Human Resources Management

About the Department
The Human Resources Department administers a centralized merit system for the entire County in accordance with established laws, rules, regulations, policies and procedures. It provides personnel administration and support for all County departments.  
Activities in Human Resources include centralized recruitment, examination and certification for all departments. The department also conducts a wide variety of personnel transactions, such as wage and salary administration, appointments, promotions, transfers, separations, leaves of absence and many other functions involving personnel administration and management.
The department prepares, maintains and secures a wide variety of personnel records, rosters, tests and action documents pertaining to all County employees. It also recommends appropriate classes and salary ranges for new or reclassified positions and prepares, publishes, administers and maintains a County-wide Pay Schedule and Compensation Plan.  

We are measuring the accuracy with which the department processes payroll checks. The total number of payroll checks processed includes departmental requests for typed checks because an automated check contained an error(s) or because an automated check was not generated.

We are measuring the increase in Fulton County's employee engagement level. Employee engagement is the emotional connection an employee feels toward his or her employment organization, which tends to influence his or her behaviors and level of effort in work related activities. The more engagement an employee has with his or her organization, the more effort they put forth. Employee engagement also involves the nature of the job itself - if the employee feels mentally stimulated; the trust and communication between employees and management; ability of an employee to see how their own work contributes to the overall company performance; the opportunity of growth within the organization; and the level of pride an employee has about working or being associated with the company. This measure is highly dependent on how supervisor and managers apply the training they have received related to performance management.

This measure tracks the number of days it takes to hire a new employee from the time the requisition is received from the hiring department to the time the new employee reports to work. The hiring process is divided into two distinct phases. The referral phase begins with the requisition approval by Finance and ends with the issuance of the register of candidates by Human Resources Management. The hiring phase begins with the issuance of the register and continues through the interviewing of candidates by the hiring department, the offer to and acceptance by the selected candidate, and the reporting for duty by the new employee. This measure tracks the total time to complete both phases.

The training experience is represented by the formal, ongoing efforts that are made within the organization to improve the performance and self-fulfillment of Fulton County employees. It is a vital part of the role of Human Resources. This measure provides an opportunity for Human Resources to get instant, anonymous feedback. The feedback allows the department to enhance the curriculum, make changes to increase relevancy, and identify other parties who might require training. The department of Human Resource Management uses its own departmental survey to target internal customers who received services from the department using an individual software. This survey occurs annually and the participants varies.