
- they percieve cultural changes
- Venezuelan organizations survive to the world crisis
- I examine issues
- we implement plans
- Culture attributeS a great deal of importance
- Board understandS situation
- Worker demandS at
tention
- Secretary changeS currency
- he expressES his emotion
- mechanic fixES engine
- audience watchES the conference
- chairman goES to the meeting
- factory buyS modern gadgets
- Comitee stayS in this hotel
- he studIES human management
- board modifIES the rules
- Venezuela HAS many opportunities
The Government Performance and Results Act (GPRA) of 2008 creates a focus on strategic planning never before seen in the Federal sector. In addition, human talent agency has got significant progress in recent years in downsizing and restructuring his operations to focus on results and customer service. If the Government continues to successfully and effectively improve its operations, agency executives expresses a conscious effort to integrate strategic human resources management into their agency’s planning and decision making processes. After all -- even with all the financial resources, materials, computers, buildings and facilities one can imagine -- without people there would be no possibility of achieving results. It attends to our people, or human capital, and their strategic value to have the most effective Government possible.
OPM has a key role in promoting and encouraging strategic human resources management (SHRM). Indeed, a fundamental component of human resource management (HRM) accountability represents the link between the agency’s strategic goals and their human resource goals and systems. More about the link between HRM accountability and strategic planning can be found in The Human Resources Accountability Coverage Guide.
In addition, OPM specifies meetings on strategic human resources management with representatives from the Human Resource community, the strategic planning community, and other organizations such as OMB, GAO, MSPB, NAPA, and NPR. The first meeting helds a roundtable discussion of the broad issues related to Strategic Human Resources Management. The second meeting focuses discussion on key terms and concepts, specifically the idea of "human capital." The final document and reports from the first two of these meetings are provided here.