HR setting in Philippine government

Mary Anne F. Quinto

The author is Administrative Assistant II at San Vicente Elementary School,

Apalit District

DO we have practices in human resources management that identifies as “Pinoy”? I believe there are, given that we are bound by our economic and political setting. According to research, human resource management in the country is based on an intricate system of indigenous core values which emphasize social acceptance.

In a recent study conducted by the World Bank, it found a link between pay and performance in the Philippine civil service through the Performance Based Bonus.

The study showed favorable perceptions on the PBB, and that there is very strong support for the PBB across all departments and bureaus. There are others though which see it as “unfair”, and that the rating process is not transparent, and has little impact on the improvement of individual effort.

Why was PBB created in the first place? Respondents of a survey cited positive reasons: to set and enforce performance standards, to improve morale and motivation, and to enable public officials to better serve the citizens of the Philippines.

There was also positive impact on the workforce, as there is better teamwork among employees, and management is more diligent in setting targets.

Again, there are others that believe they should get a higher incentive.

Maybe there is a need to increase the amount of the PBB, and make it a percentage of an employee’s base pay. The PBB should also be complemented with non-financial incentives and should form part of a reform package that would be linked to the individual performance appraisal.

Moreover, there should be a performance management system to ensure that state workers get the right incentives.

--oOo-

The author is Administrative Assistant III at Angeles Elementary School,

Jesus St., Pulungbulu Angeles City