Prepared by:

Gian Carlo L. Nañasca

STRENGTHS
• Standardization
• Meritocracy
• Long-term Stability
• Established Procedures
WEAKNESSES
• Lengthy Process
• Rigidity
• Bureaucratic Red Tape
• Limited Innovation
OPPORTUNITIES
• Digital Transformation
• Diversity and Inclusion
• Talent Pool Expansion
• Succession Planning
THREATS
• Brain Drain
• Negative Perception
• Competing with the Private Sector
• Skill Gap
ALTERNATIVE COURSES OF ACTION

1. Digital Transformation and Streamlining

2. Diversity and Inclusion Initiatives
3. Collaboration and Talent Pipeline Development
Digital Transformation and Streamlining
a. Implement modern technology and online platforms to
streamline the bureaucratic hiring process, reducing
paperwork and processing time.
b. Introduce applicant tracking systems to efficiently
manage candidate applications and provide real-time
updates to candidates.
c. Invest in user-friendly interfaces for job postings and
application portals, enhancing the candidate
experience and encouraging more applications.
Diversity and Inclusion Initiatives
a. Develop and enforce policies that promote diversity
and inclusion in the government workforce,
including targeted outreach to underrepresented
groups.

b. Establish diversity goals and metrics to measure

progress and hold departments accountable for
improving representation at all levels.

c. Conduct bias training for hiring managers and

interview panels to ensure fair and unbiased candidate
evaluations.
Collaboration and Talent Pipeline
Development
a. Collaborate with educational institutions and
industry partners to identify emerging skills and
establish relevant training programs to bridge skill
gaps.
b. Create internship and mentorship programs to
nurture young talent and encourage them to
consider careers in the government sector.
c. Develop a robust succession planning framework to
identify high-potential employees and provide
them with opportunities for professional growth
and advancement.
 Plan of Action
Activity Person Responsible Time Frame
Develop a diversity and Diversity Team Two Weeks
inclusion policy
Conduct diversity HR Team One Week
training for HR staff
Identify HR Team Three Weeks
underrepresented
groups
Outreach to Outreach Team One Week
underrepresented
communities
Set diversity goals and Diversity Team Three Days
metrics
Implement blind Recruitment Team Three Days
recruitment practices
Implement diverse HR Team One Day
interview panels
Monitor and report Diversity Team One Week
diversity progress
Conduct bias training HR Team Two Weeks
for hiring managers
Establish employee Diversity Team Three Weeks
resource groups
Promote diversity in Leadership Team One Week
leadership positions
 Benefits of the Alternative
Courses of Actions and
Recommendations to
Streamline the Recruitment
Process for Optimal Results