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| Tables, Figures, and Features | |
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| Preface | |
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| Introduction to Human Capital Management in Public Organizations | |
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| Human Capital Management in Public Systems | |
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| How Governments Organize Their Human Capital Systems | |
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| Changing Perspective | |
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| Guidance from the Government Performance Project | |
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| The Structure of the Book | |
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| Strategic Human Capital Planning and Management | |
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| Strategic Human Capital Management | |
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| Agency Strategic and Operational Planning | |
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| Strategic Human Capital Planning | |
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| Strategic Assessment and Alignment of Human Capital Systems | |
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| Workforce Planning | |
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| Human Capital Plan | |
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| Strategic Human Capital Management Metrics | |
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| Recruiting and Selecting the Right People | |
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| Recruiting and Selection | |
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| The Hiring Plan | |
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| Designing Recruiting and Selection Activities | |
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| Recruiting and Selection Metrics | |
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| Retaining the Right People | |
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| The Changing Psychological Contract between Employers and Employees | |
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| Employee Retention and Voluntary Turnover | |
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| Why People Leave Organizations | |
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| Retention Strategies | |
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| Work Environment That Supports Work-Life Balance | |
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| Strategic Staffing Metrics for Retention | |
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| Developing Employees and Leaders | |
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| Why Organizations Train and Develop Employees | |
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| Approaching Training and Development Strategically | |
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| Organizational Analyses | |
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| Job Analyses | |
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| Employee Analyses | |
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| Designing Training and Development Programs | |
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| Evaluating Training and Development Programs | |
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| Career and Leadership Development | |
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| Safeguarding Knowledge | |
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| Strategic Workplace Learning Metrics | |
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| Managing Employee Performance | |
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| The Performance Management Framework | |
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| Goals of the Performance Appraisal and Feedback System | |
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| Designing a Strategic Performance Appraisal and Feedback System | |
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| Individual Learning | |
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| Organizational Learning | |
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| Strategic Implementation Issues | |
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| Strategic Performance Management Metrics | |
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| Rewarding Employee Performance | |
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| Pay Systems | |
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| The Changing Architecture of Pay Systems: Broad Banding | |
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| Designing a Strategic Reward System | |
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| Orientation to Market | |
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| Pay Structure and Delivery | |
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| Rewards and Recognition | |
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| Strategic Pay and Recognition Metrics | |
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| Strategic Human Capital Measurement: Analytics and Intelligence | |
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| Human Capital Measurement | |
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| Human Capital Metrics-The Beginning | |
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| Benchmarking | |
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| Human Capital Scorecards/Dashboards | |
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| Human Capital Analytics | |
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| Building Human Capital Intelligence-The Future | |
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| Implementation Challenges | |
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| Human Capital Intelligence Framework | |
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| Conclusion | |
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| New Directions for Human Capital Management | |
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| Building Strategic Value from Core Human Capital Activities | |
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| Turning Information into Intelligence through Action | |
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| Leveraging Technology | |
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| The Expanding Role of Human Capital Professionals | |
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| Changing Organization Structures: The Emergence of Shared Services | |
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| Conclusion | |
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| References | |
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| Index | |