Recommendations for Improving Learning and Development Processes at PhilHealth

Key recommendations include broad dissemination of approved Calendar Years 2024 and 2025 Annual Learning and Development Plans (ALDPs) and associated HRDC Resolutions to all regional offices for effective planning. A standardized protocol is required for timely distribution of approved ALDPs within fifteen working days of executive approval. Regional HR units (PROs-HRU) must retroactively reconcile and update their Organizational Learning and Development Plans (OLDPs) and Individual Learning and Development Plans (ILDPs) to ensure documentation integrity and PRIME-HRM compliance. The Learning and Development Records and Information System (LDRIS) needs to be established and implemented for accurate data recording and tracking. Interim measures include developing standardized database templates and documentation checklists aligned with LDRIS requirements to ensure completeness and accuracy of employee learning and development records.

The core recommendation is to efficiently monitor and evaluate learning and development interventions based on PhilHealth Corporate Order No. 2024-0028 regarding the Learning and Development Management System (LDMS) for PRIME-HRM. Adjustments are necessary for 195 employee training sessions in PACER for 2024 and 2025 that were not part of the approved iLEAP, and a refresher workshop for Supervisors/Raters will improve competency assessment and iLEAP navigation. A mandatory semi-annual HR reconciliation protocol will cross-match active headcounts with iLEAP submissions to achieve 100% compliance before training funds are allocated. PROs-HRU must urgently locate and submit all missing quarterly reports for CY 2024 and CY 2025 within 15 days, with an electronic logbook to track submissions. Enhanced post-training documentation is mandated for external training, including standardized checklists and improved HRU review systems, while internal training requires trainees to promptly submit evaluation documents, enforced by a memorandum, standardized validation checklists, and monitoring systems.

The overarching recommendation is to strengthen accountability by strictly adhering to established procedural guidelines for the learning and development management system. Budget management for training will restrict releases if the ALDP Narrative Report is not submitted, enhancing accountability. Existing policies require revision to reflect decentralized HR functions, clearly assigning responsibility for preparing and distributing the Learning and Development Calendar. All off-plan training programs must be formally evaluated by HRD and HRDC and approved by the PCEO as per Corporate Order No. 2024-0028, prohibiting informal communication for operational agreements. Regional fund disbursements for unplanned training events are not permitted without PCEO authorization. All planned training activities must be included in the ALDP and receive prior PCEO approval to ensure alignment with PhilHealth's strategic objectives. Finally, coordination between the Human Resources Department (HRD) and proponent offices must improve during ALDP preparation and updating to effectively capture and approve all intended training interventions.