JULIUS JAY JR B. DASKEO
Blog entry by JULIUS JAY JR B. DASKEO
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What is the Scope of PRIME-HRM?
The program covers all government offices – National Government Agencies (NGAs), Local Government Units (LGUs), Government-Owned or Controlled Corporations (GOCCs), State Universities and Colleges (SUCs), as well as the regional offices of agencies with Human Resource offices/units. These offices will be referred to herein as an “Agency”. PRIME-HRM involves all Human Resource Management Officers (HRMOs), heads of agencies, supervisors, and rank and file employees.
What are the 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.
What is the coverage of PRIME-HRM?
Assessment of HRM management systems and standards
Assessment of the competency level of agencies HRMOs
Survey of agency HRM climate
Customized technical assistance and developmental interventions according to determined needs of the agency.
Review of decisions made and actions taken (rewards, incentives, performance ratings, leave, benefits, discipline and other matters)
What are PRIME-HRM Stages?
With the guidance of the Assessors, PRIME-HRM gives agencies a reality check on the maturity and proficiency levels for the four core HRM systems. Agencies that shall be subjected to the assessment of its Systems, Practices, and Competencies of the four core HRM systems, namely:
Recruitment, Selection, and Placement (RSP),
Learning and Development (L&D),
Performance Management (PM), and
Rewards and Recognition (R&R)
These four core HRM systems are considered the heart of PRIME-HRM because they cover all the essential people requirements of Attraction, Engagement, Performance, Motivation, and Retention of any organization.
By recognizing these organizational gaps in the areas of practices and systems, key agency stakeholders can then map out strategies that should result in the improvements in their HRM systems and practices.
Assist
During the Assist phase, agencies have access to technical assistance and development interventions based on their needs. PRIME-HRM Assistor will guide agencies in developing their Action Plan, in which they can map out steps on how to improve the agency’s current HRM Systems, Practices, and Competencies. In the case of SDO-Digos City, our PRIME-HRM Assistor is Dir. Richard T. Ortiz, the Provincial Director of CSC in Davao del Sur and Davao Occidental. Moreover, the PRIME-HRM Assistor will also introduce agencies to proper Subject Matter Experts that can help them achieve target maturity levels.
Award
PRIME HRM recognizes agencies that have worked on the four core HRM systems and HRM maturity levels. Agencies found to excel in crafting and implementing HRM systems may be conferred the Certificate of Recognition, Bronze Award, Silver Award, Center for HR Excellence, and the Gold/Seal of HR Excellence Award.
In committing to the best HRM practices, an agency may be given a certain degree of autonomy through accreditation and/or deregulation.
What are the three PRIME HRM Lenses?
Our Schools Division Office shall be assessed using three (3) lenses, namely: systems, practices, and competencies.
Systems Lens
Under the systems lens, the assessor evaluates the indicators pertaining to policies, processes, procedures, tools, and systems that govern an agency’s human resource management. The assessor looks into the existence of documentation, e.g. files that support the HRM system, policies, and procedures. The systems assessment is the “show me part” of the assessment.
Practices Lens
The Practices lens is used to determine the actual implementation of the HRM systems. This is the “tell me” part of the assessment wherein the assessor conducts interviews with the HRM Officer and the other members of the organization tio find out what they are actually doing in the four core HRM systems.
Competencies Lens
Under the competencies lens, the assessor determines the capabilities of the HRM Office using the indicators of the maturity levels.
PRIME-HRM utilizes a maturity levels/indicators model. This means that for each core HRM system, these are progressive levels with indicators per level. Maturity levels/indicators are defined as follows:
A set of structured levels that describe how well the behaviors, practices, and processes of an organization can reliably and sustainably produced desired outcomes.
“Maturity” relates to the degree of formality and the optimization of processes, from ad hoc practices, and formally defined steps, to managed result metrics, and the active optimization of processes.
An assessment tool to assist HR professionals in analyzing the health of their HRM systems in the agencies and in determining the corrective actions that should be taken.
How many Maturity Levels does PRIME HRM have?
There are four (4) maturity levels of PRIME HRM, namely: Maturity Level I – Transactional HRM, Maturity Level II – Process-Defined HRM, Maturity Level III – Integrated HRM, and Maturity Level IV – Strategic HRM. Each of the maturity levels is defined as follows:
Maturity Level I – Transactional HRM
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Process at least documented sufficiently
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Some processes are repeatable, possibly with consistent result
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Personnel function, mostly separate from agency/ business and talent needs
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Line managers perform HR activities as they see best
Maturity Level II – Process-Defined HRM
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Sets of defined and documented SOPs established, subject to improvement over time
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Goal oriented decision making
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Some automated system but little integration of data
Maturity Level III – Integrated HRM
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Use of process metrics for continuous improvement
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HR function supports agency business needs
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Data-driven decision-making
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HR Management Toolkit
Maturity Level IV – Strategic HRM
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Processes focused on continually improving performance
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Systematically managed by combination of process optimization and continuous improvement
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HR helps to drive agency business decision on people data and insight
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HR strategy part of the agency strategy
What is PRIME-HRM Status and Recognition?
PRIME-HRM Status and Recognition is used as tool to recognize agencies with best practices in HRM to motivate them to aspire for excellence. There are five types of PRIME-HRM status and recognition, namely: (1) Level I (Regulated), (2) Level II (Accredited), (3) Level III (Deregulated), (4) Center for Excellence in HRM, and (5) Seal for Excellence in HRM.
Level I (Regulated) – agencies that have not fully complied with the requirements for level II, subjected to regular monitoring by the CSC
Level II (Accredited) – Agencies that are satisfactorily implementing the CSC HRM systems/programs shall be granted Authority to take final actions on appointment.
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.
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
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