Civil Service Commission lauds BSU employees’ learning and development efforts
Officials of the Civil Service Commission-CAR led by their director, Atty. Marilyn E. Taldo, handed a certificate of recognition to BSU during the Loyalty Service Awarding program for reaching Maturity Level 2 of the PRIME-HRM systems and competencies in learning and development.
PRIME –HRM stands for Program to Institutionalized Meritocracy and Excellence in Human Resource Management. This, according to Atty. Taldo serves as a guide among government agencies in transforming every government employee into a lingkod bayani.
“On July 17-19, 2018, the CSC-CAR conducted an on-site assessment to determine the readiness of Benguet State University to be confirmed the PRIME HRM award based on the enhanced indicators (prescribed by CSC Memorandum Circular No. 13, s. 2014). Benguet State University was found to have achieved Prime HRM Maturity level 2 on both systems and competencies of the enhanced PRIME-HRM maturity indicators in learning and development and the first state university to have achieved this award (in CAR),” Atty. Taldo announced.
BSU through the Human Resource Development Office (HRDO) had to meet a total of 14 indicators encompassing policies, structure and roles, review mechanisms, use of technology, development, delivery and learning service provider management.
According to Raymundo H. Pawid of the HRDO, the award is a result of the concerted efforts of all BSU stakeholders and most of all, the acceptance and participation of BSU employees.
“Ang nangyayari ngayon ay they (BSU employees) are more proactive now in seeking their own learning and development. HRDO’s role is now more on trying to provide the others that they could not meet on their own especially on the competencies that they have to develop,” said Pawid.
There are four categories of target competencies for learning and development as prescribed by the PRIME-HRM. These are the core, organizational, leadership and functional/technical competencies. Under the core competencies are self-management, technical and people skills; the organizational competencies includes social responsiveness, team player, research orientedness, inclusiveness, values driven and excellent workmanship; the leadership competencies includes systems thinking strategic and creative, engaging stakeholders in leading change, robust building of network/partnership, values performance and coaching and enabling a high performing organization; functional/technical competencies refer to the knowledge, skills and attitude relevant to the function of the employee concerned.
Based on these, HRDO guides and supports each employee in selecting their learning and development activities to ensure that these are relevant.
Pawid hopes that the University meets the Level 3 maturity level indicators in the future once a competency based policy in learning and development would be implemented and level 4 if BSU would have a fully functional Learning and Development Center catering to Human Resources Competency Development within and outside BSU.**JSTabangcura