HISTORY AND BACKGROUND
From the provisions of Republic Act 7160, otherwise known as the “Local Government Code of 1991”, specifically Section 76 thereof, the Civil Service Commission issued Circular No. 19, series of 1992, prescribing the minimum standards and guidelines in the implementation of the Organizational Structures and staffing pattern in the local government units, one of which is the Office of the City Human Resource Management Officer.Memorandum Circular No. 19, series of 1992, Section 8, states that a Human Resource Management Office/Division/Section shall be created in the local government unit. It shall be responsible for personnel management and maintenance of effective liaison with the Commission. Provided that when the number of personnel of a local government unit does not warrant the creation of an Office/Division/Section, the local government units shall create a position of Human Resource Management Officer/Assistant to perform the abovementioned duties and responsibilities.
Significantly, the Sangguniang Panlungsod exercising its legislative powers under section 454 (c) of the code and upon recommendation of the City Mayor, created the City Human Resource Management Office under Ordinance No. 454, series of 1992, which Annual General Fund – FY 1993 was duly reviewed and declared operative by the Department of Budget and Management, Regional Field Office No. 9.
Since the inception of Personnel Administration in April 1979 as a component unit, then as a division in 1986 and a component services in 1989, its manpower grew to 19 with the head, having been elevated to the rank equivalent to that of an Assistant Department Head pursuant to Joint Commission Resolution No. 36.
In 1993, it became a Department, a separate and distinct structure as positioned in the organization. It has a duly approved Organizational Structure with five major Divisions although only four major component divisions were created with an initial profile of 36 personnel as a minimum requirement.
Operationally, the manpower needed in terms of its functions is ninety two (92) projected to be incepted in the organizational tier within a period of eight (8) years from the date of its actual creation and organization.
Significantly, the office is tasked to perform both line and staff functions which are inherent among other departments in the City Government. Traditionally, it was considered as staff that is to advise the City Mayor, Legislative Body and Heads of Departments on policies involving personnel. But with the evolution of Personnel Administration, the many task that comprised the general term “Administration” bring into focus the central unit of providing employment, recruitment/placement and planning; training and development; compensation and benefits; discipline and administrative guidance; information and research; and organizational relation and advisory functions to include retirement of employee. The continuous expansion of the scope and concepts of public personnel administration necessitated a more positive and comprehensive approach to the management of its human resources, hence, the creation of the City Human Resource Management Office.
With the twenty one (21) offices of the City Government of Zamboanga and those Infra Projects and Special Programs of the city, the volume of related tasks, however, focus serious consideration that because of size, age and nature of the organization, the Human Resource Management Department is mandated to perform three (3) major dimensional structure functions, namely: Structure Skills – treating on training and development, Structure Reward – meaning compensation benefits and administration and Structure Authority – referring to the degree of centralization and decentralization of the span of control and decision-making and the implementation of personnel policies. At present, the office consists of five (5) functional divisions with a complement of (40) forty personnel to include the Department Head and Assistant Head.