Transcript
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PRIME-HRM ACTION PLAN Municipal Government of San Pascual, Batangas

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Stating the Goal

STEP 1

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What is the purpose of drafting this action plan?

To accelerate HR maturity levels in the agency from transactional to process-oriented by time and logical approach in the short (3-yrs) term.

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Determining the Current State (REALITY)

STEP 2

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What is the overall assessment rating per level?

62%RSPPMS

L & DR & R

0% 20%

40%

60%

80%

100%

HR Assessment

Average CompetencySystem

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What is our Current Maturity Level for all of the 4 Core HR Systems?

Transactional

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What is the indicated Target Maturity Level for the Agency?

Transactional

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What Maturity Level do we want to target for the Agency. Why?

Process-Oriented (Level 2) within the next 3 years.

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Which Core HR System/s are we strong at given our current maturity level?

Recruitment, Selection & Placement

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Which Core HR System/s do we need improvement on given our current maturity level?

Performance Management System

Rewards & Recognition

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Which Core HR System/s do we want to prioritize given our current maturity level and our target maturity level? Why?

Performance Management System

Rewards & Recognition

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What is our prioritization of the 4 Core HR Systems?

1. Performance Management System2. Rewards & Recognition3. Learning & Development

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Of the HR System/s we want to prioritize, which lenses do we need improvement on? Systems or Competencies?

Competencies for PMS

System for R&R

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Mapping out the Action Plans (OPTIONS & WAY FORWARD)

Step 3: Mapping out the Action Plans (OPTIONS & WAY FORWARD)STEP 3

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TARGET LENSES: SYSTEM

TARGET HR SYSTEM: RECRUITMENT, SELECTION, PLACEMENT

WE WANT PUBLIC SERVANTS!

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Rewards & Recognition (SYSTEM)RECOMMENDED ACTION

DETAILED ACTIVITIES RESPONSIBILITIES

Action Step 1:Establishment of a functional PRAISE committee

Activity 1: Secure support from the LCE and other department heads by emphasizing the benefits of the PRAISE;

HRMO

Activity 2: LCE selects PRAISE members thru an issuance of an Administrative Order

LCE

Activity 3: PRAISE convenes and deliberates over its scope, functions and rules.

PRAISE

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Rewards & Recognition (SYSTEM)RECOMMENDED ACTION

DETAILED ACTIVITIES RESPONSIBILITIES

Action Step 2:Customization of annual budget to finance R & R activities

Activity 1: HRMO recommends R&R activities for PRAISE review;

HRMO

Activity 2: PRAISE determines funding requirements for R&R subject to legal impositions;

PRAISE

Activity 3: LCE approves PRAISE action plan for budget authorization;

LCE

Activity 4: Sangguniang Bayan authorizes inclusion to annual or supplementary budget

SB

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Rewards & Recognition (SYSTEM)TIMELINE RESOURCES POTENTIAL BARRIERS

3rd quarter of 2015

1st semester (HR planning for fiscal matters)

A. Resources Available: • COA dispute

Legal, Rank-and-File support

• Lack of political will

B. Resources Needed: • Unfair criterion

Political Will, Ethical, • Political intervention

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Rewards & Recognition (SYSTEM)COMMUNICATION PLAN

VERIFICATION/ SUCCESS INDICATORS

EVALUATION PROCESS

• LCE issues Administrative Order

• PRAISE issues Resolution

• HRMO issues Memoranda

PRAISE organized and activePRAISE action plan communicated

• Employee feedback

LCE approves action • Program continuity

HRMO announces R&R program

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Rewards & Recognition (Competency)RECOMMENDED ACTION

DETAILED ACTIVITIES RESPONSIBILITIES

Action Step 1:

Capability Building of PRAISE and Secretariat

Action Step 2:

Reinforce competency requirements of employees about R&R awards

Activity 1: Identify skill and knowledge gaps of PRAISE and secretariat;

HRMO

Activity 2: Funding for training;

PRAISE

Activity 3: Coordinate with external support (CSC);

HRMO

Activity 4: Cascade information to employees

Secretariat

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Rewards & Recognition (Competency)TIMELINE RESOURCES POTENTIAL BARRIERS

4th Q A. Resources Available: • Passivity

Legal, Knowledge Source

• Funding

B. Resources Needed: • Uncooperative behavior

Financial, Time (Prioritization)

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Rewards & Recognition (COMPETENCY)

COMMUNICATION PLAN

VERIFICATION/ SUCCESS INDICATORS

EVALUATION PROCESS

• HRMO outlines gaps and recommends training needs

• LCE/PRAISE resolves training needs

• HRMO requests CSC assistance

• Competencies of R&R defined thru PRAISE resolution

• 100% of PRAISE and secretariat trained

• Issuance of agency competency model for R&R awardees

• Employee feedback

• Employee awareness of R&R criterion

• Program continuity

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Performance Management (System)RECOMMENDED ACTION

DETAILED ACTIVITIES RESPONSIBILITIES

Action Step 1:Functional PMT formed and active

Action Step 2:Annual Investment plan & budget integrated for unit and individual plans

Activity 1: LCE commitment to support PMS

HRMO

Activity 2: LCE forms PMT thru AO;

LCE

Activity 3: PMT to hold discussion with unit heads;

PMT/Secretariat/Heads

Activity 4: Unit heads submit to PMT targets for plan integration

Heads/Secretariat

Activity 5: PMT consolidates for LCE approval to integrate with AIP and Annual Budget

LCE/PMT/Finance Committee

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Performance Management (System)TIMELINE RESOURCES POTENTIAL BARRIERS

3rd Q (PMT formation)

1st Q following year (target setting)

A. Resources Available: • Political Will

Legal, Human • Election Period

B. Resources Needed: • Uncooperative behavior

Financial, Time (Prioritization), Political

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Performance Management (System)COMMUNICATION PLAN

VERIFICATION/ SUCCESS INDICATORS

EVALUATION PROCESS

• LCE issues AO• PMT issues memo to

unit heads• Approved targets

documented for HR and Planning use

• AO issued by LCE

• Targets setting defined thru AIP/Annual Budget

• Performance evaluation conducted semi-annually

• Employee awareness of targets

• Targets set reflect as planned by PMT

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Performance Management (Competency)RECOMMENDED ACTION

DETAILED ACTIVITIES RESPONSIBILITIES

Action Step 1:Capability Building of PMT, Secretariat and Unit Heads

Action Step 2:Identify agency competencies for documentation

Action Step 3Cascade competency model to employees

Activity 1: Identify skill and knowledge gaps of PMT, heads and secretariat;

HRMO

Activity 2: Funding for training;

HRMO/Finance

Activity 3: Coordinate with external support (CSC);

HRMO

Activity 4: Identify agency competencies and draft model;Activity 5: Secure LCE approval for implementationActivity 6: Conduct employee orientation

PMT/Heads/Secretariat

PMT

HRMO/employees

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Performance Management (Competency)TIMELINE RESOURCES POTENTIAL BARRIERS

4th Q A. Resources Available: • Passivity

Legal, Knowledge Source

• Funding

B. Resources Needed: • Uncooperative behavior

Financial, Time (Prioritization)

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Performance Management (Competency)COMMUNICATION PLAN

VERIFICATION/ SUCCESS INDICATORS

EVALUATION PROCESS

• HRMO outlines gaps and recommends training needs

• LCE/PRAISE resolves training needs

• HRMO requests CSC assistance

• Competencies of R&R defined thru PRAISE resolution

• 100% of PRAISE and secretariat trained

• Issuance of agency competency model for R&R awardees

• Employee feedback

• Employee awareness of R&R criterion

• Program continuity

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Next Steps (WRAP UP)

STEP 4

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From Rolando I. Gonzalez Jr. (LGU San Pascual

ULTIMO ADIOS


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