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THE 2014 STATE OF HUMAN CAPITAL
MANAGEMENT REPORT
Agencies feel like they are falling shorton employee management programs:
40%
Leadership
Development
37% Adaptability/Flexibility
to Changing Agency Needs
18%Use of Technology
Systems and Applications
5% Time
Management
Given the current budget environment,
agencies are finding alternate waysto increase employee motivation:
Non-Monetary
Recognition
63%
Rotations
35%
Mentorship
Program
46%
68%
Teleworking
download the full report at
csod.com/FederalSurvey
are ahead of where
they need to be
3%
are in line with where
they need to be
21%
are falling short of
where they need to be
76%
79%
Culture
49%
Organizational Structure
44%
Senior Leadership Vision
40%
Technology Solutions
38%
Change Management
Human Capital Management
priorities for 2014:
Top ways agencies want to expand
how they deliver training content:
71%Identifying and closing
skills gaps
Succession Planning
38%
Identifying and retaining
top performers
40%
Training and development
for all staff
53%
Recruiting people with the right
skills for the job
60%
Barriers preventing agenciesfrom reaching their goals:
How are agencies investing
in training and development
programs for 2014?
44%
are reducing investment
42%
are making the same
investment as 2013
14%
are increasing
investment
Training programs
are one of the top three
priorities for federal agencies,
but only 14%
are increasing
their investments in this area,
and 44%
are reducing their
current investments for
the coming year.
The greatest need for
staff development:
BUILDING
THE FEDERAL
WORKFORCE
How agencies are spending
money on HCM initiatives:
Agencies
investing now
45%
46%
45%
40%
30%
31%
55%
10%
12%
6%
16%
19%
20%Recruiting people
with skills for the job
Identifying/closing
skils gaps
Training and
development for staff
Annual performance
reviews
Continuous feedback
Retaining top
performers
Succession planning
Additional agencies
planning to invest
in next 24 months
20%
21
%
PEER-TO-PEER LEARNING
14%
LIVE STREAMINGCONTENT/WEBINARS
17% BLENDED LEARNING
A
B1
C
20%
MENTORSHIP PROGRAMS

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Building the Federal Workforce

  • 1. THE 2014 STATE OF HUMAN CAPITAL MANAGEMENT REPORT Agencies feel like they are falling shorton employee management programs: 40% Leadership Development 37% Adaptability/Flexibility to Changing Agency Needs 18%Use of Technology Systems and Applications 5% Time Management Given the current budget environment, agencies are finding alternate waysto increase employee motivation: Non-Monetary Recognition 63% Rotations 35% Mentorship Program 46% 68% Teleworking download the full report at csod.com/FederalSurvey are ahead of where they need to be 3% are in line with where they need to be 21% are falling short of where they need to be 76% 79% Culture 49% Organizational Structure 44% Senior Leadership Vision 40% Technology Solutions 38% Change Management Human Capital Management priorities for 2014: Top ways agencies want to expand how they deliver training content: 71%Identifying and closing skills gaps Succession Planning 38% Identifying and retaining top performers 40% Training and development for all staff 53% Recruiting people with the right skills for the job 60% Barriers preventing agenciesfrom reaching their goals: How are agencies investing in training and development programs for 2014? 44% are reducing investment 42% are making the same investment as 2013 14% are increasing investment Training programs are one of the top three priorities for federal agencies, but only 14% are increasing their investments in this area, and 44% are reducing their current investments for the coming year. The greatest need for staff development: BUILDING THE FEDERAL WORKFORCE How agencies are spending money on HCM initiatives: Agencies investing now 45% 46% 45% 40% 30% 31% 55% 10% 12% 6% 16% 19% 20%Recruiting people with skills for the job Identifying/closing skils gaps Training and development for staff Annual performance reviews Continuous feedback Retaining top performers Succession planning Additional agencies planning to invest in next 24 months 20% 21 % PEER-TO-PEER LEARNING 14% LIVE STREAMINGCONTENT/WEBINARS 17% BLENDED LEARNING A B1 C 20% MENTORSHIP PROGRAMS