PRIME HUMAN RESOURCE MANAGEMENT MODEL AMONG SUCs IN SAMAR ISLAND

This study explored the implementation of the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) across State Universities and Colleges (SUCs) in Samar Island. It aimed to assess the extent of implementation of four PRIME-HRM core systems—Recruitment, Selection, and Placement (RSP); Learning and Development (L&D); Performance Management (PM); and Rewards and Recognition (R&R)—and identify institutional best practices to inform a context-specific HRM model. A mixed-methods explanatory sequential design was used. Quantitative data were gathered from 648 respondents using validated tools, while qualitative data were obtained through focus group discussions guided by the Appreciative Inquiry 4D model (Discovery, Dream, Design, Destiny). Thematic analysis was employed in the qualitative phase to extract institutional strengths. Quantitative results showed that all four PRIME-HRM components were “Much Implemented” (MI), with PM and RSP receiving the highest mean scores. Qualitative data revealed six emergent themes: (1) a clear and development-oriented performance evaluation system, (2) meritocratic and inclusive recruitment practices, (3) effective implementation with continuous PRIME-HRM advancement, (4) supportive and structured L&D systems, (5) collaborative and participatory HR governance, and (6) technology-enabled and data-driven HRM transformation. These themes emphasized not only compliance with Civil Service Commission standards but also institutional values of transparency, equity, empowerment, and innovation. The analysis of quantitative and qualitative findings revealed that Samar Island SUCs possess foundational HRM systems with high implementation levels, supported by collaborative governance and forward-looking digital strategies. However, gaps in system automation and structured evaluation persist. The study proposes an enhanced HRM model for SUCs that integrates strategic leadership, inclusive practices, and digital infrastructure to elevate HR maturity levels and achieve long-term PRIME-HRM sustainability.