The document outlines the objectives, components, and process of PRIME-HRM, which is a program by the Civil Service Commission of the Philippines to assess and improve the human resource management capabilities of government agencies. The goals of PRIME-HRM include evaluating agency HRM practices, identifying best practices, and providing assistance to agencies. The assessment examines agencies' HRM systems, policies, and HR managers' competencies. Agencies can be recognized at different levels based on their HRM maturity and compliance with standards. The end goal is to promote excellence in HRM across the government.

1. PRIME-HRM
ORIENTATION

2. OBJECTIVES
1. Know what PRIME-HRM is
and to understand its
importance.
2. Discuss the coverage and
components of the PRIME-
HRM.
3. Enumerate the criteria for
accreditation and criteria for
award.

3. 4. Familiarize themselves of
their roles, duties and
responsibilities of the
PRIME-ASSESSMENT Phase.

4. HRM?
PR - ogram to
I - nstitutionalize
M - eritocracy and
E - xcellence
H - uman
R - esource
M - anagement

5. We want fast and
efficient transactions.
We want to deal with
the best employees.
We want quality service.

6. What is wrong?
Why do these issues
persist?

7. PRIME-HRM Rationale
-program that integrates and enhances
the Personnel Management Assessment
and Assistance Program (PMAAP) and
the CSC Agency Accreditation Program
(CSCAAP). It is a mechanism to
continuously capacitate agencies in the
performance of their human resource
management, recognize best practices
and serve as a venue for exchange and
development of expertise.

8. PRIME-HRM Objectives
1. assess HRM practices and capabilities of
agencies.
2. search mechanism for best practices
3. serve as a venue for exchange and
development of expertise of HRM between
and among government agencies.
4. empower agencies in the performance
of HRM functions.
5. Promote and reward excellent human
resource management practices.

9. PRIME-HRM Scope and Coverage
1. assessment of HRM management systems and
standards
2. assessment of the competency level of
agencies HRMOs
3. survey of agency HRM climate
4. customized technical assistance and
developmental interventions according to
determined needs of the agency.
5. Review of decisions made and actions taken
(rewards, incentives, performance ratings,
leave, benefits, discipline and other matters)

10. assess assist award
PRIME-HRM STAGES

11. assess
•Policies and
Guidelines
•Maturity and
Proficiency
Levels

12. assist
•Technical
Competencies in
PRIME HRM Core
Functions
•Best/Good
Practices Using
International
Standards

13. award
•Technical
Competencies in
PRIME HRM Core
Functions
•Best/Good
Practices Using
International
Standards

14. What covers the assessment
phase of the PRIME-HRM
•Recruitment, Selection and
Placement
•Learning and Development
•Performance Management
•Rewards and Recognition

15. What is an HR Maturity Level?
•Describes how well
behaviors, practices and
processes of organization can
reliably and sustainably
produce outcomes
•“maturity” degree of
formality and optimization of
processes

16. What is an HR Maturity Level?
* Assessment tool to assist
HR professionals in
analyzing health of HRM
systems; can indicate
corrective actions.

17. Maturity Levels/Indicators
Level I
Transactional HRM
Level II
Process-Defined
HRM
Level IV
Strategic HRM
Level III
Integrated HRM

18. Level I Transactional HRM
Process at
least
documented
sufficiently
Some
processes
are
repeatable,
possibly with
consistent
result
Personnel
function,
mostly
separate
from
agency/
business and
talent needs
Line
managers
perform HR
activities as
they see
best

19. Level II Process-defined HRM
Sets of
defined and
documented
SOPs
established,
subject to
improvement
over time
Goal
oriented
decision
making
Some
automated
system but
little
integration of
data

20. Level III Integrated HRM
Use of
process
metrics for
continuous
improvement
HR function
supports
agency
business
needs
Data-driven
decision-
making
HR
Management
Toolkit

21. Level IV Strategic HRM
Processes
focused on
continually
improving
performance
Systematicall
y managed
by
combination
of process
optimization
and
continuous
improvement
HR helps to
drive
agency
business
decision on
people data
and insight
HR strategy
part of the
agency
strategy

22. How are my tasks related
to organizational goals?
Strategic HR: HR as part of
agency strategy
HRMO Managers Stakeholders

23. What Changed?
Before PRIME-HRM
Certificate Records/HRM
Systems Assessment
Use of Manual
Assessment Forms
Under PRIME-HRM
4 Core HRM Maturity Levels
Systems Assessment
HRMO Competencies
Assessment
Practices Assessment
Certificate Records
Assessment
Use of computer assisted
assessment forms

24. Policy Changes
Current
Only HRMO Head is
assessed
Level II Accredited Status
Level III Deregulated Status
Checklist, no weights
As Enhanced
HRMO as an office is
assessed
Maturity Level 1
Maturity Level 2
Maturity Level 3
Maturity Level 4
Systems Assessments
Practices Assessments
HRMO Competencies
Assessments

25. Proposed HRMO Role
“HR is shifting from
focusing on the
organization of the
business to
focusing on the
business of the
organization”.
-David Ulrich
Future Strategic Focus
Operational People
PeopleProcesses
STRATEGIC
PARTNER
CHANGED
AGENT
ADMINISTRATIVE
EXPERT
EMPLOYEE
CHAMPION

26. PRIME-HRM Components
1. CHARM (Comprehensive Assistance,
Review and Monitoring)
-detailed appraisal of the human
resource management systems and
standards, management of human
resource records, other systems and
programs, and the competence of
HRMOs

27. PRIME-HRM Components
2. CARE-HRM (Continuing Assistance and
Review for Excellent HRM)
-continuing program to assist agencies
in implementing the recommendations
contained in the CHARM or CARE-HRM
report.

28. PRIME-HRM Components
3. SPEAR (Special Program for Evaluation
and Assessment as Required/Requested
-The Commission, upon its initiative or
upon request of concerned parties
conduct a special assessment on all or
certain areas of an agency HRM.

29. PRIME-HRM Status and Recognition
-used as tool to recognize agencies
with best practices in HRM to
motivate them to aspire for
excellence.
Level I (Regulated) – agencies that
have not fully complied with the
requirements for level II, subjected
to regular monitoring by the CSC

30. PRIME-HRM Status and Recognition
Level II (Accredited) – agencies
that satisfactorily implementing
the CSC HRM systems/programs
shall be granted Authority to
take final actions on
appointment.

31. PRIME-HRM Status and Recognition
Level III (Deregulated) – agencies
which consistently complied with
the Terms and conditions for Level II
shall be granted Authority to take
final actions on appointment and to
implement HR programs and
systems without the need for prior
approval by the CSC.

32. PRIME-HRM Status and Recognition
4. Center for Excellence in HRM – a
recognition conferred by the CSC to
agencies with best practices in
some or all HRM areas, subject to
the recommendation of a Certifying
Board composed of HR
practitioners/experts representing
the various sectors.

33. PRIME-HRM Status and Recognition
5. Seal for Excellence in HRM – the
highest recognition conferred on
institutions or individuals which have
been conferred Center for
Excellence in and/or played pivotal
role in the development/innovation
of three or more HR areas, subject to
the recommendation of a Certifying
Board.

34. Your life today is a
result of your thinking
today.
Your life tomorrow
will be
determined by what
you

35. PHILIPPIANS 4:8
Finally brethren, whatsoever
things are true, whatsoever
things are honest, whatsoever
things are just, whatsoever
things are lovely, whatsoever
things are of good report; if
there be any virtue, and if there
be any praise, think on these
things.