The PRIME-HRM program aims to elevate public sector human resource management in the Philippines to global standards of excellence through assessment, assistance, and awarding agencies. It assesses agencies' HRM systems, practices, and competencies in areas like recruitment, performance management, learning and development, and rewards/recognition. Agencies receive customized assistance to address needs identified in assessments and can work towards special awards recognizing HRM achievements. The goal is to improve HRM in government and ensure efficient, effective public service.

1. PRogram to
Institutionalize
Meritocracy and
Excellence in
Human
Resource
Management

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

3. PRIME HRM aims to
1.

4. PRIME HRM aims to
2. Serve as a venue for
exchange and development
of expertise in the area of
human resource
management between and
among government
agencies; 3. Serve as search
mechanism for best
practices in human
resource management

5. PRIME HRM aims to
4. Promote and reward
excellent human resource
management practices

6. ULTIMATE Objective
of PRIME-HRM?
to elevate the HR public sector to a
level of excellence for good
governance and efficient public
service

7. KEY PLAYERS
P
Promote
(YOU ARE THE
PROMOTERS)
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
Agency Head
R
Reinforce
(YOU ARE THE
REINFORCERS)
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
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
They welcome change and look forward to individual and
organizational development
Rank & File

8. PRIME-HRM is all about connecting and
collaborating with one another to make
the program successful.

9. 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.

10. The Four Core HR Systems
 Recruitment, Selection, and
Placement;
 Performance Management;
 Learning and Development; and
 Rewards and Recognition.

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

12. What is Recruitment?
Recruitment is the first phase in
the employment procedure. It is
the process of finding, screening,
and selecting the best qualified for
placement

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

14. How is
recruitment
done?

15. 1
Vacant positions
(Plantilla)
Organizational Needs
(Units)
Prioritize Importance
(Organizational)
Despite present staff
w/c units need more
Is there a Match?
2
*check budget
*QS –larger context
*Organizational. unit
Skills Set
Mix
No
“Di pwede”
“Personality
Set”
Special
Concerns
Matching the new
with the old
Skills Needs
Applicable Unit Needs i.e.
Integrity, thinking, etc.
Publication/PSB
p
Screening
“bars”
Prohibitions
Nepotism
Time (elect. Ban, quasi-nepotism,
Incomplete QS (temporary appointment
Appointment
(Appointing
Authority)
Types/nature
6 mos. Probationary
Period
CSC
RECRUITMENT
“Pwede”
Yes
Publication
“Internal”
Determining staffing needs

17. • A formal procedure done by the
PSB in the evaluation of candidates
for appointment to vacant positions
in the career service
What is Screening?

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

19. 2. Performance
Management
(PM)

20.  ...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

21. 3. Learning and
Development (L&D)

22. 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.

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

24. 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.

25. 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.

26. 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.

27.  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 areas for
enhancement of skills and knowledge of
second level personnel in the career service.

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

29. 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.

30. • 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.

31. 4. Rewards and
Recognition (R&R)

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

33. • 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

34. 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.

35. 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.”

36. 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

37. Budget
• 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.

38.  5% of the HRD funds shall be allocated for the PRAISE
and incorporated in the Agency’s annual work and
financial plan and budget. The 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.

50. PRIME-HRM SELF-ASSESSMENT
ASSESSMENT RESULTS
AGENCY: REGION DATE OF ASSESSMENT
DEPARTMENT OF THE INTERIOR AND LOCAL GOVERNMENT
Region 4-B January 00, 1900
SUMMARY OF ASSESSMENT RESULTS
PRIME HRM Core Areas Level 1 Level 2 Level 3 Level 4
Click the Corresponding HRM Modules to 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%
Competencies Assessment 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%
Competencies Assessment 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%
Competencies Assessment 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%
Competencies Assessment 100% 60% 33% 20%
Practices Assessment 0% 0% 0% 0%
OVERALL ASSESSMENT RATING 60% 40% 18% 15%
CURRENT MATURITY LEVEL LEVEL MATURITY LEVEL TO BE ACHIEVED LEVEL 1
Please perform the additonal assessment for HR Records and other HR Programs under Section 5, 5a & 5b
Section 5 - HR Records Management & Other HR Programs Assessment Rating
Section 5a. HR Records Checklist
Section 5b. Leave Benefit Records