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PRIME-HRM ACTION PLAN Municipal Government of San Pascual, Batangas
Stating the Goal
STEP 1
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.
Determining the Current State (REALITY)
STEP 2
What is the overall assessment rating per level?
62%RSPPMS
L & DR & R
0% 20%
40%
60%
80%
100%
HR Assessment
Average CompetencySystem
What is our Current Maturity Level for all of the 4 Core HR Systems?
Transactional
What is the indicated Target Maturity Level for the Agency?
Transactional
What Maturity Level do we want to target for the Agency. Why?
Process-Oriented (Level 2) within the next 3 years.
Which Core HR System/s are we strong at given our current maturity level?
Recruitment, Selection & Placement
Which Core HR System/s do we need improvement on given our current maturity level?
Performance Management System
Rewards & Recognition
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
What is our prioritization of the 4 Core HR Systems?
1. Performance Management System2. Rewards & Recognition3. Learning & Development
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
Mapping out the Action Plans (OPTIONS & WAY FORWARD)
Step 3: Mapping out the Action Plans (OPTIONS & WAY FORWARD)STEP 3
TARGET LENSES: SYSTEM
TARGET HR SYSTEM: RECRUITMENT, SELECTION, PLACEMENT
WE WANT PUBLIC SERVANTS!
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
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
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
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
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
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)
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
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
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
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
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
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)
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
Next Steps (WRAP UP)
STEP 4
From Rolando I. Gonzalez Jr. (LGU San Pascual
ULTIMO ADIOS