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Human Capital Issues rank high among CEOs' key challenges, in fact, five of their top seven priorities relate to human capital in general and to leadership in particular."
The Strategic Alignment system focuses on having a human capital strategy aligned with mission, goals, and organizational objectives.
A system led by senior management, typically the Chief Human Capital Officer (CHCO), that promotes alignment of human capital management strategies with agency mission, goals, and objectives through analysis, planning, investment, measurement, and management of human capital programs.
Agency human capital management strategies are aligned with mission, goals, and organizational objectives and integrated into its strategic plans, performance plans, and budgets.
Each system is based on critical success factors that make up the overall system. Critical success factors are the areas on which agencies and human capital practitioners should focus to achieve a system's standard for success and operate efficiently, effectively, and in compliance with merit system principles. The Strategic Alignment system is comprised of the following critical success factors:
Each critical success factor has several key elements that indicate effectiveness and are linked to suggested indicators that identify how well the agency is doing relative to key elements.
The following merit system principle is especially relevant to the Strategic Alignment system:
Activities and outcomes of this system are assessed through documented evidence of a Strategic Human Capital Plan that includes human capital goals, objectives, and strategies; a workforce plan; and performance measures and milestones.
Agencies are required under OPM regulations implementing the CHCO Act to submit the Strategic Human Capital Plan described by this system to OPM on an annual basis.
Definition: The agency designs a coherent framework of human capital policies, programs, and practices to achieve human capital requirements to directly support the agency's strategic plan.
When the key elements of the critical success factor Human Capital Planning are effectively implemented, agencies will realize the following results. View the key elements and suggested performance indicators for this critical success factor.
In accordance with the Chief Human Capital Officers Act of 2002 (CHCO Act), the agency CHCO carries out the functions authorized in 5 U.S.C. 1402, including aligning the agency's human resources policies and programs with organizational mission, strategic goals, and performance outcomes.
Definition: The organization identifies the human capital required to meet organizational goals, conducts analyses to identify competency gaps, develops strategies to address human capital needs and close competency gaps, and ensures the organization is appropriately structured.
When the key elements of the critical success factor Workforce Planning are effectively implemented, agencies will realize the following results. View the key elements and suggested performance indicators for this critical success factor.
The CHCO assesses workforce characteristics and future needs based on the agency's mission and strategic plan in accordance with the CHCO Act of 2002 (5 U.S.C. 1402).
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To leverage its efforts, the agency works with others to share best practices and learn about new developments.
When the key elements of the critical success factor Human Capital Best Practices and Knowledge Sharing are effectively implemented, agencies will realize the following results:
The agency looks beyond its own experience and resources when developing human capital strategies and works with others to share best practices.
As provided in 5 U.S.C. 1103(c), the agency holds managers and human resources officers accountable for efficient and effective human resources management in support of the agency's mission in accordance with merit system principles.
Human resources (HR) professionals act as consultants with managers to develop, implement, and assess human capital policies and practices to achieve the organization's shared vision. Senior leaders, managers, HR professionals, and key stakeholders contribute to the human capital vision and the agency's broader strategic planning process.
When the key elements of the critical success factor Human Resources as Strategic Partner are effectively implemented, agencies will realize the following results:
As provided by 5 U.S.C. 1103(c), the agency holds managers and human resources officers accountable for efficient and effective human resources management in support of the agency's mission in accordance with merit system principles.