Building the Federal Workforce
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Building the Federal Workforce

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THE 2014 STATE OF HUMAN CAPITAL MANAGEMENT REPORT

THE 2014 STATE OF HUMAN CAPITAL MANAGEMENT REPORT

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Building the Federal Workforce Building the Federal Workforce Infographic Transcript

  • THE 2014 STATE OF HUMAN CAPITAL MANAGEMENT REPORT Agencies feel like they are falling shorton employee management programs: 40% Leadership Development 37% Adaptability/Flexibility to Changing Agency Needs 18%Use of Technology Systems and Applications 5% Time Management Given the current budget environment, agencies are finding alternate waysto increase employee motivation: Non-Monetary Recognition 63% Rotations 35% Mentorship Program 46% 68% Teleworking download the full report at csod.com/FederalSurvey are ahead of where they need to be 3% are in line with where they need to be 21% are falling short of where they need to be 76% 79% Culture 49% Organizational Structure 44% Senior Leadership Vision 40% Technology Solutions 38% Change Management Human Capital Management priorities for 2014: Top ways agencies want to expand how they deliver training content: 71%Identifying and closing skills gaps Succession Planning 38% Identifying and retaining top performers 40% Training and development for all staff 53% Recruiting people with the right skills for the job 60% Barriers preventing agenciesfrom reaching their goals: How are agencies investing in training and development programs for 2014? 44% are reducing investment 42% are making the same investment as 2013 14% are increasing investment Training programs are one of the top three priorities for federal agencies, but only 14% are increasing their investments in this area, and 44% are reducing their current investments for the coming year. The greatest need for staff development: BUILDING THE FEDERAL WORKFORCE How agencies are spending money on HCM initiatives: Agencies investing now 45% 46% 45% 40% 30% 31% 55% 10% 12% 6% 16% 19% 20%Recruiting people with skills for the job Identifying/closing skils gaps Training and development for staff Annual performance reviews Continuous feedback Retaining top performers Succession planning Additional agencies planning to invest in next 24 months 20% 21 % PEER-TO-PEER LEARNING 14% LIVE STREAMINGCONTENT/WEBINARS 17% BLENDED LEARNING A B1 C 20% MENTORSHIP PROGRAMS