Prime-Hrm Orientation

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.
HRM?
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.
We want quality service.

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 best practices
and serve as a venue for exchange and
development of expertise.
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.
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
•Technical
Competencies in
PRIME HRM Core
Functions
assist
•Best/Good
Practices Using
International
Standards
•Technical
Competencies in
PRIME HRM Core
Functions
award
•Best/Good
Practices Using
International
Standards
What covers the assessment
phase of the PRIME-HRM
•Recruitment, Selection and
Placement
•Learning and Development
•Performance Management
•Rewards and Recognition
What is an HR Maturity Level?
•Describes how well
behaviors, practices and
processes of organization can
reliably and sustainably
produce outcomes
•“maturity” degree of
formality and optimization of
processes
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 II
Level I
Process-Defined
Transactional HRM
HRM
Level III Level IV

Integrated HRM Strategic HRM
Level I Transactional HRM
Process at Some Personnel Line

least processes function, managers
documented are mostly perform HR
sufficiently repeatable, separate activities as
possibly with from they see
consistent agency/ best
result business and
talent needs
Level II Process-defined HRM
Sets of Goal Some

defined and oriented automated
documented decision system but
SOPs making little
established, integration of
subject to data
improvement
over time
Level III Integrated HRM
Use of HR function Data-driven HR

process supports decision- Management
metrics for agency making Toolkit
continuous business
improvement needs
Level IV Strategic HRM
Processes Systematicall HR helps to HR strategy

focused on y managed drive part of the
continually by agency agency
improving combination business strategy
performance of process decision on
optimization people data
and and insight
continuous
improvement
How are my tasks related
to organizational goals?
Strategic HR: HR as part of

agency strategy
HRMO Managers Stakeholders

What Changed?
Before PRIME-HRM Under PRIME-HRM
Certificate Records/HRM 4 Core HRM Maturity Levels

Systems Assessment Systems Assessment
HRMO Competencies
Use of Manual Assessment
Practices Assessment
Assessment Forms
Certificate Records
Assessment
Use of computer assisted

assessment forms
Policy Changes
Current As Enhanced
Only HRMO Head is HRMO as an office is

assessed assessed
Maturity Level 1
Level II Accredited Status Maturity Level 2
Level III Deregulated Status Maturity Level 3
Maturity Level 4
Systems Assessments
Checklist, no weights Practices Assessments
HRMO Competencies
Assessments
Proposed HRMO Role
Future Strategic Focus “HR is shifting from
focusing on the
organization of the
STRATEGIC CHANGED business to
PARTNER AGENT focusing on the
Processes People business of the
organization”.
ADMINISTRATIVE EMPLOYEE
EXPERT CHAMPION
-David Ulrich
Operational People
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
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.
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
Level II (Accredited) – agencies

that 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.
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 sectors.
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, subject to
the recommendation of a Certifying
Board.
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; if
there be any virtue, and if there
be any praise, think on these
things.

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PRIME-HRM

We want to deal with

We want quality service.

Why do these issues

assess assist award

Level III Level IV

Process at Some Personnel Line

Sets of Goal Some

Use of HR function Data-driven HR

Processes Systematicall HR helps to HR strategy

Strategic HR: HR as part of

HRMO Managers Stakeholders

Certificate Records/HRM 4 Core HRM Maturity Levels

Use of computer assisted

Only HRMO Head is HRMO as an office is

-detailed appraisal of the human

-continuing program to assist agencies

-The Commission, upon its initiative or

Level II (Accredited) – agencies

Level III (Deregulated) – agencies

4. Center for Excellence in HRM – a

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