Department of Human Resource Management
Department Leadership:
Jeff Herring, Executive Director
Jean Mills-Barber, Deputy Director
Mission Statement:
Develop, implement, and administer a statewide program of human resource management that: aids in the efficient execution of public policy, fosters careers in public service for qualified employees, and assists state agencies in the performance of their missions. ( Utah Code, Section 67-19-6(1)(a))
More Department Performance:
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Learn more at the Department website |
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A demographic breakdown of the workforce can be found in their Workforce Profile |
Overview
The primary objective of the state human resource management system is to acquire and retain the best possible workforce for the citizens of Utah. The State of Utah's human resources are the most valuable asset of the organization since all programs and services are administered and run by the State's employees. Therefore, the Department of Human Resource Management (DHRM) is committed to working as a strategic business partner with the Governor's Office and the various state agencies to support the business needs of the State through effective human resource management. To accomplish this, it is important to focus on:
- Increasing customer service to agencies
- Increasing efficiency in the delivery of human resource services
- Decreasing the potential legal liability for human resource actions
Retirement Projections
Data Source: DHRM
Why this is important:
Like many other large employers in Utah, the State is facing a steady increase in the number of employees who will retire within the next five to six years. Ensuring that we have the right employees ready with the talent, experience and knowledge to replace what retiring workers take with them will present a serious challenge to our human resource management systems.
What we're doing about it:
- DHRM is implementing a new web based recruitment system that will speed up the delivery of qualified applicant lists and give managers more flexibility in making hiring decisions.
- DHRM is implementing a comprehensive workforce planning program to track trends and analyze potential issues that impact our workforce.
- DHRM is developing tools and information that will assist agencies in the management of their workforce.
- DHRM is providing reliable information to key decision makers to assist them in the crafting of policy and strategy that impact state employees.
Employee Turnover
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Data Source: DHRM
Why this is important:
The State of Utah has seen a two percent increase in the voluntary turnover rate over the past five years while involuntary turnover has stayed relatively stable. This trend coupled with the increasing rate of retirements poses a challenge to DHRM's fundamental purpose to retain the right workforce to accomplish the States' business.
What we're doing about it:
- Upon implementation, DHRM's new web based recruitment system will reduce the application review time getting qualified applicants to managers faster minimizing the amount of time positions are vacant.
- DHRM staff is developing strategies to become more aggressive in recruiting and marketing the State as a desirable place to work.
- The workforce planning program is designed to provide individual agencies with information and analysis to help in the development of local strategies to retain the best employees.
- A recently completed employee survey will provide information that will aid in the development of statewide employee engagement and retention strategies.
Workforce Efficiency
Data Source: DHRM
Why this is important:
These are important measures of the efficiency of the state workforce. The first set of charts illustrate that fewer employees are required to service 100 citizens in 2006 than in 1992. The second set of charts illustrates that the actual rate of growth in employee wages consumes a smaller portion of actual state expenses this year than five years ago.
These numbers indicate that the State's workforce is efficient. However, the workforce must also be effective. The challenge for DHRM is to ensure that employees have the right skill mix to be both efficient and effective.
What we're doing about it:
A competently managed human resource management system can do a great deal to help employees remain efficient and effective. The Department of Human Resource Management is engaged in numerous initiatives:
- Management training courses that train managers in methods to increase employee efficiency.
- Building department performance measures to identify how to improve the delivery of human resource services to agencies.
- Working with agency managers to streamline human resource management processes in order to effectively assist agencies in the execution of public policy.
- Workforce planning efforts that provide information to managers to assist them in making informed decisions about their workforce and their work processes.
- Collaboration with outside entities to offer development opportunities for managers on the latest management techniques and approaches.