Jennifer T. Barrameda, Ph.D.
What is required of Bicol University’s workforce to steer a truly globally competitive institution of higher learning in the coming years? What change needs to happen to know we are in the right path, and how do we know we are moving towards it?
The Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) is the Civil Service Commission’s (CSC) initiative of becoming Asia’s Center of Excellence in Strategic Human Resource and Organizational Development by 2030. Using Assess, Assist and Award strategy, CSC believes that human resource management will continuously improve and ensure competence of public servants.
PRIME-HRM will assess four HR systems: (1) Recruitment, Selection and Placement (RSP), (2) Learning and Development (L&D), (3) Performance Management, (4) Rewards and Recognition through a Comprehensive HRM Assistance, Review and Monitoring (CHARM). Results of assessment will be used as a guide by the CSC in providing technical assistance and developmental interventions customized to the needs of BU through the Continuing Assistance and Review for Excellent Human Resource Management (CARE-HRM).
In 2013, BU was awarded as PRIME HRM Level II or (Accredited) – Process Defined agency, which means the University has met the basic requirements and was granted authority to take final action on appointments. During the accreditation, the Bicol University was assessed along Personnel Records Management, HR management systems and programs, Competency Level as well as the qualification of the Human Resource Management Office (HRMO) to be able to identify the developmental opportunities.
The BU PRIME-HRM Journey
Getting PRIMEd is one of the priorities of BU. Aligned with its vision of becoming world-class, the university is determined to achieve PRIME-HRM Level 4 – Strategic HRM, with the highest level of competencies in all HR functional areas. This year, BU is scheduled for accreditation. Come September, the CSC will conduct an onsite assessment on three lenses: systems, practices and competencies along four HR functional areas.
To comply with the 2017 Omnibus Rules on Appointment and Other Human Resource Actions (ORA-OHRA), BU submitted a revised Merit and Selection Plan (MSP) to the CSC for approval. Included in the revision are the new provisions such as Behavioral Event Interview (BEI), Background Investigation (BI), Exit Interview and strengthened implementation of Equal Opportunity Principle (EOP). BU is required to adopt new forms particularly RSP forms for submission to the CSC.
In the performance management, the BU administration revised the Individual Performance Commitment and Review (IPCR) and Office Performance Commitment and Review (OPCR) customizing success indicators for faculty according to KRAS of the College in accordance with SUC Leveling standards while targets and success indicators for non-teaching personnel are designed per occupational group.
PRIME HRM also provides a broader venue to BU recognizing deserving personnel and faculty members by incorporating “On-the-Spot” non-monetary incentives in the Program on Awards and Incentives for Service Excellence (PRAISE) Guidelines.
Gearing to towards ‘PRIME HRM’, the Human Resource Management Office is in the process of polishing the Human Resource Management Information System or HRMIS and automating other HRMDO systems for easy report generation and retrieval.
While PRIME-HRM provides the template of how meritocracy and excellence can be actualized and sustained, the bulk of the work remains in the hands of each and every BU personnel committing to make the university the bastion of high performing workforce. PRIME HRM outlines the contingencies of transforming our human resource management to enable a world-class public sector. We need to work so it doesn’t end as a neat lip service, but to become the lived reality of each and every personnel of Bicol University.