Consideration of the Corporation’s existing training policies and procedures will be foremost in the identification of indicators for the Ttraining Nneeds Aassessment Ssurvey of the PhilHealth Regional Office 1 personnel.
Truly, PhilHealth is committed to achieve its vision of becoming a world-class corporation through the development of a world-class human resource as people are a key resource, critically influencing every element of strategic management of businesses (Millmore et al as cited in Juhasova, 2011). Upgrading of competencies geared towards people orientation, accountability, customer focus, teamwork, commitment, integrity, and drive for excellence are instilled in every PhilHealth employee to guarantee effective job performance
The United Republic of Tanzania issued a notice instituting a staff development program which includes needs assessment, instructional objectives, design, implementation and evaluation. This government notice highlighted that training needs analysis is the most important step because other steps will be implemented as a result of the information obtained from analysis. That is to say that, needs analysis is a systematic examination of the way things relate to how training should be carried out. The aim of needs assessment is to help in identifying systems that are not working, poorly trained personnel, inadequate communication channels, faulty equipment, cumbersome procedures, and other organization’s
These also specify the budget for every type of training and development program, determine causes when a budget of training and development program be charged against the HRD budget, determine what specific training can be availed by an employee, and set criteria for the selection of attendees. PhilHealth’s training policies and procedures also identify and clarify the roles and responsibilities of the management, the supervisor, and the HRD in the implementation or availment of training and development programs.
Another breakthrough in PhilHealth’s training and development policies is the adoption of the Training Management System or TMS through PhilHealth Office Order No. 0042, s. 2004, which amended Office Order No. 074, s. 2000. It aimed to optimize Human Resources’ performance and productivity through human resource development and training and to strengthen the capability of PhilHealth Regional Offices (PROs) in performing various HRD functions through decentralization.
In the Office Order, the competencies or skills PhilHealth aims to develop are divided into three (3) groups(1)