Has the Department of Defense been lagging in coming up with a good workforce strategy? Hopefully not, but it is apparently so.
The DOD's insufficient workforce strategy was the focus of a House Armed Services Committee hearing on July 14th, reports an anonymous government executive.
According to testimony that was given at the meeting, the Department of Defense is inadequate when it comes to a vast, service-reaching, long-term plan that demarcates its workforce needs, including those for civilian, military, and contractor workers.
It lacks the ability to specify training goals, projects, and purposes, it can't define skill sets or approve expectations for employment roles, and it can't track all of its human capital.
This is a huge disaster for the Department of Defense.
Incremental progress is ring made each year, however, and the DOD is on track to get there.
Pat Tamburrino, the deputy assistant secretary for civilian personnel policy, said that they are making solid progress each year, and they have a good idea of where they are going, but they're just right in the middle of getting there.
Pat Tamburrino said that 2015 was the year he thought they could get it done.
Basically, the Pentagon lacks a comprehensive strategy for managing their workforce.
It hasn't clearly pinpointed its staffing needs or created a long-term plan for keeping control of its workforce.
This is the civilian element of the DOD, not the military.
It also faces challenges in managing the number of contractors, civilians, and soldiers for mission goals.
It seems that human resources software is lacking and causing mission-critical objectives to be failed to be met.
Human capital management, and human resources, are two terms that the DOD needs to become more comfortable with when it comes to their civilian employee population.
They need better software or overseers.
These civilians cannot really be put to the best use without it.
The DOD has frequently been under for its human capital blunders.
The Government Accountability Office showed that federal agencies because they have human capital management deficits.
Federal agencies can't carry out their vital missions because of it.
Apparently, the same military efficiency that is showed for our military is not equivalent for the civilian workforce in the military.
It is a high-risk situation because there is a need to address current and new skills gaps that are chipping away federal agencies' abilities to carry out their vital missions.
2015 is a long time away, and there are still missions to be carried out.
The DOD's insufficient workforce strategy was the focus of a House Armed Services Committee hearing on July 14th, reports an anonymous government executive.
According to testimony that was given at the meeting, the Department of Defense is inadequate when it comes to a vast, service-reaching, long-term plan that demarcates its workforce needs, including those for civilian, military, and contractor workers.
It lacks the ability to specify training goals, projects, and purposes, it can't define skill sets or approve expectations for employment roles, and it can't track all of its human capital.
This is a huge disaster for the Department of Defense.
Incremental progress is ring made each year, however, and the DOD is on track to get there.
Pat Tamburrino, the deputy assistant secretary for civilian personnel policy, said that they are making solid progress each year, and they have a good idea of where they are going, but they're just right in the middle of getting there.
Pat Tamburrino said that 2015 was the year he thought they could get it done.
Basically, the Pentagon lacks a comprehensive strategy for managing their workforce.
It hasn't clearly pinpointed its staffing needs or created a long-term plan for keeping control of its workforce.
This is the civilian element of the DOD, not the military.
It also faces challenges in managing the number of contractors, civilians, and soldiers for mission goals.
It seems that human resources software is lacking and causing mission-critical objectives to be failed to be met.
Human capital management, and human resources, are two terms that the DOD needs to become more comfortable with when it comes to their civilian employee population.
They need better software or overseers.
These civilians cannot really be put to the best use without it.
The DOD has frequently been under for its human capital blunders.
The Government Accountability Office showed that federal agencies because they have human capital management deficits.
Federal agencies can't carry out their vital missions because of it.
Apparently, the same military efficiency that is showed for our military is not equivalent for the civilian workforce in the military.
It is a high-risk situation because there is a need to address current and new skills gaps that are chipping away federal agencies' abilities to carry out their vital missions.
2015 is a long time away, and there are still missions to be carried out.
Source...