towards a competency -based human resource …...human resource management can be defined in various...
TRANSCRIPT
Ma. Lourdes D. PantojaDirector IV
Bureau of Human Resources and Organizational DevelopmentDepartment of Education
TOWARDS A COMPETENCY-BASED HUMAN RESOURCE MANGEMENT IN DEPED
Human Resource Management can be defined in various ways.“
Essential to any definition is the understanding that effective
organizations must be able to FIND, KEEP, MOTIVATE, and DEVELOPhuman beings in order to achieve
results.
HR Management is the process of helping organizations do just that.”
Defining Competencies
Challenges We Are Facing
INTERNAL
§ Managing Change & Stability
§ Decentralized Structure§ Rapid Deployment of
Resources§ Attracting, Retaining, and
Maintaining Competence
EXTERNAL
§ Technological Change§ Increased Globalization§ Continued Cost
Containment§ Accelerated Speed of
Change§ Growing Importance of
Knowledge Capital§ Increased Rate and
Magnitude of Change§ ASEAN Integration
Understanding Competencies
KNOWLEDGE SKILLSASPECTS OF SELF-IMAGE
SOCIAL MOTIVES
COMPETENCIES
SOCIAL MOTIVES
THOUGHT PATTERNS
MINDSETS
WAYS OF THINKING, FEELING,
AND ACTING
Appreciating the Benefits of Competencies
ORGANIZATION MANAGERS EMPLOYEES
Knowing the Different Kinds of Competencies
Core
Self-Management
Professionalism & Ethics
Results-Focused
Teamwork
Service Orientation
Innovation
Different Kinds of Competencies
Functional
Training Administration
Training Design and
Methodologies
Use of Monitoring & Evaluation
Tools
Written Communication
Computer Knowledge and
Skills
Group Facilitation
Presentation Skills
Different Kinds of Competencies
*Leadership
Thinking Strategically and
Creatively
Leading Change
Building Collaborative and Inclusive Working
Relationships
Managing for Performance and
Coaching for Results
Creating and Nurturing High
Performing Organization
*Adapted from CSC
Different Kinds of Competencies
DepEd operates in an environment where change
is a way of life both internally and externally.
“
”
It responds to increasing needs and demands through the fulfillment of its mandate
and strategic priorities.
“”
In order to achieve the agency’s mandate and strategic priorities,
it is necessary for BHROD to capacitate the people and the organizational units with core
capabilities.
“
”
BHROD’s role is to connect, to align, and to translate the
agency’s mandate & strategic priorities, and core capabilities
into concrete strategic and operational competencies.
“
”
Everything that BHROD will do should establish that connection.
Every HR & OD process tool or technology should leverage talent
to fulfill the vision of DepEd.
“
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HR & OD initiatives are vertically and horizontally integrated.
One HR system always has an implication on another.
“
”
DepEd is well on its way towards a Competency-based Human
Resource Management. It is not an easy journey, but we are definitely
moving to the right direction.
“
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