Centers for Disease Control and Prevention, Atlanta, GA 30333, USA. kjr
J Public Health Manag Pract. 2009 Nov;15(6 Suppl):S79-89. doi: 10.1097/PHH.0b013e3181b76813.
An organization's workforce--or human capital--is its most valuable asset. The 2002 President's Management Agenda emphasizes the importance of strategic human capital management by requiring all federal agencies to improve performance by enhancing personnel and compensation systems. In response to these directives, the Centers for Disease Control and Prevention (CDC) drafted its strategic human capital management plan to ensure that it is aligned strategically to support the agency's mission and its health protection goals. In this article, we explore the personnel economics literature to draw lessons from research studies that can help CDC enhance its human capital management and planning. To do so, we focus on topics that are of practical importance and empirical relevance to CDC's internal workforce and personnel needs with an emphasis on identifying promising research issues or methodological approaches. The personnel economics literature is rich with theoretically sound and empirically rigorous approaches for shaping an evidence-based approach to human capital management that can enhance incentives to attract, retain, and motivate a talented federal public health workforce, thereby promoting the culture of high-performance government.
组织的劳动力——或人力资本——是其最有价值的资产。2002 年总统管理议程强调了战略人力资本管理的重要性，要求所有联邦机构通过加强人事和薪酬制度来提高绩效。为了响应这些指令，疾病控制与预防中心（CDC）起草了其战略人力资本管理计划，以确保其与战略保持一致，以支持该机构的使命及其健康保护目标。在本文中，我们探讨了人事经济学文献，以从研究中吸取经验教训，帮助 CDC 加强其人力资本管理和规划。为此，我们专注于对 CDC 内部劳动力和人员需求具有实际重要性和经验相关性的主题，并强调确定有前途的研究问题或方法方法。人事经济学文献中充满了理论上合理且经验上严格的方法，可以为人力资本管理形成循证方法，从而增强吸引、留住和激励有才华的联邦公共卫生劳动力的激励措施，从而促进高效政府的文化。
