Republic of the Philippines 
HOUSE OF REPRESENTATIVES 
Quezon City 
Twentieth Congress 
1st   Regular Session 
   HOUSE BILL NO.___ 
______________________________________________________________________________ 
Introduced by Rep. Elisa  T.  Kho and Rep. Antonio T.  Kho 
______________________________________________________________________________ 
EXPLANATORY NOTE 
The Local Government Code of 1991 (Republic Act No. 7160) created mandatory positions 
with specific functions and duties to assist the local chief executives in the administration of their 
respective Local Government Units (LGU). Under the same code, however, the position of Human 
Resource Management Officer (HRMO), is not among those required to be created mandatorily. 
Similarly, while the Civil Service Memorandum (CSC) Memorandum Circular No. 19, s. 
1992 (Guidelines and Standards in the Establishment of Organizational Structures and Staffing 
Patterns in Local Government Units), allows cities and municipalities to create the office of the 
HRMO, the same is not mandatory. Apparently, the creation of the position of an HRMO with the 
rank of a department head and the requisite Human Resource Department/Office to cater to the 
multifarious human resources needs and processes of the LGUs have not been prioritized and even 
disregarded in most LGUS. 
Presently, the responsibility for human resources and development is lodged under the 
tutelage of the local chief executive of each LGU as explicitly provided undersection 77 of the 
LGC or Republic Act 7160. Hence, most HRMO positions are created under the Office of the 
Mayor or the Governor, in the case of provincial governments. 
Notably, recent trends and advances in the field of human resources management and 
development have made the role of the HRMOs indispensable particularly in the areas of 
recruitment, selection and placement; performance management; learning and development and 
rewards and recognition. 
July 21, 2025
12:15 pm
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Considering that most facets of local governance and operations depend largely on an 
effective and efficient human resource management, the passage and immediate consideration of 
this measure is earnestly sought. 
REP. ELISA T.  KHO M.D.,FPCCP
REP.  ANTONIO T.  KHO    


Republic of the Philippines 
HOUSE OF REPRESENTATIVES 
Quezon City 
Twentieth Congress 
1st   Regular Session 
    HOUSE BILL NO.___ 
______________________________________________________________________________ 
Introduced by Rep. Elisa  T.  Kho and Rep. Antonio T.  Kho 
______________________________________________________________________________ 
AN ACT 
CREATING A MANDATORY DEPARTMENT HEAD POSITION OF HUMAN 
RESOURCE MANAGEMENT OFFICER IN THE LOCAL GOVERNMENT UNITS 
AND DEFINING ITS FUNCTIONS, AMENDING FOR THE PURPOSE PERTINENT 
SECTIONS OF REPUBLIC ACT NO. 7160, AS AMENDED, OTHERWISE KNOWN AS 
THE LOCAL GOVERNMENT CODE OF 1991 
Be it enacted by the Senate and the House of Representatives of the Philippines in Congress 
assembled: 
Section 1. Amendatory Provision.-  Section 77  of  Republic Act No. 7160 or  the “Local 
Government Code of 1991”, is hereby amended to read as  follows: 
“SECTION 77.  Responsibility for Human Resources and Development- 
The chief executive of every local government unit, with the assistance of the 
human resource management officer, shall be responsible for human resources 
and development in his unit. The local chief executive  shall take all personnel 
actions in accordance with the Constitutional provisions on civil service, 
pertinent laws, and rules and regulations thereon, including such policies, 
guidelines and standards as the Civil Service Commission may establish: 
Provided, That the local chief executive may employ emergency or casual 
employees or laborers paid on a daily wage or piecework basis and hired through 
job orders for local projects authorized by the Sanggunian concerned, without 
need of approval or attestation by the Civil Service Commission: Provided, 
further, That the period of employment of emergency or casual laborers as 
provided in this Section shall not exceed six (6) months.   
xxx.” 
Section 2.  Section 443 of the same code, as amended, is hereby further amended to read 
as follows: 
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“Section 443. Officials of the Municipal Government- 
 
 
(a) There shall be in each municipality a municipal mayor, a 
municipal vice-mayor, Sangguniang Bayan members, a secretary to the 
Sangguniang Bayan, a municipal treasurer, a municipal assessor, a municipal 
accountant, a municipal budget officer, a municipal planning and development 
coordinator, a municipal engineer/building official, a municipal health officer, 
[and] a municipal civil registrar [,] and a municipal human resource 
management officer. 
 
 
 
 
 
xxx” 
 
 
Section 3. Section 454 of the same Code is hereby further amended to read as follows: 
 
 
“Section 454. Officials of the City Government- 
 
 
(a) There shall be in each city a mayor, a vice-mayor, Sangguniang 
Panlungsod members, a secretary to the Sangguniang Panlungsod, a city 
treasurer, a city assessor, a city accountant, a city budget officer, a city planning 
and development coordinator, a city engineer, a city health officer, a city civil 
registrar, a city administrator, a city legal officer, a city veterinarian, a city 
social welfare and development officer, [and] a city general services officer [,] 
and a city human resource management officer. 
 
 
 
 
xxx” 
 
Section 4. Section 463 of the same Code is hereby amended to read as follows: 
 
 
SECTION. 463. Officials of the Provincial Government. – 
 
There shall be in each province a governor, a vice-governor, members 
of the Sangguniang Panlalawigan, a Secretary to the Sangguniang 
Panlalawigan, a provincial treasurer, a provincial assessor, a provincial 
accountant, a provincial engineer, a provincial budget officer, a provincial 
planning and development coordinator, a provincial legal officer, a provincial 
administrator, a provincial health officer, a provincial social welfare and 
development officer, a provincial general services officer, a provincial 
agriculturist, [and] a provincial veterinarian [,]  and a provincial human 
resource management officer. 
 
 
 
 
xxx” 
 
Section 5. A new and article and section to be denominated as Article XXI, 
Section 490-A shall be inserted after Article XX, Section 490 of Title Five, on 


Appointive Local Officials Common to All Municipalities, Cities and Provinces, and 
shall read as follows: 
“ARTICLE XXI 
The Human Resource Management Officer 
Section 490-A Qualifications, Powers, and Duties- 
(a) No person shall be appointed human resource management officer 
unless he is a citizen of the Philippines, a resident of the local 
government unit concerned, of good moral character, a holder of a 
college degree preferably in human resource management, 
psychology, public administration or law, and a holder of second level 
eligibility or its equivalent. He must have acquired experience in 
human resource management for at least five (5) years in the case of 
the provincial or city human resources management officer, or three 
(3) years in the case of a municipal human resources management 
officer, and has undergone the certificate program for human resource 
management officer conducted by the Civil Service Commission 
The appointment of a human resource management officer shall be 
mandatory for Provincial, City and Municipal Governments. 
(b)  The human resource management officer shall take charge of the 
human resource office and shall:  
 
1. Formulate a human resource development plan that will enhance 
human resource management processes in the local government unit 
concerned with emphasis in the areas of recruitment, selection, 
placement, learning and development, performance management, and 
rewards and recognition; 
2. Monitor and evaluate the management of personnel performance in 
the local government unit concerned and ensure that such is in 
accordance with the civil service rules and regulations; 
3. Institutionalize a centralized records depository of human resource 
documents such as appointment papers, personal data sheets, service 
records, statement of assets and liabilities, leave credits and other 
pertinent employee records; 
4. Conduct continuing human resource development programs and other 
capacity building activities to enhance the competency of personnel 
and officials; 
5. Ensure that civil service laws and rules on personnel matters are 
properly executed; 
6. Advise on matters related to civil service rules and regulations on 
recruitment, selection, placement, learning and development, 


performance management, and rewards and recognition and other 
human resource policies; 
7. Establish 
linkages 
and 
partnerships 
with 
human 
resource 
organizations and other local government agencies; and  
8. Exercise such other powers and perform such other functions and 
duties as may be prescribed by law or ordinance. 
 
Section 6.  Implementing Rules and Regulations- Within ninety (90) days from the 
promulgation of this Act, the Department of Interior and Local Government and the Civil Service 
Commission shall promulgate the rules and regulations necessary for the effective implementation 
of this Act. 
 
Section 7. Separability Clause- If any provision of this Act is subsequently declared 
unconstitutional, the validity of the remaining provisions hereof shall remain in full force and 
effect. 
 
Section 8. Effectivity- This Act shall take effect fifteen days (15) after its complete 
publication in at least two (2) newspapers of general circulation in the Philippines, 
 
 
Approved,