Strategic Human Capital Management

With Strategic Human Capital Management we help organizations design human capital approaches that tie human capital planning and management to an organization's mission and strategic goals.

This entire Human Capital lifecycle is captured -- recruitment, retention, orientation, education and training, career development, performance measurement, policy making and implementation, workforce structure and sustainment.

The outcome -- an organization that is focused on investing in the critical skills necessary for the attainment of mission objectives over the long term.

These services make this outcome a reality:

Human Resources Strategic Planning

• Design HR Strategic Planning architectures
• Prepare for strategic planning
• Perform internal and external environmental scans (strength, weaknesses, opportunities and threats analysis)
• Identify key strategic issues, develop vision statements, supporting goals, objectives, strategies and implementation plans.

Human Resource Customer Service Delivery Transformation

• Analyze and understand existing HR customer service delivery methods
• Redesign the HR delivery systems using software such and Oracle HR and PeopleSoft, web-enabling HR services or the development of HR Customer Service Contact Centers.
• Assist HR service providers in transforming their role from transaction processors to strategic HR consultants.

HR Analytical and Management tools

• Arm HR communities with analytical and information management tools.
• Enable continuous assessment of the health and sustainability of the workforce.
• Deliver reliable data to evaluate the identified measures of performance.
• Enable fact-based decisions with improved information management, dissemination and data mining
• Achieve greater data and information sharing and consistency
• Provide desktop analysis, modeling and forecasting capabilities
• Use automation to reduce the labor required for data gathering, preparation and presentation.

Career Development and Succession Planning

• Assist organizations with a systematic approach to the deliberate growth and advancement of personnel into identified key positions.
• Analyze positions, training requirements and opportunities, mentoring processes, tracking methods, and search practices.
• Analyze organizational advancement needs and practices; individual needs and opportunities for internal advancement and growth (both professional and personal); and mechanisms for communicating opportunities and managing the process.

Performance Management

• Integrate organizational culture with an appropriate vehicle for evaluating performance
• Evaluating potential for advancement.
• Provide a basis for rewards or adverse action.
• Supply the "mechanics" of the system including program structure, information systems support, forms, ratings, feedback, records maintenance.

Quality of Life

• Help organizations develop sustainment polices, programs and practices that meet both employee and employee family needs.
• Employ surveys and focus groups to obtain stakeholder input and to measure the potential benefit of QoL initiatives.

Blended learning solutions that meet enterprise training goals and objectives

• Apply learning theory, and learning technologies/tools to design and develop blended learning solutions that are engaging, learner-centric, performance based, that integrate with Knowledge Management tools and processes.
• Create a multi-dimensional learning environment that uses technology insertion, collaborative strategies, and designed learning experiences to establish knowledge spaces that meet the unique needs of the learner.

Instructional Design, Performance Assessment and Educational Technology

• Provide the most effective ways to assess the impact of learning on the individual and the return on investment for training dollars spent by the organization.
• Perform Training Needs Assessment, Program Evaluation and Management Studies, Test Development, Focus Groups/Facilitation, Benchmarking, Baseline Studies, Survey Research, Education Standards, Level 1-4 Evaluations, Formative Evaluation, Impact Evaluations, Gap Analyses, and Return on Investment assessment processes and tools.
• Bring together the right combinations of technical tools, systems and applications to build effective technology-based learning strategies.

Strategic Sourcing Planning and Execution Support

• Provide project integration and business analysis for Strategic Sourcing Projects.
• Integrate the activities of strategic sourcing analysis teams.
• Facilitate the re-design of the competitive sourcing process into an integrated approach
• Identify the true total in-house cost of operations, aligning managerial focus on the most critical activities, and of achieving best-value services for a given resource dollar.
• Enable leadership to focus their time and effort on executing inherently governmental, core activities.
• Develop A-76 handbooks.