By Linda J. Bilmes, W. Scott Gould
ISBN-10: 0815701411
ISBN-13: 9780815701415
ISBN-10: 0815701578
ISBN-13: 9780815701576
ISBN-10: 0815708947
ISBN-13: 9780815708940
Successful companies have spent the previous 20 years retooling and rethinking the best way to deal with their humans higher. so much vast businesses that experience survived and prospered within the twenty first century view staff as an important strategic asset. compared, the U.S. federal executive is a Stone Age relic, with its top-down forms, stovepiping of work and obligations, and shortage of educating and funding in its personal public servants. The inevitable result's a central authority no longer maintaining with the complicated calls for put on it. In T he humans Factor, Linda Bilmes and Scott Gould current a blueprint for reinvigorating the general public region for you to carry effects for the USA. Their premise is that the government can in attaining an analogous profits because the most sensible deepest region and armed forces companies through handling its humans higher. Their new imaginative and prescient for public carrier is predicated on "The humans Factor," a collection of administration instruments drawn from top practices in winning businesses, the army, and high-performing govt firms. half one of many humans issue booklet exhibits why the U.S. group of workers approach wishes reform, revealing the excessive cost of inactiveness. half lays out the categorical steps that needs to be taken to accomplish the mandatory profits. half 3 makes a speciality of the way to enforce the folks issue and make the authors' imaginative and prescient a truth. They argue that the following president must flip this factor right into a most sensible precedence and use political capital to push reform. Highlights of the ebook comprise: • broad unique survey examine • Case reviews from executive and the army • Interviews with major thinkers on strategic human capital • a couple of particular proposed options • an in depth thought for a national attempt to coach and revitalize the general public service
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Additional resources for The People Factor: Strengthening America by Investing in Public Service
Example text
In general, the federal government lags well behind both private and nonprofit organizations as a potential employer, with the Department of Homeland Security perceived in a particularly poor light. Only one-third of college respondents said they would even consider government employment. Many expressed reservations about the lack of training, the length of time it takes to get hired, and the difficulty of locating job opportunities. Students with scientific and technical skills were even less willing to consider government employment.
Not only must the agency hire 12,500 controllers in the next ten years in order to have enough recruits in the pipeline to meet its needs, but the training alone takes three to five years, which is as long as a medical residency. The recruits must become adept at dealing with a variety of complex situations, such as weather emergencies and peak flow traffic. The agency can only handle a certain number of on-the-job trainees at a time. Even by increasing its use of high-tech simulators—which cannot substitute entirely for real-world exposure—the agency can train only about 2,000 controllers a year.
5. Coworkers can be respected and admired. 6. Absence of discrimination. 7. The work is challenging. One-third or more of the sample said that each of these attributes was “extremely important” in their choice of where to work. But for five out of their seven top job criteria—including all of the top three—the students scored the private sector higher than the public sector (table 1-7). Students said the government offers better job security, a stronger pension plan, and a discrimination-free environment.