The study aims to determine the Impact of Human Resource Management practices on

Professional Performance toward Effectiveness as a variable Organizational Development.

1. Respondent Profile

Age
Age
Frequency Percent
N Valid 100
22 6 6.0
Valid Missing 0
23 5 5.0
Mean 28.78
24 11 11.0
Mode 26
25 13 13.0
Std. Deviation 5.291
26 15 15.0

27 5 5.0

28 6 6.0

29 3 3.0

30 2 2.0

31 4 4.0

32 3 3.0

33 2 2.0

34 7 7.0

35 1 1.0

36 5 5.0

37 5 5.0

39 2 2.0

40 5 5.0

Total 100 100.0

 Gender Civil Status

Frequency Percent Frequency Percent

Valid Male 45 45.0 Valid Single 50 50.0

Female 55 55.0 Married 50 50.0

Total 100 100.0 Total 100 100.0

Legend

4- Always

3- Sometimes

2- Rarely

1- Never
Determining the Impact of Human Resource Management Practices to attain
Personnel’s Professional Performance

Descriptive Statistics - Staffing

N Mean Std. Deviation

When recruiting candidates for a job, the HRM keep in mind that
there are laws that protect job seekers from solicitation and 100 3.82 .386
discrimination.

The HRM legally secures a method of recruiting such as placement

of advertisement to paper, job sites, friends and family, employee
100 3.77 .423
agencies, etc. with the corresponding qualifications and requirements
that made them possible to be a candidate.

The HRM strictly provides a prescreening of all applicants or

employees with their backgrounds or previous performances upon 100 3.81 .394
receiving resumes.

The HRM compares candidates’ experiences to your job description. 100 3.72 .451

The HRM choose the candidate who has the appropriate educational
100 3.65 .520
attainment for the job.

The HRM provides a face- to- face interview with the applicants for
100 3.74 .441
better assessment and so as the behavior observations.

The HRM provides a background check to the candidates like

100 3.80 .402
consulting their character references.

The HRM puts the candidate into a test either theoretical or practical
test which gives an accurate assessment for selection/ hiring of 100 3.82 .386
employees.

Valid N (listwise) 100

 Descriptive Statistics - Classification and Compensation

N Mean Std. Deviation

The HRM provides employees a financially stable environment. 100 3.60 .532

The HRM gives the salary or even merits that are due to their workers and their
100 3.58 .496
performances.

The HRM allotted a bonus payments or incentives to their employees. 100 3.80 .402

The HRM honors the high performance appraisal which could lead them to a
100 3.82 .386
decision of giving the employee an incentives or bonuses.

Valid N (listwise) 100

 Descriptive Statistics - Performance Management System

N Mean Std. Deviation

The HRM has provided the setting of objectives together with their employees that
100 3.74 .485
bounded them in one goal.

The HRM reviews the performance plan with the employees to set direction in
100 3.61 .530
attaining one desired result.

The HRM directly observes each employees performances and gives feedback
100 3.68 .469
either positive or negative feedback.

The HRM engage employees in making up the performance appraisal form which
100 3.63 .485
helps the employees to be more committed in rating performances.

The HRM discusses briefly how to use and rate the performance tool so that all
100 3.64 .482
raters may have the same understanding of the dimensions of the form.

When there is a positive evaluation, the HRM/ organization gives the employee an
encouragement/ reinforcement and even reward so that the performance can be 100 3.75 .435
done continuously.

When there is a negative evaluation, the HRM/ organization gives the direct
100 3.58 .535
corresponding actions to the employee.

If the performance appraisal form is deficient or contaminated by irrelevant

dimensions, the HRM readily change the form for effective and accurate evaluation 100 3.80 .402
of performances, and again together with the employees.

Valid N (listwise) 100

 Descriptive Statistics - Benefits

N Mean Std. Deviation

The HRM/ organization have provided the employee in return for their
100 3.73 .446
contributions in them.

The HRM/ organization provides a life insurance, health life insurance,

100 3.80 .402
disability insurance, etc.

The HRM/ organization provides a retirement plans for the retiring

100 3.80 .402
employee/s.

The HRM/ organization allow a vacation leave, maternity leave, sick leave,
100 3.76 .429
etc. with specific days of it.

The HRM/ organization provide other benefits such as food allowance,

100 3.68 .510
clothing allowance and transportation allowance.

Valid N (listwise) 100

 Descriptive Statistics - Work force Development and Training

N Mean Std. Deviation

The HRM gets the right number of people with the right skills, experiences, and
100 3.64 .482
competencies in the right jobs at the right time.

The HRM plans a training program that the employees needed in actual job
100 3.60 .492
performance.

The HRM discusses why is there a need for training basing their decisions on
100 3.58 .496
performance appraisal.

The HRM supervises the training and provides all segments and key points that the
100 3.56 .538
training comprises.

The HRM/ managers also observe the job performances of employees wherein it
100 3.62 .488
can be used as a basis of the training program.

The HRM/ managers conduct a didactic and actual training or learning program. 98 3.73 .444

Valid N (listwise) 98
 Descriptive Statistics - Employee Protection

N Mean Std. Deviation

The HRM/ organization ensure the safety of employee’s workplace and

100 3.82 .386
environment.

The HRM has clearly discussed the avoidance of going to work under the
influence of drugs and alcohol and any dangerous substances that make the 100 3.78 .416
environment and co- workers unsafe.

The HRM/ organization ensure the personal wellness of the employee by

undergoing to medical test, physical exam, cognitive assessments, stress 100 3.76 .429
management, etc.

The HRM/ organization provides a safe working environment such as

eliminating hazardous equipment or substances, providing protective gears, 100 3.86 .349
etc.

Valid N (listwise) 100

 Determining the Impact of Human Resource Management Practices to attain Personnel’s Professional
Performance

Valid N
Mean Std. Deviation
(listwise)
Total 98 3.72 .450

Determining the Impact of Human Resource Management Practices in Assessing

Interpersonal relationship of the employee contain by the organization
 Descriptive Statistics - Self- Awareness

N Mean Std. Deviation

Has the ability to reflect to one’s self and

100 3.70 .461
performance

Thinking of one’s own appearance or behavior as

100 3.77 .423
these may be assessed by others

Has brought up his/ her own positive self- image to

100 3.74 .441
others

Has reliance on one’s capacities and abilities on the

100 3.76 .474
job

Has confidence in one’s own abilities 98 3.74 .438

Valid N (listwise) 98
 Descriptive Statistics - Self- Regulation

N Mean Std. Deviation

HR Personnel has the ability to exercise the will so as to prevent 100 3.81 .394
oneself from expressing strong emotion or acting impulsively
when stressed out or exhausted or even angry

HR Personnel decides from its own form as long as it does not 100 3.69 .465
destruct the institution/ the other employees

HR Personnel are trustworthy and keeps all the information 100 3.86 .349
confidential when issues come to a very sensitive situation

HR Personnel has strict honesty and adheres to moral principles 100 3.51 .502
especially when conflict urgently needs attention and solution

HR Personnel has the ability to put oneself in harmony with 100 3.68 .510
changed circumstances

HR Personnel has the ability to make changes for the betterment 100 3.79 .409
of the organization as long as it does not interrupt to other
operations

Valid N (listwise) 100

 Descriptive Statistics – Social Skills

N Mean Std. Deviation

HR Personnel understands each employees/ workers without

100 3.77 .423
biases

HR Personnel communicate effectively to co- workers and other

100 3.80 .402
employees

Each HR personnel/ workers has built an interpersonal bond with

100 3.72 .451
each other

HR Personnel help others to develop employees for their

100 3.78 .416
professional growth and for the good of the institution’s services

The HR Personnel has the ability to influence other employees 98 3.74 .438

Has the ability to manage conflict within the organization/

98 3.64 .482
institution

Talked about the solutions to issues and conflicts arises that may
100 3.61 .490
affect the operations of the organization or institution

HR Personnel work collectively and collaboratively with other

100 3.74 .441
employees

Valid N (listwise) 96
 Descriptive Statistics – Motivation

N Mean Std. Deviation

HR Personnel has enthusiasm with the job of a Human

100 3.76 .429
Resource Manager

HR Personnel has completely commit to the institutions/

100 3.77 .423
administration’s policies and procedures

HR Personnel has the initiative to work collaboratively in

100 3.75 .435
the institution

HR Personnel provide positive reinforcement to workers

100 3.78 .543
and co- workers

HR Personnel encourage each employees to work

effectively and efficiently for better application of quality 100 3.86 .349
service

Valid N (listwise) 100

 Determining the Impact of Human Resource Management Practices in Assessing Interpersonal relationship of
the employee contain by the organization

Valid N
Mean Std. Deviation
(listwise)
Total 94 3.77 .594

Impact of Human Resource Management practices on Professional

Performance toward Effectiveness as a variable Organizational
Development.
Valid N
Std.
(listwise) Mean
Deviation
 
Impact of Human Resource Management Practices in
Assessing Interpersonal relationship of the employee contain 94 3.77 0.594
by the organization

Impact of Human Resource Management Practices to attain

Personnel’s Professional Performance 98 3.72 0.45

Data has shown that Human Resource Management practices on Professional

Performance toward Effectiveness as a variable Organizational Development dictates
that Human Resource Management practices is very favorable for being effective in
developing the organization.

The total average score of 3.74 and a very low dispersion range from the
average given by the respondents indicates that they do believe and feel that the
Human Resource Management practices is encouraging organization development.