Republic of the Philippines

MINDANAO STATE UNIVERSITY

General Santos City

SCHOOL OF GRADUATE STUDIES

Master of Arts in Education
General Education
________________________________________________________________

In Partial Fulfillment of the course

PA 203 Introduction to Organization and HRM

Assignment on PRIME – HRM

Submitted by:

Dimple B. Mangalon, LPT

Submitted to:

Estela Marie O. Verana, DM.

Date: May 27, 2022

 Human resources play critical roles and are important in every organization

(Agarwala, 2003; Fulmer & Ployhart, 2014; Opengart et al., 2018), so they must be well

managed to provide quality customer service. Customer satisfaction would thus

increase if companies' offerings were improved (Chotivanich, 2012; Guglielmetti &

Musella, 2013).

Thus, it is a need for agencies such as government offices – National

Government Agencies, Local Government Units (LGUs), Corporations Owned or

Controlled by the Government (GOCCs), State Universities and Colleges (SUCs), and

regional offices of the Human Resource offices/units in organizations as well as human

resource management officers, agency heads, supervisors, and rank and file

employees to adhere to PRIME- HRM.

PRIME-HRM stands for "Program to Institutionalize Meritocracy and Excellence

in Human Resources Management." Its goal is to elevate public sector human resource

management to a level of excellence through assessment, assistance, and awarding

processes of HRM Systems, Practices, and Competencies using HRM maturity level

indicators that are at par with global HRM standards.

PRIME-HRM also aims for the following;

 to inspire agencies to transform their HRM systems to support the agency

mandate

 empower agencies in the performance of human resource management

functions

 promote and reward excellent human resource management practices

  serve as a venue for the exchange and development of expertise in the

area of human resource management between and among government

agencies, and

 serve as a search mechanism for the best practices in human resource

management

Agencies shall be subjected to the assessment of their Systems, Practices, and

Competencies of the four core HRM systems, namely:

1) Recruitment, Selection, and Placement (RSP),

2) Learning and Development (L&D),

3) Performance Management (PM), and

4) Rewards and Recognition (R&R)

These four core HRM systems are considered the heart of PRIME-HRM because

they cover all the essential people requirements of Attraction, Engagement,

Performance, Motivation, and Retention of any organization. By recognizing these

organizational gaps in the areas of practices and systems, key agency stakeholders can

then map out strategies that should result in improvements in their HRM systems and

practices.

In the study of Valencia-Inarda, A. (2020) Exploring Prime-Human Resource

Management and Organizational Commitment: A Perspective, statistical data indicates

that there is a significant association between the adoption of PRIME-HRM and

employee organizational engagement. This means that the use of HR programs

confidently affects the dedication of workers. Employees prefer to demonstrate a high

degree of commitment if they have to undergo adequate training. Increased employee

engagement is also positively linked to better employee performance (Cho and Mor

Barak, 2008).

References:

MC No. 3, s. 2012 - Program to Institutionalize Meritocracy and Excellence in

Human Resource Management (PRIME-HRM)

Valencia-Inarda, A. . (2020). Exploring Prime-Human Resource Management

and Organizational Commitment: A Perspective. PalArch’s Journal of Archaeology of

Egypt / Egyptology, 17(2), 501-517. Retrieved from

https://archives.palarch.nl/index.php/jae/article/view/2534