Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) in the Division of Northern Samar: Achieving Maturity Level II

Abstract

Effective human resource management is critical to the success of educational institutions, but it can be challenging to manage human resources in the education sector. Recruitment, selection, and retention of highly qualified personnel, providing professional development opportunities, and ensuring employee satisfaction and motivation are some of the challenges that institutions face. This study examines the human resource management practices of the Schools Division Office (SDO) Northern Samar in the Philippines, using a mixed methods concurrent design approach. It collected data through reports, documents, and interviews with SDO officials and school administrators. The qualitative and quantitative findings were merged through simultaneous data analysis. The findings revealed that SDO Northern Samar has met the PRIME-HRM Level 2 – Maturity Level Indicators in the Systems, Practices, and Competencies of the four core Human Resource Management areas. The overall performance rating of 4.950 reflects the excellent service delivery of SDO Northern Samar. Further, most of the recipients of appointments and HR programs were teachers, followed by school administrators and non-teaching personnel. The high number of teachers who received training, seminars, and workshops indicates a strong emphasis on professional development for educators in the school system. The significant participation of school administrators in these events suggests a supportive organizational culture for professional growth. Moreover, most of the scholars receive courses from SEAMEO InnoTech, and most of the rewards and recognition being received are from the division level. These findings highlight the importance of providing opportunities for all staff members to enhance their skills and knowledge and the high level of excellence and dedication of the teaching, non-teaching, and teaching-related personnel within the division. These accomplishments were achieved through best practices in human resource management such as developing a comprehensive recruitment strategy that targets a diverse pool of candidates, providing support for new hires, regularly evaluating staff performance and providing feedback, and creating a culture of appreciation and recognition. Additionally, providing ongoing professional development opportunities, implementing a mentoring program, and developing a comprehensive compensation and benefits package are important for staff advancement and retention. These findings can help educational institutions improve their human resource management practices and enhance the quality of education they provide.

Keywords:Human resource management, education sector, Philippines, PRIME-HRM, best practices, mixed methods

DOI: 10.7176/JEP/14-11-03

Publication date: April 30^th 2023