LET’S SHAKE HANDS

 Shuffle Handshake
 Butterfly Handshake
 Popcorn Handshake
 Wind-up Toy Handshake
 Cow Handshake
 HUMAN RESOURCES ORGANIZATIONAL DEVT
 Managing the hiring, retention and  Objective is to improve organizational
performance processes effectiveness / help people function
better within an organizational context
 Administration of employees’
benefits  Improvement of an organization’s
internal capacity to meet its current
 Training and development strategies
and future requirements
 Ensuring legal compliance,
 Develops the agency’s rank and file
enforcing policies and procedures
employees  human capital affects
 Working towards equity & diversity organizational success
 Promoting workplace health &  Commitment building –strategies to
safety enhance employees’ commitment to
 HR system and/or processes can be the organization
customized to meet an agency’s  Helps the LGU develop a competitive
needs advantage so that it becomes a
 HR functions/activities – successful, performing, and award-
transactional activities that can be winning LGU
handled within the office vs HR
practices –implementation of an HR
strategy comprised of systems that
have the greatest impact on the
workplace and organization
HUMAN RESOURCES VS ORGANIZATIONAL DEVT

No matter the differences between the two,

both have the same ultimate goal:
Improve the performance and output of the
organization by developing and supporting
employees, and by institutionalizing the
right processes and programs
Maximize and enhance existing resources +
tap new resources towards this end
RSP (RECRUITMENT SELECTION AND PROCESS)
Policies and/or processes are customized to the
agency’s requirements
Equal employment opportunity principles for men
and women at all levels, regardless of gender,
disability, civil status, religion, etc. provided they
meet the minimum requirements of the positions
Most qualified and suited applicants to the positions
are the ones hired which result to optimum outputs
for the management of the LGU
RSP (RECRUITMENT SELECTION AND PROCESS)
 LGU Odiongan’s best practices:
Activation of Personnel Selection Board
Written exam, interviews
Prioritization of qualified insiders (promotion first
before accepting applicants from outside)
PMS (PERFORMANCE MANAGEMENT SYSTEM)
Policies and/or processes are customized to meet
agency’s requirements
Application for equal opportunity principles in the
implementation of PMS. Targets and measures
should be responsive to the employees’ capacity to
perform
To ensure that all employees become performing
assets
Impact: will enable the LGU to initiate remedial
measures to achieve better work performances of
its employees
 L & D (LEARNING AND DEVELOPMENT)
 Continuous enhancement of knowledge of the total
workforce of the LGU in pursuance of its commitment to
service excellence
 L&D also provide training support to the agency’s
employment practices and employee development for
higher responsibilities and managerial roles
 To close the gaps in the performance of duties and
functions through career development and other learning
interventions
 L & D (LEARNING AND DEVELOPMENT)
 Impact: after application of various tools of career
development (e.g. trainings, seminars, workshops, skills
trainings, coaching and mentoring, giving of
scholarships), employees are expected to perform better.
 Better performance = success of the LGU’s delivery of
public services
L & D (LEARNING AND DEVELOPMENT)
 LGU Scholarship Programs
 Master’s Degree for teachers
 Master’s Degree for LGU employees
 Completion of bachelor’s degree for LGU employees
 Trainings for Employees
 Vision-Mission and Goals Setting at start of year
 Financial Management, Mastery of Emotions
 Project Proposal Writing
R & R (REWARDS AND RECOGNITIONS)
 Rewards and recognizes the best performers which
motivate other employees to perform better
 They are motivated to work and perform better
because their actions or their work attitudes are
given fair recognition
 Impact: to sustain their interest and enthusiasm to
produce extraordinary outputs and innovative ideas
 R & R (REWARDS & RECOGNITIONS)
 LGU Odiongan conducted an Awards Night
recognizing municipal officials and
employees for a job well done in the
performance of their duties
 Loyalty Awards for those who have served
the LGU for 20, 25, 30, 35 and 40 years
 Service Award for retired municipal
employees
 Best Performer - Plaque of Recognition to
the municipal employees who have
helped to win provincial, regional, and
national awards for the LGU. We also put
tarps around the municipality recognizing
their efforts
R & R (REWARDS AND RECOGNITIONS)
 Monthly raffle for employees with perfect attendance at
the flag raising and flag retreats (Mondays & Fridays)
OTHER HRD PROGRAMS
 Summer Team-Building of
municipal officials and
employees to give them time
to unwind and relax  we
prioritize traveling around
Romblon to give employees
renewed appreciation of our
own islands
 Annual CSC Monthly
celebration (Family Day)
during September
 Conduct of at least one social
activity in a year (tree
planting/clean-up drive)
OTHER HRD PRORGAMS
 Good Samaritan Program (Adopt a Child) - conducted every
December before Christmas
 Municipal officials and employees volunteer as
sponsors/donors who share their blessing to the less
fortunate children from different barangays in the
municipality, gifting them clothes and toys and groceries
OTHER HRD PROGRAMS
Health and Wellness Program :
 Alkansya Program - Employees are
required to put some savings into
their alkansya regularly. These can
only be opened in December (in
time for Christmas!)
 Zumba sessions 4x a week for
healthy lifestyle
 “Malusog na Empleyado,
Katuwang ng Bayan Sa Pag –
asenso” - Employees performing
hazardous work have a check-up
at the RHU. If found not fit to
continue working in the area of
assignment, he will be re-assigned
elsewhere until fully recovered
 WHAT IS THE WHY?
 WHY = reason for existing and for
doing things
 HOW = your values or principles that
bring your WHY to life
 Do you live to enjoy or do you live to
inspire?
 Do you have direction in your life
 Are you living a life of no
regrets?
 When you have a purpose you
approach life differently The Golden Circle by Simon Sinek
LAW OF DIMINISHING MARGINAL UTILITY
“As a consumer consumes more
and more units of a specific
commodity, the utility from the
successive units goes on
diminishing”.

“The additional benefit which a

person derives from an increase
of his stock of a thing diminishes
with every increase in the stock
that already has”.

Mr. H. Gossen (German economist, 1854) + Alfred Marshal

EVOLUTIONARY HAPPINESS

[Gary Becker and Luis Rayo (Evolutionary Efficiency and Happiness,

Journal of Political Economy, 2007)]
WHY IS IT SO HARD TO BE HAPPY?
 We are always comparing what we have with something else
 With social media, we are now comparing ourselves to
everybody else in the world
 Digital in 2017 Report:
 Half of the world is now online (3.77B users)
 Philippine social media penetration rate: 58% (compared to 47%
average in Southeast Asia)
 Mobile platform: 38% of all web traffic
 Filipinos spent an average of 4 hours 17 minutes per day on social
media sites such as Facebook, Snapchat, and Twitter [Brazil: 3hrs
43mins; US: 2hrs 6secs; Japan: 40 mins].
SOME INSIGHTS
 Try to look at employees in a wholistic sense
 Acknowledge that it is difficult for a person to be an effective
and efficient employee if he/she faces many personal
problems and struggles
 Motivation is key
 Conduct an assessment of training and learning needs
 Develop your officials’ knowledge and interest in HR and OD
 Develop department heads into department managers
SOME INSIGHTS
 Incentives don’t always have to be monetary –
Recognition goes a long way
 Learn from other LGUs and agencies
 Utilize and maximize technology
The Blue Hole
- Tabas Island, Romblon
- The first documented in the
Philippines
GOING BACK TO THE “WHY”
3 + 3 = 6 OR 33 = 9?
THE POWER OF THE COEFFICIENT  SYNERGY

HOW DO HRMPs MAXIMIZE, TAP, ENHANCE, AND

SUPPORT THE TALENTS, SKILLS, CAPABILITIES,
AND MOTIVATIONS OF EMPLOYEES TO ACHIEVE
OPTIMUM GAINS FOR OUR RESPECTIVE
ORGANIZATIONS?
HOW DO WE BECOME OUR BEST?