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Government

An HCI Practice Area

How Pressing an Issue is Talent Management in the Federal Sector?

Blog: Author: Hillary Roberts | Source: HCI | August 26, 2010

When it comes to talent management in the federal sector, two challenges have become a source of concern in recent years---the pending wave of retirements and competitive recruitment pressures from other industries.   Along with these challenges, comes the concern of succession issues.  Who will fill the opening that the experienced leaders and their workforce leave?  It becomes increasingly necessary to initiate discussion and develop strategies to acquire fresh talent.  more »

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Next Live Webcasts

Talent Management in Government for 2010 and Beyond

Thursday, Oct 21 2010 12:00pm EDT
Presented by: Michael DeMarco, Team Leader, Strategy and Acquisition, Human Capital Institute (HCI); James Hoen, Vice President, Division Manager, Kelly Services, Inc.

Upcoming Recasts

Talent Management in Government for 2010 and Beyond

Monday, Oct 25 2010 4:00am EDT
Presented by: Michael DeMarco, Team Leader, Strategy and Acquisition, Human Capital Institute (HCI); James Hoen, Vice President, Division Manager, Kelly Services, Inc.

Talent Management in Government for 2010 and Beyond

Monday, Oct 25 2010 8:00am EDT
Presented by: Michael DeMarco, Team Leader, Strategy and Acquisition, Human Capital Institute (HCI); James Hoen, Vice President, Division Manager, Kelly Services, Inc.

Talent Management in Government for 2010 and Beyond

Monday, Oct 25 2010 4:00am EDT
Presented by: Michael DeMarco, Team Leader, Strategy and Acquisition, Human Capital Institute (HCI); James Hoen, Vice President, Division Manager, Kelly Services, Inc.

Talent Management in Government for 2010 and Beyond

Monday, Oct 25 2010 8:00am EDT
Presented by: Michael DeMarco, Team Leader, Strategy and Acquisition, Human Capital Institute (HCI); James Hoen, Vice President, Division Manager, Kelly Services, Inc.
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Discussions

Leadership Development in the Public Sector Business Case Analysis

     Article: Author: Center for Human Capital Innovation | June 4, 2010

Today, HR and talent management executives certainly lead the most important part of the business. For government, the depth and quality of its talent can make the difference between reasonable value for taxes and outrageous waste, and even between life and death for citizens. Governments, like companies, should strive to recruit, develop and retain the best talent possible. Governments increasingly compete for tax payers, who more than ever, are prepared to vote with their feet when government in one jurisdiction is superior to government in another – nations included.

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Capitalizing on Public Sector Talent

     Blog: Author: Joy Kosta | Source: HCI | June 4, 2010

Recently I was surprised to see that the number of private sector attendees at a webcast, Take Time From Your Day Job-the ROI of Developmental Assignments outnumbered public sector attendees. Then I read this comprehensive paper, Business Case Analysis Leadership Development in the Public Sector that includes compelling private sector ROI examples that could be applied to the federal sector. This cross-over fertilization is a great thing, but I wonder why talent management in the federal government seems to have more room for improvement (especially when the length of federal talent tenure is usually longer than in the private sector). more »

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Features

Gradual, Systemic and Genuine Change

     Blog: Author: Amy Lewis | Source: HCI | June 14, 2010

Many different branches of the US Department of Defense are admired for their collective people practices.  (Think of examples like Army and leadership development, or the Marine Corps and local recruiting.)  Organizational development inside the DoD promises to deliver gradual, systemic and genuine change for both the individuals and enterprise. more »

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Capitalizing on Public Sector Talent

     Blog: Author: Joy Kosta | Source: HCI | June 4, 2010

Recently I was surprised to see that the number of private sector attendees at a webcast, Take Time From Your Day Job-the ROI of Developmental Assignments outnumbered public sector attendees. Then I read this comprehensive paper, Business Case Analysis Leadership Development in the Public Sector that includes compelling private sector ROI examples that could be applied to the federal sector. This cross-over fertilization is a great thing, but I wonder why talent management in the federal government seems to have more room for improvement (especially when the length of federal talent tenure is usually longer than in the private sector). more »

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How is Talent Managed in the Federal Sector?

     Blog: Author: Hillary Roberts | Source: HCI | August 20, 2010

The Human Capital Institute wants to hear how your talent management strategies stack up compared to other federal agencies.  
At HCI, we know that Human Capital leaders and officers in the federal government, state government and military know that strategic talent management is a critical new discipline---as well as a powerful new toolset for leaders at every level. Workforce planning, recruitment, onboarding and engagement, learning and development, performance management, succession planning and retention are all critical practices that must be embraced and integrated across the organization. more »

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Yes We Can ... Change the World? Pay the Rent?

     Blog: Author: Alan Mellish | Source: HCI | August 18, 2010

In the world in general and the U.S. Federal Government in Particular, the retirement of those culture-clashing, Jerry Garcia revering, 1960s nostalgia having Baby Boomers poses a problem as does the  hiring and retaining of those flip-flop wearing, iPhone using, Lady Gaga humming Generation Y-ers.  For example, forty-six percent of employees at the Department of Housing and Urban Development (HUD) and Department of Transportation (DOT) will be eligible to retire within five years according to the Government Accountability Office (GAO)more »

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Expert Advisors

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Recruitment Division
U.S. Navy
Michele began her federal career as a High School Cooperative Education Student at the Naval Undersea Warfare Engineering Center, Keyport, Washington in 1983. Upon graduation, she was selected permanently and remained at the Center. In nine years she performed duties in Staffing, Classification, College Recruitment, Processing, Automation, and Benefits functional areas. In 1994, she was selected as the Personnel Systems Manger (PSM) for the Naval Submarine Base, Bangor, Washington. In 1997, she was selected as the Head, Processing Branch for the newly established Human Resources Service Center Northwest, Silverdale, Washington. She left Washington to take a position as the Head of Automation and Information Management Department for the Human Resources Service Center, Europe, London, England. Upon completion of her first overseas tour from 1997 to 2000 she was selected as the Head of Processing at the Human Resources Service Center Southeast. In this position she implemented a methodology which resulted in a reduction of staff by 20%, improved product quality by 60%, reduced the average time to process personnel actions from 49 to 12 days, reduced the supervisory staff from 4 to 3, and established 11 self-directed teams to manage and complete the workload. Ms. Roberts is a current student of the Mississippi Gulf Coast Community College where she is working towards a Bachelor of Business Administration with an emphasis in Management Information Systems. In addition, she is a current member of the Society for Human Resources Management (SHRM) and a member of the Gulf States Federal Personnel Council. Her awards include four Quality Step Increases, nine Performance Awards, forty-seven Special Act Awards, two Total Quality Leadership awards, one Outstanding Public Service Award and one Meritorious Civilian Service Award. more »