As budgets are drawn down, and organizations increase their reliance on IT to be able to work smarter, the need for skilled IT human resources has never been greater. CXOs play an important role in developing IT Human Capital Strategies and must (re)take ownership of this effort back from the HR community. But how? The US Army Manpower Analysis Agency (USAMAA) has developed a comprehensive, common-sense approach to predicting future manpower requirements that relies on functional experts to lead the way.

This paper shows how the PRINCE2 project management method supports US Federal government project managers as they deliver IT investments while satisfying requirements of the Clinger-Cohen Act and Capital Planning and Investment Control. PRINCE2 is owned by the OGC-UK, who also own and maintain the ITIL Service Model. PRINCE2 and ITIL are excellent partners as IT investments transition from the Acquisition (DME) to O&M (steady state) phases of CPIC.

[Open or download attachment below to view white paper]

The nature of human work has changed fundamentally over the millennia. Knowledge work has become predominant in the United States and other highly developed countries. Changes in work, brought about by the Neolithic, Industrial, and Post-Industrial revolutions, were accompanied by changes in workers themselves (Drucker, 1968; Bell, 1973; Liebowitz and Beckman, 1998; Davenport, 2005). This phenomenon is particularly pronounced in Post-Industrial society.

• Tony Mitchell, Vice President, Federal, Ninth House

• James Trinka, Director, Training and Technical Development, FAA

• Dr. W. Stan Boddie, PMP, CISSP, Professor of Systems Management, Information Resource Management College, NDU
• Byron L. Cherry, Ph.D. former COL Byron Cherry, Chief, C4/IT Investment Strategy, HQDA CIO/G-6, CEO, Succeed to Lead

FranklinCovey® (NYSE:FC), the global leader in effectiveness training and productivity tools, and Ninth House, Inc., the leader in organizational learning solutions for large scale behavior change, today announced the launch of its new online learning offering, The 7 Habits of Highly Effective People−Interactive Edition™. The new online training workshop is based on the bestselling book ,The 7 Habits of Highly Effective People®, authored by leadership development expert, Stephen Covey.

The fourth Annual HrGOV 2007 Strategic Intelligence Council Meeting, held Sept 16 – 18 2007 at the Lakeview Resort and Spa in Morgantown WV, was once again hailed by delegates as a smashing success in fostering an intimate networking and educational environment for senior government HR and learning executives.

When Succeed to Lead, LLC unveiled its new website this week, the new look wasn’t the only thing to grab visitors’ attention. “We’re excited about the changes occurring at Succeed to Lead, and needed a website that adequately represents who we are and what we can do to help businesses today,” said CEO Dr. Byron L. Cherry. “We have skilled professionals coupled with a strong supportive network to help businesses succeed in this time of uncertainty,” he continued.

Senior leaders are responsible for translating strategic focus and direction into day-to-day operations. These leaders must possess technical competence and enterprise-specific knowledge. Of greater importance, however, is their ability to work successfully with people. Often leaders are required to produce results through others, and to accomplish their desired objectives, leaders must be able to manage people.

The step up from employee to supervisor has always been a big one. Taking on new assignments, getting work done through others, shifting from being a buddy to a boss—any one of these transitions is a handful. Together, they can be overwhelming, as any novice supervisor—or firsttime manager, for that matter—can tell you. In the past, new supervisors had some time during their first weeks and months on the job to pick up what they needed to know.

Experts across the globe maintain that to ensure your business is recession proof you need to increase your PR, Marketing, and most importantly your sales strategy. Now is the time to postpone spending resources on expanding your solution offerings and focus on marketing your existing unique core capabilities. Focus on what separates you from your competition and fight strategically for your shrinking market share. Many industries such as finance, real estate, auto, manufacturing, etc. are struggling with payroll let alone new budget for new solutions.

To help employees understand how to do the things that matter most to patients, SSMHC developed an organization-wide program called Achieving Exceptional Patient Care or AEPC. AEPC defined the actions employees could take to ensure the highest level of customer service at each facility. Ninth House worked with SSMHC to develop an integrated learning program to compliment their existing employee development curriculum, and which encouraged the employee behaviors and actions to help to achieve the goals of AEPC.

As with almost every aspect of life, organizations and their employees inevitably encounter changing conditions that they are powerless to control. Change comes from all angles: new technologies, the changing face of the workforce, new and sophisticated security threats and of course, administration change. Unfortunately however, all too often change is viewed as a negative element of everyday life, and is met with emotions including fear, uncertainty, distrust, and frustration.