About HRMD | University Human Resource Division

The Human Resource Management Division aims to establish fair and equal selection of employees based on merit and fitness in accordance with Civil Service Commission rules and standards, and to maintain a competent workforce by conducting and facilitating learning and development programs for employees. In the management of personnel, no one shall be discriminated on account of age; sex; sexual orientation and gender identity or preference, or sex reassignment surgery; pregnancy and maternity-related conditions; ethnicity and/or cultural heritage; physical and/or mental ability; religious affiliation or spiritual beliefs; civil status, education, socio-economic status; geographical origin; political opinion; language or dialect; property; and other characteristics or factors.

The Human Resource Development Division consists of three (3) units: (1) Personnel, (2) Training, and (3) Manpower and Career Planning. The office is under the Office of the President with the Vice President directly in-charge. It has the following functions:

Identify people with potentials at the early age of their career;

Recruit competent, imaginative and well-qualified individuals; and

Encourage the growth of all personnel of the system;

Provide essential work assignments and fair incentives.

(Source: The Charter and Code of USeP, page 19.)

PATRICIA ANGELA T. DEL RIO

HRMD Director

"It is my strong belief that the success and strength of the University is primarily due to the quality and efficiency of human resources. The realization of our University’s vision and mission and our sustainable growth cannot be achieved without high level of engagement and contribution of employees. This belief calls for HRD to position our people as the most important asset.

Along this line , the division will strive to strengthen our initiatives which aim at enhancing systems for the integral strategic organization of human resources management. We will do this by developing a framework of strategic HR practices.

The framework is envisioned to reflect the interrelation and complementarity between the regulations, policies and processes for attraction , development, learning, training and continuous motivation in order to maintain the best qualified and creative talents, and people with first-rate performance so that they can contribute to the fulfillment of the University’s strategic goals, objectives and orientation.

As your HRD Director, it is my humble wish that together, we will strive to foster a professional work environment that enables all employees to embrace a USeP corporate image and culture, and contribute to the highest possible level to support our vision and mission."

HRMD Mission Statement

Human Resource Management Division is a strategic partner in increasing institutional effectiveness by initiating innovative HR programs and services, along with clearly articulate policies and procedures, which support the potential of individual and collective talent.

Guiding Principles

As the hub of all human resource frameworks and a repository of values, the Division will treat all employees and clients with fairness, integrity , and honesty while maintaining the highest degree of confidentiality, consistency, and professional expertise.

Strategic Focus

Human Resource Management Division will support university, college, unit, and individual goals and objectives through collective efforts to identify, understand and overcome challenges to success. In partnership with these stakeholders, HRMD will develop strategies to attract, develop and maintain the most qualified individuals, while ensuring the highest level of service in the areas of personnel, training and development, and career planning and progression.

This Unit strives to maintain a dynamic and sustainable process of developing human resources involving upward mobility of employees and enhancing their abilities to handle special assignments, projects, handle recurring problems and human relations while observing mutuality of interest. These include such feature as HR Inventory, Forecasting, Career Management, and Succession.

Workforce and Career Planning seek to meet the following objectives:

To provide and maintain appropriate workforce in the University;

To cater to the immediate and future human resources need of the University on a timely basis; and

To provide an enabling environment for the effectiveness, efficiency and growth of its employees an motivating them to contribute effectively towards achieving the objectives of the organization;

To have a stable workforce by reducing absenteeism and employee turnover;

To increase the utilization of managerial reserves within the University

To map out careers of various categories of employees suitable to their ability, and their willingness to be trained and developed for higher positions;

This unit functions to maintain a high-performance work face and ensure compliance with laws and regulations, and University policies. It tracks a strategic system and process to guarantee that the University has the best available employees to fulfill organizational goals, oversee employee performance and uphold the University’s culture.

Along this line, the Unit takes charge of the HR processes as:

Recruitment, Selection and Placement

Learning and Development

Rewards and Recognition

Performance Management

Human Resource Management Division exists to provide direct support services to the organization in relation to the attraction, selection, deployment, management and retention of its human resources.

The services include:

Work force planning and allocation;

Human Resource Management (HRM) policy and systems development and implementation;

Recruitment and selection for employment;

Employee assistance services (e.i. leave administration, retirement matters, among others)