Assessment of Human Resource Management Practices among State Universities and Colleges in MIMAROPA Region
Abstract and Figures
Human resources management is one of the most important areas in the educational system which is directly concerned about the development, capability enhancement of, innovativeness and potentials of people in the community in particular and in the country in general. This paper assessed the extent of the practice of SUCs in MIMAROPA Region on the Civil Service Commission's rules and regulations on recruitment, selection and appointment, promotion, and faculty and staff development. The study was anchored on the motivation hygiene theory which distinguishes job satisfaction and dissatisfaction at work called "motivators"and "hygiene"needs respectively. This study employed descriptive-developmental research method using Input-Throughput-and0Output (ITO) process in determining the extent of practice on CSC's merit system policies. The process of data gathering employed distribution og questionnaires to administrators, support staff and faculty members of six state universities and colleges in Region IV-B coupled with guided informal interviews with selected respondents to generate qualitative data that support quantitative figures. Results of the study revealed that SUCs in MIMAROPA region practice Civil Service Commission's (CSC) merit system to moderate extent.
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... The Constitution charges them to foster the human potential for production and self-actualization to contribute to societal progress. Additionally, they are tasked with promoting the morale of its stakeholders, notably students and staff (Gaac, 2014). ...
... In the same way, highly motivated faculty members should make direct contact with students to encourage them to work hard on different tasks during the teaching and learning process. This will help create professionals who are competitive and aggressive in their efforts to help build the country (Gaac, 2014). ...
Despite the significance of Sustainable Human Resource Management (SHRM), there is a dearth of academic literature on this subject in the context of Philippine State Universities and Colleges (SUCs). The goal of this research is to analyze current human resource practices, look at the key underlying factors that affect them, and develop a comprehensive and integrated model of human resource management that considers shifting social and economic conditions as well as the demographics of the workforce in SUCs. The proposed model can be used as a roadmap to enhance human resource practices, develop human capital, and create more sustainable human resource planning in the Philippine public sector. For this case study, information was gathered through in-depth interviews with 30 key respondents from selected SUCs who held managerial, supervisory, and rank-and-file positions. The study's findings will offer advice to academic HR managers on how to improve HR procedures and administration to be more employee-focused. Thus, the proposed framework is useful for making decisions about how to sustain employees in the Philippine SUCs.
Teachers' attitudes, beliefs, values, and dispositions have a powerful influence on why teachers teach and why they remain in the profession in spite of difficult conditions that test their resolve. Conditions at the school and district levels and attitudes and actions on the part of teachers themselves are also crucial. School districts should provide meaningful and engaging programs that respect the intelligence and good will of teachers and help them grow in terms of knowledge, awareness, and practice. Districts should also partner with universities to offer teachers advanced degrees and certifications, and they should promote collaborative learning in their schools. For their part, teachers need to engage in three crucial actions: They need to learn about themselves more deeply, learn about the students they teach, and develop teacher allies.
The trend toward approaching human resource management practice from a strategic perspective has slowly continued to increase in popularity in organizations. Human resource management education continues to attempt to develop courses and meaningful learning experiences that allow students to understand the nature of strategic HR, largely in tandem with continued criticism over the relevance of management education in general. This article presents a field-based learning experience that allows students to investigate and analyze an organization's HR practices and policies from an integrated and strategic perspective.
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