plot presentation.pptx

Download PLOT presentation.pptx

Post on 11-Jan-2016

214 views

Category:

Documents

0 download

Embed Size (px)

TRANSCRIPT

PRIME-HRM Action Plan Municipal Government of San Pascual, Batangas1Stating the GoalSTEP 1What 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.3Determining the Current State (REALITY) STEP 2What is the overall assessment rating per level? 62%5What is our Current Maturity Level for all of the 4 Core HR Systems? TransactionalWhat is the indicated Target Maturity Level for the Agency? TransactionalWhat 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 & PlacementWhich Core HR System/s do we need improvement on given our current maturity level? Performance Management SystemRewards & RecognitionWhich 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? Performance Management SystemRewards & RecognitionLearning & DevelopmentOf the HR System/s we want to prioritize, which lenses do we need improvement on? Systems or Competencies? Competencies for PMSSystem for R&RMapping out the Action Plans (OPTIONS & WAY FORWARD) Step 3: Mapping out the Action Plans (OPTIONS & WAY FORWARD)STEP 3

TARGET LENSES: SYSTEMTARGET HR SYSTEM: RECRUITMENT, SELECTION, PLACEMENTWE WANT PUBLIC SERVANTS!Rewards & Recognition (SYSTEM)RECOMMENDED ACTIONDETAILED ACTIVITIESRESPONSIBILITIESAction Step 1:Establishment of a functional PRAISE committeeActivity 1: Secure support from the LCE and other department heads by emphasizing the benefits of the PRAISE;HRMOActivity 2: LCE selects PRAISE members thru an issuance of an Administrative OrderLCEActivity 3: PRAISE convenes and deliberates over its scope, functions and rules.PRAISERewards & Recognition (SYSTEM)RECOMMENDED ACTIONDETAILED ACTIVITIESRESPONSIBILITIESAction Step 2:Customization of annual budget to finance R & R activitiesActivity 1: HRMO recommends R&R activities for PRAISE review;HRMOActivity 2: PRAISE determines funding requirements for R&R subject to legal impositions;PRAISEActivity 3: LCE approves PRAISE action plan for budget authorization;LCEActivity 4: Sangguniang Bayan authorizes inclusion to annual or supplementary budgetSBRewards & Recognition (SYSTEM)TIMELINERESOURCESPOTENTIAL BARRIERS3rd quarter of 2015

1st semester (HR planning for fiscal matters)Resources Available:COA disputeLegal, Rank-and-File support Lack of political willB. Resources Needed:Unfair criterion Political Will, Ethical, Political interventionRewards & Recognition (SYSTEM)COMMUNICATION PLANVERIFICATION/ SUCCESS INDICATORSEVALUATION PROCESSLCE issues Administrative OrderPRAISE issues ResolutionHRMO issues MemorandaPRAISE organized and activePRAISE action plan communicatedEmployee feedbackLCE approves actionProgram continuityHRMO announces R&R programRewards & Recognition (Competency)RECOMMENDED ACTIONDETAILED ACTIVITIESRESPONSIBILITIESAction Step 1:

Capability Building of PRAISE and Secretariat

Action Step 2:

Reinforce competency requirements of employees about R&R awardsActivity 1: Identify skill and knowledge gaps of PRAISE and secretariat;HRMOActivity 2: Funding for training;PRAISEActivity 3: Coordinate with external support (CSC);HRMOActivity 4: Cascade information to employees SecretariatRewards & Recognition (Competency)TIMELINERESOURCESPOTENTIAL BARRIERS4th Q Resources Available:Passivity Legal, Knowledge SourceFundingB. Resources Needed:Uncooperative behavior Financial, Time (Prioritization)Rewards & Recognition (COMPETENCY)COMMUNICATION PLANVERIFICATION/ SUCCESS INDICATORSEVALUATION PROCESSHRMO outlines gaps and recommends training needsLCE/PRAISE resolves training needsHRMO requests CSC assistanceCompetencies of R&R defined thru PRAISE resolution100% of PRAISE and secretariat trainedIssuance of agency competency model for R&R awardeesEmployee feedbackEmployee awareness of R&R criterionProgram continuityPerformance Management (System)RECOMMENDED ACTIONDETAILED ACTIVITIESRESPONSIBILITIESAction Step 1:Functional PMT formed and active

Action Step 2:Annual Investment plan & budget integrated for unit and individual plansActivity 1: LCE commitment to support PMS HRMOActivity 2: LCE forms PMT thru AO;LCEActivity 3: PMT to hold discussion with unit heads;PMT/Secretariat/HeadsActivity 4: Unit heads submit to PMT targets for plan integrationHeads/SecretariatActivity 5: PMT consolidates for LCE approval to integrate with AIP and Annual BudgetLCE/PMT/Finance CommitteePerformance Management (System)TIMELINERESOURCESPOTENTIAL BARRIERS3rd Q (PMT formation)

1st Q following year (target setting)Resources Available:Political Will Legal, HumanElection PeriodB. Resources Needed:Uncooperative behavior Financial, Time (Prioritization), PoliticalPerformance Management (System)COMMUNICATION PLANVERIFICATION/ SUCCESS INDICATORSEVALUATION PROCESSLCE issues AOPMT issues memo to unit headsApproved targets documented for HR and Planning useAO issued by LCETargets setting defined thru AIP/Annual Budget Performance evaluation conducted semi-annuallyEmployee awareness of targetsTargets set reflect as planned by PMTPerformance Management (Competency)RECOMMENDED ACTIONDETAILED ACTIVITIESRESPONSIBILITIESAction 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;HRMOActivity 2: Funding for training;HRMO/FinanceActivity 3: Coordinate with external support (CSC);HRMOActivity 4: Identify agency competencies and draft model;Activity 5: Secure LCE approval for implementationActivity 6: Conduct employee orientationPMT/Heads/Secretariat

PMT

HRMO/employeesPerformance Management (Competency)TIMELINERESOURCESPOTENTIAL BARRIERS4th Q Resources Available:Passivity Legal, Knowledge SourceFundingB. Resources Needed:Uncooperative behavior Financial, Time (Prioritization)Performance Management (Competency)COMMUNICATION PLANVERIFICATION/ SUCCESS INDICATORSEVALUATION PROCESSHRMO outlines gaps and recommends training needsLCE/PRAISE resolves training needsHRMO requests CSC assistanceCompetencies of R&R defined thru PRAISE resolution100% of PRAISE and secretariat trainedIssuance of agency competency model for R&R awardeesEmployee feedbackEmployee awareness of R&R criterionProgram continuityNext Steps (WRAP UP)STEP 4

From Rolando I. Gonzalez Jr. (LGU San PascualULTIMO ADIOS