Samson is the Provincial Human Resource Management Officer of the local government unit of Sultan Kudarat.
During the 17th RCHRMP Annual Conference last August 10-12, Samson said public servants should possess “high intellectual quotient (IQ) that can be acquired in terms of learning and development,” and at the same time “appropriate skills” needed in the workforce.
Also, employees should have the “basic skills of emotional quotient (EQ),” which entails “good attitude in the workplace, establish good harmony, self-regulation and self-awareness, empathy, and high level of motivational factor.”
He also encouraged public servants to acquire “necessary social skills, where we need to go out of the box and not to remain in the four walls of our organization,” to become effective workers.
“We need to address these factors so every public servant in the workforce can perform their duties effectively and efficiently,” Samson said.
Samson and the rest of the officers, together with the field directors and members of the council in Region XII, convened at Greenleaf Hotel in General Santos City to lay down and deliberate all of the HR issues and concerns in the region.
HR practitioners from the five chapters in SOCCSKSARGEN namely the Sultan Kudarat chapter, North Cotabato chapter, South Cotabato chapter, Cotabato City chapter, and SarGen or Sarangani and General Santos City chapter, which is the host of this year’s conference, participated in the convention.
Samson said all issues and concerns in the government workforce “from the point of recruitment down to the point of retirement” were deliberated over the duration of the three-day activity.
The main role of the council, according to Samson, and as provided in the Council’s Constitution and By-laws, “is to be a council that looks into the competency of the workforce in the government, particularly in Region XII.”
“When we say competency, it connotes knowledge, skills, and attitude, and it is the responsibility of the organization to look into that, and ensure that every employee or official of this government is competent in running their respective programs and projects in their organizations.”
To address this, Samson said the council should “look into the interest of the human resource” through “capacitating all public servants in the implementation of the eight Human Resource Management functions.”
This includes organizational designing, workforce planning, recruitment selection and placement, performance management, rewards and recognition, learning and development, employee relations, and career development.
Samson added the council will “address concerns thru adoption of resolutions, address learning and development gaps thru appropriate training, and innovate and give interventions to support the employees’ needs.”
The RCHRMP is an independent body and is a partner of the Civil Service Commission and other lines of agencies in terms of the interest of human resource.
It also facilitates personnel concerns for policy strategic directions, and for the best interest of employees’ welfare. (Jori Mae R. Samillano/SARANGANI PROVINCIAL INFORMATION OFFICE)