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Implementation of PRIME-HRM in Promoting Meritocracy and Excellence in HRM Practices in Select Public Sector Organizations in the Philippines. |
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| รหัสดีโอไอ | |
| Creator | Roland Fronda |
| Title | Implementation of PRIME-HRM in Promoting Meritocracy and Excellence in HRM Practices in Select Public Sector Organizations in the Philippines. |
| Publisher | School of Public Administration, National Instituteof Development Administration (NIDA) |
| Publication Year | 2569 |
| Journal Title | Journal of Public Administration, Public Affairs, and Management |
| Journal Vol. | 24 |
| Journal No. | 1 |
| Page no. | 17-46 |
| Keyword | Human Resource Management, PRIME-HRM, Qualitative Multiple Case Analysis, Public Sector, Public Management |
| URL Website | https://so05.tci-thaijo.org/index.php/pajournal/article/view/286497 |
| ISSN | 2985-0762 |
| Abstract | This qualitative study explores the exemplary approaches and organizational intricacies of public sector organizations implementing the Program to Institutionalize Meritocracy and Excellence in Human Resource (PRIME-HRM). Given the scarcity of research on PRIME-HRM implementation across different levels of government, this study evaluates the challenges encountered by HRM champions representing a National Government Agency (NGA), a Local Government Unit (LGU), and a Government-Owned and Controlled Corporation (GOCC). Using a multiple-case analysis design, the researcher interviewed twelve participants from DepEd Balanga City, the Balanga City Local Government Unit, and the Balanga City Water District—all of which have attained Maturity Level 2 (Bronze Recognition) under the Philippine Civil Service Commission’s (CSC) standards. The findings revealed several emerging themes, specifically regarding implementation challenges, increased employee satisfaction, improved engagement, and strengthened retention strategies. By documenting the best practices of these "champion" implementers, the research identifies critical areas for improvement and strategic success. Furthermore, this study advances the Job Demands-Resources (JD-R) Theory by demonstrating how public sector resources, such as servant leadership and transparency, effectively buffer bureaucratic stress to foster employee commitment. Ultimately, these results provide a foundation for evidence-based policy, advocating for flexible work arrangements and professional development as essential tools for maintaining a stable, high-performing civil service workforce. |
