4114° Republic of the Philippines

iliot TECHNICAL EDUCATION AND SKILLS DEVELOPMENT AUTHORITY

ISO 9001: 2015 Certified

MEMORANDUM
Number çt, series of 2021

TO All TESDA Officials and Employees

FROM The Director General

This Authority

DATE 28 January 2021

SUBJECT PRIME — HRM Information Material

This refers to our application for Civil Service Commission's Program to

Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME
HRM) Maturity Level ii. Last year, the onsite assessment was temporarily deferred by
the Civil Service Commission (CSC) due to COVID 19 pandemic.

As part of HRMD's awareness drive on PRIME-HRM, the attached information

materials previously issued are hereby reiterated for your information and once again all
TESDA officials and employees are encouraged to be familiar with this program. Along
with this, there shall be orientation and coaching sessions on PRIME-HRM in preparation
for CSC's onsite assessment.

SEC. ISI
d 0e
S PENA, PhD, CSEE

East Service Road, South Luzon Expreasway (SLEX), Fort Sonifacio, Taguig City 1630
Land Line: (+632) 8888.5641 to 46 CP Number: (+63)917479437O (text only) Telefax No: (+632) 8893-2454
www.teada:gov.ph contactcenter@nesda.gov.ph
 These systems are rated
PRIME-HRM involves: through the following
FOUR MATURITY
LEVELS t„,,(44,e4o,e!

FOUR CORE HR SYSTEMS LEVEL 1: TRANSACTIONAL HRM

TESDA's processes are compliant with
AND PILLARS WHICH INDICATE THE FUNDAMENTALS OF EACH SYSTEM
CSC and other relevant authorities'
regulations and guidelines.

0 0 0 (.
we &ye eefit acor‘jece./
0) (CO, Regions 6, 7, 10, 11)
par LEVEL 2: PROCESS-DEFINED HRM
(TESDA TARGET: 2020*)
tr HR Processes are attuned to TESDA's
requirements.
RECRUITMENT, LEARNING AND PERFORMANCE REWARDS AND LEVEL 3: INTEGRATED HRM
SELECTION, AND DEVELOPMENT MANAGEMENT RECOGNITION (TESDA TARGET: 2021)
PLACEMENT Quality and process performance
Refers to Refers to Refers to Refers to measures are used to support data-
recruitment identifying training organizational incentives and driven decision making. TESDA has
planning, sourcing and development effectiveness and interventions to developed an HR Management Toolkit.
and pooling of needs, developing improvement of motivate
and providing for individual efficiency. employees
LEVEL 4: STRATEGIC HRM
talents, selecting,
and assigning training and Its pillars are: including (TESDA TARGET: 2022)
talents to specific development • Governance identification of TESDA focuses on continually improving
positions. Its pillars interventions and (Policies) outstanding process performance through both
are: evaluating its • Performance accomplishments, incremental and innovative
effectiveness. Its Planning and best practices and improvements. HR helps to drive
• Governance
pillars are: Commitment innovation. Its business decision on people, data, and
(Policies)
• Governance • Performance pillars are: insight.
• Talent Planning
(Policies) Monitoring and • Governance TESDA is on its way towards
• Talent Sourcing accreditation of the HRM
• Planning and Coaching (Policies) systems for Maturity Level 2.
• Talent Selection
Monitoring and • Performance Review • Planning 4011 This means the HR Processes are
and Placement
Evaluation and Evaluation • Execution documented, managed, and attuned
to the Agency's requirements.
• Execution • Development
"The onsite assessment was
Planning deferred due to pandemic but will be
rescheduled this 2021.
TESDA will be WHAT IS PRIME-
assessed using HRM?
Program of CSC that aims to
THREE LENSES elevate public sector human
resource management to a level of
SYSTEMS excellence through the
Assessor evaluates indicators assessment, assistance,
pertaining to policies, and awarding processes of HRM
processes, procedures, tools and Systems, Practices, and
systems that govern HR Competencies using HRM maturity
Systems based on documentation level indicators that are at
and evidence requirements. par with global HRM
standards.
PRACTICES
Assessor evaluates the
implementation of HRM systems
through interviews with TESDA
officials and employees.

COMPETENCIES AWARD ASSESS

Assessor determines the
capabilities of HRM System PROGRAM TO INSTITUTIONALIZE
implementors using proficiency MERITOCRACY AND EXCELLENCE IN
HUMAN RESOURCE MANAGEMENT
level indicators.

As part of TESDA's journey to "Scale Up

TESDA aims to reach
Maturity Level 4: Strategic
HRM by 2022.
We aim to transform all 4 core HR
systems to better support the goal
of Vibrant Quality TVET for Decent
Workforce Competencies to Attain
HUMAN RESOURCE Organizational Excellence"
(Strategic Direction 6 of TESDA Corporate Plan 2018-
MANAGEMENT DIVISION 2022)
Administrative Service, TESDA Central Office
(02) 8817-2516
hrmd.as@tesda.gov.ph

Work and Sustainable Inclusive ••••••

Growth. TESDA PRIME-HRM Information Material Series 1
February 2021
TESDAbot Lahat
 WHAT IS
• RECRUITMENT,
CORE HRM SYSTEMS
UNDER PRIME-HRM SELECTION, AND
PLACEMENT (RSP)?
Refers to recruitment
Recruitment, Selection, planning, sourcing and
and Placement pooling of talents, selecting,
and assigning talents to
specific positions.
Learning and Development RECRUITMENT,
Its pillars are:
• Governance (Policies)
• Talent Planning
SELECTION,
Performance Management • Talent Sourcing
• Talent Selection and
AND
Placement

For further information, you may refer to the following

PLACEMENT
Rewards and Recognition
TESDA issuances: ONE OF THE CORE HRM SYSTEMS
. TESDA Circular No. 119, s. 2019 on Establishment IN PRIME-HRM (PROGRAM TO
of TESDA Merit Selection Plan; and
INSTITUTIONALIZE MERITOCRACY AND
. TESDA Circular No. 115, s. 2020 on Amendment to
TESDA Merit Selection Plan. EXCELLENCE IN HUMAN RESOURCE
11 MANAGEMENT)
HUMAN RESOURCE As part of TESDA's journey to "Scale Up
TESDA aims to transform all Workforce Competencies to Attain
MANAGEMENT DIVISION
4 core HR systems to better Organizational Excellence"
Administrative Service, TESDA Central Office
(Strategic Direction 6 of TESDA Corporate Plan 2018-2022)
support the goal of Vibrant
(02) 8817-2516
Quality TVET for Decent hrmd.as@tesda.gov.ph

Work and Sustainable

TESDA PRIME-HRM Information Material Series 2
Inclusive Growth. February 2021
• ••••••
(Per TESDA Corporate Plan 2018-2022)
TESDA
Inbot Lahat
 Every TESDAn is an asset!

RSP involves the following pillars:

A STRATEGY FOR ATTRACTING, SCREENING, SELECTING, AND ONBOARDING QUALIFYING PERSONS

GOVERNANCE TALENT PLANNING TALENT SELECTION

Refers to RSP policy to have the right Involves planning and promoting
AND PLACEMENT
person in the right job at the right workforce diversity and upholding
Refers to hiring and onboarding
time, which is essential to the equal opportunity principles.
procedures which involve
Agency's performance. In TESDA, this includes the staffing competency-based recruitment and
plan which involves staffing ensuring establishment and
It is linked to the HR systems, and complement and movement of officials strengthening of interpersonal and
sets the approach to the and employees to maximize delivery of
organizational relationships to
TESDA programs and services.

recruitment, selection,
placement of personnel, and the
fulfillment of the Agency's
commitment to equality, diversity,
fairness, and transparency.
TESDA RSP policies involve:
• Development and Implementation of
Merit Selection Plan
• Establishment of Human Resource
Merit Promotion and Selection Board
(HRMPSB)
• Institutionalization of the Equal
Employment Opportunity Principles
(EEOP) Guidelines
‘ •
P1
1111
110
and facilitate adjustment and immersion
into the new work environment and
TALENT SOURCING organization.
The "getting talent" aspect of RSP
This aspect involves:
refers to encouraging people to join
• Use of CSC-approved Qualification
TESDA through networking, social
Standards
media, and through formal and other • Use of competency standards in
strategies to ensure a large talent selection through
pool for selection and placement o Written Examination
purposes. . Behavioral Event Interview
o Background Investigation
This includes:
• Conduct of Orientation Program for
• Preparation and Implementation of
New TESDA Employees on
Recruitment Plan
Organizational and Personnel
• Publication of Vacancies through CSC
Concerns (ONTOP)
and TESDA VVebsites, Official TESDA
• Conduct of Onboarding for
FB, Jobstreet, Kalibrr
Regional/Provincial/District Directors
• Participation in Job Fairs
• Pooling of applicants through
referrals and recommendations
 •
CORE HRM•SYSTEMS WHAT IS LEARNING
UNDER PRIME-HRM AND DEVELOPMENT?

Refers to identifying training

Recruitment, Selection,
and development needs,
and Placement
developing and providing for
training and development
interventions and evaluating
Learning and Development its effectiveness. Its pillars
are:
LEARNING
• Governance (Policies) AND
Performance Management • Planning and Monitoring and
Evaluation DEVELOPMENT
• Execution
(L&D)
Rewards and Recognition
ONE OF THE CORE HRM SYSTEMS
IN PRIME-HRM (PROGRAM TO
INSTITUTIONALIZE MERITOCRACY AND
EXCELLENCE IN HUMAN RESOURCE
11 HUMAN RESOURCE MANAGEMENT)
MANAGEMENT DIVISION As part of TESDA's journey to "Scale Up
TESDA aims to transform all Administrative Service, TESDA Central Office Workforce Competencies to Attain
4 core HR systems to better Organizational Excellence"
(02) 8817-2516 (Strategic Direction 6 of TESDA Corporate Plan 2018-2022)
support the goal of Vibrant hrmd.as@tesda.gov.ph

Quality TVET for Decent

TESDA PRIME-HRM Information Material Series 3
Work and Sustainable February 2021
Inclusive Growth. • ••
TESDA
(Per TESDA Corporate Plan 2018-2022) . ot
‘ Lahat

L&D involves the following pillars:
A STRATEGY FOR DEVELOPMENT AND LEARNING VIS-A-VIS AGENCY OBJECTIVES
GOVERNANCE
Refers to BO policy for building
competencies and developing
potential of officials and employees.
It is linked to the HR systems, and
serves as the foundation of an
inclusive, responsive, and
accountable and innovative
government.
TESDA L&D policies involve:
• Development and Implementation
of the Human Resource
Development Plan (HRD Plan)
• Establishment of the National
Human Resource Development
Committee (NHRDC)
• Institutionalization of the Learning
and Development Program
Implementing Guidelines and the
Staff Development Plan
o Outcome Report Form for
PLANNING AND
MONITORING AND
EVALUATION
Involves planning learning and
development interventions to
address competency gaps and to
improve performance. It also involves
monitoring and evaluating the
effectiveness of these programs
and processes.
This includes:
• Implementation of the
Workforce Training and
Development Plan (WTDP)
• Conduct of Training Needs
Analysis (TNA)
• Use of Pre-test and Post-test
• Use of Training Development
Training Effectiveness
Every TESDAn is an asset!
EXECUTION
Refers to the implementation of
training and non-training learning and
development interventions. This links
L&D with Recruitment, Selection, and
Placement, and Performance
Management HRM Systems.
This aspect involves:
• Conduct of Competency-based
Leadership Assessment
Program (CLAP) as part of the
Career Development and
Succession Plan
• Conduct of Orientation New
TESDA Employees on
Organizational and Personnel
Concerns (ONTOP)
• Conduct of Onboarding for
Regional/Provincial/District
Directors
• Use of Coaching to address
immediate performance gaps
 CORE HRM SYSTEMS WHAT IS
UNDER PRIME-HRM PERFORMANCE
MANAGEMENT?
Recruitment, Selection, Refers to organizational
and Placement effectiveness and
improvement of individual
efficiency. Its pillars are:
• Governance (Policies)
Learning and Development
• Performance Planning and
Commitment PERFORMANCE
• Performance Monitoring and

Performance Management
Coaching
• Performance Review and
MANAGEMENT
Evaluation (PM)
• Development Planning

Rewards and Recognition

For further information, you may refer to TESDA ONE OF THE CORE HRM SYSTEMS
Circular No. 28, s. 2015 on Strategic Performance IN PRIME-HRM (PROGRAM TO
Management System Guidelines. INSTITUTIONALIZE MERITOCRACY AND
EXCELLENCE IN HUMAN RESOURCE
11 MANAGEMENT)
HUMAN RESOURCE As part of TESDA's journey to "Scale Up
TESDA aims to transform all MANAGEMENT DIVISION Workforce Competencies to Attain
4 core HR systems to better Administrative Service, TESDA Central Office Organizational Excellence"
(Strategic Direction 6 of TESDA Corporate Plan 2018-2022)
support the goal of Vibrant (02) 8817-2516
hrmd.as@tesda.gov.ph
Quality TVET for Decent
Work and Sustainable •
TESDA PRIME-HRM Information Material Series 4
February 2021
Inclusive Growth.
TES
(Per TESDA Corporate Plan 2018-2022) ot La at

PM involves the following pillars:
A STRATEGY FOR MANAGING AND MEASURING EMPLOYEE IMPROVEMENT IN THE AGENCY
GOVERNANCE
Refers to PM policies for ensuring
that strategic objectives
cascaded down to employees. It is
linked to the HR systems, and shows
that there is a clear path that
connects the individual targets to
the Agency's plan.
TESDA PM policies involve:
• Establishment of the Performance
Management Team (PMT)
• Institutionalization of Strategic
Performance Management System
(SPMS)
PERFORMANCE PLANNING
AND COMMITMENT
Involves determining
performance targets and measures
for offices and officials and
employees based on the Agency plan.
Pit‘ 0
Y~t
~
Every TESDAn is an asset!
Planning and Commitment involves: Review and Evaluation involves:
• Use of TESDA Corporate Plan • Use of monitoring reports or
accomplishment reports
• Use of Agency, Office, and Individual
are • Use of Office and Individual
Performance Commitments
Performance Commitment and
• Use of TESDA Performance
Review Forms for evaluation
Standards
against TESDA Performance
PERFORMANCE Standards
MONITORING AND
DEVELOPMENT
COACHING
Involves the use of monitoring and
PLANNING
evaluation mechanisms to ensure Refers to identification and provision
that timely and appropriate steps
of developmental interventions, and
can be taken to keep a program on
conferment of rewards and
track, and that its objectives or goals
incentives based on the performance
are met in the most effective
manner. of officials and employees.
This includes: This aspect involves:
• Use of Coaching / Mentoring • Provision of Learning and
Worksheet Development interventions based
the • Institutionalization of Reporting on performance, including
Guidelines coaching
PERFORMANCE REVIEW • Giving of awards and rewards (e.g.
TESDA Model Employee of the
AND EVALUATION
Year Award) to employees
Refers to measuring and assessing
the performance level of offices and
individuals based on performance
targets.
 CORE HRM•SYSTEMS WHAT IS REWARDS
UNDER PRIME-HRM AND RECOGNITION?
Refers to incentives and
Recruitment, Selection, interventions to motivate
and Placement employees including
identification of outstanding
accomplishments, best
Learning and Development practices and innovation.
Its pillars are:
REWARDS
• Governance (Policies)
• Planning AND
Performance Management • Execution
RECOGNITION
For further information, you may refer to the following
TESDA issuances: (R&R)
. TESDA Circular No. 074, s. 2019 on Revised TESDA
Rewards and Recognition ONE OF THE CORE HRM SYSTEMS
- Program on Awards and Incentives for Service
Excellence (TESDA - PRAISE); and IN PRIME-HRM (PROGRAM TO
. TESDA Circular No. 114, s. 2020 on Amendment to INSTITUTIONALIZE MERITOCRACY AND
TESDA - PRAISE.
EXCELLENCE IN HUMAN RESOURCE
11 MANAGEMENT)
As part of TESDA's journey to "Scale Up
TESDA aims to transform all HUMAN RESOURCE Workforce Competencies to Attain
MANAGEMENT DIVISION Organizational Excellence°
4 core HR systems to better Administrative Service, TESDA Central Office (Strategic Direction 6 of TESDA Corporate Plan 2018-2022)
support the goal of Vibrant
(02) 8817-2516
Quality TVET for Decent hrmd.as@tesda.gov.ph

Work and Sustainable •

Inclusive Growth. TESDA PRIME-HRM Information Material Series 5
••• • •
February 2021
(Per TESDA Corporate Plan 2018-2022) ot La at
TESt6

R&R involves the following pillars:
A STRATEGY IN RETAINING AND VALUING CONTRIBUTIONS OF PEOPLE IN THE AGENCY
GOVERNANCE
Refers to R&R policy to encourage
the recognition of excellent
performance and achievement
among employees.
It is linked to the HR systems, and
helps achieve the Agency's
strategic goals and objectives
through the use of creative,
flexible, and meaningful rewards.
TESDA R&R policies involve:
• Development and Implementation
of the Rewards and Recognition
Plan
• Institutionalization of the TESDA
Program on Awards and
Incentives for Service Excellence
(PRAISE)
• Establishment of the PRAISE
Committee
PLANNING
Involves planning the programs
and incentives to be given to
offices and officials and
employees who have performed
well. This also includes on-the-
spot recognition for exemplary
behavior, customized programs
for the Agency, and budgeting.
This includes:
• Preparation of the Rewards
and Recognition Plan
• Preparation of Notice of Step
Increment due to Meritorious
Performance
Every TESDAn is an asset!
EXECUTION
Refers to the implementation of
various programs and incentives
whether statutory in nature or as
customized by the Agency. This
links R&R with the Performance
Management HRM System.
This aspect involves:
• Implementation of PRAISE
programs and incentives
including TESDA Model
Employee of the Year Award,
TESDA Organizational Awards,
Loyalty Award, Perfect
Attendance Award, Tagsanay
Award, and Retirees' Incentive
• Updating of computer-based
monitoring system on Rewards
and Recognition programs