Module 4

LOCAL EXECUTIVES
Strengthening the Leadership and Managerial Competencies of Local Chief Executives, Local Leaders and HR Practitioners
REGIONAL OFFICE NO. VIII
PROGRAM
CIVIL SERVICE COMMISSION

Waterfront Hotel, Cebu City, Cebu

LOCAL EXECUTIVES
LOCAL EXECUTIVES PROGRAM
PROGRAM August 6-7, 2019
Strengthening
Strengthening the the
Leadership and Managerial
Leadership Competencies
and Managerial of Local ChiefofExecutives,
Competencies Local ChiefLocalExecutives,
Leaders and Local
HR Practitioners
Leaders and HR Practitioners
Where is HRM
in the
Local Government Sphere?
MICHAEL M. dela CRUZ
Director II

Human Resource Management (HRM)
HRM is the
•Management of the organization’s people dimension.
•Covers functions related to an organization’s manpower
Acquiring their services
Developing their skills
Motivating them to high levels of performance
Ensuring that they continue to maintain their commitment to
the organization.
(by: Susan M. Heathfield retrieved on April 4, 2012 from

http://humanresources.about.com/od/glossaryh/f/hr_management.html)
Human Capital Management (HCM) REGIONAL OFFICE NO. VIII
-is the comprehensive set of practices for recruiting,

managing, developing and optimizing the human
resources of an organization.
-connotes an approach to human resource management
(HRM) that views employees as assets that can be invested in
and managed to maximize their business value
This content is part of the Essential Guide:The
essential guide to managing HR technology trends
The Role of HRM REGIONAL OFFICE NO. VIII

Ulrich’s HR Roles Framework
STRATEGIC
aligns HR strategies and identifies and develops new
practices and makes tangible behaviors that build capability
P contributions to business & sustain the organization’s
strategy competitiveness
R P
Strategic Change E
O
Partner Agent O
C P
E Administrative Employee L
Expert Champion E
S
concerned with designing deals with day to day
S and delivering HR problems, needs and
processes efficiently concerns to promote
employee well-being
OPERATIONAL
“The primary actions of the strategic
human resource manager is to
Strategic HRM translate business strategies into HR
priorities”. - David Ulrich, 1997
OD
Employee Well- HR Planning &

Being Staffing
Employee Learning
Relations &
Vision; Mission; Development
HR
Values;
Strategies
Rewards Leadership Performance/
Organization’s Development
Management Organization
Strategies Success
Performance Career
Management Development &
Planning
HR LINE MANAGERS
HR Roles STATISTICS REGIONAL OFFICE NO. VIII
3.5
2.5
2
2004
1.5
2011
1
0.5
Strategic Partner Change Agent Administrative Employee

Expert Champion
2011 Trends and Issues in HR, Salvosa and Fernandez, Ateneo CORD (Center for Organization Research and Development)

Expectations
Evolving Role of HR function in Organizations

Initiatives to improve
Optimising Organization capability Measurable
HR policy & people and and performance Value
procedures to Organization To The
ensure right efficiency
Strategic Organization
Human
people Human Resource
practices Resource management
Record-keeping management
and personnel Personnel
transactions Management
Personnel
Administration

Where is HRM
in the
Local Government Sphere?

MATURITY LEVEL OF THE LGUs
TRANSACTIONAL PROCESS DEFINED INTEGRATED STRATEGIC
1 2 3 4
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
PRIME-HRM
Objectives
Elevate public sector HRM to a level of excellence thru 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
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
STATISTICS REGIONAL OFFICE NO. VIII

LOCAL
LOCALGOVERNMENT
GOVERNMENTUNITS
UNITSininREGION
REGION88(per
(perPROVINCE)
PROVINCE)
E.E.Samar
Samar
24 Leyte
Leyte
24 44 Leyte
16%
16% 44 Leyte
N. Samar
N.25Samar 30%
30% Southern Leyte
Southern Leyte
25 So.
Biliran
So.Leyte
17% Biliran
17% Leyte
27
27 99 20
20
Samar
Samar
18% 13% Northern Samar
18% 6% 13% Northern Samar
Samar
Samar Biliran
6%
Eastern Samar
Biliran Eastern Samar

Hilongos, Leyte (2018) Borongan City (2019)

Recognized Level II on RSP Recognized Level II on RSP
Provincial Government of NORTHERN SAMAR (2018)

AWARDED Level II Accreditation (BRONZE AWARD)
MATURITY LEVEL OF THE LGUs
TRANSACTIONAL PROCESS DEFINED INTEGRATED STRATEGIC
1 2 3 4
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
MERIT SELECTION PLAN

required by the
OMNIBUS RULES ON APPOINTMENT and OTHER HUMAN RESOURCE ACTIONS
(CSC MC No. 14, series of 2018)
13 out of 149 LGUs

8.7% approval rate
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
13 AGENCIES WITH APPROVED MSP REGIONAL OFFICE NO. VIII
LGU
LGU LGU
Tacloban LGU Jaro LGU Naval
Calubian Hilongos
City
LGU
LGU LGU San LGU
LGU Isabel Catbalogan
Marabut Jorge Catarman
City
Prov’l Gov’t LGU

of Northern Borongan LGU Sulat
Samar City

STATISTICS
OTHER HR MECHANISMS REGIONAL OFFICE NO. VIII
1. Performance Management (PM)System

100% compliance
2. Program on Awards and Incentive for
Service Excellence (PRAISE)
100% compliance
3. Learning and Development (L&D) Plan
? Compliance (1.3%?)
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
What are REGIONAL OFFICE NO. VIII
our respective ROLES

in
Human Resource Management?

POWERS OF LOCAL EXECUTIVES REGIONAL OFFICE NO. VIII
Pursuant to
REPUBLIC ACT NO. 7160 (Local Government Code of 1991)
Powers of GOVERNORS/MAYORS
1. “Appoint all employees whose salaries and wages
are wholly and mainly paid out of
provincial/city/municipal funds xxx.”
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
Powers of Governors/Mayors REGIONAL OFFICE NO. VIII
2. “Determine the time, manner and place of payment

of salaries or wages xxx.”
3. “Allocate and assign office space to provincial/
city/municipal and other officials and employees xxx.”
4. “Ensure that all executive officials and employees of

the province/city/municipality faithfully discharge
their duties and functions xxx.”
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
Powers of Governors/Mayors REGIONAL OFFICE NO. VIII
5. “Act on leave application of officials appointed by

him xxx.”
6. “Authorize official trips outside of the
province/city/municipality of provincial/
city/municipal officials and employees xxx.”
7. “Subject to availability of funds, authorize payments
of medical care, necessary transportation, subsistence,
hospital or medical fees xxx.”
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
Powers of VICE-GOVERNORS/VICE-MAYORS
1. “Appoint all employees whose salaries and wages
are wholly and mainly paid out of
provincial/city/municipal funds xxx.” and
2. “Subject to civil service law, rules and regulations
appoint all officials and employees of the Sangguniang
Panlalawigan /Panlungsod/Bayan xxx.”
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
Powers of SANGGUNIANG PANLALAWIGAN/

PANGLUNGSOD/BAYAN
1. “Subject to the provision of RA7160 determine the
powers and duties of officials and employees xxx.” and
2. “Determine the positions and the salaries, wages,
allowances and other emoluments and benefits of
officials and employees xxx.”
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
Common Causes of REGIONAL OFFICE NO. VIII
DISAPPROVAL OF APPOINTMENTS
1. IDENTIFICATION OR EXISTENCE OF VACANCY
a. The item is not existent
b. The item is not vacant
c. The item is not funded
d. The position is not listed in the Index of Occupational Services
e. The creation of the position is in violation on the Guidelines on
Compensation and Position Classification in the Local
Government Units (DBM LBC 53 – September 1, 1993)
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
Common Causes of
2. PUBLICATION AND POSTING
a. The item is not published/posted
b. The request for publication contained wrong information/data
c. The position is published/posted is not yet vacant
d. The requesting party for publication has no authority
e. The request for publication is not made in the proper mode as
required by ORAOHRA
f. The item/position did not exist in the Plantilla of Personnel
g. The publication period did not comply the required no. of days
(at least 15 days)
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
3. ASSESSMENT and SELECTION
a. The assessment is made in violation of the CSC-approved MSP
b. The assessment is made earlier than the 15-day
publication/posting
c. The assessment is made only to selected qualified applicants
d. The assessment is made without the present of all members of
the HRMPSB
e. There is no assessment made
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
4. ISSUANCE OF APPOINTMENT
a. The issuance is made not by the proper appointing authority
b. The appointment is issued more than 9 months from the date of
publication/posting
c. The appointment is issued during election ban
d. The appointment is issued by out-going elected official after the
election
e. The appointment is issued in violation of existing Civil Service
Law, rules and regulations
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners
HR Role REGIONAL OFFICE NO. VIII
Level 1
• Compliance Steward
(Administrative Expert)
Level 2 • Customizer/Change Agent
• Partner of management as
Level 3
Employee Champion
• Influencer/adviser on HR strategies to
Level 4 support business decisions (Strategic
Partner)

“Human resources are like natural resources; they're

not just lying around on the surface. They're often
buried deep.
“You have to go looking for them. You have to create

the circumstances where they show themselves.”
― Sir Ken Robinson

“
Great
vision
without
great
people is
irrelevant. ”
Jim Collins
Good to Great
LOCAL EXECUTIVES
PROGRAM
Strengthening
Leaders and Local
HR Practitioners

Module 4

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LOCAL EXECUTIVES

CIVIL SERVICE COMMISSION

Waterfront Hotel, Cebu City, Cebu

LOCAL EXECUTIVES PROGRAM

(by: Susan M. Heathfield retrieved on April 4, 2012 from

-is the comprehensive set of practices for recruiting,

LOCAL EXECUTIVES PROGRAM

Employee Well- HR Planning &

Strategic Partner Change Agent Administrative Employee

LOCAL EXECUTIVES PROGRAM

Evolving Role of HR function in Organizations

LOCAL EXECUTIVES PROGRAM

LOCAL EXECUTIVES PROGRAM

MATURITY LEVEL OF THE LGUs

TRANSACTIONAL PROCESS DEFINED INTEGRATED STRATEGIC

LOCAL EXECUTIVES PROGRAM

LOCAL EXECUTIVES PROGRAM

Hilongos, Leyte (2018) Borongan City (2019)

Provincial Government of NORTHERN SAMAR (2018)

MATURITY LEVEL OF THE LGUs

TRANSACTIONAL PROCESS DEFINED INTEGRATED STRATEGIC

MERIT SELECTION PLAN

13 out of 149 LGUs

Prov’l Gov’t LGU

LOCAL EXECUTIVES PROGRAM

1. Performance Management (PM)System

our respective ROLES

LOCAL EXECUTIVES PROGRAM

2. “Determine the time, manner and place of payment

4. “Ensure that all executive officials and employees of

5. “Act on leave application of officials appointed by

Powers of SANGGUNIANG PANLALAWIGAN/

LOCAL EXECUTIVES PROGRAM

“Human resources are like natural resources; they're

“You have to go looking for them. You have to create

― Sir Ken Robinson

LOCAL EXECUTIVES PROGRAM

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