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Office of Human Resources, Management and Development (OHRMD)

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The Office of Human Resources, Management and Development is responsible for recruiting, rewarding and retaining GOT employees who can adapt to new processes/technology, who can develop flexible business models, and who are responsible to our customer’s needs. In addition, this office is responsible for looking for employees who will provide a positive presence in a sharing and team oriented organization.

Major Projects/Initiatives

• IT Salary Compensation Committee - The IT Salary Committee was formed to look at current IT salaries within state government and to develop a new compensation plan for the IT environment which would improve recruitment and retention of the best IT talent available.
  
  
• Skills Management Project - Recognizing that the skills of its staff are GOT's greatest resource and critical to the success of Roadmap goals, a skills management project was initiated. The project helped define the skills required, inventory the skills within GOT and identify areas for professional development. This information will allow GOT to better plan and implement training activities and provide a means for more efficient deployment of skills resources. It will also assist GOT employees in planning career paths and becoming proactive in acquiring skills that will contribute to the levels of performance our customers require.
  
  An RFP was released to acquire a professionally developed skills dictionary, Web-enabled skills management software, and consulting services for configuring these products to GOT requirements. In addition, a skills management team of GOT staff is working on the policies and processes required to ensure the skills management system is maintained and used to the best advantage of GOT and its employees. It is projected that the system will be installed and an initial inventory and skills gap analysis be completed by mid-2002.
  
  
• IT Classification Committee - The IT Classification Committee was formed with cabinet participation to look at and revise outdated job specifications for IT positions throughout the Commonwealth.
  
  
• Employee Exit Program - In an effort to improve security measures as well as the automation of procedures making it easier to track information for employees departing GOT, the Employee Exit Program was implemented. One benefit of the program is automatic e-mail notifications, which are sent to the appropriate offices replacing unnecessary paperwork and improving reliability and productivity.
  
  
• The New Employee Orientation Program - First developed in fiscal year 2001, this orientation provides new employees and contractors with important human resources information concerning their employment with GOT as well as state government. Information provided includes an overview of the GOT organization, security issues, customer relationship management and a personnel overview.
  
  
• Minority Recruitment Committee - Formed to recruit qualified minority candidates to improve the diversity of employees within GOT.
  
  
• To enhance operations and improve efficiency in expediting the flow of paperwork, the process of hiring new employees was transferred to GOT from the Finance Cabinet, greatly reducing the time frame on hiring personnel.
  
  
• Training was developed and given to GOT Management and employees on the Employee Evaluation System, which was enacted into law by the Kentucky General Assembly. GOT will utilize this system by providing a measurement tool for employee/team commitments to the GOT Roadmap expectations.
  
  
• Resumes and applications were made available on-line using GOT's knowledge management system GOTSource to allow GOT management to better view potential job candidates.