Problem Areas and Personnel Management in National,

Local, and GOCC's

 Growth and Development of Personnel/Human Resource Management in the

Philippines
- Personnel or HRM is a relatively new field in the Philippines. It was only in
1950’s that it is gradually gained acceptance and recognition in private
business and industry.

 The Challenges of Managing Human Resources Today

- Changing employee expectation
- Rapidly changing technology
- Emphasis on increased productivity
- New Modalities of Employment – Outsourcing
- Flatter organization
- Fall of the command and control manager

 The Philippine government has continuously introduced and adopted measures to

promote excellence in Human Resource Management (HRM) in the public service.
HR policies and standards have been put in place to guide the government
agencies as they implement their HR systems and processes.

 To ensure the effectiveness of these policies and standards, the need to have a
holistic assessment of the state of HR in the public service had been underscored.
As the central human resource institution of the government, the Civil Service
Commission (CSC) has to provide an overall picture of the competency levels of
the government’s Human Resource Management Officers (HRMOs) and the
performance of the CSC and the government agencies in HR management.

 The assessment of the state of the HRM in the Civil Service was done to provide
an overall picture of HRM in the public service; determine the government
agencies’ HRM practices and conformity with Civil Service policies and standards;
gauge the competency levels of the government’s Human Resource Management
Officers (HRMOs); measure the level of satisfaction of government employees with
regard to their respective agencies’ HR systems; evaluate CSC’s performance in
policy implementation and service delivery; identify strategies in addressing HR
challenges in the public sector; and gather best practices in HRM in the civil
service.

 From the survey results, we can picture the Philippine bureaucracy with its Human
Resource Management in its developing stage. In terms of the agencies’ HRM
practices, low percentages of agency compliance with Civil Service policies and
standards were reflected in performance review and coaching, assessment of
employees’ competencies and identification of development needs, career
 development, evaluation of learning and development programs, and the
implementation of policies on grievance machinery and PRAISE.

 While the basic policies and standards are in place, government agencies still
have to be more proactive in developing their internal rules and their own HR
programs and systems, with more focus on coaching, mentoring, learning and
development. This can lead to higher employee satisfaction.

 What is Personnel / Human Management?

- Defined as the function of management, concerned with promoting and

enhancing the development of work effectiveness and advancement of the
human resources in the organization.

 HUMAN RESOURCE PLANNING

Human Resource Development Plan
o A living document that sets out how learning and development
interventions will support the achievement of organizational strategic
goals and directions.

Human Resource Development Planning

o A process of systematically translating the organization’s strategic goals
into operational levels.

Importance and Functions

o Management needs
o Competence that the workforce needs
o Organizational goals

Importance
o Helps organizations attract and retain talents who have the right tools
and drive to pursue excellent performance and contribute to
organizational effectiveness.

Functions
o To identify the learning and development needs of the personnel
o To prioritize these L&D needs
o To identify appropriate interventions
o To guide the HR unit in aligning individual goals to organizational goals
o To help develop the organization’s workforce to efficiently and effectively
responds to the challenges and changes in public service.
 The vacant position should have a Qualification Standards approved by the Civil
Service Commission. “A Qualification Standard (QS) is the statement of the
minimum qualifications for a position which shall include education, experience,
training, civil service eligibility, and physical characteristics and personality traits
required by the job.” (Sec. 2 Rule 4 of the Omnibus Rules Implementing Book V of
EO 292)

 Performance management is the systematic process by which an agency involves

its employees, as individuals and members of a group, in improving organizational
effectiveness in the accomplishment of agency mission, vision and goals. Pursuant
to Sec. 1 Rule IX of the Omnibus Rules Implementing Book V of EO 292,”There
shall be established performance evaluation systems in every department or
agency of the national or local government, including state universities and
colleges and government owned and controlled corporations with original
charters.”

 The Strategic Performance Management System (SPMS) is a mechanism that

links employee performance with organizational performance to enhance the
performance orientation of the compensation system.  It ensures that the
employee achieves the objectives set by the organization, and the organization,
on the other hand, achieves the objectives that it has set as its strategic plan.