GAIAN JOY B.

TERNIDA MBA 206-HRDM

BASIC PROFILE OF THE AGENCY:

NAME OF AGENCY : Local Government Unit of San Vicente, Camarines

Norte
TYPE OF GOVERNMENT : Local Government Unit
INCOME CLASS : 5TH Income Class
TOTAL NUMBER OF EMPLOYEES : 152 (12 Elected Officials, 29 Regular Employees, 11
Casual Employees and 100 Job Order Employees)
HEAD OF AGENCY : Ma. Jhoanna C. Ong
Municipal Mayor

BASIC INFORMATION OF THE INTERVIEWEE:

NAME : Alejo S. Agot

AGE : 28 years old
EDUCATIONAL ATTAINMENT : Bachelor of Secondary Education Major in English
Camarines Norte State College
2014-2018

ITEM : Administrative Officer IV- Human Resource

Management Officer II
OFFICE ASSIGNMENT : Office of the Municipal Mayor
Local Government Unit of San Vicente, Cam. Norte

BACKGROUND OF EMPLOYMENT:

He started working at the Local Government Unit of San Vicente, Camarines Norte as
Job Order Employee in the year 2018 at the age of 23. After a year of working at the same
agency, he became Clerk II under Casual status of appointment assigned at the Office of the
Mayor. In the same year, October, upon filling of Certificate of Candidacy, the former HRMO II
was deemed resigned, thus making the position vacant. Consequently, the Local Chief
Executive serves as HRMO of the LGU for the meantime and issued an Office Order addressed
to Mr. Agot ordering him to assist in the performance of HR functions. On the following Year,
2020, Mr. Agot was then appointed as the new HRMO II of the Local Government Unit.
FOUR (4) IDENTIFIED SKILLS THAT MAKES HIM SUITABLE FOR THE POSITION:

1. Communication Skills - he is proficient in communication both in oral and in written.

2. Leadership Skills - hand-on in every aspect of the organization and is open to
suggestions and feedback.
3. Organizational Skills - he has the ability to communicate orders and ideas properly
4. Computer Literacy - he has the knowledge and ability to make use of Information
Communication Technology efficiently.

TWO (2) MAIN ISSUES/PROBLEMS ENCOUNTERED IN THE PERFORMANCE OF

DUTIES/RESPONSIBILITIES AND THE IDENTIFIED POSSIBLE SOLUTIONS:

NO ISSUES/PROBLEMS POSSIBLE SOLUTIONS

1. UNINSTITUTIONALIZED HRMO Institutionalization of HRMO
- HR is just a sub section -Institutionalizing HRMO as a
instead of Mayor’s Office Department not just merely a
instead of a separate Section in the LGU
department
- No conducive HRMO -Provision of conducive office for
HRMO
- Budget Constraints -Allocation of separate Budget for
HRMO
- Lack of Manpower -Hiring of HRMO staffs
2. TOO MUCH DESIGNATIONS Delegation of other designations
to other employees in the
agency
- Local Youth Development
Officer (LYDO)
- Data Protection Officer
- System Administrator (eBPLS)
- OIC-Public Employment
Services Office (PESO)
- Additional administrative duties
at the Office of the Mayor

HIS GENERAL REALIZATION:

No one can perform all the duties and responsibilities of an HRMO effectively and efficiently in
spite of his/her skills and credentials if he/she does not have a substantial staffing pattern
considering that the office covers a wide-ranging scope.
PHOTO DOCUMENTATION
MY REALIZATION/CONCLUSION:

Section 20 of Presidential Decree No. 807 also known as the Civil Service Decree of the
Philippines, states that a qualification standard expresses the minimum requirements for a class
of positions in terms of education, training and experience, civil service eligibility, physical
fitness, and other qualities required for successful performance. The degree of qualifications of
an officer or employee shall be determined by the appointing authority on the basis of the
qualification’s standard for the particular position.

The Qualification Standards (QS) or the Minimum Requirements for the Position of Human
Resource Management Officer II are the following:

 Education : Bachelor’s Degree

 Experience : One (1) year of relevant training
 Training : Four hours relevant training
 Eligibility : Career Service (Professional); Second Level Eligibility

This just demonstrates that whoever met the minimum requirements established by the Civil
Service Commission might be considered for the position. In other words, since a bachelor's
degree is the only educational qualification, even a BSEd or BS in Nursing graduate may be
hired as an HRMO provided that he or she met the other requirements.
When it comes to whether are they suitable for the position, and/or do they have the skills
and knowledge to act as HRMO, the experience as well as the training required under QS
somewhat answers the concern. Consequently, the continuous attendance to various training
and seminars will sharpen the knowledge and the skills of the HRMO that makes them
appropriate for the management roles.