A human resources director is critically important to the digital transformation of the financial operation of a local government because he bridges the gap between new financial technologies and the civil service employees required to operate them.
Every head of a local government agency must see that his HR director or Human Resource Management Officer (HRMO) is performing his job as mandated by law.
If we can develop even one “digital champion” in each of the 42,010 barangays in Luzon, Visayas and Mindanao by 2028, more than half of our battle against poverty shall have been won by President Ferdinand “Bongbong” Marcos Jr.
It is in the underdeveloped areas of many of these barangays that the disadvantaged and marginalized sectors of society dwell.
A human resources director is critically important to the digital transformation of the financial operation of a local government because he bridges the gap between new financial technologies and the civil service employees required to operate them. For a city government overseeing 16 component barangays, as in the case of Parañaque City, the city HR director (Human Resource Management Office) operates as a critical strategic coordinator. Rather than managing just one office, the HR Director must synchronize the financial digital transformation across both the central city hall and the fixed network of 16 district neighborhood units.
At this scale, the primary roadblock is the massive digital skill gap, with regional assessments showing that up to 68 percent of local government personnel lack core digital competence.
1. The strategic blueprint: 16 barangays, 1 city system.
A city with 16 barangays requires a unified hub-and-spoke model. The city hall serves as the hub, and the 16 barangays are the spokes. The HR Director ensures a seamless operation across two national digital platforms:
a) The eLGU System (City Hub): Integrates business permits, real property taxes, and civil registries into the eGov PH Super App.
b) LGUS-BIMS (16 Barangay Spokes): The DILG mandates the Barangay Information Management System (LGUS) for financial tracking, Community Clearance Monitoring, and budget allocations.
CITY CHIEF HR OFFICER
{1 City Hall Hub} {16 Barangay Spokes}
* eLGU System * 16 Barangay Treasurers
* Business Permit * 16 Barangay
& Tech Teams Secretaries
* City Accounting * BIMS
& Audit Financial Modules
2. Tailored HR priorities for a 16 barangay city
The HR director cannot apply a one-size-fits-all training template. They must manage two district tiers of public servants.
a) The City Hall Finance Team: Highly professionalized, permanent civil servants. HR focuses on training them in high-level cloud analytics, cybersecurity, and Commission on Aud electronic disbursement rules.
b) The 16 Barangay Treasurers/Secretaries: Often coterminous or political appointees who handle cash daily. HR partners and DILG and Landbank to run basic, practical modules covering e-disbursements, QR-code payment collections, and secure resident profiling via BIMS.
Cluster-based change management
Standardized training can overwhelm staff. A city HR director can cluster the 16 banangays into four strategic zones (four barangays per zone) based on geographic proximity or tech readiness.
Instituting standardization and digital accountability
With 16 independent punong barangays, financial leakage or system misuse can occur without standardized oversight. The HR director institutionalizes compliance across all units.
Email: arturobesana2@gmail.com
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