Below are the first 10 and last 10 pages of uncorrected machine-read text (when available) of this chapter, followed by the top 30 algorithmically extracted key phrases from the chapter as a whole.
Intended to provide our own search engines and external engines with highly rich, chapter-representative searchable text on the opening pages of each chapter. Because it is UNCORRECTED material, please consider the following text as a useful but insufficient proxy for the authoritative book pages.
Do not use for reproduction, copying, pasting, or reading; exclusively for search engines.
OCR for page 51
Review of Existing Resources 53 base as the views discussed above but allows the user to search based on a word or combination of words. The Geographic View and State Practices view access different databases; the searches for these views are pre-programmed. Home returns users to the Workforce Toolkit home page. The Forum and Video views connect to resources outside the Toolkit. 6.3 Summary of Applicable Resources Currently the resource database contains over 275 resources. Table 6.1 shows the number of resources by need category. Note that some resources address multiple need categories, so summing the figures in the "Number of Entries" column results in a number greater than the number of resources. The following link connects to the Workforce Toolkit: http://22.214.171.124/Workforce10a/ NCHRP.aspx The URL and the web site were developed as a demonstration of the Workforce Toolkit. Their availability following completion of the NCHRP research project is supported only by the research team. 6.4 General Sources/Organizations That Provide Multiple Resources and Tools The research team reviewed several organizations that maintain web sites providing access to regularly updated information on a variety of leadership, strategic human capital planning, and other human resources topics. While these sites are not geared to DOTs, the resources they offer are relevant to the DOT workforce needs outlined in section 2.3.1. These sources were chosen for inclusion because they offer a rich and dynamic set of materials, including practical resources and methodologies. Some sources are focused on specific workforce issues--for example, the Table 6.1. Resources by workforce need category. Workforce Need Category Number of Entries Strategic Planning 12 Organization Development 13 Human Resources Information Systems 12 Retention 40 Compensation and Benefits 21 Downsizing/Reduction in Force 13 Retirement 8 Workforce Planning and Development 50 Organizational Change 19 Leadership Development 21 Human Resources Planning 12 Organizational Performance 17 Human Resources Function 20 Employee Conflict 4 Competencies 22 Recruitment 61 Succession Planning 12 Outsourcing/Contract Management 10 Training and Development 50 Knowledge Management 17 Performance Management 21 Other 22
OCR for page 51
54 Tools to Aid State DOTs in Responding to Workforce Challenges American Society of Training and Development (ASTD) addresses training and development workforce needs; the International Society for Performance Improvement (ISPI) addresses performance improvement issues for organizations and individuals. Other organizations, such as the National Academy of Public Administration (NAPA), the General Accountability Office (GAO), and Cranfield University's School of Management address the full spectrum of public workforce needs and solutions. All of these organizations are recognized throughout the world as providing efficient, effective, and practical solutions to workforce needs. Specific sources identified of relevance to the Workforce Toolkit include the following: American Society for Training and Development (ASTD) www.astd.org The American Society for Training and Development is the most prominent of the profes- sional organizations for continuous learning information. They are also a source of information about online or e-learning. ASTD publishes monographs and periodicals on a wide range of training and development resources as well as research on training methodologies. American Society for Human Resources Management (SHRM) www.shrm.org SHRM is the best of the professional organizations dealing with private sector human resources issues. Some state chapters also have public sector interest groups that develop programs specif- ically for human resources practitioners in the public sector. They have an excellent research department doing cutting edge human resources research. Brookings Institute www.brookings.edu The Bookings Institute is a non-profit organization that has a wealth of research and knowledge about public policy issues, including human resources management issues. Cranfield University School of Management www.som.cranfield.ac.uk/som/ Cranfield is a leading British university that has cutting edge research on international human resources issues. Council for Excellence in Government (CEG) www.excelgov.org/ CEG works to improve the performance of American government and government's place in the lives and esteem of American citizens and others around the world. Human Resources Institute (HRI) www.hri.org HRI is a consortium of several hundred private sector firms that pool their resources to conduct research on human resources issues that are expected to confront organizations several years in the future. It is an excellent resource for identifying future issues of concern to organizations. International Personnel Management Association (IPMA) www.ipma-hr.org IPMA provides access to a wide variety of human resources workforce tools and assessment methods from around the world. Its research is excellent. IPMA has done a particularly good job identifying the competencies required for human resources positions and functions. International Society for Performance Improvement (ISPI) www.ispi.org ISPI is the leading international association dedicated to improving productivity and perfor- mance in the workplace. Its mission is to advocate the use of Human Performance Technology. In addition to the annual Conference and Expo and other educational events it publishes books and periodicals, and supporting research.
OCR for page 51
Review of Existing Resources 55 National Academy of Public Administration (NAPA) www.napawash.org The Academy provides extensive studies on human resources management public sector issues and trends. The web site also provides access to general management studies, environmental studies, organization performance improvement studies and the like. National Association of State Personnel Executives (NASPE) www.naspe.net The National Association of State Personnel Executives (NASPE), a non-profit organization, was established in 1977 to enhance communication and the exchange of information among personnel executives. NASPE is an affiliate organization of The Council of State Governments. NASPE has an excellent list of additional electronic sites and references for human resources issues. Organization of Economic Cooperation and Development (OECD) www.oecd.org The OECD is a leading researcher on international human resources issues. The studies, tools, and successful practices are developed and applied throughout the world. The Center for Creative Leadership (CCL) www.ccl.org/index.shtml The Center for Creative Leadership is an international, nonprofit educational institution. Its leadership programs and practices are among the best in the world. CCL research is developing models of managerial practice that can prove useful to state DOTs. The Conference Board www.conference-board.org/ The Conference Board creates and disseminates knowledge about management and the marketplace to help businesses strengthen their performance and better serve their customers. It also provides information on consumer confidence, leading economic indicators, and the Consumer Confidence Index. U.S. General Accountability Office (GAO) www.gao.gov The GAO is the U.S. government's auditor and a primary developer of workforce assessment tools. It provides reports on agency and program performance. It is an excellence source of information on human capital management, organizational and individual performance man- agement, metrics and similar topics. U.S. General Services Administration (GSA) www.gsa.gov The GSA is a U.S. government agency that leads the government's telework and mobile office research and successful practices. It also provides information about technology needed to establish telework and mobile offices. U.S. Office of Management and Budget www.omb.gov The OMB is a U.S. government agency that leads the federal government's organizational performance research and successful practices. The Performance Assessment Rating Tool (PART) is an excellent analytical methodology for assessing the effectiveness and efficiency of a govern- ment program. OMB also provides resources for evaluating information technology programs and systems. U.S. Office of Personnel Management (OPM) www.opm.gov The OPM is the U.S. federal government's central human capital management authority. The web site has information on every human capital management topic.