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Testimony issued by the General Accounting Office with an abstract that begins "Pursuant to a congressional request, GAO discussed ways to improve the federal government's approach to managing its people."

Testimony issued by the Government Accountability Office with an abstract that begins "People are critical to any agency transformation, such as the one envisioned for the Department of Homeland Security (DHS). They define an agency's culture, develop its knowledge base, and are its most important asset. Thus, strategic human capital management at DHS can help it marshal, manage, and maintain the people and skills needed to meet its critical mission. Congress provided DHS with significant flexibility to design a modern human capital management system. DHS and the Office of Personnel Management (OPM) have now jointly released the final regulations on DHS's new human capital system. Last year, with the release of the proposed regulations, GAO observed that many of the basic principles underlying the regulations were consistent with proven approaches to strategic human capital management and deserved serious consideration. However, some parts of the human capital system raised questions for DHS, OPM, and Congress to consider in the areas of pay and performance management, adverse actions and appeals, and labor management relations. GAO also identified multiple implementation challenges for DHS once the final regulations for the new system were issued. This testimony provides overall observations on DHS's intended human capital system and selected provisions of the final regulations."

Intro -- Measuring Human Capital -- Copyright -- Contents -- Part I Introduction -- Introduction -- I.1. Monetary Measures Projects -- I.2. Indicators-Based Measures Projects -- I.3. Comparison of Human Capital Estimates Among Projects -- I.4. Single-Country Studies -- References -- Part II Major Measures of Human Capital -- Section II.A Monetary Measures -- Chapter 1: The Impact of Air Pollution on Human Capital Wealth -- 1.1. Introduction -- 1.1.1. National Wealth and the Importance of Human Capital for Development -- 1.1.2. Human Capital in National Wealth Accounts -- 1.1.3. Threats to Human Capital: Air Pollution and Human Health -- 1.1.4. Outline of This Chapter -- 1.2. Data and Methods for Measuring the Impact of Air Pollution on Human Capital -- 1.2.1. Measuring Human Capital Wealth in the Wealth of Nations: Conceptual Approach -- Earnings Profiles from Household Surveys -- Adjustments to Align with National Accounts Data -- Accounting for the Human Capital of the Self-Employed -- Adjustments to Align with National Population Data -- Choice of Discount Rate -- Coverage of Household Surveys and Gap Filling -- 1.2.2. Estimating the Impact of Air Pollution -- The Differential Effect of Air Pollution by Age and Impact on Human Capital -- 1.3. Results -- 1.4. Next Steps for Human Capital and Air Pollution -- Appendix 1.1. Global Wealth Accounts, 1995-2014 -- Appendix 1.2. Methodology for Calculating Human Capital Wealth -- Appendix 1.3. Estimates of Human Capital and Wealth for 2014 With Impacts of No Premature Deaths From Air Pollution -- References -- Chapter 2: Global Human Capital: View From Inclusive Wealth -- 2.1. Introduction -- 2.2. Methodology -- 2.3. Results and Discussion -- 2.3.1. Progress of Nations Human Capital -- 2.3.2. Discussion -- 2.4. Conclusion and Policy Recommendation -- Annex -- References -- Section II.B: Indexes.

Studies in Human Capital, the first volume of Jacob Mincer's essays to be published in this series, assesses the impact of education and job training on wage growth. It offers an authoritative study of the effects of human capital investments on labor turnover and the impact of technological change on human capital formation. Jacob Mincer's research reveals a rare combination of imaginative empirical analysis guided by a command of theory. His work and professional style have set the standard for empirical economics, especially in the field of labor economics where he has made major contributions to the understanding of the determinants of earnings. This is the first of two volumes containing carefully edited selections of professor Mincer's most important essays, some of which are published here for the first time. Introductions to each volume provide overviews of the interconnections of the topics discussed, their conceptual coherence and empirical significance. Studies in Labor Supply, the second volume of Professor Mincer's essays, is also available as part of this series

Testimony issued by the Government Accountability Office with an abstract that begins "In 2001, GAO identified human capital management as a governmentwide high-risk area because federal agencies lacked a strategic approach to human capital management that integrated human capital efforts with their missions and program goals. Progress has been made. However, the area remains high-risk because of a continuing need for a governmentwide framework to advance human capital reform. The importance of a top-notch federal workforce cannot be overstated. The federal government is facing new and growing challenges coupled with a retirement wave and the loss of leadership and institutional knowledge at all levels. The issues facing agencies are complex and require a broad range of technical skills that are also highly sought after by the private sector. This testimony, based on a large body of completed work issued from January 2001 through March 2009, focuses on executive branch agencies' and the Office of Personnel Management's (OPM) progress in addressing strategic human capital management challenges in four key areas: (1) leadership; (2) strategic human capital planning; (3) acquiring, developing, and retaining talent; and (4) results-oriented organizational culture. In prior reports, GAO has made a range of recommendations to OPM and agencies in the four areas. GAO is reporting on progress in addressing these recommendations and is making no new recommendations."

Testimony issued by the General Accounting Office with an abstract that begins "The creation of the Department of Homeland Security (DHS) almost one year ago represents an historic moment for the federal government to fundamentally transform how the nation will protect itself from terrorism. DHS is continuing to transform and integrate a disparate group of agencies with multiple missions, values, and cultures into a strong and effective cabinet department. Together with this unique opportunity, however, also comes significant risk to the nation that could occur if this transformation is not implemented successfully. In fact, GAO designated this implementation and transformation as high risk in January 2003. Congress provided DHS with significant flexibility to design a modern human capital management system. GAO reported in September 2003 that the design effort to develop the system was collaborative and consistent with positive elements of transformation. Last Friday, the Secretary of DHS and the Director of the Office of Personnel Management (OPM) released for public comment draft regulations for DHS's new human capital system. This testimony provides preliminary observations on selected major provisions of the proposed system."

This paper considers alternative policies for promoting skill formation that are targeted to different stages of the life cycle. We demonstrate the importance of both cognitive and noncognitive skills that are formed early in the life cycle in accounting for racial, ethnic and family background gaps in schooling and other dimensions of socioeconomic success. Most of the gaps in college attendance and delay are determined by early family factors. Children from better families and with high ability earn higher returns to schooling. We find only a limited role for tuition policy or family income supplements in eliminating schooling and college attendance gaps. At most 8% of American youth are credit constrained in the traditional usage of that term. The evidence points to a high return to early interventions and a low return to remedial or compensatory interventions later in the life cycle. Skill and ability beget future skill and ability. At current levels of funding, traditional policies like tuition subsidies, improvements in school quality, job training and tax rebates are unlikely to be effective in closing gaps.