Civilian Workforce Planning in the Department of Defense

Civilian Workforce Planning in the Department of Defense
Author: Susan M. Gates
Publisher: Rand Corporation
Total Pages: 167
Release: 2006
Genre: Business & Economics
ISBN: 0833039016
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In response to more than a decade of downsizing and restructuring, the Department of Defense (DoD) is engaged in a human-resources strategic planning effort to address resulting imbalances in both skills and experience levels in many parts of DoD. The current human-resources strategic plan addresses the need to provide management systems and tools to support total workforce planning and informed decisionmaking (U.S. Department of Defense, 2003b). Attention to Department-wide civilian workforce planning stems in part from the President's Management Agenda of 2001 and the continuing assessments of Department-level progress on workforce planning. DoD civilian workforce-planning efforts are complicated and, at the same time, made more important by the implementation of the National Security Personnel System (NSPS), slated to begin in 2006. The NSPS will replace the traditional federal civil service personnel management system within DoD, providing DoD managers with more management flexibility.

The Defense Science Board Task Force on Human Resources Strategy

The Defense Science Board Task Force on Human Resources Strategy
Author: United States. Defense Science Board. Task Force on Human Resources Strategy
Publisher: DIANE Publishing
Total Pages: 142
Release: 2000
Genre: United States
ISBN: 1428981004
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The Department of Defense (DoD) employs more than three million people. Nearly half of its personnel, 1.44 million, are active duty military. About 870,000 Reservists, composed of 410,000 Selected Reservists and 460,000 National Guard personnel, add to the active duty force. Civilian personnel make up the remaining workforce, numbering about 730,000. These three million employees are supported by an array of defense contractors providing a wide variety of goods and services to the Department. Moreover, the Department spends more than half of its $270 billion budget on pay and allowances alone. With a workforce this large, varied, diverse, and important, it is not surprising that its management is a uniquely challenging undertaking. The human resource challenges facing DoD have changed rapidly over the last decade as a result of many factors. A robust economy, civilian sector competition for employees to fill high-technology positions, declining American public interest in public service, major changes in the Department's missions and operational tempo, and a significant downsizing of the Department's workforce are a few examples. Reducing the size of the overall workforce by more than a million personnel, from a high in 1987 of 4.1 million, has left in place a very different force distribution - in age, education, and skill.

The Workforce Challenge

The Workforce Challenge
Author: National Research Council (U.S.). Transportation Research Board
Publisher: Transportation Research Board
Total Pages: 206
Release: 2003
Genre: Political Science
ISBN: 0309085632
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TRB Special Report 275 - The Workforce Challenge: Recruiting, Training, and Retaining Qualified Workers for Transportation and Transit Agencies calls upon surface transportation agencies, the private sector, educational institutions, unions, and employees, to establish training as a key priority. The report recommends that this broad coalition work to expand existing federal and academic resources, create an institutional focus for the issue, and establish human resources management as a strategic function within the transportation community.Special Report 275 Summary

Linking Training to Performance

Linking Training to Performance
Author: William J. Rothwell
Publisher: Amer. Assn. of Community Col
Total Pages: 244
Release: 2000
Genre: Business & Economics
ISBN: 0871173611
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This book is written for workforce developers in community colleges and branch campus settings. College administrators, public officials, and employers may also find it helpful because it will give them a frame of reference for directing--or judging the quality of--community college workforce developers, the functions they oversee, the results they obtain, and the services they offer. This book can also serve as a text for the many students who are preparing themselves for careers in the challenging world of workforce development in community colleges. The book is intended to cover key issues in workforce development. The fifteen chapters are: (1) "The Role of Workforce Development Organizations" (Laurance J. Warford); (2) "Strategic Business Planning for Workforce Development" (Frederick D. Loomis); (4) "Integrating Workforce Development and Institutional Requirements" (James Jacobs); (5) "Competencies for Workforce Developers" (William J. Rothwell and Patrick E. Gerity); (6) "Building Community Partnerships for Workforce Development" (Mary Gershwin); (7) "Marketing Workforce Development Organizations" (Paul Pierpoint); (8) "The 5-S Consultative Approach to Sales" (Wesley E. Donahue and John E. Park); (9) "Finance and Budgeting for Workforce Development Organizations" (Leslie Roe); (10) "Establishing and Maintaining Effective Relations with Workforce Development Faculty, Staff, and Administrators" (Dennis Bona); (11) "Assessing Needs for Training and Nontraining Projects" (Elaine A. Gaertner and Cheryl A. Marshall); (12) "Integrating Complex Training and Nontraining Projects" (Ethan S. Sanders); (13) Evaluating Workforce Development Efforts (William J. Rothwell); (14) "Outsourcing Training" (Karen A. Flannery); and (15) "Lessons Learned and Emerging Issues" (Patrick E. Gerity). Appended are: (1) Developing a High-Performing Organization: Self-Assessment Instrument for Workforce Development Professionals in Higher Education; (2) Competency Model for Community College Workforce Developers; (3) Competency Assessment Instrument for Community College Workforce Developers; (4) Templates for Conducting 5-S Consultative Sales; (5) Coaching Checksheet for Community College Workforce Developers; (6) Templates for Community College Workforce Developers; and (7) State-by-State Electronic Resources for Workforce Development Strategic Plans and Customized Job Training Grants. The book also contains a foreword by George R. Boggs and James McKenney; preface; information about the contributors, and an index.

Human Resources Management for Public and Nonprofit Organizations

Human Resources Management for Public and Nonprofit Organizations
Author: Joan E. Pynes
Publisher: John Wiley & Sons
Total Pages: 427
Release: 2004-07-29
Genre: Business & Economics
ISBN: 0787975575
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In this thoroughly revised and updated second edition of Human Resources Management for Public and Nonprofit Organizations, Joan E. Pynes--a respected authority in public administration--demonstrates how strategic human resources management is essential for proactively managing change in an environment of tighter budgets, competition from private organizations, the need to maintain and train a more diverse workforce, and job obsolescence brought about by shifts in technology. Complete with a free online instructor's manual, this new edition offers current compensation and budgetary guidance and helps practitioners navigate the newest legal and technological challenges and opportunities in human resource management.