STATUS OF HUMAN RESOURCE MANAGEMENT

PRACTICES IN UNIVERSITY OF RIZAL SYSTEM

PSYCHOLOGY AND EDUCATION: A MULTIDISCIPLINARY JOURNAL

2023
Volume: 9
Pages: 742-751
Document ID: 2023PEMJ784
DOI: 10.5281/zenodo.8025848
Manuscript Accepted: 2023-10-6
Psych Educ, 2023, 9: 742-751, Document ID:2023 PEMJ784, doi:10.5281/zenodo.8025848, ISSN 2822-4353
Research Article

Status of Human Resource Management Practices in University of Rizal System

Eleonor J. Villaflor*
For affiliations and correspondence, see the last page.
Abstract
The study aimed to determine the status of human resource management in University of Rizal
System. The respondents of the study were the 208 employees coming from the permanent teaching
and non- teaching personnel in selected campuses of URS and were identified using convenience
sampling technique. The study revealed that majority of the respondents are females in terms of age
who belonged to the age bracket of 21 to 29. In terms of civil status, most are married. In terms of
educational attainment, the majority are bachelor’s degree holders and have incurred 1 to 10 years in
service. Respondents are generally in administrative staff/instructor positions and have attended
institutionalized training and seminars. As perceived by the employees in selected campuses of URS,
all aspects including recruitment and selection, training and development, compensation and benefits,
career development, scholarship, performance evaluation, promotion and separation are Moderately
Practiced. The study concluded that there is a significant difference on the status of human resource
management practices in URS as revealed by the employees in terms of their age, position and length
of service. Thus, sex and trainings/seminars of employees in selected campuses of URS are not
determinants to measure the status of human resource management practices.

Keywords: human resource management, employees, practices

Introduction corporate knowledge.

Human resource is concerned primarily with the

The greatest challenge of an organization is to be
globally competitive and successful. The organization
and coordination of the activities of a business in order
to achieve is defined by objectives. Management is
often included as a factor of production which consists
of the interlocking functions of creating corporate
policy and organizing, planning, controlling, and
directing an organization’s resources in order to
achieve the objectives of that policy.
In the current global work environment, most
companies focus on lowering employee turnover and
on retaining the talent and knowledge held by their
workforce. This challenge is carried out similarly in
the Philippine
educational setting wherein the primary objective in
every institution is the training of human resource for
leadership roles. New hiring not only entails a high
cost but also increases the risk of a newcomer not
being able to replace the person who worked in a
position before.
It is the role of human resources to make sure that
these teams can function, and people are able to
communicate cross culturally and across borders. Due
to changes in business, current topics in human
resources are diversity and inclusion as well as using
technology to advance employee engagement. Human
Resource departments strive to offer benefits that will
appeal to workers, thus reducing the risk of losing
management of people within organizations, focusing
on policies and on systems. It is a function in
organizations designed to maximize employee
performance in service of an employer’s strategic
objectives. Human Resource departments and units in
organizations typically undertake several activities,
which concerns itself with the problem of
organizational change and industrial relations, that is,
the balancing of organizational practices with
requirements arising from collective bargaining and
from governmental laws.
Envisioned to be the leading University in human
resource development, knowledge and technology
generation and environmental stewardship, URS is
committed to nurture and produce upright and
competent graduates and empowered community
through relevant and sustainable higher professional
and technical relevant instruction, research, extension,
and production services.
To date, URS is gaining its good reputation as State
University in Rizal for having produced competent
graduates and professionals in different fields. These
indicators somehow speak of the potency of the human
resource; however, there are weaknesses and higher
expectations to be addressed. Based on the researchers
experience and observations, there are differences in
terms of implementation of human resource
management practices and procedures.

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Psych Educ, 2023, 9: 742-751, Document ID:2023 PEMJ784, doi:10.5281/zenodo.8025848, ISSN 2822-4353
Research Article
The researcher, being in the field of teaching
Management customary believed that this research
study will create a more strategic human resource
practices which is determined as the heart of every
management in an organization.
Research Questions
This study aimed to determine the status of human
resource management practices in University of Rizal
System. Specifically, the study sought to find answers
to the following questions:
1. What is the profile of the respondents in terms of:
1.1 age;
1.2 sex;
1.3 civil status;
1.4 educational attainment;
1.5 position/item;
1.6 length of service and
1.7 trainings/seminars attended?
2. What is the status of human resource management
practices in the University of Rizal System such as:
2.1 recruitment and selection;
2.2 training and development;
2.3 compensation and benefits;
2.4 career development;
2.5 scholarship;
2.6 performance evaluation;
2.7 promotion and
2.8 separation?
3. Is there a significant difference on the status of
human resource management practices in URS as
perceived by the respondents?
4. What strategic practices in human resource
management maybe proposed to enhance the status of
human resource management practices in University of
Rizal System?
Literature Review
Human Resource Development, according to Adam
Smith (2001), is a combination of training and
education, in a broad context of adequate health and
employment policies that ensure the national human
resourcefulness.
According to Jahn (2007) Human resource
management is the strategic and coherent approach to
the management of an organization’s most valued
assets- the people working there who individually and
collectively contribute to the achievement of the
objectives of the business.
Eleonor J. Villaflor
The study of Huselid, et.al (2007) is relevant to the
present study. As cited, that when organizations
employ such personnel practices as internal career
ladders, formal training system, result- oriented
performance appraisal, employments security,
employee voice/participation, broadly defined jobs,
and performance- based compensation, they are more
able to achieve their goals and objectives.
Genck (2001) enumerated the key components and
indicators of good school performance as student
learning with academic performance and general
development, parent satisfaction with program’s
quality and performance, working conditions,
productivity and morale and cost control which
includes financial planning.
In the study of Tuibeo (2005), the researcher compared
the human resource practices schools across the public
and private management. This study suggested that the
bureaucratic constraints of personnel policy in public
schools result in less organizational effectiveness than
more autonomous personnel policies that are more
character of private schools.
Methodology
The study is a descriptive research, utilizing a
researcher made questionnaire-checklist as the major
instrument in the data gathering process. This is
designed to gather information about the present
existing conditions. According to Calmorin (2007), the
focus of the study is the present condition. The
purpose is to find new truth. The truth may have many
different forms such as increased quantity of
knowledge, a new generalization or new law,
increased insights into factors which are operating, the
discovery of a new causal relationship, a more
accurate formulation of the problem to be solved and
many others.
The researcher found the relevance of this research
design because the study used a questionnaire
–checklist in gathering data for the purpose of
determining the status of human resource management
practices in URS, hence providing important and
necessary information for proposing a strategic
practices of human resource management.
Participants
The respondents of the study were purposively chosen,
these included the twenty percent permanent teaching
and non- teaching personnel in URS. The researcher
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Psych Educ, 2023, 9: 742-751, Document ID:2023 PEMJ784, doi:10.5281/zenodo.8025848, ISSN 2822-4353
Research Article

Results and Discussion

This section presents the findings according to the

study's research questions.

Profile of the Respondents

has considered 208 respondents which is 20 percent of

the total population of the teaching and non- teaching
personnel in selected campuses of URS.

Instruments of the Study

In the same manner, a researcher-made questionnaire

that was consisted of two parts was used as the major
instrument in gathering the data. Part I solicited data
regarding the profile of the respondents in terms of
their (5 items) age, (2 items) sex, (2 items) civil status,
(7 items) educational attainment, (4 items)
position/item, (4 items) length of service and (4 items)
trainings/seminars attended. Part II gathered data
regarding the perceptions on the perception of the
respondents on the status of human resource
management practices in URS with respect to the
recruitment and selection (5 items), training and
development (5 items), compensation and benefits (5
items), career and development (5 items),
compensation and benefits (5 items), career
development (5 items), scholarship(5 items),
performance evaluation (5 items), promotion (5 items)
and (5 items) separation with the total items of 78.

Ethical Considerations

The researcher asked consent from all the participants

as to their willingness to become participants in this
study. Should they grant consent, they were given the
copy of the questionnaire checklist. Their answers
were treated by the researcher with the highest degree
of confidentiality.
Majority of the respondents are female. In terms of
age, they belong to the age bracket of twenty five
(25) to twenty nine (29). On the other hand, most of
them are married. In terms of educational attainment
majority are Bachelor’s Degree Holder and have
incurred one to ten years in service. Respondents
generally have administrative staff/ teaching positions.

Status of Human Resource Management Practices

at University of Rizal System

Eleonor J. Villaflor 744/751

Psych Educ, 2023, 9: 742-751, Document ID:2023 PEMJ784, doi:10.5281/zenodo.8025848, ISSN 2822-4353
Research Article

Table 1. Status of Human Resource Management

Practices in the University of Rizal System with Table 2. Status of Human Resource Management
respect to Recruitment and Selection Practices at University of Rizal System with respect to
Training and Development

As can be gleaned from table 3, item No. 1 “The

vacancy was posted in conspicuous places within the
agency” under Recruitment and Selection ranked first
with 4.35 which is verbally interpreted as Much
Practiced, however the overall Status of HR practices
with respect to Recruitment and Selection as
manifested by the overall weighted mean is 3.08 and is As presented on the table, it is significant to cite that
verbally interpreted as Moderately Practiced. As the item no. 2 “The invited speakers during trainings were
table reveals, the Recruitment and Selection now at experts on the topic being discussed” ranked first
URS obviously shows that in terms of attracting under Training and Development with the weighted
applicants to apply through posting of vacancies is mean of 4.64 and verbally interpreted as Very Much
Much Practiced, since it is being mandated by the Practiced. Meanwhile, the overall Status of HR
Civil Service to post the vacant positions in the practices with respect to Training and Development
Government for public information. It is also gained an overall weighted mean of 3.24 and verbally
noteworthy in Item No. 5 “The results of Ranking of interpreted as Moderately Practiced. It is therefore safe
applicants were posted in appropriate bulletin boards.” to state that the status of HR practices in URS in terms
ranked last with the weighted mean of 1.64 and of Training and Development by means of its approach
verbally interpreted as Slightly Practiced. Though the in choosing expert speakers for particular Seminars
vacancies were properly posted for recruitment and Trainings is properly observed.
purposes, the results of ranking on that particular
vacancy were not given preferential attention as part of
the selection process for a more effective and
sustainable HR practices.

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Psych Educ, 2023, 9: 742-751, Document ID:2023 PEMJ784, doi:10.5281/zenodo.8025848, ISSN 2822-4353
Research Article
Table 3. Status of Human Resource Management
Practices at University of Rizal System with Respect
toCompensation and Benefits
It can be that item no. 2 “The clothing allowance was
given annually” ranked first under Compensation and
Benefits with the weighted mean of 3.95 and verbally
interpreted as Much Practiced. Meanwhile, the overall
Status of HR practices with respect to Compensation
and Benefits obtained the overall weighted mean, is
2.75 and is verbally interpreted as Moderately
Practiced.
Generally viewed, the result is also in accordance with
the objectives of the Civil Service Commission. By
means of making parallel, it is substantial that the
employees are receiving benefits and their efforts are
well- recognized. One of its pieces of evidence is that
employees are very satisfied on the clothing allowance
that the government is providing since it is given
annually. The government sectors give assurance on
providing a display of employee benefits and services
which are considered a component of the total
compensation package. It is believed that this
allowance motivates people to the organization and
retain them.
Eleonor J. Villaflor
Table 4. Status of Human Resource Management
Practices at University of Rizal System with respect to
Career Development
As can be gleaned from the table, item no. 5 “The
agency offered and opened new venue of development
based on career patting” ranked first under Career
Development with the weighted mean of 4.79 and
verbally interpreted as Very Much Practiced.
Meanwhile, the overall Status of HR practices with
respect to Career Development gained an overall
weighted mean is 3.31 and verbally interpreted as
Moderately Practiced.
It can be deduced that URS agree on the idea of giving
advice within an organization to its human resources,
because it truly provides useful effects on employees
and personal development. In support to this, the Civil
Service Commission Section 2 of the Executive Order
292 of the Omnibus Rules Implementing Book V
states that each department or agency shall prepare a
career and personnel development plan, which shall be
integrated into a national plan by the Commission.
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Research Article

Table 5. Status of Human Resource Management Table 6. Status of Human Resource Management
Practices at University of Rizal System with respect to
Scholarship

Practices at University of Rizal System with respect to

Performance Evaluation
It is very striking in the analysis of the table that all
items were rated with an overall weighted mean of It could be seen on the table that item no. 1 “The
2.98 which is verbally interpreted as Moderately
performance evaluation of employees were done with
Practiced. It is evident that item no. 1 “The
fairness and highest degree of honesty” ranked first
scholarships were offered and given to qualified and
deserving employees” ranked first under Scholarship
under Performance Evaluation with the weighted mean
with the weighted mean of 3.2, while item no. 3 “The of 3.88 and is verbally interpreted as Much Practiced,
subsidy was given to employees pursuing supporting the overall Status of HR practices with
undergraduate study" ranked last with the weighted respect to Performance Evaluation gaining an overall
mean of 2.65. weighted mean of 2.51 which is verbally interpreted as
Much Practiced.
This could mean that URS values the upgrading of
knowledge, skills, and abilities of its personnel It is therefore safe to state that the Performance
through providing Post Graduate Scholarship Evaluation System in URS is also in accordance with
opportunities. However, for those employees who the objectives of the Performance Evaluation System
would like to finish their undergraduate there is no
(PES) developed by the Civil Service Commission.
opportunity yet to be offered.

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Psych Educ, 2023, 9: 742-751, Document ID:2023 PEMJ784, doi:10.5281/zenodo.8025848, ISSN 2822-4353
Research Article

Table 7.Status of Human Resource Management

Practices at University of Rizal System with respect to
Promotion
Table 8. Status of Human Resource Management
Practices at University of Rizal System with respect to
Separation

As obtained from the table, item no. 3 “The employees

were objectively rated and considered for personnel
action” ranked first under Promotion with the
weighted mean of 4.89 and is verbally interpreted as
Very Much Practiced. Meanwhile, the overall Status of
HR practices with respect to Promotion illustrated that
the overall weighted mean is 2.58 and is verbally
interpreted as Moderately Practiced.
It is safe to aver that not all individuals who are
deemed productive or performing well on the job are
being promoted to higher position. Promotion in
position therefore can be another measure of one’s
productivity in as much as only those who are
generally more qualified for the position or performing
well are those who can be considered for possible
promotion by their immediate supervisor or the
administration.
The table shows that item no. 1 “The employees were
given tribute program before retirement” ranked first
under Separation with the weighted mean of 4.75 and
is verbally interpreted as Very Much Practiced.
Meanwhile, the overall Status of HR practices with
respect to Separation obtained an overall weighted
mean is 2.83 and is verbally interpreted as Moderately
Practiced. It is also observable based on the findings
that URS does not focus only in attracting people to
join the Institution but to value employees who are
about to leave the company after serving fruitful years.

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Psych Educ, 2023, 9: 742-751, Document ID:2023 PEMJ784, doi:10.5281/zenodo.8025848, ISSN 2822-4353
Research Article

Table 9. Computed F-values on the Perception of

the Respondents on the Status of Human
Resource Management Practices at University of
Rizal System with respect to the different aspects
in terms of their profile

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Research Article

On the other hand, there is a significant difference in the

perception of employees in URS in terms of age,
position and length of service as revealed by the status
of HR practices in URS with respect to the recruitment
and selection, training and development, compensation
and benefits, career development, scholarship,
performance evaluation, promotion and separation as
the ob ta in ed probability v a l u e s of
.002,.033,.012,.043,.004,.027,.001,.006,.032,.021 and
It can be noticed from the table that there is no .022 respectively did not exceed the .05 level of
significant difference in the perception of URS significance.
employees in terms of sex and trainings/seminars
attended as revealed by the status of HR It is shown that there exists significance to the fact that
practices with respect to all aspects as the with respect to Age, position and length of service,
obtained probability values of employees have different perception on the status of HR
.095,.056,.097,.098,.089,.965,.883, .943 practices in URS with respect to the recruitment and
and selection, training and development, compensation and
.061,.934,.843, .956, .044, .018, .003 and benefits, career development, scholarship,
.048
performance evaluation, promotion and separation.
respectively are all greater than .05 level of
significance. The findings discovered that employees are in prime
ages, secure and so established with the Institution that
The finding implies that in terms of their profile, the
they are inclined that the present HR practices in URS
respondents have similar views on the status of HR
has helpful and downbeat consequences to employees. It
practices in URS with respect to the recruitment and
is reliable to conclude that the administration which is
selection, training and development, compensation
appointed to help the HR personnel to practice
and benefits, career development,
appropriate and effective human resource services are
scholarship, performance evaluation, promotion
proficient in all HR facets and government policies
and separation. This could be attributed to the fact
and standards.
that with respect to sex and trainings/seminars
attended employees in URS are given tasks
comparable with one another, regardless of
being male or female or with or without
trainings/seminars attended as long as you are
within URS, all employees must adhere to the idea
that HR should assess the intent to choose
appropriate strategy to practice all facets of human
resource.

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Psych Educ, 2023, 9: 742-751, Document ID:2023 PEMJ784, doi:10.5281/zenodo.8025848, ISSN 2822-4353
Research Article
Conclusion
Based on the findings of the study, it is therefore
concluded that there is a significant difference on the
status of human resource management practices in
URS as revealed by the employees in terms of their
age, position and length of service with respect to the
recruitment and selection, training and development,
compensation and benefits, career development,
scholarship, performance evaluation, promotion and
separation.
Eleonor J. Villaflor
References
Bermas, Czarina Ann G., “Performance Appraisal Technique Job
Analysis and Job Satisfaction of Personnel in University of Rizal
System”,University of Rizal System, 2011.
Catmunan, Ruby T., “Performance of Human Resource
Development Unit in University of Rizal System basis for a
Development Framework” Unpublished Master’s Thesis, Tomas
Claudio Memorial College, Morong, Rizal, 2011.
Hong Giang,”Human Resource Management Practices of Hong
Ngoc Hotel in Phu Tho Province”, Vietnam, 2009.
Haluag, Ethel Ann M., “Extent of Implementation of Performance
Evaluation System in Selected Government Agencies in Eastern
Rizal: Input for a Comprehensive Human Resource Development
Program”, 2015.
Ingco, Benjie G., “Human Resource Management Practices in
University of Rizal System: Input for a Comprehensive Human
Resource Development Plan”, University of Rizal System, 2007.
Obero, Maria Adela T. “The Level of Work Values of Non-
Teaching Staff of University of Rizal System: ts Relation to Job
Performance,” Unpublished Master’s Thesis, University of Rizal
system, Morong Rizal, 2010.
Affiliations and Corresponding Information
Eleonor J. Villaflor
Teresa Senior High School
Department of Education - Philippines
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