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Special Report on

Human Resources Line of Business

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The HR LOB is creating documents on Strategic HR to assist Shared Service Centers (SSCs) and Agencies as the role of HR transforms in the Federal Government. HR LOB's documents on Strategic HR were created as part of a multi-agency effort, which convened HR Subject Matter Experts from across government to contribute to each of the documents. The documents provide guidance for transformation of the Human Resources business function throughout the Federal Government, providing a basis for the Federal Government to rethink its approach to Human Resources management. These include: Strategic HR Documents Collection of Best ...
which focused on the study of things like system interconnection, electronic data interchange, product data exchange and distributed computing environments, and it's possible other solutions. It is a concept in Enterprise engineering to provide the right information at the right place and at the right time and thereby enable communication between people, machines and computers and their efficient co-operation and co-ordination. 1 Cite error: There are tags on this page, but the references will not show without a {{Reflist}} template or a tag; see the .
Roundtable: Building the Case for HR Transformation | Free Domain Name
As many organizations struggle to cut costs, streamline processes and improve efficiency to survive the current economic climate; the bar has certainly been raised for HR leaders to deliver optimum services, and in some cases, drive positivity into disillusioned workforces. But how often is HR invited to the table when tough management decisions are being called? To discover what benefits HR Transformation may bring to an organization, it is important to anticipate the returns - both quantitative and qualitive before embarking on that journey. The following roundtable session explored HR Transformation at the 13th Annual Shared ... market research, surveys and trends
GSA awards governmentwide contracts for human resources technology ...
The General Services Administration awarded contracts to three systems integrators at the end of December that will support agencies' human resources IT management initiatives. Private companies will bid for work against five federal agencies also offering governmentwide HR shared services. In March 2004, the Office of Management and Budget initiated a governmentwide analysis of five lines of business supporting the President's Management Agenda goal to expand electronic government. The Human Resources Line of Business requires agencies to use governmentwide technological solutions for basic HR functions to cut costs ... market research, surveys and trends


Federal News Radio 1500 AM: White House proposes 1.4 percent pay raise
President Obama is proposing to give federal employees and military servicemen and women the same pay raise-1.4 percent-the lowest recommendation in almost 40 years The President submitted his fiscal 2011 budget to Congress today detailing several proposals, including an entire section devoted to the federal workforce and data about everything from retirements to pay to education levels. The 1.4 percent across the board pay raise is lower than the 2 percent civilian federal employee and 3.4 percent military men and women received in 2010, and down from 3.9 percent in 2009. The Congressional Research Service reported in 2006 ... industry trends, business articles and survey research
New Pay System Doesn't Affect Performance but Hinders Morale ...
Federal executives find that a new pay-for-performance system has had little effect on their performance, but it has caused morale problems, according to a survey released yesterday. The new pay system for the Senior Executive Service, a group of about 6,000 career professionals who serve as the government's top day-to-day managers, was put into place in January 2004 and has been touted as a possible model for the rest of the federal workforce. But the executives in the survey reported seeing little connection between their job ratings and their rewards. Twenty percent of the executives who received a top job rating last ... industry trends, business articles and survey research
India Career Journal: Is it Time to Make a Lateral Career Move?
Mid to senior-level employees should consider making lateral career moves as a way to enhance their knowledge and experience within their organizations. “To move to the next level, we need to have skills sets which are additional to the ones we already have,” says Neetasha Joshi, senior vice-president and head, human resources, Tata AIG Life Insurance Co. Ltd. A lateral career change basically involves moving from one job to another but at the same or comparable designation and salary. This could include a shift from one department to another, from one line of business to another, moving geographically or even working for a ... market trends, news research and surveys resources
Who's pushing Rays move?
TAMPA — Ryan Neubauer has had many experiences in his 31 years: serving as a congressional intern, testifying in a political corruption trial, trading snakes over the Internet. He has worked as a Milwaukee alderman's aide, a community organizer, a software consultant and a temporary worker studying ways to make affordable housing green. Last summer, he launched a website — — touting the merits of relocating the Tampa Bay Rays to downtown Tampa as discussions about the team's future heated up. Today, barely three years after arriving in the area, he's the front man for an ... market trends, news research and surveys resources


Human Resources Line of Business
The Human Resources Line of Business initiative was launched in 2004 to support the vision articulated in the President's Management Agenda. ... technology research, surveys study and trend statistics
Subcommittee on Human Resource Line of Business
Workforce; Human Resources Line of Business; Learning and Development; and. Performance Management. This new structure allows the Chief Human Capital ... technology research, surveys study and trend statistics
HR's Strategic Partnership with Business - Graziadio Business Report
Five "best practice partners" participated in a 2005 APQC (formerly American Productivity and Quality Center) [1] consortium benchmarking study.  These firms (General Mills, Inc., Genworth Financial, Inc., Solar Turbines, Inc., Texas Instruments, Inc. and The MITRE Corporation) responded to a screening questionnaire, a detailed questionnaire and hosted day-long site visits. The APQC study team prepared a written report of each site visit and submitted it to the partner organization for approval or clarification. The senior author was Subject Matter Expert (SME) for this project.  The ...
  1. profile image AjayPangarkar Money talks, but so do other forms of compensation -Tie Incentives to the bottom line, make sure employees understand
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WikiAnswers - Identify the vertical and horizontal integration of ...
Horizontal intergration is found in the way all HR activities feed into each other and support each other. Such activities as Recruitment & Selection, Perfomance Management, Reward Management must be tailored is such a way that each feeds into and is in turn supported by the other. Vertical integration on the other hand refers to the way these HR activities should dovetail and support the overall organisational activities. In other words HR activities must also dovetail and move in the same direction with the organisations mission and vision First answer by ID3645566750 . Last edit by ID3645566750 . Question popularity
Human Resources: "Challenges faced by HR Manager's as a result of ...
As the area of human resource management becomes more strategic and more global it is becoming more important and critical to the organization. While not all companies are recognizing this yet, those that are most effective and most admired, seem to be the ones that are. As a consequence they are doing many things that make their management of human resources as effective as possible. In doing so doing, several things are being observed: 1) the roles that the HR department and its HR professionals have traditionally played are changing substantially; 2) the competencies required of the HR professionals to play these new roles ...