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13. Our HR function does not currently play any significant role in strategic planning for our agency, yet everyone realizes how important workforce issues are to our ability to achieve our mission. Are there examples of agencies that perform good strategic HR planning?





TitleShort Description
AccentureAccenture is a global management consulting, technology services, and outsourcing company. The website provides a large amount of research and analysis of workforce needs development issues, including studies to compile workforce data spanning several years.
ACTACT is an independent, not-for-profit organization that provides assessment, research, information, and program management services in workforce development. The website provides access to a number of Workforce Tools for Success, ranging from consulting services to tools for skills assessment.
Advanced Succession Planning: Next Generation Practices for Ensuring Your Organization's FutureThis article offers methods and tools to integrate succession planning into workforce planning.
Analysis and Benchmarking of State DOT Human Resource Activities (in process)This benchmarking study identifies gaps and best practices of state Department of Transportation human resources (HR) activities. It includes an online survey and in depth interviews on this topic. The study also reports on states' experiences with outsourcing HR functions and the relationship of HR system functionality to meeting strategic human resources and workforce goals.
Analysis and Benchmarking of State DOT Recruitment and Hiring PracticesThis study presents the analysis and synthesis of successful practices in recruiting and hiring among public and private sector transportation and other related industry organizations. The goal of the study is to supply state Department of Transportation human resource professionals with working tools to enhance the effectiveness of current efforts to attract and hire the best qualified entry and mid-career level employees.
Background and History of the Capital Projects Skill Development ProgramThe California Department of Transportation (Caltrans) has begun a three-year skill development plan for its ~10,900 Capital Project employees. It used a four-phase process to develop the plan: (1) Need Identification, (2) Need Quantification, (3) Plan to Meet Needs, and (4) Implementation Plan.
BearingPointBearingPoint is a global management and technology consulting company that provides strategic consulting, applications services, technology solutions, and service management to agencies. The website is a source for several articles and case studies for dealing with workforce issues.
Building Successful Organizations: A Guide to Strategic Workforce PlanningThis 'how-to' guide defines strategic workforce planning, and provides models, checklists, and a step-by-step approach to strategic workforce planning in the public sector. The approach taken is based on case studies of the Natural Resources Conservation Center and the Volpe Transportation Center. It explains how to project workforce supply, determine future requirements, project workforce demand, and analyze gaps.
California Workforce Investment BoardThe California Workforce Investment Board assists the governor in setting and guiding policy in the area of workforce development. The board meets regularly to address issues defined in its strategic plan, and is a good resource for workforce articles, practices, and latest news.
Campbell Interest and Skill Survey (CISS)The Campbell Interest and Skill Survey (CISS) measures self-reported vocational interests and skills. Similar to traditional interest inventories, the CISS interest scales reflect an individual's attraction for specific occupational areas. However, the CISS instrument goes beyond traditional inventories by adding parallel skill scales that provide estimates of an individual's confidence in his or her ability to perform various occupational activities.
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