4.3: Human Capital
Develop a Strategic Human Capital Plan Other Information:
People are our most important and valuable asset. We will renew our commitment to investing in training, developing, and retaining
employees at all levels and will take steps to enhance our recruitment and hiring processes. We will develop a Strategic Human
Capital Plan that will guide the efforts of our Human Resources [HR] and management staff and represent the agency’s commitment
to investing in its people. We will work to build our management and leadership skills for the long term. By doing so, we
will ensure that we are prepared to renew the agency’s leadership ranks. Our management team will ensure that all staff members
have the opportunity to pursue training and project opportunities that will contribute to the development of their management,
leadership, and work skills. We will make management and leadership development an integral part of annual performance plans.
At the same time, we will be vigorous in our efforts to develop NTSB’s human capital. We will focus on building, maintaining,
and retaining capable staff at all levels of the organization. We will develop the skill sets of current staff through training–both
formal and informal–and we will invest in cross-training to build individual employee skills and to strengthen the NTSB’s
“bench.” Our Strategic Human Capital Plan will outline strategies for succession management and for sustaining critical knowledge
and skills in the context of a rapidly changing U.S. workforce. Good business practice suggests that diversity enhances organizational
performance. The Strategic Human Capital Plan will provide for the continued recruitment and retention of a highly skilled
diverse workforce. Strategic management of human capital requires workforce planning that properly aligns people with mission-related
core competencies. The plan must also take into account the recruitment and retention challenges created by our unique mission.
Our work is geographically dispersed, including some remote locations, and we have round-theclock operational responsibilities.
The HR division will raise the level of awareness of supervisory and management officials on the leadership and management
practices that are assessed by the Office of Personnel Management [OPM] human capital survey.
Indicator(s):
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