EnDyna

Human Capital Solutions

EnDyna provides innovative and cost effective human capital solutions to Federal and state customers. In the last three years, EnDyna has provided solutions in the following areas: competency modeling, leadership and professional development, and business process reengineering/improvement, which includes workforce planning, executive coaching and facilitation, organizational reengineering, performance management, and HR program support. EnDyna has provided these solutions to a variety of customers, including the U.S. Departments of Transportation (DOT), Health & Human Services (HHS), as well as the U.S. Environmental Protection Agency (EPA) and the Interstate Technology Regulatory Council (ITRC).

EnDyna’s human capital solutions are classified into three distinct service areas:

Competency Modeling: Competencies define the level of skills and knowledge necessary to perform one’s duties successfully. In addition to intelligence and aptitude, the underlying characteristics of a person, such as traits, habits, motives, social roles, and self-image, as well as the environment around them, enable a person to deliver superior performance in a given job, role, or situation. EnDyna applies competency modeling to a variety of human resource activities to determine specific competencies that are required for high performance and success in a given job, as well as to capture emerging trends within an organization. EnDyna also ensures that competencies are aligned with business objectives to further support overall customer success.

Leadership and Professional Development: EnDyna offers a wide variety of curriculum components that can be customized to the individual needs of the adult learner. EnDyna’s customized leadership curriculum combines learning and practice opportunities as part of a comprehensive system to train and develop the future leaders and managers. Each level is built around a core learning program, which includes training courses, mentoring or coaching, individual development planning, and self-directed study. This integrated approach allows for a program tailored to each individual participant. Leaders or aspiring leaders may have very different development needs, yet share the need for a common foundational skill-set. In this way, a GS-9 and GS-12 may be enrolled in the same program (i.e., Aspiring Leader program), yet their experience will be unique to their own individual development planning, mentoring experiences, and self-directed study.

Process Reengineering: Innovation is a hallmark of EnDyna’s work. We have provided innovative solutions in micro-modular approach for accelerated training development, redesigned effective Federal organizations, built leadership programs around cohorts, and simplifying HR-IT systems to keep them flexible. EnDyna works closely with customer and other end-users to analyze a variety of sales and operational processes resulting from Business Process Reengineering (BPR) and to design, develop, deliver and implement process improvements to address the new and emerging requirements and processes, including evaluation methodology, tools and logistics for travel and training schedules. For example, at DOT/FMCSA, EnDyna redesigned the HR PMO – first by cross-training personnel, realigning them along mission-critical lines, and then redesigning each process to reduce lead times and improve consistency of response. All redesigned processes were encoded into standard operating procedures (SOPs) and semi-automated as SharePoint® work flows.

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SELECTED PROJECTS

U.S. Department of Defense (DoD), Defense Human Resources Activity (DHRA) Executive Leadership Development Program (ELDP) - EnDyna is supporting an executive leadership development contract to support DHRA's Defense Civilian Personnel Advisory Service (DCPAS). This program will ensure that there is a pipeline of future leaders in place who are prepared to support future DoD-wide challenges and opportunities by understanding themselves, their role within the DoD enterprise, how to build high performing teams, and the broader DoD landscape and their overall mission in that landscape.

U.S. Department of Transportation (DOT) National Training Center (NTC) - As part of its contract with DOT/FMCSA, EnDyna supports the Federal Motor Carrier Safety Administration (FMCSA) and the National Training Center (NTC) to engage in a concerted effort to analyze, design, develop, and implement a custom Leadership and Professional Development Program (LPDP) to ensure a high level of competence among leaders and prospective leaders at all levels within the organization. As a driver of this effort, EnDyna has been supporting FMCSA on three separate but integrated task orders since October 2010 and through September 2012, which involved:

  • Conducting analysis review with benchmarking, a needs assessment, and a comprehensive implementation plan.
  • Working with senior leaders to design and develop a leadership philosophy/statement for the organization along with designing two custom leadership seminars and capstone workshops for each LPDP cohort program.
  • Developing the final custom seminar and capstone workshop training packages.

U.S. Environmental Protection Agency (EPA), Environmental Stewardship Branch (ESB), Office of Pesticide Programs (OPP) - For the EPA’s Environmental Stewardship Branch (ESB) Office of Pesticide Programs, EnDyna provided expertise in organizational development and realignment of disparate programs into PestWise, a unified program suite. EnDyna also facilitated team building and workforce planning, for which EnDyna created a tool for transparency and accountability, standard operating procedures, and related staff training.

Interstate Technology and Regulatory Council (ITRC) - For the ITRC, EnDyna assisted in the development of a co-leadership model for the Team Leader position and supported its implementation in two Technical Teams. EnDyna developed a human capital solution to finding a “compatible partner” for the Team Leader, one who built on the existing strengths and acted as a complement.