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Prime-Hrm Orientation

The document provides an overview of PRIME-HRM, a program that aims to institutionalize meritocracy and excellence in human resource management. It discusses the objectives and components of PRIME-HRM, which includes assessing HRM practices, providing customized assistance, and recognizing agencies with best practices. PRIME-HRM establishes four levels of maturity for agencies' HRM systems and processes, from transactional to strategic, and outlines the criteria agencies must meet to achieve higher levels of accreditation and autonomy over their HRM.

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327 views

Prime-Hrm Orientation

The document provides an overview of PRIME-HRM, a program that aims to institutionalize meritocracy and excellence in human resource management. It discusses the objectives and components of PRIME-HRM, which includes assessing HRM practices, providing customized assistance, and recognizing agencies with best practices. PRIME-HRM establishes four levels of maturity for agencies' HRM systems and processes, from transactional to strategic, and outlines the criteria agencies must meet to achieve higher levels of accreditation and autonomy over their HRM.

Uploaded by

Love Taka
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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PRIME-HRM

ORIENTATION

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.

4.

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

WHAT IS PRIMEHRM?
PR - ogram to
I
- nstitutionalize
M - eritocracy and
E - xcellence
H - uman
R - esource
M - anagement

We want fast and


efficient
transactions.
We want to deal with
the best
employees.

What is wrong?
Why do these issues
persist?

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

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

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)

PRIME-HRM
STAGES
assess assist award

Policies and
Guidelines

assess

Maturity and
Proficiency
Levels

assist

Technical
Competencies
in PRIME HRM
Core Functions
Best/Good
Practices
Using
International
Standards

award

Technical
Competencies
in PRIME HRM
Core Functions
Best/Good
Practices
Using
International
Standards

What covers the


assessment phase of
the PRIME-HRM
Recruitment, Selection
and Placement
Learning and
Development
Performance
Management

What is an HR Maturity
Level?
Describes how well
behaviors, practices and
processes of organization
can reliably and
sustainably produce
outcomes
maturity degree of

What is an HR Maturity
Level?
* Assessment tool to

assist HR
professionals in
analyzing health of
HRM systems; can
indicate corrective
actions.

Maturity
Levels/Indicators
Level I
Transactional
HRM

Level II
ProcessDefined HRM

Level III
Integrated HRM

Level IV
Strategic HRM

Level I Transactional HRM


Process at
least
documente
d
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

Level II Process-defined HRM


Sets of
defined
and
documente
d SOPs
established
, subject to
improveme
nt over
time

Goal
oriented
decision
making

Some
automated
system but
little
integration
of data

Level III Integrated HRM


Use of
process
metrics for
continuous
improveme
nt

HR
function
supports
agency
business
needs

Datadriven
decisionmaking

HR
Manageme
nt
Toolkit

Level IV Strategic HRM


Processes
focused on
continually
improving
performanc
e

Systematic
ally
managed
by
combinatio
n of
process
optimizatio
n and
continuous
improveme
nt

HR helps
to drive
agency
business
decision
on people
data and
insight

HR
strategy
part of the
agency
strategy

How are my tasks


related
to organizational
goals? HR: HR as
Strategic
part of
agency strategy
HRM
O

Manager
s

Stakeholder
s

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

Policy Changes
Current

As Enhanced

Only HRMO Head is HRMO as an office


is assessed
assessed
Maturity Level 1
Level II Accredited
Maturity Level 2
Status
Maturity Level 3
Level III Deregulated
Maturity Level 4
Status

Checklist, no weights

Systems Assessments
Practices Assessments
HRMO Competencies
Assessments

Proposed HRMO Role


Future Strategic
Focus

STRATEGIC
PARTNER

CHANGED
AGENT
People

Process
es

ADMINISTRAT
IVEEXPERT

EMPLOYEE
CHAMPION

Operational People

HR is shifting
from focusing
on the
organization of
the business to
focusing on the
business of the
organization.
-David Ulrich

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

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.

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.

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

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.

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

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

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,

Your life today is a


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

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;

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