Transforming Public Sector HR:

The PRIME-HRM Approach

VISAYAS CLUSTER HR CONGRESS
August 4-5, 2016
Diversion 21 Hotel, Iloilo City

Victoria F. Esber
Director IV, CSCRO8
 The Administration’s 10-point
socio-economic roadmap for
Human Capital
Investing in human capital
development, including health
and education systems, as well
as matching skills and training to
meet the demands of businesses
and the private sector
PRIME-HRM is…

• a program of assessment,
assistance, and recognition
of HRM excellence using
global HR standards
Rationale for PRIME-HRM
“To elevate public sector human
resource management to a level of
excellence through a process of
assessment, assistance, and
recognition of HRM systems,
competencies, and practices using
HRM maturity level indicators that
are at par with global HR standards”
Rationale for PRIME-HRM
Serves as a search mechanism for best
practices in human resource
management;
Serves as a venue for exchange and
development of expertise in the area of
human resource management
between and among government
agencies;
Rationale for PRIME-HRM
Empowers agencies in the
performance of human resource
management functions; and
Promotes and rewards excellent
human resource management
practices.
Four Core HR Systems
 PRIME-HRM Stages

•Policies and ASSIST •Recognize Proficient

Guidelines Assessors
•Maturity and •Technical •Recognize High
Proficiency Levels Competencies in Performing Agencies
PRIME HRM Core
Functions
•Best/Good Practices
using International

ASSESS Standards
AWARD
 Maturity Levels/ Indicators

Level 1 Level 2
Transactional Process-Defined
HRM HRM

Level 3 Level 4
Integrated HRM Strategic HRM
 10 Levels of Maturity

Level 1: Transactional HRM

Personnel Line
Process at Some function, managers
least processes mostly perform HR
documented are separate activities as
sufficiently repeatable, from
possibly with agency/ they see
consistent best
business
results and talent
needs
11 Levels of Maturity

Level 2: Process-defined
HRM
Sets of defined Some
and Goal-oriented automated
documented decision making system but little
SOPs integration of
established, data
subject to
improvement
over time
12 Levels of Maturity

Level 3: Integrated HRM

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

Level 4: Strategic HRM

Processes Systematically HR helps HR strategy
focused on managed by to drive part of the
continually combination agency agency
improving of process business strategy
process optimization decision
performance and on
continuous people,
improvement data and
insight