PROGRAM TO INSTITUTIONALIZE MERITOCRACY AND EXCELLENCE

IN HUMAN RESOURCE MANAGEMENT (PRIME HRM)

HR Area: Learning and Development

CHECKLIST OF EVIDENCE REQUIREMENTS

FOR INDICATORS ON MATURITY LEVEL 2

INDICATORS EVIDENCE REQUIREMENTS REMARKS

PILLAR 1. GOVERNANCE
POLICY

❖ The Agency’s L&D policies and/or ● Agency approved L&D Policy with Sample:
processes are customized to Agency’s specific guidelines on EOP DBM L & D
requirements, and include specific ○ Guidelines in the conduct of L & D System
guidelines on application of equal interventions (internal)
opportunity principles ○ Selection of nominees to L & D DBM Policy
activities on Post
Grad
Studies
(Please seek
clearance
from the
agency if
you intend to
benchmark
with their
policies)

STRUCTURE AND ROLES

❖ The Agency has a HRDC that performs
additional functions to address specific L&D
needs (e.g., develops customized criteria
and screening process for selecting
nominees to scholarships and
conferences).
● Office Order constituting the HRDC
(latest)
● Minutes of the HRDC
meetings/deliberations on nominees to
L & D programs; or
● HRDC Resolutions/HRDC Indorsement
of Nominees or other forms used (if
any)

REVIEW MECHANISM

❖ The Agency tracks the efficiency of ● Annual L&D Plan (based on L&D needs Sample
L&D processes and uses data to assessment and/or IDPs) and its L & D Plan and
improve Implementation Report with budget Accomplishme
system: Percentage of employees utilization. nt Report
provided L&D intervention, Budget ● Tracking tool/ template to monitor the
utilization, following:
participant’s feedback on conduct of ○ List of L&D programs/interventions
interventions (Level 1) attended per employees (to
monitor compliance with the
required 1 HR intervention per
employee per year)
● Complete documentation of at least 2 L
& D activity conducted by the
agency/HRD ○ Training Design
○ Training Activity Plan
○ Learning Materials
○ Samples of Accomplished
Evaluation Forms (Level 1 and
Level 2 Evaluation)
○ Attendance Sheet
○ L & D Activity Report/Training
Report
 ○ Pictures (if any)

INFORMATION AND COMMUNICATION

❖ The Agency uses a computer-based system to ● Screen shots of computer-based L & D Screen shots
maintain L&D data and documents; The records/database must present
Agency maintains documentation and organized
records on: L&D process flow, System computer-
review data on L&D efficiency, System based folders
implementation, Learning Service Provider on L & D
(LSP) management system ● L & D Process Flow
Process Flow
as presented
● Communication Plan/Information in the HRD/
Dissemination L&D Policy
(modes/strategies)
○ Office Memoranda
○ Website
○ Other medium of communicating
information

PILLAR 2. PLANNING AND MONITORING & EVALUATION

L&D PLANNING

❖ The Agency has an annual Learning and ● Annual L&D Plan L & D Plan
Development Plan based on a needs
assessment of employees regardless of ● Conduct of L & D /Training Needs Competency
gender, civil status, age, disability, Assessment Assessment
ethnicity, etc. ● Accomplished IDPs/ Consolidated of LNA/TNA Result
IDPs (based from Performance
Management)

L&D MONITORING AND EVALUATION

❖ The Agency uses L&D evaluation ● Samples of Level 2 (Pre and Post Sample
tools/processes to assess evaluation) evaluation/assessment Feedback Form
participants’ acquisition of learning forms or documented process on the (Level 1 and 2)
vis-à-vis learning objectives (i.e. conduct of level 2 evaluation Pre & Post
Level 2) Test Material
● L & D Activity Report/Training Report

PILLAR 3. SYSTEMS (EXECUTION)

L&D NEEDS DESIGN

❖ The Agency has a training design that involves ● Approved Training Design (based on L & Sample of
developing terminal and session objectives D needs/plan) Training Design
aligned with validated learning needs of ○ Terminal Objectives
targeted learners, to guide training activity ○ Session Objective
plan preparation and ○ Methodologies
implementation. ○ Activity Plan
❖ The Agency designs training programs that
use a mix of methodologies that are
learner-centered (i.e., experiential and
participative) to facilitate achievement of
learning objectives. The design is
captured in a training activity plan.

L&D DEVELOPMENT
 ❖ The Agency develops customized learning ● Learning Materials/Training Aids Learning
materials and training aids to support developed by the: Materials
delivery of L&D programs. ○ Learning Service developed by
Provider/Resource Person the HRD Office
○ HRD/HRMO or
HRM Office
● Program
Overview
● House
Rules ●
Workshop
Materials

L&D DELIVERY

❖ The agency’s L&D interventions are ● Training Activity Plan Training

executed, monitored and evaluated ○ Training Activity Plan on Activity Plan
based on activity plan. Fundamentals of Gender includes:
Mainstreaming ● Time
schedule
○ Training Activity Plan ●
Activity/Topics
● L & D Activity Report/Training Report ● Session
Objective
● Resources
Needed
● Expected
Output/
Outcome

L&D LSP

❖ The Agency has guidelines for ● LSP Evaluation Reports/accomplished Guidelines may
identifying, monitoring and evaluating Forms form part of the
efficiency and effectiveness of L&D ● Pool of LSPs/Resource Persons (Internal L & D policy
service providers. and/or External)
● MOA with LSPs (if any)

COMPETENCIES
POLICY REVIEW AND FORMULATION

❖ Reviews and refines L&D policies, policy ● Involvement of HRM Office/r in the
guidelines to meet agency requirements development of L&D policy
and promote EOP in collaboration with the
PDC, managers/supervisors and top
management

SYSTEM REVIEW

❖ Tracks and analyses efficiency of
L&D processes and uses data to
improve or recommend improvements
in L&D
policies/policy guidelines and their
executing, in collaboration with the
PDC, managers/ supervisors and top
management
● Preparation of L & D Plan and The tools
Implementation Report should form
● Development of Tools to implement L & part of the
D activities (nomination forms, training design
evaluation tools, etc)
● Development and maintenance of
computer-based databases (e.g
monitoring of L & D activities attended
by employees)

USE OF TECHNOLOGY & COMMUNICATION

 ❖ Uses computer-based records and
data management system to maintain
L&D documents; Updates everyone in
the
Agency on L&D system and processes
and provides system review data to top
management, managers/supervisors
and the HRDC
● Focal Person who manages/maintains
computer-based L & D Records
● Proof/Means of cascading L & D policies
and other related activities (Orientation,
Issuance of Memoranda, Monday
Convocation, Website, Group
Chat) ● Submission of L & D
Reports
● Other communication strategies as
introduced or utilized by the HRM
Office/r

LEARNING NEEDS ASSESSMENT AND L&D PLAN DEVELOPMENT

❖ Develops and uses learning needs
assessment (LNA) tools and methods to
identify learning needs of employees to
guide L&D planning; Develops an annual
L&D plan that identifies training programs
to address employee’s learning needs
based on a needs assessment, in
collaboration with managers/ supervisors
● Proposed and approved of L & D Needs
Assessment/Training Needs Assessment
● Conduct of the LNA/TNA
● Preparation, Submission and Approval
Annual L & D Plan

M&E PLAN DEVELOPMENT AND EXECUTION, AND DEVELOPING M&E TOOLS AND APPROACHES

❖ Develops and uses M&E Plan for ● Preparation of L & D Plan and
tracking and assessing the implementation Implementation Report
and results of the annual L&D Plan; ● Development of Level 2 Evaluation Tools
Develops

pre- and post-test questionnaire/tools

and approaches for use in assessing
participants’ acquisition of knowledge
(Level 2 evaluation)

DESIGNING L&D INTERVENTIONS

❖ Prepares training activity plan that ● L & D / Training Designs Prepared

includes terminal and session
objectives, topics and methodologies to
address validated
learning needs of specific groups

DEVELOPING L&D MATERIALS

❖ Develops customized learning ● Samples of Learning Materials prepared

materials and training aids to support
delivery

MANAGING LSPs

❖ Develops and applies guidelines for ● Use of the Pool of LSPs or Guidelines as
identifying, monitoring and evaluating basis for identifying SMEs
efficiency and effectiveness of L&D ● Development of Evaluation tools
service providers