CACI Integrated HCVSM
Human capital strategies aligned with business goals are critical to organizational performance. CACI's approach is scalable, adaptable, and capable of being applied to strategic, tactical, and operational aspects of human capital management.
The CACI Integrated HCVSMSM approach is our "system of systems" methodology to address human capital challenges. It is technology enabled, and designed to capture, share, and exploit data, leading to higher-performing people and organizations. We prioritize high-impact and high-risk opportunities and challenges and develop actionable implementation plans to deliver sustainable results.
The elements of the CACI Integrated HCVSM framework include:
- Workload and Workforce Planning & Analytics: Strategic human capital analysis begins with understanding current- and future-state environmental and organizational demands. Forecasts for human capital to deliver services within the business environment and strategic goals are considered. Modeling organizational baselines and simulating market/demand scenarios enables deliberate, informed, and reduced risk decisions about your workload and workforce.
- Human Capital Management Office (HCMO) Support: The HCMO provides strategic, tactical, and operational guidance, oversight, and administration of human capital and traditional human resource policy, regulations, and activities. The HCMO works collaboratively with business operations and line leaders to ensure a steady and accurate supply of human capital is positioned to meet the business goals and objectives.
- Governance and Oversight: Maintaining a portfolio of needed changes allows an organization to prioritize investments and ensure solid business cases exist. Governance of personnel process and system changes focuses scarce resources on initiatives that align with strategies and consider priorities.
- Competency Modeling and Talent: Managing and modeling core competencies requires an accurate appraisal of the knowledge, skills, and abilities of the workforce. Knowing the competencies in place and forecast demand in the future facilitates organizational competency gap analysis. Managing employees' competencies ensures capability and capacity to deliver.
- Workforce Acquisition: Based on workload and workforce demand signals and competency gaps, recruiting, interviewing, and hiring become focused, efficient, and effective. Whether internal or external, innovations like CACI's Virtual Recruiting and Career Fair greatly increase applicant populations, improve applicant quality, and reduce the organization's HR and managerial time commitments.
- Benefits Management: Benefits include a comprehensive set of incentives that strategically position an organization to attract the most qualified applicants. The benefits package is derived from strategic, tactical, and operational organizational initiatives and contributes significantly to being competitive in the business environment. The diversity of the future workforce will require similarly diverse or individually flexible benefits packages.
- Effective Employee Onboarding: Onboarding is critical to ensure that newly hired, newly promoted/assigned, or transferred employees understand expectations, experience acculturation, and build loyalty to the organization. Onboarding programs that shepherd employees through their first year, from offer through first annual performance appraisal, show significantly more positive attitudes and reduced attrition.
- Workforce Development: Investments are aligned to individual and organizational performance and Return on Investment/Return on Effort. Specific competency development (Leadership, Management, Team, Technical, and Organizational) is tied to current and future needs to achieve forecasted business goals. Establishing a comprehensive program and processes as well as implementing Learning Management Systems/Learning Content Management Systems (LMS/LCMS) commensurate with organizational needs is a critical element.
- Create a Learning Organization – Retain, Sustain, Incentivize: Achieving a competitive advantage requires an organizational culture that values its workforce and actively seeks continuous improvement, promotes employee engagement, ensures accountability, and recognizes people for superior performance. Retention is a byproduct of the environment and the business leaders. Good employees stay and become more productive. This area is the heart of the health and sustainability of the organization.
- Attrition Management: Reductions in force and the current retirement spike make attrition management a crucial component to talent and Human Capital Management (HCM). Tracking competencies needed allows an organization to minimize disruption to service and product delivery. Proactively managing attrition allows an organization to more accurately forecast production.
- Integrated Human Capital Data Environment: Quality human capital decisions are evident when information is harnessed from data produced within the various stages and processes of the CACI Integrated HCVSM solution. Integrated data environments collect, distribute, and track information points which create lower risks in decisions and investments.