LGU Naga qualifies in CSC’s PRIME-HRM

By Jason B. Neola


NAGA CITY --- The Civil Service Commission (CSC) Bicol regional office has conferred a certificate of recognition to the Naga City government on Friday, Jan. 22, “for obtaining maturity level II in four human resource systems, namely, recruitment, selection, and placement; learning and development; performance management, and rewards and recognition.


The certificate was given after the city government has met the standards of the CSC’s Program to Institutionalize Meritocracy and Excellence in Human Resource Management or the PRIME HRM that aims to elevate the city government’s human resource system to be able to attain efficiency and quality service to the public.


In accepting the recognition, Human Resources Management Office (HRMO) chief, Nolasco E. Jesalva ,said that having qualified in the PRIME HRM does not only give the city government honor but the opportunity to be the best as the program serves as a facility to dynamically improve its services towards excellence.

PRIME HRM. Mayor Nelson Legacion (2nd from left) receives from Dir. Maria Dolores Salud of the Civil Service Commission Camarines Sur the certificate of recognition conferred on the City Government of Naga. Photo also shows (from left to right) Nolasco Jesalva, head of the LGU’s Human Resource Management Office, Maria Lourdes Delos Santos and Elizabeth Valiente of the LGU’s Internal Audit Service, and HRMO staff members Alvin Belano and Ian Rey Barcelo. JBN/RH/CEPPIO


Satisfactorily implementing the commission’s HRM systems and programs, Naga City was given the opportunity to undergo final assessment being conducted by the CSC’s central office, and if it passed, the LGU’s HRMO will be granted thru a resolution the authority to take final actions on appointments.


The HRMO chief said that the program is a mechanism that empowers LGUs by developing their human resource management competencies, systems, and practices toward HR excellence.


It entails greater engagement not just of the human resource management officer but also of the officials and the rank-and-file employees of the agency.


Already, the HRMO has achieved the status of transactional HRM in which its HR assumes personnel function that is mostly separate from agency/business and talent needs. At present, it is working out to achieve the process-defined HRM status wherein there is a set of defined documented standard operating procedures established, though it needs improvement. It is characterized by goal-oriented decision making. There is some automated system but little integration of data.


Jesalva said the city government is heading towards the achievement of the integrated HRM and Strategic HRM standing. Integrated HRM is using process metrics for continuous improvement, an HR management toolkit, and data-driven decision making. HR function supports agency business needs while Strategic HRM means the HR processes are focused on continually improving process performance.


“It is also systematically managed by a combination of process optimization and continuous improvement. At this level, HR helps to drive agency business decision on people, data, and insight. HR strategy is already part of the agency strategy,” he said.