Performance Objective

By end of this Enhanced PRIME-HRM

Orientation, participants will be able
to:

• Identify strengths and opportunities for improvement

of agency’s system vis-à-vis indicators (Level 2)
• Develop Agency Action Plan for achieving Level 2
using PRIME-HRM template
 Learning Objectives
• Explain PRIME-HRM’s brief history, objectives, scope, focus,
1 stages, and lenses

• Explain the PRIME-HRM systems, pillars, elements and

2 indicators (Level 2)

• Assess agency vis-à-vis each pillar’s Level 2 indicators

3

• List proposed enhancements on systems, practices and

4 competencies

• Draft Action Plan for meeting Level 2 by end of 2018

5
Schedule
TIME DAY 1
AM Introduction to PRIME-HRM

8:30- 10:00 Governance Pillar

10:15-12:00 Other Pillars

RSP

PM

PM L&D
1:00- 3:00
R&R
3:15- 5:00 Assessment

Action Planning

EODB
 Methodology

Micro- Workshop
Presentation Discussion
exercises activities
 House Norms

• Mobile phone
• Time
• Registration
• Attendance
• Housekeeping
• Safety and wellness
Program to
Institutionalize
Meritocracy and
Excellence in Human
Resource Management

CSC Resolution 1200241, 01February2012

 Central HR Agency
Promote morale,
efficiency, integrity,
Establish career Strengthen merit and
responsiveness,
service reward system
progressiveness and
courtesy in civil service

Integrate HR Institutionalize
development management climate
programs for all levels conducive to public
and ranks accountability
 Brief History
CSCAAP PMAAP PRIME-HRM
CSC Agency Personnel Program to
Accreditation Management Institutionalize
Program and Assistance Meritocracy and
Program Excellence in
HRM

1991 2004 2012

From Regulatory to Assistorial
 PRIME-HRM
Objectives
Elevate public sector HRM to a level of
excellence thru the Assessment, Assistance
and Awarding processes of HRM Systems,
Practices and Competencies using HRM
maturity level indicators that are at par with
global HRM standards
 Objectives

Inspire Provide
Serve as
agencies to Empower Promote venue for
search
transform agencies in and reward exchange
mechanism
HRM performing excellent and
for HRM
systems to HRM HRM development
best
support functions practices of HRM
practices
mandate expertise
PRIME-HRM as Change
Initiative

Developmental
Agency
Mandate
Transformative
 Scope

Government-
Regional
All national owned and
State offices of
and local controlled
universities agencies
government corporations
and colleges with HR
agencies (GOCCs) with
(SUCs) offices/units
original
charter
HRMOs, Heads of Agencies and Rank and File Employees
Focus

Four
Core HR
Areas
Focus

Essential HR
requirements
• Attraction
• Engagement
• Performance
• Motivation
• Retention
 Stages

Assess Assist Award

 Stages

Assess Assist Award

Guided and facilitated by PRIME-HRM Assessors

using PRIME-HRM tool (with indicators)
 Stages

Assess Assist Award

Guided and facilitated by PRIME-HRM Assistors

• Action planning
• Access to technical assistance, development
interventions and subject matter experts
 Stages

Assess Assist Award

Recognition for agencies that excelled in crafting and

executing any or all of the four HRM systems
Focus

Four
Core HR
Areas
 Pillars

• Governance
• Planning &
• Governance • Governance Commitment
• Talent Planning • Planning and • Monitoring & • Governance
• Talent Sourcing Monitoring & Coaching • Planning
Evaluation • Review & • Execution
• Talent Selection
and Placement • Execution Evaluation
• Development
Planning
Three Lenses
Policies, processes, procedures and tools

Existence of documentation

“Show me” part

22
Actual implementation

Conversations with HR and key

informants to check engagement

“Tell me” part

23
Capabilities of HR Office on four core
HRM systems

Interviews with HR Staff

Sample outputs

24
Maturity Levels/Indicators
Model

Maturity Proficiency
Level Level
• System • Competencies
• Practices
 Maturity Levels/Indicators
Model

Degree of formality and

Structured levels that optimization of processes,
describe how well behaviors, from ad hoc practices, to
practices and processes can formally defined steps and
reliably and sustainably managed result metrics, and
produce desired outcomes the active optimization of
processes
Guides Assessment and Development
 Maturity Level Indicators
Yardstick for:
Awarding
Assessing Assisting and
Celebrating
HRM excellence to create positive
impact on service delivery and citizen
satisfaction
 Four Maturity Levels

TRANSACTIONAL PROCESS-DEFINED INTEGRATED STRATEGIC

1 2 3 4
 Maturity Level 1:
Transactional HRM
Processes compliant with CSC
and other relevant authorities’
regulations and guidelines

Some processes characterized by

projects and are often reactive

May produce services and

outputs that work but frequently
exceed prescribed timelines

Success depends on competence

. of people and not by using
proven processes
 Maturity Level 2:
Process-Defined HRM
Processes attuned to agency
requirements

Processes performed and managed

according to documented processes

Some processes proactively managed

thru automated systems but data
integration not fully in place

. Presence of quantitative metrics to

assess efficiency
 Maturity Level 3:
Integrated HRM
Quantitative objectives used to
measure quality and
performance of process

HR partners with agency

leadership to drive HR systems
and support business needs
Quality and process performance
measures used to support data-
driven decision-making

. Presence of HR Management
Toolkit
 Maturity Level 4:
Strategic
Continually improves process
performance

Quantitative process improvement

objectives regularly updated to reflect
changes in agency objectives; used to
manage process improvements

HR helps drive agency business decision

on people, data, and insight

. HR strategy is part of agency strategy

 Four Proficiency Levels

BASIC INTERMEDIATE ADVANCED SUPERIOR

1 2 3 4
 Proficiency Level 1:
Basic
Understands basic
principles

Can perform tasks with

assistance and direction

.
 Proficiency Level 2:
Intermediate
Performs routine tasks
with reliable results

Works with minimal

supervision

.
 Proficiency Level 3:
Advanced
Performs complex
and multiple tasks

Can coach or
teach others

.
 Proficiency Level 4:
Superior
Considered as
expert in the task

Can teach and

lead others

.
 Progression Guidepost
Equal
Planning
Responsiveness Innovation Opportunity Documentation
Timeframe
Principles

Database
System Review HR Role Practices
Management
 Responsiveness

• Compliant with CSC and other relevant

Level 1 authorities’ regulations and guidelines

Level 2 • Customized to Agency’s requirements

• Responds to Agency’s requirements in

Level 3 synergy with other HR systems

• Agile, proactively keeps up with Agency’s

Level 4 changing directions
 Innovation

• Compliant with CSC and other relevant

Level 1 authorities’ regulations and guidelines

Level 2 • Innovations to improve system processes

Level 3 • Innovations to support holistic HR approaches

• Innovations to support HR’s value-adding

Level 4 contribution to achievement of Agency’s goals
 Equal Opportunity
Principles
• Compliant with CSC and other relevant
Level 1 authorities’ regulations and guidelines

• Explicit guidelines in applying EOP

Level 2 principles

• Application of EOP guidelines tracked

Level 3 across systems

• Analysis of EOP data used as input to

Level 4 management decision-making
 Planning Timeframe

Level 1 • Less than one year

Level 2 • Short-term (Annual)

Level 3 • Medium term (2-3 years)

Level 4 • Long term (more than 3 years)

 Documentation

• All relevant CSC and DBM/GCG and

Level 1
other HR-related issuances accessible

• Independent system processes

Level 2
documented

• Linkage and integration with other HR

Level 3
systems documented

• Linkage and integration with other

Level 4
organizational systems documented
 Database Management
• Manual records management
Level 1
• Collection of prescribed data requirements

• Computer-based system
Level 2
• Consolidation of data per system

• Human Resource Information System

Level 3 • Analysis of HR data sets to support operational
requirements

• Enterprise Information Management System

Level 4 • Analysis of HR data sets to support policy review
and formulation and strategic planning
 System Review

Level 1 • Compliance monitoring

Level 2 • Process Review: Efficiency

• Process Review: Effectiveness and

Level 3
Linkage of HR systems

• Impact of HR systems to Agency’s

Level 4
performance
 HR Role

Level 1 • Compliance Steward (Administrative Expert)

Level 2 • Customizer/Change Agent

• Partner of management as Employee

Level 3
Champion

• Influencer/adviser on HR strategies to
Level 4
support business decisions (Strategic Partner)
 Practices

• HRMO as process owner is expected to explain

Level 1
system

• HR bodies and Managers/ Supervisors as users are

Level 2
expected to explain system/processes

• Top Management as users are expected to explain

Level 3
their engagement in system implementation

• Everyone is expected to explain the positive

Level 4
outcomes of system implementation
The Four Core HRM
System and Pillars
 Governance Governance Governance Governance
Talent Planning Planning & Performance Planning Planning &
Talent Sourcing M&E Monitoring & Coaching M&E
Talent Selection & Execution Review & Evaluation Implementation
Placement Development Planning
 Pillar Structure
System Indicators

Element 1 Practices Indicators

Competencies Indicators

System Indicators

Pillar Element 2 Practices Indicators

Competencies Indicators

System Indicators

Element 3 Practices Indicators

Competencies Indicators