Vision and Mission
PMAP's current vision is to be "the premier organization committed to excellence in people management." As the Association moves toward 2016, further clarifying what this vision entails is of utmost importance. Accordingly,rough elements of the PMAP 2016 vision are in large part expositions of what being the premier organizations means.
First, to be the premier organization in its field, PMAP ought to be the largest
association of people managers in the country. The term "largest" is meant to connote not just size of membership, but also sphere of influence, as well as reach. Along this line, it is imperative for PMAP to pursue programs that will ensure its continued ability to attract and retain various types of members, affiliates, and partners. Inherent in this mandate is the challenge of strengthening PMAP's ascendancy as the professional association that serves as the "mother" organization of all people managers and all professional associations of people managers in the Philippines.
Second, PMAP should establish itself as the recognized authority in people management issues in the Philippines. As such, PMAP must be seen as the authoritative source of information and ideas on everything that has to do with people management and development in the country. PMAP’s authority will emanate from various strengths, foremost of which are as host of exceptional expertise and as repository and fount of knowledge and ideas on people management and development.
And third, given its stature as a recognized authority in people management, it should follow that PMAP’s expertise is sought and its voice heard by industry, government, and other sectors when it comes to issues that impact people management and development.
Taken together, these elements of the PMAP 2016 vision serve as guideposts with regard to the initiatives the Association will pursue in the next five years. All efforts need to be aligned with this vision and should contribute towards its fulfillment.
With the destination settled, it is also instructive to re-examine the emerging elements of the PMAP 2016 mission. A major theme in this area is PMAP’s characterization as a strong and dynamic Association tasked to:
• Create and nurture a community that fosters the strategic development and management of Filipino human capital;
• Promotes the development, integration, and sharing of expertise and solutions; and
• Blazes new trails as a thought leader.
From these themes, we see three parallel tracks: first is building a sharing community; second is elevating this community through thought leadership; and third is extending this community to serve and develop Filipino human capital.
It has been previously stressed that PMAP’s unique value proposition should be rooted in its role as a thought leader. Hence, the ideal animator of all initiatives should be the desire to advance and upgrade the HR profession. Following this, thought leadership may be taken to adopt three dimensions: perspective, clarity, and novelty.
Thought leadership necessitates the proper appreciation of issues, trends and concerns. Simply put, thought leadership tasks the Association with “putting things in perspective.” Further, in keeping with the Association's purpose, it is imperative for it to make known the people management dimension of pressing issues and problems. However, in order to carry this out and ultimately come up with an informed position, robust data need to be made available. Hence, thought leadership may be equated to the promotion of the intelligent, inclusive and enlightened discussion on issues as backed up by sound data and evidence-based practice.
Corollary to putting things in perspective is the clarification of issues. This requires thought leadership to sufficiently differentiate sentimental positions as well as biases from valid concerns and workable solutions. Needless to say, establishing PMAP as premier Association requires it to veer away from bandwagons and populist positions. It should task itself with promoting real debate especially in the national context and building its position on issues by establishing a sense of clarity.
An essential element of thought leadership is novelty. To be recognized as a premier Association, PMAP needs to establish itself as the harbinger not only of the best practices but more importantly of trends and new ways of thinking. This is a testament to HR’s role as a change agent. Thought leadership must not only inspire but also embody innovation. PMAP should be at the forefront of both theory and practice. Only then can it rightfully shepherd the rest of the profession and industry into its advocacies and stand on issues.
Over Fift y Years of Professional Traditions
On 29 September 1956, thirty-seven (37) executives representing varied industrial and business establishments in Manila, held the first organization meeting of what would become known as the Personnel Management Association of the Philippines at the Rizal Hall of the University of the Philippines (UP) Institute of Public Administration. They believed then - as members still do today - that an association must be organized in a manner that directly addresses its members´ needs and responds to individual, institutional, and even to national growth. Guided by this belief, these executives set into motion the establishment of what is today´s premier organization of human resource management professionals.
When the Association´s legal charter was renewed on its 50th year of existence, it changed the word "Personnel" to "People" in the PMAP corporate name. The change explicitly acknowledges the emerging view that people in organizations have become the core source of competitive advantage in today´s knowledge-driven economy. It also opens the doors of our Association to line managers who are, in truth, the managers of people in organizations.
True to its thrust of remaining responsive to its members´ needs and the changing times, PMAP updated its by laws as deemed fit.
The amended by laws and articles of incorporation were approved by PMAP´s general membership on 24 April 2013 and were duly registered with the SEC on 16 September 2013.
Resources : PMAP By Laws (24 April 2013).pdf
In 2011, PMAP came up with a five-year development plan that set the directions and goals on areas deemed as critical to the continued relevance and sustainability of the Association. Further, by providing a roadmap for future officers and members to take, the development plan aimed to address issues of continuity, alignment, and the clarification of PMAP´s unique value proposition. All these done to provide optimal service to the Association´s members and other stakeholders.
Organized for Growth and Stability
Elected annually, PMAP´s Officers and Board of Directors set the directions of the Association. Supported by Committees which in turn are driven by volunteer members, the Officers and Board of Directors also lead in the execution of PMAP´s various initiatives and activities.
Affiliated bodies also function under PMAP´s umbrella. Among these are:
- the Philippine Society of Fellows (PSOF) in People Management whose Accreditation Ccouncil bestows the professional titles of Diplomate in People Management (DPM), Fellow in People Management (FPM), and Associate Fellow in People Management (AFPM) to individual practitioners in recognition of their level of professional competence.
- the Asian Institute of Human Resource Management (AIHRM), the Association´s training arm that provides continuing professional education through its various degree and non-degree programs.
- the Council of Past Presidents that provides guidance to the PMAP Board on issues of policy, thrusts, and strategies.
- the HRM Foundation that seeks grants and funding to sustain various PMAP programs.
- the Junior PMAP (JPMAP) - the Association´s youth development arm that functions as a microcosm of PMAP as it maintains its own committees, monthly meetings, learning sessions, and the like with its membership roster coming from colleges and universities nationwide.
PMAP´s Committees are supported by a group of full-time Professional Satff (PS). The PS acts as the operational information center, secretariat, and hub of all activities in the organization. Housed in the PMAP Center, the PS provides technical and administrative support to the work programs of the Board, Executive Committee, and the affiliated bodies within PMAP.