Series on HHS Strategic Plan: Goal 5—Advance Strategic Management to Build Trust, Transparency, and Accountability
- madisonputnam
- Apr 7
- 3 min read
HHS supports strategies for effective enterprise governance, strengthening risk management, and enhancing strategic decision-making to achieve programmatic goals. This initiative aims to foster a culture of change for continuous improvement in program and mission delivery.
Objective 5.1—Promote effective enterprise governance to ensure programmatic goals are met equitably and transparently across all management practices
Foster collaboration and coordination to increase the use of change management, strategic management, human-centered design tools, and leverage technological advancements for enhanced customer experience and program/project management across HHS.
Strategy
A strategy for Objective 5.1 is focused on sharing information and embracing collaboration.
Promote a culture of learning at HHS for ongoing improvement in program and mission delivery. Foster communities of practice and bodies of knowledge to share information and evidence-informed practices, encouraging collaboration, cross-organizational innovation, and the use of advanced tools and techniques for enhanced customer experience and program/project management.
Objective 5.3—Uphold effective and innovative human capital resource management resulting in an engaged, diverse workforce with the skills and competencies to accomplish the HHS mission
HHS reinforces using strategies for effective and innovative human capital resource management, concentrating on building and sustaining a robust workforce through improved recruitment, hiring, and retention efforts. The Department encourages training and professional development opportunities to cultivate a high-performing workforce, equipping leaders and managers with the tools for effective change management, organizational learning, and succession planning.
Strategies
The strategies for Objective 5.3 invest in the HHS workforce.
Leverage training and professional development for a high-performing workforce, ensuring better performance and job satisfaction by fostering a performance-focused culture that strengthens existing skillsets and addresses mission-critical skill gaps in emerging areas.
Provide leaders and managers with tools for effective change management, organizational learning, and succession planning, modernizing human resource systems, policies, and processes based on data and best practices.
Apply change management best practices to improve employee management and support, contributing to recruitment and retention efforts, and fostering transparency, trust, and accountability across the organization.
Implications for State and County HHS Departments
Workers may face increased expectations for performance and job satisfaction as the focus shifts toward a high-performing workforce. This could involve a need for continuous skill development and adaptation to emerging areas. The emphasis on fostering a performance-focused culture suggests a potential shift in the organizational culture. Workers may experience changes in expectations and norms, emphasizing continuous improvement and skill enhancement.
The strategies acknowledge the importance of addressing mission-critical skill gaps in emerging areas. Workers may be encouraged to identify and acquire skills relevant to the evolving needs of the organization. Leaders and managers are expected to acquire tools for effective change management, organizational learning, and succession planning. This implies a need for enhanced leadership skills and a deeper understanding of best practices in human resource management.
The application of change management best practices suggests a shift in how employees are managed and supported. This may involve adopting strategies to enhance recruitment and retention efforts, contributing to a more adaptive and responsive work environment. In summary, these strategies suggest potential shifts in organizational culture, increased expectations for performance and skill development, changes in leadership and managerial practices, and a focus on fostering transparency and trust. HHS Department workers may need to adapt to these changes and actively engage in professional development to meet the evolving demands of their roles.
In summary, these strategies suggest potential shifts in organizational culture, increased expectations for performance and skill development, changes in leadership and managerial practices, and a focus on fostering transparency and trust. HHS Department workers may need to adapt to these changes and actively engage in professional development to meet the evolving demands of their roles.
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