Assessment of Human Resource Management Practices of a Community College

Chibert  L. Jala,

Assessment of Human Resource Management Practices of a Community College

Abstract:

This study focuses on the human resource management practices of a community college as observed and assessed by the academic staff, support staff and administrators. It endeavors to present the human resource practices through its five (5) major components which include institutional goals, recruitment, selection, hiring, and placement, training and development, compensation, and performance evaluation. The study employed the descriptive research design that deals with quantitative method using a survey questionnaire. The sampling design used is purposive which generated the total number of employees in the community college. The 115 respondents of the study were the 23 academic support staff which include the College Registrar, the librarian, the school’s cashier and Disbursing Officers as well as the employees of the accounting office; 81 teaching personnel or teachers, and 11 academic department heads and administrators. Findings of the study show generally highly practiced human resource management practices. Respondents strongly agreed on the various aspects of human resource management particularly on recruitment, selection, hiring, and placement of employees. Compensation of employees was also considered to be properly in place. However improvements can be made in employees’ retirement plan and changes in the compensation package should be properly communicate to concerned employees. Also, there is a need to enhance the methods of recruiting job candidates and make the right advertising for recruiting employees.

References:

Burrach, M. et al. (1996). Strategic Human Resource Management and Development. London, Oxford Press.
Clark, J. (2001). Managing Human Resources in the Corporate Organization. Twenty-first Century: Principles, Methods, and Approaches, University of Michigan Press, Ann Arbor.
Crawford, H. (2008). Flying Solo: Career Transition Tips for Singles. Paperback. Publisher: Authentically Speaking.
Dunn, E. and STEPHEN, H. (2000), Job Analysis: Effective Management Tool. Washington D.C: Bureau of National Affairs.
Flippo, E. (2001). Personal Management. McGraw-Hill Companies. New York City, United States.
French, H. (1990). Human and Organizational Development. London Oxford Press.
Gutherie, J. (2001). The Corporate Responsibility of Developing Human Capital. New Jersey. Prentice Hall International, Inc.
Kreitner, R. (2009). Human Resource Management Planning. New Tech Park, Singapore
Lawler, B. (1996). HRD Competitive Advantage. Penguin Books, and Deetz, S.A., & Stevenson, S. L. New York: Harper & Row Publishers.
Mahoney, J. (1984). Contributions to the Resource-based View of Strategic Management. Blackwell Publishing, 9600 Garsington Road, Oxford. UK and 350 Main Street, Malden, MA 02148, USA.
Martires, R. (1998). Human Behavior in Organization 3rd edition. National Book Store. Mandaluyong City.
Martirez, C. (2001). Principles of Human Resource Management and Development. National Book Store. Manila, Philippines.
Monday, T. (1996). The Effective Management of Human Resources in the Organization. Louisville, Kentucky: Westminster/John Knox Press.
Monday, T. et al. (2000). Human Resource Management. London: Pearson Education, Limited.
Nussler, J. (2000). International Perspectives in Management of Human Capital. Louisville, Kentucky: Westminster Press.
Porter, R. (2001). Human Resource Management and Corporate Responsibility of Human Capital. New Jersey. Prentice Hall International, Inc.
Santos, D. (2002). Recruitment, Retention in Competitive environment. Career Development International.
Straus, A. et al. (1999). Human Resource Development and Management. University of California Press, Berkeley, CA.
Whitner, E. (2001). Do High Commitment; Human Resource Practices affect Employee Commitment? A Cross-level Analysis using Hierarchical Linear Modeling. In Journal of Management, 27 (5) 515-64.