priority

Coming Attractions/Comments

Human Capital Management Operations

Priority Areas

The recent NSF Business Analysis indicates a need for a robust strategic plan to manage our human capital. It also supports the PMA in HC.

•Implemented HCMP•Organizational Development

•“Best Place to Work” status•PMA HC Scorecard

•Green in progress•Yellow in status

•Workforce Planning•Admin Functions Study•Leadership Development•Competency Based HR

Strategic Management of Human Capital

Efficiencies in operations support the PMA, Federal eGov initiatives, and the HCMP.

•FPPS Implementation•Linking Performance

•Integrated personnel and payroll•PMA BPI scorecard

•Green in status

•HR LOB/FRD•SES Certification•Competency Based Performance Management

Improved Outreach Planning & Coordination. Hired 2 Diversity Recruiters. Participated in 15 targeted activities.

An increase in the number of applicants from under-represented sources A more diverse, high quality workforce.

Continue the implementation of our outreach plans.

Priority Areas in Human Capital Management

Outreach ensures a broader, more diverse applicant pool from which to recruit. We believe in diversity as our profile reflects.

4. SES Certification

3. Competency Based HR

Comments

2. Workforce Planning

Future Initiatives

Provides a comprehensive end-to-end Human Resource Information System as part of a government-wide, cost effective, and interoperable solution.

1. HRIS

Provides a common “language” for all components of the human capital lifecycle; establishes stronger links between those components

Demonstrates NSF’s commitment to excellence; ensures that NSF executives are compensated in accordance with their performance

Initiatives on the Horizon

5. Leadership Development

Enhances competency and capability of NSF staff; identifies and prepares NSF’s leaders of the future

Positions NSF to recruit the right people, for the right positions, at the right time; helps to ensure continued organizational excellence

Conclusion

NSF has demonstrated significant achievement in Human Capital.