Civil Service Commission chairperson Karlo Nograles (Photo courtesy of CSC)
MANILA - The Civil Service Commission (CSC) is set to modernize the human resource (HR) management systems of the national government starting 2025 following the National Economic and Development Authority’s approval of PHP3.8 billion budget for the project.
In a Malacañang Insider interview Wednesday, CSC chairperson Karlo Nograles said different government offices have different HR management systems, some of which are outdated.
“Some of them are kind of archaic, you would want to call it that way, some of them have become more advanced,” he said.
“But, we in the Civil Service, one of the things that we do is we kind of test and assess the maturity level of HRM systems or HR management systems ng (of) different agencies of government.”
He said the maturity levels “across the board are not at par with global standards”.
The CSC, together with the Department of Budget and Management, will implement Human Resource Information System (HRIS) that is integrated with the payroll system in the next five years.
By the end of 2029, the CSC plans to cover 226 government agencies that is equivalent to 1.1 million civil servants, filling job vacancies with qualified applicants and promoting deserving employees.
“Then, after 2029, uubusin din namin, tatapusin namin iyong ibang mga natirang (we’ll address, we’ll complete the remaining) agencies. So, that’s a five-year plus five-year program. After 10 years, the entire bureaucracy will be covered,” Nograles said.
Current challenges
He said the CSC is unable to check vacancies in different agencies in real time which is crucial in effective recruitment and placement as it is able to gather data on vacancies only every six months.
Opportunities for learning and development and performance management of civil servants also must be improved.
“Since the CSC already has an LMS or Learning Management System, we can already input into the LMS depending on the learning and development gaps of the different agencies. We can tailor fit it already and tie it up to the HRIS system,” he said.
“So, performance management is really looking at the indicators in terms of their individual performance, in terms of organizational performance, in terms of agency performance and tie it up very well with our Philippine Development Plan,” he said. (PNA)
