What is an HR Maturity Level?

 describe how well behaviors, practices and

processes of organization can reliably and
sustainably produce outcomes
 “maturity“ degree of formality and
optimization of processes
 Assessment tool to assist HR professionals in
analyzing health of HRM systems; can
indicate corrective actions.
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 Level 1 Transactional
HRM

Process-
Level 2 Defined HRM

Level 3 Integrated
HRM

Level 4 Strategic HRM

MATURITY
LEVELS

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Levels of Maturity

Level 1: Transactional HRM

Process at least Some processes are Personnel Line Managers
documented repeatable, possibly function, mostly perform HR
sufficiently with consistent separate from activities
result agency/ business
and talent needs

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Levels of Maturity

Level 2: Process-defined HRM

Sets of defined and Some automated
documented SOPs Goal-oriented decision system but little
established, subject to making integration of data
improvement over time

4
Levels of Maturity

Level 3: Integrated HRM

Use of process HR function Data-driven HR Management
metrics for supports agency decision-making Toolkit
continuous business needs
improvement

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Levels of Maturity

Level 4: Strategic HRM

Processes Systematically HR helps to HR strategy part
focused on managed by drive agency of the agency
continually combination of business strategy
improving process optimization decision on
process and continuous people, data and
performance improvement insight

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STRATEGIC HR: HR AS PART OF
AGENCY STRATEGY
HRMO

ST
AK
S
ER

EH
AG

O
LD
AN

ER
M

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How were the Maturity Levels/ Indicators
Developed?

 3 FGDs on 4 core HRM systems with

Private Sector (October 2013)
 Conversations with Public & Private Sector
(January 2014)
 Clean-up Session with
 Select Public/Private Sector (January 2014)
HRPSO/Facility/IiP (February 2014)

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 How were the HRMO competencies
enhanced?

 FGD with HRMOs to determine

baseline competencies (October 2013)
 2 sessions for enhancement of HRMO
competencies with HRPSO and
Competency Team (February 2014
 What will change?
Current Proposed
 Certificate Records/ HRM
Systems Assessment
 Use of Manual Assessment
Forms

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Proposed HRMO Role
“HR is shifting from
focusing on the
organization of the
business to focusing
on the business of the
organization
STRATEGIC
PARTNER
CHANGE AGENT “
- David Ulrich

ADMINISTRATIV EMPLOYEE
E EXPERT CHAMPION

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 Policy Changes
Current
Only HRMO Head is assessed
Level II Accredited Status
Level III Deregulated Status
Checklist no weights
As Enhanced
HRMO as an office is assessed
Maturity Level 1 – Transactional
Maturity Level 2 – Process Driven
Maturity Level 3 - Integrated
Maturity Level 4 – Strategic
Systems Assessment
Practice Assessment
HRMO Competencies Assessment
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 IFUGAO

PRIME -HRM
AGUSAN DEL SUR

If they can do it, so can you!

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SYSTEMS
PRACTICES

COMPETENCIES

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ARE YOU READY TO
BE
?
What do we Expect from the Agency?

Before Visit
 Provide the name of the HRMO Officer of
the agency and/or staff who will coordinate
with the Field Director/PSED Assessment
Team on the assessment.

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What do we Expect from the Agency?

Before Visit
 Send to the Field Director copies of the
organizational profile; plantilla (number of
positions by department and by divisions,
population of employees; HRMO organizational
structure; no. of staff of HRMO and positions;
mandate of HRMO, summary of rewards and
recognition program, no. of employee applications
for last fiscal year; no. of job openings
(managerial, supervisory, technical, rank and file).
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What do we Expect from the Agency?

Before Visit
 Study and conducts self-assessment using
the tool
 Prepare a room for assessors to work in
 Prepare the documents to be reviewed
 Identify and prepare the interviewees
 Brief officers/officials re activity and initial
report presentation
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 Expectations/ Requirements from the
Agency

During Visit
 Receive the assessors and call on officers/officials for
assessment meeting
 Tour the assessors or conduct a briefing on the agency
 Lead assessors to working room w/ documents prepared
 Call on interviewees or usher assessors to interviews
 Assemble officers/officials for initial report presentation

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 It’s Time to Be Primed

PRIME-HRM Regional Launch

Civil Service Commission
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