Collection of Documents for HRODF

DAVAO DEL NORTE COMPETENCY DICTIONARY

PAHRODF has been assisting selected LGUs like PGDN to ensure that their reform objectives could be achieved by providing interventions aimed at increasing the LGUs’ capability to manage and develop human resources through improved HRMD processes and systems. This assistance includes, among others, enabling the LGUs to develop a “pool of human resources who possess the necessary competencies in order that they can competently perform mandated functions, thus enabling the LGUs to deliver essential services and to meet their priority development directions”. The key step to capability building is the development of job competency models.

HRODF - Competency Modelling Guidebook

The Guidebook on Competency Modelling and Profiling is again a reflection of learning innovations that PAHRODF has introduced. It is based on one of PAHRODF interventions instrumental in breaking new grounds in the way our partner agencies — the Civil Service Commission (CSC) and the Department of Social Welfare and Development (DSWD) — recruit and train employees. With better job-person match among the personnel, these organisations are now able to improve how they deliver their core programs.

HRODF - Generic Competency Dictionary (GCD) for the Public Sector

The Generic Competency Dictionary (GCD) supports the CSC's PRIME-HRM in increasing the accessibility of competency modelling and profiling across the Philippine bureaucracy, and thus contributing to every organisation’s attainment of higher maturity levels in HRM systems, processes and practices.

HRODF - Guidebook on Organisational Assessment 2015

The OA process that is presented in this Guidebook and the output that would be produced are envisioned to provide organisations with directions, and help them in navigating along the change path.

HRODF - Guidebook to CapDev Impact Assessment

PAHRODF believes that Monitoring and Evaluation is important in harvesting and sustaining the gains of HR interventions. It is only when an institution is ‘committed and able to measure its achievements, reflect on its experiences, share its insights, and capitalize on its learning’ that it is able to ‘achieve greater impact on the people they serve.’

HRODF - Institutional Partnerships Highlights 2014

HRODF piloted institutional partnerships in 2010 with the collaboration of University of Newcastle (UoN) and University of Mindanao (UM). Following gains of the pilot programs, HRODF pursued more institutional partnerships to respond to learning needs of more Filipinos, in consideration of the full rollout of the Australian Qualifications Framework and while establishing a platform for the new Australian Colombo Plan.

LANAO DEL NORTE COMPETENCY DICTIONARY

PAHRODF has been assisting selected LGUs like PGLDN to ensure that their reform objectives could be achieved by providing interventions aimed at increasing the LGUs’ capability to manage and develop human resources and improved HRMD processes and systems. This assistance includes, among others, enabling the LGUs to develop a “pool of human resources who possess the necessary competencies in order that they can competently perform mandated functions, thus enabling the LGUs to deliver essential services and to meet their priority development directions”. The key step to capability building is the development of job competency models.

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