Tools commonly used in the Federal Government-Social & Human Rsrcs industry for day-to-day tasks and operations.

• USA Staffing
• HR Connect
• Employee Express
• EOPF (Electronic Official Personnel Folder)
• FedScope
• HR University
• HR Smart
• HRIS (Human Resource Information System)
• USA Performance
• USA Learning

Common products and services typical of NAICS Code 923130-03, illustrating the main business activities and contributions to the market.

• Social Security Administration
• Department of Health and Human Services
• Department of Housing and Urban Development
• Department of Veterans Affairs
• Department of Labor
• Department of Education
• Department of Agriculture
• Department of Justice
• Department of Transportation
• Department of the Treasury

The specific certifications, permits, licenses, and regulatory compliance requirements within the United States for this industry.

• Certified Employee Benefit Specialist (CEBS): This certification is offered by the International Foundation of Employee Benefit Plans and the Wharton School of the University of Pennsylvania. It covers topics such as group benefits, retirement plans, and compensation. CEBS is a widely recognized certification in the employee benefits industry.
• Professional In Human Resources (PHR): This certification is offered by the HR Certification Institute and is designed for HR professionals who are involved in program implementation, have a tactical/logistical orientation, and are accountable to another HR professional within the organization. The certification covers topics such as business management, talent planning and acquisition, learning and development, and total rewards.
• Senior Professional In Human Resources (SPHR): This certification is also offered by the HR Certification Institute and is designed for HR professionals who have mastered strategic and policy-making aspects of HR management. The certification covers topics such as business strategy, workforce planning and employment, employee and labor relations, and risk management.
• Certified Compensation Professional (CCP): This certification is offered by WorldatWork and is designed for compensation professionals who are responsible for designing and implementing compensation programs. The certification covers topics such as job analysis, base pay, variable pay, and executive compensation.
• Certified Benefits Professional (CBP): This certification is also offered by WorldatWork and is designed for benefits professionals who are responsible for designing and implementing benefits programs. The certification covers topics such as health and welfare benefits, retirement benefits, and executive benefits.
• Society for Human Resource Management Certified Professional (SHRM-CP): This certification is offered by the Society for Human Resource Management and is designed for HR professionals who are involved in implementing policies and strategies, serving as point of contact for staff and stakeholders, and delivering HR services. The certification covers topics such as HR competencies, people, organization, workplace, and strategy.
• Society for Human Resource Management Senior Certified Professional (SHRM-SCP): This certification is also offered by the Society for Human Resource Management and is designed for HR professionals who have mastered the strategic and policy-making aspects of HR management. The certification covers topics such as HR competencies, leadership and strategy, people, organization, and workplace.
• Federal Human Resources Specialist Certification Program (FHRSCP): This certification is offered by the Office of Personnel Management and is designed for federal HR professionals who are responsible for performing HR functions such as staffing, classification, employee relations, and training and development. The certification covers topics such as federal HR laws and regulations, HR program management, and HR technical knowledge.
• Federal Executive Institute Leadership for a Democratic Society (FELDS): This program is offered by the Federal Executive Institute and is designed for federal executives who are responsible for leading and managing organizations. The program covers topics such as leadership, strategic thinking, change management, and collaboration.
• Federal Executive Core Qualifications (Ecqs): These qualifications are required for entry into the Senior Executive Service (SES) and are designed to assess executive experience and potential. The ECQs cover topics such as leading change, leading people, results driven, business acumen, and building coalitions.
• Federal Acquisition Certification In Contracting (FAC-C): This certification is offered by the Federal Acquisition Institute and is designed for federal acquisition professionals who are responsible for contracting and procurement. The certification covers topics such as contracting fundamentals, contracting for construction services, and contracting for information technology.
• Federal Acquisition Certification for Program and Project Managers (FAC-P/PM): This certification is also offered by the Federal Acquisition Institute and is designed for federal program and project managers who are responsible for managing acquisition programs and projects. The certification covers topics such as program and project management fundamentals, risk management, and contract management.
• Federal Information Security Management Act (FISMA): This act is a federal law that requires federal agencies to develop, document, and implement an information security program to protect their information and information systems. The act covers topics such as risk management, security controls, and security awareness and training.
• Federal Risk Management Framework (RMF): This framework is a set of guidelines developed by the National Institute of Standards and Technology (NIST) to help federal agencies manage their information security risks. The framework covers topics such as risk assessment, security control selection, security control implementation, security control assessment, and information system authorization.
• Federal Information Processing Standards (FIPS): These standards are developed by NIST and are used by federal agencies to ensure the security and interoperability of their information systems. The standards cover topics such as cryptographic algorithms, security requirements for federal information systems, and personal identity verification.
• National Industrial Security Program (NISP): This program is a federal program that establishes the standards and procedures for protecting classified information that is disclosed or released to contractors, licensees, and grantees of the federal government. The program covers topics such as personnel security, physical security, information security, and security education and training.
• Defense Acquisition University (DAU)

A concise historical narrative of NAICS Code 923130-03 covering global milestones and recent developments within the United States.

• The "Federal Government-Social & Human Rsrcs" industry has a long history worldwide, with the earliest known examples of social and human resource programs dating back to ancient civilizations such as Greece and Rome. However, the modern concept of social and human resource programs emerged during the Industrial Revolution in the 18th and 19th centuries, when governments began to implement labor laws and social welfare programs to protect workers and their families. In the United States, the Social Security Act of 1935 was a major milestone in the development of social and human resource programs, providing retirement benefits, disability insurance, and other forms of assistance to eligible individuals. Since then, the industry has continued to evolve, with new programs and policies being introduced to address changing social and economic conditions. Recent history of the "Federal Government-Social & Human Rsrcs" industry in the United States has been marked by significant changes and challenges. The 2008 financial crisis and subsequent recession led to increased demand for social and human resource programs, as many individuals and families struggled with unemployment, poverty, and other hardships. The Affordable Care Act of 2010 was another major development, expanding access to healthcare for millions of Americans and creating new opportunities and challenges for the industry. In recent years, the industry has also faced criticism and scrutiny over issues such as immigration policy, income inequality, and the role of government in providing social and human resource programs. Despite these challenges, the industry remains a vital part of the US economy and society, providing essential services and support to millions of individuals and families.

The anticipated future trajectory of the NAICS 923130-03 industry in the USA, offering insights into potential trends, innovations, and challenges expected to shape its landscape.

• Growth Prediction: Stable

  The Federal Government-Social & Human Rsrcs industry is expected to grow in the coming years due to the increasing demand for social and human resource services. The industry is expected to benefit from the aging population, which will require more social services, and the increasing number of people seeking employment. The industry is also expected to benefit from the increasing demand for healthcare services, which will require more human resource services. The industry is expected to face challenges due to the increasing competition from private sector companies and the changing political landscape. However, the industry is expected to continue to grow due to the increasing demand for social and human resource services.

Recent groundbreaking advancements and milestones in the Federal Government-Social & Human Rsrcs industry, reflecting notable innovations that have reshaped its landscape.

• The Federal Government-Social & Human Rsrcs industry has recently implemented a new online platform for job seekers to find employment opportunities. The platform provides job seekers with access to job listings, career advice, and training resources.
• The industry has also implemented a new program to provide financial assistance to low-income families. The program provides families with financial assistance to help them pay for basic needs such as food, housing, and healthcare.
• The industry has also implemented a new program to provide mental health services to veterans. The program provides veterans with access to mental health services, including counseling and therapy.
• The industry has also implemented a new program to provide education and training to individuals who are seeking employment. The program provides individuals with access to training resources, including job skills training and career counseling.
• The industry has also implemented a new program to provide healthcare services to low-income families. The program provides families with access to healthcare services, including medical care, dental care, and mental health services.