Workforce Planning Recommendations for Nasa’s Human Resources Department
Workforce Planning Recommendations for NASA’s Human Resources Department
Elizabeth Ann Muniz
Villanova University
Abstract
This paper contains workforce planning recommendations for National Aeronautics and Space Administration (NASA)’s Human Resource Department. This paper reviews NASA’s vision, their core values, workforce plan goals and key business strategies. Current workforce profiles are reported as well as demographics and key business challenges. This report also includes an overview of NASA’s organizational structure and a future workforce profile. A gap analysis of the workforce is enclosed as well as closing strategies.
Context and Environment:
In 2010, the Space Shuttle Program ended, as well as the construction of the International Space Station. These changes greatly affect the workforce at National Aeronautics and Space Administration (NASA). This paper will recommend workforce planning that will assist the ongoing needs of NASA’s Human Resource Department.
NASA’s vision as an organization is “To reach for new heights and reveal the unknown, so that what we do and learn will benefit all mankind” (2011 NASA Strategic Plan, 2011). Their Mission is to “drive advances in science, technology, and exploration to enhance knowledge, education, innovation, economic vitality, and stewardship of Earth” (2011 NASA Strategic Plan, 2011).
NASA’s core values, which are intended to guide organizational behavior, speak to safety, integrity, teamwork, and excellence. NASA’s “constant attention to safety is the cornerstone upon which we build mission success. We are committed, individually and as a team, to protecting the safety and health of the public, our team members, and those assets that the Nation entrusts to the Agency” (2011 NASA Strategic Plan, 2011).
In regards to integrity, “NASA is committed to maintaining an environment of trust, built upon honesty, ethical behavior, respect, and candor. Our leaders enable this environment
Elizabeth Ann Muniz
Villanova University
Abstract
This paper contains workforce planning recommendations for National Aeronautics and Space Administration (NASA)’s Human Resource Department. This paper reviews NASA’s vision, their core values, workforce plan goals and key business strategies. Current workforce profiles are reported as well as demographics and key business challenges. This report also includes an overview of NASA’s organizational structure and a future workforce profile. A gap analysis of the workforce is enclosed as well as closing strategies.
Context and Environment:
In 2010, the Space Shuttle Program ended, as well as the construction of the International Space Station. These changes greatly affect the workforce at National Aeronautics and Space Administration (NASA). This paper will recommend workforce planning that will assist the ongoing needs of NASA’s Human Resource Department.
NASA’s vision as an organization is “To reach for new heights and reveal the unknown, so that what we do and learn will benefit all mankind” (2011 NASA Strategic Plan, 2011). Their Mission is to “drive advances in science, technology, and exploration to enhance knowledge, education, innovation, economic vitality, and stewardship of Earth” (2011 NASA Strategic Plan, 2011).
NASA’s core values, which are intended to guide organizational behavior, speak to safety, integrity, teamwork, and excellence. NASA’s “constant attention to safety is the cornerstone upon which we build mission success. We are committed, individually and as a team, to protecting the safety and health of the public, our team members, and those assets that the Nation entrusts to the Agency” (2011 NASA Strategic Plan, 2011).
In regards to integrity, “NASA is committed to maintaining an environment of trust, built upon honesty, ethical behavior, respect, and candor. Our leaders enable this environment
References: Bechet, T.P. (2008). Strategic Staffing: A Comprehensive System for Effective Workforce Planning (2nd ed.). NY, NY: AMACOM Office of Management: Management Processes Branch (1985) Partnership for Public Service (2013). The Best Places To Work In The Federal Government 2012 Rankings. Retrieved April 21, 2013, from http://bestplacestowork.org/BPTW/rankings/detail/NN00 Schneider, M (2012) National Aeronautics and Space Administration (2011). 2011 NASA Strategic Plan. Retrieved April 21, 2013 from http://www.nasa.gov/pdf/516579main_NASA2011StrategicPlan.pdf Appendix A