Name: Airee Glenis B. Labad ID No.

: 521226

Course: MPA 467 - Human Resource Management

Details: Tomorrow never comes, it is always today. (e-buddism.com) Human Resource

Maturity is an assessment tool to assist Human Resource Professionals in analyzing health
of HRM system. In your respective agency, describe and analyze your level of HR Maturity.

Case: Human Resource Maturity Level of the Provincial Government of Davao del Norte

Background: HR Maturity describes how well behaviors, practices and processes of

organization can reliably and sustainably produce outcomes “maturity” degree of formality
and optimization of processes. It is an assessment tool to assist HR professionals in
analyzing health of HRM systems; can indicate corrective actions. PRIME-HRM OBJECTIVE
is Elevating the HR public sector to a level of excellence for good governance and efficient
public service.

1. Transactional HRM – HR assumes personnel function that is mostly separate from

agency/business and talent needs

2. Process-Defined HRM – 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.

3. Integrated HRM – Uses process metrics for continuous improvement, an HR

management toolkit, and data-driven decision making. HR function supports agency
business needs.

4. Strategic HRM – HR processes are focused on continually improving process

performance. It is also systematically managed by a combination of process
optimization and continuous improvement. At this level, HR helps to drive agency
business decision on people, data, and insight. HR strategy is already part of the
agency strategy.

Level IV- Strategic HRM

Level III-Integrated HRM

Level II-Process-Defined Provincial

HRM Government of
Davao Del Norte
Level I-Transactional
HRM

Fig.1 Maturity Level of PLGU Davao del Norte

Level II (Accredited) as defined in the MC No. 3, s. 2012 - Program to Institutionalize
Meritocracy and Excellence in Human Resource Management (PRIME-HRM) is a level
where agencies satisfactorily implementing CSC human resource management
systems/programs shall be granted Authority to take final action on appointments.

In 2019, the Provincial Government of Davao del Norte received a PRIME-HRM Bronze
Award from the Civil Service Commission for having achieved the Level II Accreditation
in running human resource management (HRM) systems. Davao del Norte has met the
PRIME HRM Level 2 Maturity Indicators in the Systems, Practices, and Competencies of
four Core HRM Systems.

The HR Mechanisms involved in the overall assessment rating for Competencies includes
the Recruitment, Selection and Placement, Learning and Development, Performance
Management and Rewards & Recognition. The Province had to pass the assessment on
four (4) pillars with HRMO competencies assessment on Governance, Talent Planning,
Talent Sourcing, Talent Selection and Placement (Hiring and Onboarding Aspects), Planning
and M&E, Execution, Performance Planning & Commitment, Performance Monitoring &
Coaching, Performance Review and Evaluation, Development Planning, Implementation and
Execution. Level II also means that an agency has sets of defined and documented SOPs
established, subject to improvement over time; goal oriented decision-making; and some
automated system but little integration of data.

The Province currently has an automated system called Human Resource Information
System (HRIS). It has features involving employee Attendance (Daily Time Record, Leave
Administration, Pass Slip, PTLOS); Strategic Performance Management System (SPMS);
and the Learning & Development where employees can do their self-Assessment in
competency profiling.

Fig. 2 PLGU Davao del Norte Human Resource Information System (HRIS)
 Fig. 3 PLGU Davao del Norte Human Resource Information System (HRIS) Features

Shown in Figure 2 are features of the Human Resource Information System highlighting the
implementation of the Strategic Performance Management System (SPMS) in the Province
gives equal opportunity in managing and monitoring of performance of the management and
respective employees and ensures that each employee deliver results and improve
performance. The Human Resource in a bigger picture is partners of the management in the
attainment of its vision, mission, objectives and development thrust. The SPMS provides
regular analysis of the individual achievements and identification of competency gaps. With
these gaps, the learning and development needs are easily prioritized.

As a conclusion, the aforementioned HR Mechanisms involved in the overall assessment is

essential in evaluating an agency’s level of maturity. Mukerjee (2016) stated that as an
organization begins to transform, understanding the current maturity level is crucial to
contextualize technological adoption and integrate learning and management processes to
create better employee experiences. A clear understanding of HR’s current maturity level
helps organizations reassess their position and create a growth strategy that aligns with their
needs.