Learning

and
Development
 SYSTEM
HR SYSTEM PILLARS COMPETENCIES
ELEMENTS

Policy including EOP Policy Review and Formulation

Structure and Roles System Review
Review Mechanisms
GOVERNANCE
Information and Use of Technology
Communication Communication
L&D Planning Identifying L&D Interventions
Learning and L&D Plan Formulation
Development PLANNING AND M&E Framework Formulation
M& E L&D Monitoring and
Evaluation Developing M&E Tools and
Approaches
Conducting M&E
Analysis and Use of M&E Results
L&D Designing L&D Interventions
EXECUTION Design
L&D Developing L&D Materials
Development
L&D Delivery Delivery of L&D Interventions
CSC MC No. 28, s. 1990

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CSC MC No. 28, s. 1990
Executive Order No. 292
 CSC MC No. 14, s. 2018

Item (e), Section 7,

Rule VIII of
Omnibus Rules
Implementing Book
V of Executive
Order No. 292 and
Other Pertinent
Civil Service Laws
 MC 08, s. 1999
Representation of Women and Men in 3rd Level Positions in Government

Guideline 6. Career Development

• Agencies are encouraged to establish career development
programs and opportunities which enhance the
capabilities of women and men employees, subsequently
increasing their chances for promotion. Gender awareness
programs for men and women should be undertaken.
• These programs and opportunities shall form an
integral part of the career development systems and
other personnel programs of agencies.
 Magna Carta of Disabled
Persons
R.A. 7277, Section 32
⦁ No entity, whether public or private, shall discriminate
against a qualified disabled person by reason of disability in regard
to job application procedures, the hiring, promotion, or discharge of
employees, employee compensation, job training, and other terms,
conditions, and privileges of employment.
⦁ The following constitute acts of discrimination:
⦁ e. Favoring a non-disabled employee over a qualified disabled
employee with respect to promotion, training opportunities,
study and scholarship grants, solely on account of the latter's
disability
 L&D Policy
Guides decision-making on L&D
Specifies:
q

• Objectives, scope, guiding principles and governance structure

of the System

• Standards, parameters, conditions and responsibilities in the

operationalisation of the system

• Inclusion of EOP
Learning & Development
Policy
ELEMENTS:
1. Background
2. Objectives
3. Scope & Coverage
4. Definition of Terms
5. Roles & Responsibilities
6. Guidelines
7. Procedures
SAMPLE L&D
POLICY
SAMPLE L&D
POLICY
SAMPLE L&D
POLICY
SAMPLE L&D
POLICY
SAMPLE L&D
POLICY
SAMPLE L&D
POLICY
SAMPLE L&D
POLICY
SAMPLE L&D
POLICY
 Continuous
Process
Improvement

Review Information
Mechanisms
(Agency uses data to
Management &
improve system) Communication
Use of Technology
SAMPLE REVIEW MECHANISMS

TRACKING TOOL ON
EMPLOYEES
PROVIDED WITH L&D
INTERVENTION
SAMPLE REVIEW MECHANISMS

TRACKING TOOL ON
EMPLOYEES
PROVIDED WITH L&D
INTERVENTION
SAMPLE REVIEW MECHANISMS

TRACKING TOOL
ON BUDGET
UTILIZATION
SAMPLE REVIEW MECHANISMS
FEEDBACK ON
CONDUCTED
TRAINING
(LEVEL 1
EVALUATION)
 The L&D
• A living document
Plan that sets out how L&D
interventions will support achievement of
organisational strategic goals and directions
• Aligns workforce competencies with these
strategic priorities
• Bridges performance gaps by
addressing employees’ L&D needs
(CSC HRD Planning Guidebook)

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SAMPLE LEARNING NEEDS ANALYSIS (LNA)
SAMPLE CONSOLIDATED LNA
 L & D PLAN
ELEMENTS
1.Background and Rationale
(Institutional Need, Performance Need, Learning
Need & Environmental Need)
2.L & D Plan Objectives
3.L & D Plan/Courses with schedules
4.Resource Requirements
5.Monitoring and Evaluation
SAMPLE L&D PLAN
SAMPLE L&D PLAN
L&D MONITORING &
EVALUATION
Moving to Level 2

Level 1 Level
2
rvant-Hero towards Public Service Excellence.

Participants’ Acquisition
Reaction of Learning

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 Level 2: Learning

During Post-test
Pre-test training
Examples of Level 2 Evaluation Tools
Quizzes and Tests
Multiple Choice
True/false
Open-Ended Response
Matching, Fill in the blank
Essay

Game-Based Activities
Trivia
Simulations
Examples of Level 2 Evaluation Tools
Problem or Situation-based Exercises
Table top exercises
Case scenarios
Case studies
Critique; Work
review

Perform
ance-
Based
Activitie
s
Work-
 Examples of Level 2 Evaluation Tools
Perceptions and Feedback
Surveys
Poll
Questi
onnaire
Essay
Self-
Reflecti
on
Exercis
e
Project-Based Activities

Real
Mock
SAMPLE LEVEL 2 EVALUATION
SAMPLE LEVEL 2 EVALUATION
 L&D Execution

Processes to operationalize elements of L&D

Cycle

Defines guidelines and processes that

facilitate integrated management of L&D
programs and activities

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SAMPLE TRAINING DESIGN
 Training Activity Plan
Captures all design elements in one
document

Uses a mix of methodologies that are

learner-centered
 SAMPLE TRAINING ACTIVITY
PLAN
Performance Objective: By the end of the two-day seminar-workshop, participants will be able to:
Assess their organizations L&D system´s strengths and opportunities for improvement vis-à-vis PRIME-HRM
Maturity Level 2 Indicator.
Develop an action plan for achieving PRIME-HRM L&D Level 2 by end of 2021
Learning Objectives:

Day/Time Session Objectives Session/ Expected Topic/Content Teaching/ Learning Resources Needed
Activit y Outputs Highlights Learning Team/
Methodology Facilitat
or
8:30-8:45 Preliminaries Invocation HRD Multimedia
Message Sound system
8:45-9:30 Sharing of Preparing the Learning S-W overview GTKY Activity AVP materials
expectations learning objectives Pre Test Q Presentation Pre-test
Accomplish pre-test environment Pre-test PreTest questionnaire
Results Administration
9:30 -12:00 Explain rationale & Module 1: PRIME-HRM Presentation- Ms. X AVP materials
Objectives of PRIME- Overview of -Brief history discussion
HRM PRIME-HRM -Rationale Buzz
Explain features & and L&D -Features Conversations
focus areas of System -Focus areas
h PRIME-HRM www.presentationgo.com
 Service Providers Management

Subject
Resource Matter
Consultants
Persons
Facilitators Trainers
Experts

rvant-Hero towards Public Service

Excellence.

Individuals Groups Organizations

 LSP Management
Guidelines
Key Elements

LSP Selection

Contracting

Monitoring and Evaluating Performance

 g the Servant-Hero towards Public Service Excellence.

SAMPLE
LSP
MANAGEMENT
GUIDELINES

CSI. Shapin entatio ngo.com

 SAMPLE DATABASE OF LEARNING
SERVICE PROVIDERS (Template)- excel
SME Name Educational Expertise Programs Average Email Mobile
Background Conducted Facilitation Address Number
Rating

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 Session

Rewards and
Recognition
HR SYSTEM PILLARS SYSTEM ELEMENTS COMPETENCIES
Policy Review and
Policy including EOP Formulation

Structure and Roles System Review

Governance
Review Mechanisms Use of Technology
Rewards and Information and
Recognition Communication Communication

Planning Planning R&R Planning

Development of R&R
R&R Screening and
Screening and
Execution Selection Criteria and
Selection Criteria and
Processes
Processes
Rewards and
Recognition
Processes and mechanisms for valuing
contributions of individuals and
work units, and recognizing excellent
performance and achievement of work
targets in pursuing the organization's
mandate
Policy including EOP

LEGAL BASIS
Review Mechanisms

Tracking tool/template with the

following data/information on: (for
efficiency)
-Annual R&R budget utilization vis-à-vis
R&R implemented programs
Planning
 SAMPLE R&R PLAN

PLANNED
ON-THE-
SPOT
PLANNED

ON-THE-
SPOT
 ON-THE-SPOT AWAR
DS
Very low cost initiative that is
designed to motivate a
broader- based gR oup of empl
oyees.
SAMPLE ON-THE-SPOT AWARDS
Execution
SAMPLE SCREENING AND SELECTION
CRITERIA
SAMPLE SCREENING AND SELECTION
CRITERIA
SAMPLE SCREENING AND SELECTION
CRITERIA
SAMPLE SCREENING AND SELECTION
CRITERIA
SAMPLE SCREENING AND SELECTION
CRITERIA
 REVISED
GUIDELINES ON
THE
CONFERMENT OF
HR
RECOGNITION
AND AWARD
INCENTIVES
INCENTIVES
INCENTIVES
INCENTIVES
INCENTIVES
INCENTIVES
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