Abstract
Human resource planning has long been a concern of private sector organizations, but the public sector has been somewhat slower in getting on the human resource planning bandwagon. With conflicting demands for increased service delivery and tax rates, governmental organizations have generally failed to see the long-term benefits of human resource planning. However, public entities are now beginning to recognize the benefits of such planning and make it a part of their organization structure. Dallas' efforts in human resource planning can be attributed to a concerted and integrated effort by the city's entire management staff. In considering the Dallas approach to human resource planning, several key elements will be addressed: the overall management plan, executive performance plans, the affirmative action task force, civil service task force, management development (succession planning), career development, and data based systems.
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