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Competency-Based HR

HRDO's activities were built into one integrated system by using a common set of competencies. The competencies provided the link between the core systems of HR. For instance, competencies that the office used in selecting employees will be used to assess the performance when on the job. These same competencies can also be used to determine training and development needs. Career development criteria may also depend on the competencies used in training and development. In addition, competency-based pay involves rewarding individuals based on their skill level. Finally, organizational development efforts such as culture building may focus on developing core competencies needed by organization members.

Competency-Based Recruitment

To find people with the right competencies for the right job is a prime responsibility of the HRD. Our efforts were centered on instituting new policies and systems on recruitment, selection and placement to allow us to meet the demands of this crucial task.

Competency-Based Evaluation

Development of a Competency-Based Performance Evaluation shall be the utmost priority of the HRDO after the Job Analysis, Job Evaluation and Position Classification Program.

Competency-Based Training

The challenge for HRDO in establishing a competency-based training program is in determining whether the problem is caused by a lack of individual competence or by a lack of organizational competence. By focusing on both individual and organizational competence, and attitudes and begin to consider organizational factors that may create barriers to individual-or exemplary-performance.

The three programs launched by the HRDO are:

• AHEAD (Aquinas Hospital Executive and Administrators Development Program)
• ACCESS (Aquinas Hospital Comprehensive Career Enhancement Program for Support Staff)
• ACCENT (Aquinas Hospital Comprehensive Career Enhancement for Nursing and Technical/Medical Personnel Program)

Competency-Based Pay and Rewards

Nowadays, when competition for manpower acquisition is very tight, a competitive pay and rewards scheme do matter. The HRDO deems that giving emphasis on performance, on acquisition of skills and knowledge and development of competencies is the best way of paying and rewarding our employees. Steps have been undertaken by the AQH Team to implement the said program. Job Evaluation sessions are conducted every Thursday.

With this program, emphasis shall be given on the following:

• Innovation and initiative
• Individual, appraisal of performance, performance-related pay (PRP)
• Team work and group work performance
• Level of pay is determined by appraisal of individual performance
• Pay rise depends on individual’s performance
• Overall organization performance

Competency-Based Succession and Career Development

The formulation and implementation of a Succession Planning and Career Development shall be a major challenge for the HRDO in the next years to come. To be successful that the department underlined following measures:

• Clarify Objectives of Career Development and Succession Planning;
• Link Career Development and Succession Planning to other HR systems;
• Specify Career Development and Succession Planning roles;
• Provide career development and succession planning training and tools; and
• Evaluate career development and succession planning systems.