PROGRAM TO INSTITUTIONALIZE MERITOCRACY AND EXCELLENCE IN HUMAN RESOURCE MANAGEMENT
in the DEPARTMENT OF SOCIAL WELFARE AND DEVELOPMENT
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WHAT IS PRIME-HRM?
WHAT IS PRIME-HRM?
And how does it affect you as an employee of the DSWD?
As an applicant? A client? Or as the general population?
FIRST OF ALL...
FIRST OF ALL...
The Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) is a mechanism of the Civil Service Commission (CSC) that aims to empower government agencies by developing their human resource management competencies, systems, and practices toward HR excellence.
Government agencies are classified according to four maturity levels:
HR assumes personnel function that is mostly separate from agency/business and talent need.
There is a set of defined and documented SOPs established, though it needs improvement. It is characterized by goal-oriented decision making. There is some automated system but little integration of data.
Uses process metrics for continuous improvement, an HR management toolkit, and data-driven decision making. HR function supports agency business needs.
HR processes are focused on continually improving process performance. It is also systematically managed by a combination of process optimization and continuous improvement, which helps to drive agency business decisions on people, data, and insight.
THIS IS WHERE WE ARE RIGHT NOW
THIS IS WHERE WE ARE RIGHT NOW
THIS IS WHERE WE WANT TO BE SOON
THIS IS WHERE WE WANT TO BE SOON
Secretary's corner
Secretary's corner
DSWD_3m_22s_SRTGmessage_PRIMEHRM (1).mp4Last 08 August 2024, Secretary Rex Gatchalian signed a pledge of commitment to advance the agency's overall human resource management systems and processes. The Secretary emphasized the significance of achieving a higher maturity level for PRIME-HRM in the Department.
✨ PRIME HIGHLIGHTS ✨
✨ PRIME HIGHLIGHTS ✨
A look back at PRIME-HRM's activities, milestones, and achievements throughout CY 2024.
Discover what the Competency Enhancement Project is all about and what you can expect from Phase 2.
Now – why does it matter to you whether
DSWD is at Maturity Level III or not? Well. . .
IF YOU ARE A DSWD OFFICIAL OR EMPLOYEE. . .
IF YOU ARE A DSWD OFFICIAL OR EMPLOYEE. . .
With an integrated HR system, we will provide you with more opportunities and services such as:
A complete and all-encompassing information system where all HR services can be accessed
Competency-based performance assessment
Various extensive trainings and non-training interventions such as job rotation, job enrichment, and job enlargement
Career development and promotion planning
Recognition for meritorious performance and service
Quality medical, dental, mental health, and wellness services
Use of HR analytics for data-driven decisions
IF YOU ARE A DSWD APPLICANT. . .
IF YOU ARE A DSWD APPLICANT. . .
With an integrated HR system, our hiring system will sure to:
Ensure an unbiased and streamlined hiring process
Assess you based on your competencies
We have placed the right people in the right roles
Provide a comprehensive and engaging onboarding program
Be inclusive and promote the equal employment opportunity principle
IF YOU ARE A DSWD CLIENT. . .
IF YOU ARE A DSWD CLIENT. . .
With an integrated HR system, we will assure you that:
Our workforce embodies the core values of Maagap at Mapagkalinga, Matapat, and Mahusay
Because we only hire people whose values and attitudes align with the mandate of the DSWDThe social worker assisting you is competent and well-trained
Because we regularly assess the competencies of our workers, capture the gaps, and capacitate them accordinglyAll of us are happy to serve you
Because we take care of our personnel’s mental health and we reward and recognize exemplary performance
IF YOU BELONG TO THE GENERAL POPULATION. . .
IF YOU BELONG TO THE GENERAL POPULATION. . .
With an integrated HR system, and eventually, a strategic HR system, you will see how the DSWD has become:
A leader in transformative social protection and social welfare systems
Instrumental towards empowering our society where the poor, vulnerable, and disadvantaged sections have immediate and equitable access to opportunities for an improved quality of life
Because. . .
The DSWD’s organizational performance has improved; and
The DSWD's workforce competence was enhanced and welfare was assured
To sum it up,
the integration of our HR systems will engender a
M O R E P R O D U C T I V E , S A T I S F I E D W O R K F O R C E &
M O R E R E S P O N S I V E , T R A N S F O R M A T I V E A G E N C Y
which is essential to the attainment of the
DSWD’s strategic goals and visions.
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