Frequently Asked Questions

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?

Assess

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.

What is a PRIME-HRM Maturity Level?

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

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

Maturity 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

Maturity Level III – Integrated HRM

Use of process metrics for continuous improvement
HR function supports agency business needs
Data-driven decision-making
HR Management Toolkit

Maturity Level IV – Strategic HRM

Processes focused on continually improving performance
Systematically 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

What is the current maturity level of Department of Education Digos City Division during the Agency’s Self-Assessment?

Department of Education Digos City Division is half-way between Maturity Levels I and II when assessed by PRIME HRM Committee last April 4, 2022 and is pursuing its application for Maturity Level II during this Calendar Year 2022.

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

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