PRIME HRM

1. PRogram to
Institutional
ize
Meritocracy
and
Excellence in
Human

2. is a mechanism designed to help ELEVATE
of HRM systems, practices and competencies
using HRM maturity level indicators that meet
global standards.
public sector human resource management to a
level of excellence through a process
of
Assistance
Awarding
Assessment

3. PRIME-HRM aims to
EMPOWER

4. PRIME-HRM aims to
Serve as a venue for
exchange and development
of expertise in the area
of human resource
management between and
among government
agencies;
Serve as search
mechanism for best
practices in human
resource management

5. PRIME HRM aims to
Promote and reward
excellent human
resource
management
practice
s

6. KEY PLAYERS
P
R
Promote
(YOU ARE THE
PROMOTERS)
Reinforce
(YOU ARE THE
REINFORCERS)
Promote the need to elevate their HR public
sector to a level of excellence for good
governance and for efficient and effective
public service.
They champion change
Review and reinforce the work of their
internal teams to ensure that they are
aligned towards improving their HR systems
and achieve their agency mandate
They take care of quality assurance
Agency Head
I
Implement
(YOU ARE THE
IMPLEMENTORS)
Implement improvement in systems, policies and
standards
to develop and strengthen their internal HR
systems.
They ensure availability of key support
systems and collaborate with relevant
stakeholders to help accomplish their goals
HRMO
M
Move
(YOU ARE THE
MOVERS)
Move their teams towards change for the better.
They recognize the strengths and opportunities
of their
people and lead them towards transformation
Line
Managers
E Embrace
(YOU ARE THE
ENABLERS)
Embrace change and aspire for their own
development
Rank & File

7. 3 STAGES OF PRIME-HRM
ASSESS
CSC will assess the maturity level of an
agency’s competencies, systems, and
practices in four HRM Systems.
ASSIST
PRIME-HRM provides customized
technical assistance and development
interventions according to
determined needs of the agency
AWARD
Agencies may vie for special awards and
citations, such as being a Center of HR
Excellence or the Seal of HR Excellence.

8. THE FOUR CORE
HR SYSTEMS
 Recruitment, Selection,
and Placement;
 Performance Management;
 Learning and Development;
and
 Rewards and Recognition.

9. 1.
Recruitment
, Selection
and
Placement
(RSP)

10. Rationale and
Objective
Effective recruitment
in government service
is important because it
will spell and ensure
quality performance,
quality public service,
and strong employment

11. Background Investigation*
Panel Interview
Essay
Group Dynamics
Emotional Quotient Test
Final Interview

12. 2. Performance
Management
(PM)

13.  ...is a set of processes for establishing a shared
understanding of:
1. WHAT WILL BE ACHIEVED (goals)
2. HOW IT WILL BE ACHIEVED
3.and MANAGING PEOPLE in a way that
will increase the probability that it will
achieved.
It is a mechnism to address the demand to produce
tangible results
The PMS is a means to professionalize the Civil
Service

14. 3. LEARNING AND
Development (L&D)

15. WHY DEVELOPMENT/ CAPACITY-BUILDING?
• Section 1 of Rule VIII of the Omnibus Rules
Implementing Book V of Executive Order No. 292
and Other Pertinent Civil Service Laws states that
every official and employee of the government is
an asset or resource to be valued, developed and
utilized in the delivery of basic services to the
public. Hence, the development and retention of a
highly competent and professional workforce in
the public service shall be the main concern of
every department or agency.

16. • Sec. 23 – to enable employees
and officials to contribute
meaningfully to organizational
performance or productivity

17. HOW IS THIS DONE?
⦿Every department or agency shall
establish a continuing program for career
and personnel development for all
agency personnel at all levels, and shall
create an environment or work climate
conducive to the development of human
resource skills, talents and values for
better public service.

18. ◾Each Department or agency shall include a
specific budgetary allocation for human
resource development purposes. At least
5% of the annual budget shall be set aside
for this purpose.

19. CAPACITY BUILDING PROGRAMS
◾Induction Program – refers to the program of
new entrants in government to develop their
pride, belonging and commitment to public
service.
◾Orientation Program – refers to activities and
courses designed to inform new employees about
agency/government programs, thrusts and
operations as well as their duties , responsibilities
and benefits.

20. ◾Re-orientation Program – refers to courses
designed to introduce new duties and
responsibilities, new policies and programs to
employees who have been in the service for
quite sometime.
◾Professional/Technical/Scientific Program –
refers to substantive programs in specific
professional/technical/scientific
enhancement of skills and
areas for
knowledge of
second level personnel in the career service.

21. • Employee Development Program –
courses aimed at maintaining a high
refers to
level of
competence on basic workplace skills among
employees in the first level in the career service.
Development Program –
• Middle Management
refers to a set or series of planned
interventions and training
human
courses
resource
designed to provide division chiefs and other
officials of comparable rank with management
and administrative skills and to prepare them for
greater responsibilities.

22. ⦿Values Development Program – refers to courses
which are designed to enhance and harness the
public service values of participants to be effective
government workers.
⦿Pre-retirement Program – refers to courses which
are intended to familiarize would-be retirees on the
government retirement plans and benefits as well
as available business opportunities or other
productive options/pursuits.

23. • Executive Development Program - refers
to activities and experiences, and continuing
education intended to enhance the managerial
skills of government officials or executives who
belong to the third level.

24. 4. REWARDS AND
Recognition (R&R)

25. • Why rewards and recognition?
 Powerful tool for employee motivation
and performance improvement
 Key factor in retaining top performing
workers

26. • Why rewards and recognition?
 Powerful tool for employee motivation
and performance improvement
 Key factor in retaining top performing
workers
 Boost the employee’s morale and self-
esteem

27. TYPES OF REWARDS AND
RECOGNITION
• Monetary
 cash bonuses, additional allowances, gift
certificates
• Non-Monetary
 formal and informal acknowledgement,
assignment of more enjoyable job duties,
opportunities for training, and an
increased role in decision-making.

28. HOW IS REWARDS AND RECOGNITION
DONE?
 Rule X Section 1 of Book of Executive Order 292
and amended Omnibus Rules state that,
“Each department or agency of government, whether
national or local, including bureaus and agencies, state
colleges and universities, and government-owned and
controlled corporations with original charters, shall
establish its own Department or Agency Employee
Suggestions and Incentives Award System in accordance
with these Rules and shall submit the same to the
Commission for approval.”

29. INCENTIVE
AWARDS
• Performance incentive
• Length of Service
• Productivity Incentive
• Retirement Award
• Year-end-Benefits or Thirteenth Month Bonus
Plus and Cash Gift
• Other monetary award

30. BUDGE
T
• Each department or agency shall set
aside in its annual budget the necessary
appropriations to cover whatever
necessary expenses that will be incurred
in the granting of both monetary and
non-monetary awards.

31. ⦿5% of the HRD funds shall be allocated for the PRAISE
and incorporated in the Agency’s
financial plan and budget. The
annual work and
PRAISE shall be
institutionalized through the creation of a PRAISE
Committee in all agencies of the government.
⦿Agencies shall submit their PRAISE and its subsequent
amendments to the CSC Regional Offices or Field Offices
who shall provide technical assistance and ensure proper
implementation. An annual PRAISE report shall be
submitted by the agency to the CSCRO concerned on or
before the 30th day of January to enable their employees
to qualify for nomination to the CSC sponsored national
awards.

43. AGENCY: REGION DATE OF ASSESSMENT
DEPARTMENT OF THE INTERIORAND LOCAL GOVERNMENT
Region4-B January 00, 1900
SUMMARY OF ASSESSMENT RESULTS
PRIME HRM Core Areas Level 1 Level 2 Level 3 Level 4
Clickthe CorrespondingHRM Modulesto go to sections Assessment Rating Assessment Rating Assessment Rating Assessment Rating
Section 1 - RECRUITMENT, SELECTION AND PLACEMENT
Rating 68% Rating 46% Rating 16% Rating 14%
System Assessment 100% 69% 38% 31%
CompetenciesAssessment 55% 41% 8% 9%
Practices Assessment 0% 0% 0% 0%
Section 2 - PERFORMANCE MANAGEMENT
Rating 62% Rating 36% Rating 22% Rating 22%
System Assessment 75% 67% 23% 33%
CompetenciesAssessment 67% 39% 45% 42%
Practices Assessment 0% 0% 0% 0%
Section 3 - HRD (Learning & Development)
Rating 41% Rating 29% Rating 8% Rating 7%
System Assessment 59% 55% 13% 31%
CompetenciesAssessment 41% 45% 23% 9%
Practices Assessment 0% 0% 0% 0%
Section 4 - REWARDS AND RECOGNITION
Rating 69% Rating 48% Rating 28% Rating 16%
System Assessment 80% 80% 60% 40%
CompetenciesAssessment 100% 60% 33% 20%
Practices Assessment 0% 0% 0% 0%
OVERALL ASSESSMENT RATING 60% 40% 18% 15%
CURRENT MATURITYLEVEL LEVEL MATURITYLEVEL TO BE ACHIEVED LEVEL 1
Please perform the additonalassessment for HR Records and other HR Programs underSection 5, 5a & 5b
Section5 - HR RecordsManagement& Other HR Programs Assessment Rating
Section5a. HR Records Checklist
Section5b. Leave BenefitRecords
PRIME-HRM SELF-ASSESSMENT
ASSESSMENT RESULTS