The Future of Human Resources In the Federal Government

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The Future of Human Resources In the Federal
Government
Dr. Jeff T.H. PonChief Human Capital
OfficerU.S. Department of Energy
September 11, 2007
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The Future of HR

• Will Cover
• The evolving role of HR
• Meeting the challenges of today and tomorrow
• Service Delivery HR Line of Business
• Core Technology eGov initiatives
• People Development CHCO Subcommittee
• Workforce Planning

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The Future of HR
Human Capital Management Environmental Scan

• Customer Service
• HR Line of Business
• Business Processes
• Workforce Planning
• HR Innovations
• Accountability Metrics
• Employer of Choice

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The Future of HR
The Evolution of Human Resources
Human Capital Management
Human Resource Management
Personnel Management

• Transaction-based
• Reactive
• Good Cop/Bad Cop
• Classification
• Staffing
• Compensation

• Functions Processes relating to people
• Corporate Focus
• Strategic Planning
• Partnerships with Management

• People and their capabilities/competencies
• Value creation by individuals
• Generational Differences
• Workforce planning
• Accountability
• Integrated into Senior Management

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The Future of HR
Service Delivery

• Shared Service Organizations
• HR Line of Business (LOB)
• LOB Vision
• LOB Goals
• LOB Model
• Current Status

"The Human Resources Line of Business at the U.S.
Office of Personnel Management is revolutionizing
the way HR services are delivered throughout the
Federal Government."
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The Future of HR
Service Delivery
"The Human Resources Line of Business at the U.S.
Office of Personnel Management is revolutionizing
the way HR services are delivered throughout the
Federal Government."
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The Future of HR
Core Technology

• EHRI
• eOPF
• Repository of Federal HR data
• Business Intelligence
• Workforce Analysis and Planning Tools
• Civilian Forecasting System
• Recruitment Tools

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The Future of HR
People Development Workforce Planning

• Right Person Right Place Right Time
• Knowing the Workforce
• Retirement Challenge
• Identify Mission Critical Occupations
• Assess Knowledge, Skill and Competency Gaps
• CHCO Subcommittee

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The Future of HR
People Development Workforce Development The
Future Human Capital Workforce
EXPERIENTIAL LEARNING
TECHNICAL AREAS
HIGHLY DESIRABLE

• NSPS-Type Processes
• Merit System Principles
• Staffing Policies, Processes, Flexibilities
• Budget Process
• Contracting and Procurement
• Reading and Interpreting Policy
• Dealing with Difficult Employees
• Applying and Leveraging Technology
• Client Engagement/ Management
• Research Measures and assessment (ROI)
• Workforce Planning

• Interpersonal Skills
• Strategic Thinking
• Influencing and Negotiating
• Personal Flexibility
• Creativity and Reasoning
• Personal Accountability and Initiative
• Reasoning and Problem Solving
• Teamwork
• Capacity to Communicate Ideas
• Inclination Toward Networking

• Situation Assessment
• Recognizing informal systems
• Utility of political savvy,
• Influencing without authority
• Advocacy for issues
• Navigating Organization Cultures
• Multiple-Agency Rotations
• Cross-Agency Task Forces

CORE COMPETENCIES
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The Future of HR
Workforce Planning Linking HC to Achieving the
Business Line Missions

• Enhancing the Performance Culture
• Individual and Organizational Accountability
• Performance Management
• Workforce Planning
• Facilitate competency-centric learning
• Align learning programs to specific
  competencies necessary for success at DOE
• Building a culture of leadership and leadership
  skill development

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The Future of HR
The Future of Human Resource Management is Strateg
ic Management of Human Capital