Specifically, early in fiscal year 2002, the Secretary of Labor determined that, to transform itself into a more business-like organization, the department needed to (1) recruit individuals who possessed extensive business skills in order to develop such critical competencies as marketing, quantitative analysis, and strategic thinking and (2) train these individuals in the intricacies of operating the department’s many worker protection, compensation, and employment programs. After considering several human capital approaches for doing this, such as expanding recruiting efforts at universities to attract more business graduates and rotating individuals with business skills from other agencies to short assignments in the department, DOL officials decided to develop a program that combined aspects of both types of programs.
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