WHAT IS PRIME-HRM ?

PRIME-HRM stands for “Program to Institutionalize Meritocracy

and Excellence in Human Resource Management “. It aims to
elevate public sector human resource management to level of
excellence through the assessment, assistance, and awarding
processes of HRM Systems, Practices, and Competencies using
HRM maturity level indicators that are at par with global HRM
standards.
SCOPE OF PRIME-HRM
The program covers all government offices-National Government
Agencies(NGAs), Local Government Units (LGUs), Government-
Owned or Controlled Corporations (GOCCs), State Universities
and Colleges (SUCs), as well as the regional offices of agencies
with Human Resource offices/units. These offices will be referred
to herein as an “Agency”. PRIME-HRM involves all Human
Resource Management Officers (HRMOs),heads of agencies,
supervisors, and rank and file employees.
 PRIME-HRM STAGES:
ASSESS
With the guidance of Assessors, PRIME-HRM gives agencies a reality check on the maturity
and proficiency levels for the four core HRM Systems. Agencies shall be subjected to the
assessment of its System, Practices, and Competencies of the four core HRM systems,
namely:

1. Recruitment, Selection, and Placement (RSP),

2. Learning and Development (L&D),

3. Performance Management (PM), and

4. Rewards and Recognition (R&R)

These four core HRM systems are considered the heart of PRIME-HRM because they cover all the essential people
requirements of Attraction, Engagement, Performance, Motivation, and Retention of any organization.

By recognizing these organizational gaps in the areas of practices and systems, key agency stakeholders can then map out
strategies that should result in the improvements in their HRM systems and practices.
 ASSIST

During the Assist phase, agencies have access to technical

assistance and development intervention based on their
needs. PRIME-HRM Assistors will guide agencies in developing
their Action Plan, in which they can map out steps on how to
improve the agency’s current HRM Systems, Practices, and
Competencies. Moreover, the PRIME-HRM Assistors will also
introduce the agencies to Proper Subject Matter Experts that
can
help them achieve target maturity levels.
 AWARD

PRIME HRM recognizes agencies that have worked on the four core
HRM systems and HRM maturity levels. Agencies found to excel in
crafting and implementing HRM systems may be conferred the Certificate
of Recognition, Bronze Award, Silver Award, Center for HR Excellence,
and the Gold/Seal of HR Excellence Award.

In committing to best HRM practices, an agency may be given a

certain degree of autonomy through accreditation and/or
deregulation.
RECRUITMENT,
SELECTION,
AND
PLACEMENT
(RSP)
PILLARS
I . GOVERNANCE
II. TALENT PLANNING
III. TALENT SOURCING
IV. TALENT SELECTION AND
PLACEMENT
 I . GOVERNANCE
Refer to the Rules , norms and actions are structured
and regulated , It is the degree of formality, that guides
or gives direction to implementation of personnel
actions done by SPMC .
 Sets of
EVIDENC
E
Required
I . GOVERNANCE
Indicators 1. Policy
: 2. Structures and Roles
3. Review Mechanism
4. Information and
Communication
1. Policy - Are Principles adopted by agencies based on what is
imposed

1. CSC approved Merit and Selection Plan (MSP)

The Plan consists of rules we follow in the process of Hiring, Promotion and

Transfer. We are also guided by the CSC Qualification Standards and DOH Staffing

Plan.

Internally we are also guided by the System of Ranking Position (SRP) to

determine who are allowed to apply for the next higher position .The SRP
identifies position
which are considered next in rank.
 The Merit and Selection Plan (MSP) protects the rights and concern of the
diverse employees thus promotes Equal Employment Opportunity Principle ; The diverse
Employees are the following:

1. Persons with Disability - Invite them to apply .RA no. 10524 , 1% of

plantilla/personnel must be given to PWD

2. Pregnant Women – Not to be deprived of hiring and Promotion

3. Based on Religion – Not to choose in terms of sect – do not discriminate

4. Ethnicity – Fair treatment regardless of

5. Political Affiliation – No favor be must given to any party

6. Senior Citizens – Not deprive of promotion before 6 months effectivity of their

retirement
2. Structures and Roles - Defines how and what are the committees involve in the process and their
roles or the extent of their assignment.

We submitted an office order of the Human Resource Personnel Selection Board

(HRPSB)

We Submitted also their roles and responsibilities. their function is to deliberate

the applicants and recommend the top ranked applicants to the Chief of Hospital in
a resolution.

Show that in their roles they will protect Equal Employment Opportunity Principle
Protect the rights of the Diverse Clients.

Guide also the automation of RSP

They conduct meeting to define the things that they should do and what are the
activities to undertake, the proof of which are in the Minutes of the Meeting
and the deliberation are recorded

Example Meeting on:

Pre Hiring
Pre PSB Deliberation
- What to take care or Deliberate on whom to
recommend
And Others
Resolution - a firm decision to do or not to do something.
Showing that the applicant requested by CSC has been deliberated in a meeting
and issued a resolution. The CSC chose specific names to which their documents
were submitted and used as evidence.

Minutes of the Meeting -a tangible record of the meeting for those who participated
and a source of information for members who were unable to attend. In some
cases, meeting minutes can act as a reference point, for example: when a
meeting’s outcomes impact other collaborative activities or projects within the
SPMC.

It records also that the applicants were evaluated and deliberated based on
Qualifications and also issued a Resolution as a final document for the action of
the Chief of Hospital.
3. Review Mechanism - Uses Tools to check
implementation
Show how conventions and protocols are being put into practice Thus we show
a Recruitment Report to the CSC as we undertake the assessment , it
contains
1. Position to be filled up – Must have Workforce Plan or Staffing
Plan
2. Sourcing Method
3. Publication – Must be complete
4. Written Exam – Fit for the position
5. Interview – Behavioral Event Interview
Competency based Interview
6. Background Investigation
7. Cost of Sourcing
8. Qualified next-in-rank – Be sure to invite if they will not participate

require a waiver
9. Remarks
4. Information and Communication I

It shows diverse tools or system use to address the process and how to inform

SPMC also through our IT developed a system incorporated in the HRMIS an

automated process from
Template - Publication
- Screening
- Written Exam
- Behavioral Event Interview
- Background Investigation
- Recommendation
- Selection by the Chief of Hospital
- Issuance of Appointment
- Record of On Boarding
04 – Information and Communication II

Other than the system we also follow a Process Flow , these are steps that we follow to
achieve our goals in Hiring, Promotion and Transfer guided by the rules.

This Process Flow has been

automated
Every year we do Recruitment Report Showing
Template: - Position to be filled up
- Sourcing Method
- Publication
- Written Exam
- Behavioral Event Interview
- Background Investigation
- Cost of Sourcing
- Qualified next-in-rank
- Remarks.
We also maintain Profile of Applicants Recording their PDS and knowing their
qualifications.
The Resolution
Resolutions are absolute recommendation of chosen applicants based
on their ranking using a matrix with columns assigned with
percentages.
The template shows:

Applicants Name
Gender
Present Position/Salary Grade/Office
20%...Document Review
Education, Training, Experience, Eligibility
30%...Written Exam
12% General …
18% Competency
10% …Performance Evaluation
if none 10% is distributed to other indicators
30%...Behavioral Event Interview
10%... Background Investigation
Total of 100%
Last promotion
 II. TALENT
PLANNING
It is an act of establishing processes to
anticipate future needs of SPMC , thus; we
prepare a:
II. Talent Planning
Indicators : 1. Staffing Workforce
Plan
1. Staffing Workforce Plan

A Staffing Plan after from DOH identifies the personnel needed by

SPMC and provides qualifications and needed competency by
appicants

A Workforce Plan is a process of analyzing and forecasting workforce

supply assessing the gaps like:
- Retirement
- Transfer
- Promotion
- Turn-over-Resignation
The WFP also provides information of competency, qualifications and where to
source
the applicants to fill in the gap.
The Workforce Plan Template contains

Template: 1. Vacant Position

2. Position that are qualified to fill the vacancies
3. Qualification
4. Competencies
5. Source (or where to source the gap)
6. Duties and Responsibilities
7. Budget

The DOH also provides the above information when they issue their
Staffing
Plan for the positions they grant.
 III. TALENT
SOURCING

It is an act of finding people who would qualify

and fit our hospital needs or the vacant
positions , we use publication.
III. Talent
Sourcing 1. Recruitment Plan
Indicators : 2. Talent Attraction
3. Equal Employment
Opportunity Principle
(EEOP)
1. Recruitment Plan

Template 1. Vacant Position

2. Salary Grade
3. Qualifications
4. Competencies
5. Projected Source
6. Talent Attraction
7. Budget
8. Date of Publication
 the process of identify and attracting individuals with the
2. Talent Attraction necessary skills and abilities to fill vacant positions within an
organization. The purpose of talent attraction is to proactively fill
job openings with qualified individuals in a timely manner.

Publication of Vacant Position Posted

1. 3 Conspicuous place in the Hospital
2. Posting in the CSC Davao City Field Office
3. Posting in CSC Web Portal
4. Posting in the SPMC FB Page
5. Job street

All our Publications are provided with invitation to diverse

clients.
3. Equal Employment Opportunity Principle
(EEOP) There shall be no discrimination in the selection, inclusion, promotion, and recognition of
employees on account of gender, civil status, disability, religion, ethnicity, or political
affiliation. This policy recognizes that prohibiting discriminatory policies and procedures
is sound management practice for SPMC.

- To promote sound practices we have submitted a signed document that shows what
we
can do to assists the diverse clients like

1. First Aid during Deliberations

2. Use of wheelchairs
3. Assistance to deaf and mute
4. PWD Facilities
5. Breastfeeding Room
6. Elevators
- We have a Focal Person to take care and know the needs of Persons with Disability.
 IV. TALENT SELECTION AND PLACEMENT

Is a strategy adopted by SPMC to choose the best for the

positions, if not the best those we can train to become the
best.

SPMC is not short of talent. It has an ample number of

contract employees and long trained to be expert if not they
are well trained and ready to handle challenging roles.
IV. Talent Selection and Placement
Indicators 1. Selection Criteria
: 2. Assessment and Selection Process
3. Equal Employment Opportunity
Principle
4. On Boarding
1. Selection Criteria the skills, attributes, knowledge and qualifications that the
employer has defined as being essential for satisfying the
requirements of the job and can be found in every Position
Description.

a. In the Personnel Description Form Attach to the appointment we see the

Duties and Responsibilities attach to the positions and also the competency for
the position. It is attached to the appointment submitted to CSC

All position deemed vacant like Nurse III and AO IV position chosen by CSC
must be
incorporated in the Workforce Planning.

b. PDS - Personal Data sheet – Enhance every year in the automated system.
1. Assessment and Selection Process

Use of Matrix to Determine Qualification

* Education
* Training
* Eligibility
* Experienc
e
Need of letters to inform
Applicants Assessment Results
Written Exam – Competency Based (Technical) General Aptitude as well as
technical
Behavioral Event Interview – An Interview using questions or indicators that are
competency based .
* Core
* Organizational and
* Technical Competencies – refer to dictionary/HR provide

Guiding the applicants based on

S – Situation
T – Tasks
A - Action
R- Results
Background Investigation – Competency Based

Issuance of Appointment - Within the Publication Period with (exemption)

30 days Effectivity from signing.
3. Equal Employment Opportunity Principle
(EEOP)

Regarding Equal Employment Opportunity

Principle
- We have pictures of employees with special needs in the
workplace.
- We Provided facilities like Wheelchair, Crutches, Ramp and
Comfort Room , Breastfeeding Room, Elevators to facilitate the
movement of with special needs employees.
- Memorandum of Understanding Showing document for PWD In
charge.
* We also observe issuances about
Nepotism. It is based on consanguinity
and Affinity.
Even the Entry Appointment is
Permanent
* 6 months is considered probationary 2 IPCR Results- Very
Satisfactory

* Beyond 6 months permanent and all permanent appointments are

not
absolute because it is all performance based
 go through procedures to effectively integrate (a new employee) into
4. On an organization or familiarize (a new employee with one's policies,
Boarding rules and procedures or services through the conduct or
orientation/seminar.

a. An Approved On Boarding Program is used to orient

new/promoted employees on
- Agency Profile
* Salary/Benefits
* Policies
* Automated Systems
* Values
* Technical training
- Must be 1 year period
* Taken cared of by the unit by giving Technical Training
or Mentoring but I must be Recorded
b. On Boarding because of voluminous tasks take 4 weeks , also an
interfacing program with different functions of the unit assigned
to must be
done, Mentoring must be recorded.

c. WE Provided pictures of On Boarding Activities.

d. We do also evaluate our On Boarding Program and provided with CSC

Evaluation Forms.

e. A Training Design is prepared beforehand also submitted.

f. We Prepare Terminal Report of the conduct of On Boarding Orientation and

used evidence.

g. We follow a Matrix of the conduct activities.

PERFORMANCE
MANAGEMENT
SYSTEM
(PMS)
 I.
GOVERNANCE
II. PERFORMANCE
PILLARS PLANNING
AND COMMITMENT
III. PERFORMANCE
REVIEW AND
EVALUATION

IV. DEVELOPMENT
PLANNING
 0
1
GOVERNANCE
It is an evidence that shows rules, norms and
actions regulated by policies imposed and
implemented by SPMC
I . Governance

Indicators : 1. Policy
2. Structures and Roles
3. Review Mechanism
4. Information and
Communication
1. Policy
Are principles and actions adopted by SPMC which is imposed action ,
regulated
and imposed by stakeholders.
A Manual on the Policies used in the implementation of (SPMS) Strategic Management
System was approved by the Civil Service Commission (CSC).
 It guides on how we implement the use of
- OPCR
- IPCR targets and accomplishment reports
- Monitoring of IPCR
- Coaching
- Generation of Final Rating
- preparation of ranked summary reports
- calibration and
- Individual Development Plan.

The Manual specifically provides Equal Opportunity Principle supported by a

Resolution.
Like :
PWD Must be assigned to workplace fit to their disability.
Pregnant Women must be given consideration based on ease
of working due to their condition.
In Relation to IPCR Preparation . They can prepare it for at least 3 months
accomplishment . The 3 months IPCR serves as a justification for any purpose.

Must be fair in Workload assignments to all regardless of Religion, Ethnicity,

Political Affiliation.

Senior Citizen must be given fair workload.

2. Structures and Roles
It is a definition of Jobs, Roles and Responsibilities assigned to
assigned to PMT

Thus the Roles and Responsibilities of the Performance

Management Team are clearly stated and are indicated in the SPMS
Manual. It indicates the position and names of officers and
members which includes Union representative.

The PMT are also mandated to protect the diverse clients to enforce
Equal Opportunity Principles.
The PMT enforces the implementation based on guidelines. Like:
- Cascading of Targets
- Preparation of Targets
- Monitoring of Targets
- Assure generation of final rating are based on guidelines and
Monitoring generated from the automated system and
summary of MPOR discussion of results are done and
signed with corresponding remarks for guidance and
improvement or commendation
- Calibrating Ratings
- Ranking to determine Best Performer and 5% Achievers
They Conduct Meetings for all the activities are stated and
which are recorded in the Minutes of the Meeting.
3. Review Mechanism
It is measure of efficiency/effectiveness , thus all activities are reported and
recorded.

Thus the OPCR/IPCR/Monitoring are recorded and there must be

setting of deadlines for submission.

The IPCR accomplishment of Targets are tracked thus the

monitoring tool is provided for compliance. Setting of
deadlines also must be enforced.
The IPCR must have /be
Stage 1- Targets
Stage 2- Mentoring
For Coaching
Mentoring
Reminder-
Memo
Stage 3- 6 Months
Monitoring to generate
final rating
- It must
be
signed
with
remark
s
- It must
be
calibrat
There divisions of targets are classified and these
are:
Strategic
Core
Support Functions
With percentages assigned
Strategic are major final outputs coming from Strategic MFO Provided by
DOH.

and other MFO mandated as Strategic

like;
Construction
Financial Concerns

Cascaded to the Department

concerned
Strategic are major final outputs coming from Strategic
MFO Core functions are those inherent in the department
or division. Cascaded to the subordinates.

Support functions are those add ons and tasks that help
completion of the Strategic and Core functions.

Support maybe considered support for higher positions

but for the subordinate doing all support functions it
becomes their CORE
4. Information and Communication I

Tools used by SPMC, to inform , Transmit or share information , a means

of communication

A. SPMC has develop the automated preparation /Monitoring of OPCR

/IPCR – computer based system.

B. The automated system is incorporated in the HRMIS to provide link to

other systems.

C.A primer has been posted since 2021

 4. Information and Communication II

A.A Primer of PRIME-HRM explanation are indicated in the primer was

posted Online , To know and comprehend the PRIME HRM.
B. A Process Flow which follows the issuance of the Civil Service
Commission
MC no. 6s.2012. PERFORMANCE PLANNINGCycl
e ofCOMMITMENT
AND SPMS

PERMORMANCE MONITORING AND COACHING

PERFORMANCE REVIEW AND EVALUATION

PERFORMANCE REWARDING AND DEVELOPMENT PLANNING

C. The system has a compendium of Major Final Outputs (MFO) with corresponding
success indicators or Standards, All approved by the Department Division Head and
Calibrated by PMT.
D. All Activities of PMT are recorded in the Minutes of the Meeting regarding
- Target Setting/Cascading
- Setting of Deadlines
- Coaching
- Submission of approved MFO and standards for automation
- Calibration
- Summary of Report (Ranking to determine Awardees)
- To pay attention to generated IDP for proper intervention
- Resolutions are submitted for approval example for
automation
- The Individual Development Plan are Tabulated for
intervention
- To emphasize Self Rating
 02

PERFORMANCE PLANNING
AND COMMITMENT
II. Performance Planning and
Commitment
Indicators : 1. Target Setting
2. Standard Setting
3. Performance Tracking
4. Providing Performance
Support
1. Target Setting

it is an objective of a desired level as mandated by SPMC because the

said objective must move to a desired direction to hit Vision Mission and
Goal.

We prepare targets for our work to have a basis to compare our

accomplishment and generate a rating.
So as evidence we provided CSC with accomplished/approved target.
Show them the automated record of approved Standards of Major Final Output
a
compilation.

In Relation to performance Tracking . The 6 monthly Monitoring Is in place

A Resolution was provided for justification of the activities

of implementation/automation.
2. Standard
Setting
3. Performance Tracking
4. Providing Performance Support
a mechanism or resource adopted by SPMC that helps employees
improve their skills and use collective knowledge while they're on
the job to maximize their productive output.
This refers to coaching and mentoring.

Aside from the Monthly Monitoring and Tracking unit heads can review it
to know where to come in for intervention in terms of
coaching/monitoring. The reminder for this is in the system every two
weeks before the trimester ends.

For Coaching you only ask Rich questions and generate decisions from the
coachee, supply decisions later done by the coach. Coaching is a training
method given to an employee to enhance initiative. productivity and also to
overcome performance problem.
We use the customized
Template
CSC Template SPMC Customized Template
G – goal S- Situation
R– P- Problem
realities M – My Options/Action
O– C - Commitment
options (What, How, when, For
W – Way whom)
Forward
 For Mentoring ; is a type of training done by a more experience employee to
provide expertise, support and guidance to less experienced employee. The
expert provides expertise.

S- Situation/Case
P- Problem/Concern
M- My Solution/My Decision
C- Commitment-Why, What, When, for Whom, for Both
This is done by mentors (Consultants) to residency. SPMC being a training hospital.
 03

PERFORMANCE REVIEW AND

EVALUATION
III. Performance Review and
Evaluation
Indicators : 1. Performance Review and Evaluation
2. Calibrating Performance
Assessment
1. Performance Review and Evaluation

a formal and productive procedure to measure an employee's

work
and results based on their job responsibilities (targets).
We Presented
IPCR - Target
- Accomplishment Report
- Signed by Employee (Ratee)
- Supervisor (Rater)
- Signed by PMT to Show Calibration
- The Rating of the Supervisor depends on the performance
of the subordinate
We presented a memo that the Ratee’s Final Rating was generated
from the system – recorded by the employee and reviewed by the
supervisor To show self-Rating.

Implementation of use of SPMS forms like IPCR provides that

preparation, computation and recording must be done by Ratee , the
employee being rated thus, they also record their accomplishment in
the system to show self rating. Every month the supervisor review the
MPOR
The role of the supervisor (Rater) is to review and discuss the monthly
performance report, and int IPCR accomplishment report provide appropriate
remarks and sign the Raters portion in the form. No supervisor shall prepare
the IPCR of Subordinates.

Remember that the supervisor must give appropriate comments in the

Remarks
Portion of the Form. In the system it is controlled.

The IDP must be generated and discussed between the Supervisor and
Employee.
2. Calibrating Performance Assessment
SPMC uses calibrated standards to review performance report.
To
promote uniformity and traceability.
We have shown to CSC the IPCR Accomplishment is signed ,
approved, calibrated by the PMT. Calibration of proposed Top
Performer and 5% Achievers awardees.
A Minutes of the meeting was presented discussing about
1. Use of automated preparation of OPCR/IPCR
2. Checking of Monthly Monitoring Report
3. Ensure Self-Rating
4. Announcement of Best Performer and 5% Achievers Mechanics
5. IPCR Non- submission Rulings and concerns.

Another Minutes was used as evidence discussing about reviewing

performance
assessment.
 04

DEVELOPMENT
PLANNING
IV. Development Planning

Indicators : 1. Development
Planning
1. Development Planning
identify opportunities for and constraints to development; identify areas which are
suitable/unsuitable for different types of development; make proposals for the way
in which the area should develop over time;

The Individual Development Plan is reviewed and provides intervention or

support needed.

Accomplished IDP
The Individual Development Plan highlights weakness . So the Rater/Ratee
must discuss on how to overcome the weakness to improve performance.
IPCR with comments of supervisor was also shown.

Recommend to HR or PETD the needed intervention and who will

participate. HR and PETD the needed intervention and who will

participate .

IPCR with comments of supervisor was also shown.

Discussion about summary of IDP was presented with Minutes of the

Meeting
a. Security of Tenure of
those holding
permanent appointments
is not absolute but is
based on performance.
Unsatisfactory/ Poor rating for
one rating period:
-Appropriate developmental
intervention shall be provided by
Head Office & Supervisor
(Division/Unit/District or Satellite
Offices) in coordination with
HRM Office;
b. PMT shall validate the “O” performance ratings &
may
recommend for performance-based awards.

Grant of performance based incentives shall be

based on the final ratings of employees as
approved by the HO.
c. Performance ratings shall be used as basis for
promotion, training and scholarship grants &
other personnel actions.
Employees with “O” & “VS” ratings shall be
considered for the above personnel actions
and other related matters.
d. Officials & employees on
-Official Travel,
-Approved Leave of Absence or
-Training or
-Scholarship programs
>who have met the required minimum
rating
period of 90 days
>shall submit the performance commitment
&
rating report before they leave the office.
●
For performance –based benefits, employees on
○
official travel,
○
training or
○
scholarship
●
within a rating period
●
shall use their performance ratings obtained in
the immediately preceding rating period.
e. employees on detail or secondment to another
office shall be rated in their present or actual office,
copy furnished their mother office.
The ratings of those who were detailed or seconded
to another office during the rating period shall be
consolidated in the office, either the mother (plantilla)
office or present office where the employees have
spent majority of their time during the rating period.
Unless justified & accepted by the Central PMT,
delayed or non-submission of the OPCR and
IPCR within the specified dates shall be a
ground for:
A. Disqualification for performance-based personnel
actions if fault of the employee concerned,
such as:

-promotion,
-training /scholarship grants and
-performance enhancement bonus if the failure on the
submission of said report is the fault of the
employees.
B. An administrative sanction for

- Violation of Reasonable Office Rules

and Regulations and Simple Neglect of
Duty
for the supervisors or employees
responsible
for the delay or non-submission of the
OPCR & IPCR.
Violation of Reasonable Office Rules and
Regulations
Simple Neglect of Duty
● 1st Offense – ● 1st Offense –
Reprimand Reprimand
● 2nd Offense – ● 2nd Offense –
Suspension for 1-30
days Suspension for 1
● 3rd Offense - month 1 day to six (6)
Dismissal months
● 3rd Offense - Dismissal
C. Failure of Head of Office or Supervisors to
comply with the required notices to
subordinates for US or Poor performance
during a rating period shall be a ground for
an administrative offense for NEGLECT OF
DUTY.
D. Non-submission of agency SPMS to
CSC for review/approval shall be a ground
for disapproval of promotional
appointments issued by the Chief of
HOSPITAL.
LEARNING
AND
DEVELOPMEN
PILLAR
S I . GOVERNANCE
II. PLANNING AND MONITORING
EVALUATION
III. EXECUTION
 Sets of
EVIDENC
E
Required
 I–
GOVERNANCE
Shows rules norms and actions that
are regulated by policies imposed
and implemented by SPMC
I. Governance
Indicators 1. Policy
: 2. Structures and Roles
3. Review Mechanism
4. Information and
Communication
1 POLIC
Y
- Principle or actions adopted by SPMC which is imposed by governing
bodies.
- Thus SPMC has a Learning and Development Manual and L&D policy
which guides the implementation of its interventions.

A. SPMC has sets of rules To guide the implementation from

Training Needs Analysis to Terminal report which is also
implied in the Process Flow.
2 STRUCTURES AND ROLES
- Defines how jobs and responsiilities
are assigned

A. SPMC created the Human Resource Personnel Development

Committee
(HRDC) through Resolution no. 305 s. 2022.

B.Its function is to delibearte the need for a seminar what seminars and
who to send as participants depending on qualifications and needs.

C. Their discussion and deliberation is recorded in a Minutes of the

Meeting.
3 REVIEW
MECHANISM
- is a structured and on-going process of review to see
how
conventions and protocols are being put into practice.
A. All the activities regarding Learning and Development are reported and recorded.

B. They also look into the evaluation sheets of:

Template : - Facilitators
- Venue
- Topics
- Food
and Others thing
And what do you do with the evaluation sheets. You must Analyze it and use for
decision
making.
C. Report on Personnel given Intervention. The standing rule is 1 intervention for
each employee per year, Disaggregate the information.

D. Effectiveness Tracking is also required like analysis of remarks and

impressions.
4 INFORMATION AND COMMUNICATION
I - a diverse set of technological tools and resources used
by
SPMC to transmit, store, create, share or exchange information.

- It refers to sets of tools and medium use to transmit or share

information a means to communicate.

- SPMC has developed an automated system to cover all L&D

processes
* It is incorporated in the HRMIS to provide linkage to other
systems.
* Records of L&D activities are also computer based.
We also posted a primer on line for all systems since 2021
4 INFORMATION AND COMMUNICATION
II

* Process Flow – It shows and visualizes the steps that shall

be undertaken toward a goal
We have a Process Flow for :
Process
Flow
For training needs analysis it can be
from:

observation
recommendation
training needs
survey IPCR
IDP
mandate from stakeholders
We have endeavored to prepare
- Profiling
- Competency per position

We have pilot tested competency survey for core and

organizational
competency.

All from DOH issued Competency Dictionary.

Learning and Development
Reports
Template: - Title of Training
- Target Date
- Actual Date
- Target
Participants
- Actual
Participants
- Budget expenses
- Budget
Utilization
- Evaluation
 Minutes of the
Meeting
A tangible record of the meeting for its participants and source
information for members who were unable to
attend.

The HRDC conducts meeting to plan

- interventions
- deliberates the needs for attendance
or conduct of seminars
- deliberates who would attend to the
seminars based on the need and
qualification
- Prepare Training calendar.

Learning Service Providers

The External Learning Service Provider
are:
* Covered by a contract
* Discusses with Focal Persons the what and how to
conduct
* or training methods.
* They are to present their PowerPoint presentations
They have to be evaluated and it can be used for
* future decisions.
They have to provide their resume
Maintains record of LSP
II. PLANNING AND MONITORING
EVALUA TION
Once the plan is prepared and implemented,
its monitoring and evaluation are
essential to see whether the plan is
proceeding as per the original plan or
there is any deviation. SPMC adopts
planning.
II. Planning and Monitoring
Evaluation Indicators : 1. L&D
Planning
2. L&D Monitoring and
Evaluation
1 L&D
- HR/PETD/prepares an L&D (Learning and Development)
PLANNING
Plan
- an L&D Plan are the intended seminars to be conducted.
- It includes the planned budget, facilitators, venue and
- others pertaining to future conduct.
Any Training must have training assessment. Training needs may come from:
- IPCR / IDP
- Survey
- Recommendation of Supervisors
- Observation of adverse matters
- Individual Development Plan and through Survey
- mandated Offices
2
L&D MONITORING AND
EVALUATION
- A Pretest and Post test must be used in every conduct of
seminar.

- A pretest is to measure the degree of know-how and to

know
where the emphasis must be.

- The post test is to know-how they understood the conduct and

the topics there in.
Evaluation sheets use to determine responses
to:
Template: - Topics
- Facilitator
- Venue
- Food
- Workshop
- Secretariat
-Budget
used
-etc.
A Terminal Report must be prepared every conduct of seminars. I summarizes
and
analyzes:Template: - The topics discussed/workshop
- The budget used
- The Evaluation of Participants
- The remarks and impressions
- The result of pretest and post
test
- The Learning Service Provider
- The Venue
- The Food
- The Secretariat
 III.
EXECUTION
How to enhance new
knowledge skills and
attitude (KSA).. if it has been
done
III. Execution
Indicators 1. Design
: 2. Developmen
t
3. Delivery
1 DESIG
N How to !!
Training Design
-specifically includes institutional objectives,
sequencing training materials , incorporating learning
principles , and identifying effective training methods and
needs.

- Each Training has to have a training design.

- Training Design explains the conduct and its goal,
it executes the measurement of results of
the training and how to meet the objectives.
Activity Plan
- represent a series of activities grouped by virtue of a common
timeline
objectives. Thus it defines time and what to do.

- Based on the plan the activities are planned covers

- Schedules of Topics to be discussed
- Methods use in the conduct like
Lecture
PP
Reflection
Posters
Primer
Videos
and
Others
2 DEVELOPMEN
T
Customized Learning
Materials like Power
: Point
Posters
Primer
Videos
Document
with
Pictures
etc
3 DELIVERY
Post Training Reports
- Show Photo for each activity
Evaluation Forms
- Tabulated
- Analyzed
Terminal Report
Analysis of Learning Service Provider Conduct
Maintain List of Learning Service Providers
4 LEARNING SERVICE PROVIDER
- an individual , a group of individuals and or an
institution/organization to facilitate an intervention to be conducted at
SPMC.

The Contract must be prepared and must include

- Monitoring
- Evaluation
Maintain a list/ information of
- Internal LSP
- External LSP
-Training / Technical Training / Service
Provider Record Identification of LSP
- Expertise
- Availability
- Resources
2022 Number of Participants trained Male – 1387
Female – 2027
Total = 3414
- Leave
Administration
- IPCR
- Employees Record
- Competency
Survey

2023 2ND Quarter 3414 – Orientation of PRIME-HRM

GOVERNANCE

.
Are principles and actions
adopted by SPMC which
is imposed , It is
regulated and imposed by
stakeholders.
Defines how and what are
the committees involve in the
process and their roles or
the extent of their
assignment.
- is a structured and on-
going process of review
used by SPMC to see
how conventions and
protocols are being put
into practice.
Tools used by SPMC, to
inform , Transmit or share
information , a means of
communication
• Explain how the school addresses academic and
behavioral problems.
• Outline the school's policies regarding tardiness, absence,
and discipline.
• Provide policy information about:
o School cancellations for bad weather and other reasons.
o Emergency procedures.
o Transportation.
o After-school activities.
o Volunteering.
PLANNING
 is determining in prior to
what to do and how to do.
It is one of the main
managerial duties. It is
done by SPMC.
IMPLEMENTATION
SPMC process of
screening consists of
several elements, most
commonly: Screening
questions on the job
application. Resume
screening to shortlist
interview candidates.
Interview screening
including phone or video
screening interviews and
in-person interviews
₱
₱
A world-class service oriented, APEX Hospital
leading in the provision of healthcare for all
Filipino.
Fueled by our shared commitment to ensure that all Filipinos are
at the best of health, we will SERVE through:

State of the art technology;

Enhanced training and research;
Relevant linkages and network
Virtues of compassion and
public service;
Environmental safety;

while ensuring the sustainability of our operations.

 CORE VALUES

COMPASSION- (Kindness, Consideration, Concern, Sympathy, Empathy)

COMMITMENT- (Vow/Pledge, Dedication, Faithfulness/Loyalty)
COMPETENCE- (Expertise, Skill, Experience, Capability)
CREDIBILITY- (Trustworthiness, Integrity, Sincerity, Reliability)
CO-RESPONSIBILITY- (Treating each other like family, Assuming
responsibility for each other)