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dc.contributor.authorCrumpacker, Martha; Crumpacker, Jill M.en_US
dc.dateJanuary 2004en_US
dc.date.accessioned2014-11-11en_US
dc.date.accessioned2018-11-02T14:38:49Z
dc.date.available2014-11-11en_US
dc.date.available2018-11-02T14:38:49Z
dc.identifier.otherSchool of Business Working Paper Series; No. 15en_US
dc.identifier.urihttps://wuir.washburn.edu/handle/10425/378
dc.description.abstractThe Chief Human Capital officer Act (CHCO Act) enacted as part of the Homeland Security Act of 2002 modifies existing human capital rules and establishes the position of Chief Human Capital Officer in cabinet-level agencies. Although a CHCO raises the awareness of Federal human capital issues, the CHCO's actual range of authority, impact, and long-term role remain untested. This article compares key provisions of the CHCO Act to provisions creating similar agency strategic management positions and whether the CHCO achieves the status of those positions. Issues discussed include whether elevating the role of strategic human capital management is best achieved through a politically appointed CHCO or a career senior executive; integration issues influencing the CHCO's ability to effect workforce change within an agency; and institutionalization issues, in light of a concurrently established CHCO Council and the Office of Personnel Management's centralized role in defining, issuing, and administering government-wide workforce regulations.en_US
dc.format.mediumPDFen_US
dc.language.isoEngen_US
dc.publisherWashburn University, School of Businessen_US
dc.subjectHuman capitalen_US
dc.subjectChief Human Capital Officer (CHCO)en_US
dc.subjectHuman resourcesen_US
dc.subjectStrategic managementen_US
dc.titleElevating, Integrating, and Institutionalizing Strategic Human Capital management in Federal Agencies through the Chief Human Capital Officer (CHCO)en_US
dc.typeWorking paperen_US
washburn.identifier.cdm85en_US
washburn.identifier.oclc61501801en_US
washburn.source.locationen_US


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