The Department of Science and Technology VIII held a learning session for DOST VI and DOST VII regarding its journey towards attaining the Level 2 maturity of the Civil Service Commission’s Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) last May 7, 2021. The session aims to aid DOST VI and VII in achieving Level 2 maturity in their four human resource systems to abide to that standards in PRIME HRM.
“We are really glad to know that DOST8 already attained PRIME HRM Level 2 accreditation. Since medyo marami na experiences si DOST VIII on this, we feel that it will be a very good mentor for us the rest of Visayas Cluster regions. Its also time we strengthen back the collaboration and cooperation between the Visayas regions. We have had very good experiences with helping each other out, “ DOST VI Regional Director Rowen R. Gelonga explained.
DOST VII OIC Regional Director Samuel Parcon reiterated the need for the other regions to attain the Level 2 maturity in PRIME HRM. “For sure you [DOST VIII] will be mentoring us. As mentees, hopefully we will soon rise to your status. Tama si Rowen, naka focus tayo sa balance scores card natin na hindi na natin napagtutunan ng pansin ang human resources. Now, as backbone for our operations, we need to have PRIME HRM accreditation for our human resources,” he said.
DOST VII Regional Director Ernesto M. Granada provided an overview of the office’s PRIME HRM Journey. He added, “The rigorous assessment process and validation requires a holistic team effort from the organization.”
During the session, Assistant Regional Director for Finance and Administrative Unit laid out the PRIME HRM Journey of DOST VIII. He underscored on the experiences during the initial assessment, validation, the mentoring sessions with CSC and the awarding. He also discussed on the basic contents of the documentary requirements per human resource system. ARD Mengote ended his presentation with the takeaways of the entire journey which may be helpful for the other regions.
“The four HR Systems are, in essence, a cycle of processes. They should be treated and understood in relation with each other. For example, the learning and development needs identified are the inputs for our performance management while the results of IPCR and OPCR are translated to either rewards or training needs. Our systems are already in place. The PRIME HRM assessment will just remind us to utilize these systems,” Mengote concluded. (By Aivan Lloyd Calonia, GREAT STI)