Republic of the Philippines

EULOGIO “AMANG” RODRIGUEZ

INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

EXTENT OF IMPLEMENTATION PRACTICES OF HRMO IN THE EMPLOYEES WORK

ENGAGEMENT AND PRODUCTIVITY IN THE MUNICIPALITY OF IMUS CAVITE

A Thesis
Presented to the
Faculty of
Eulogio “Amang” Rodriguez Institute of
Science and Technology,
Cavite, Campus

In Partial Fulfilment
of the Requirements for the Degree
Bachelor of Science in Office Administration

by
BOLIMA JR, RODOLFO T.
DE JESUS,JADE A.
DE PEDRO, DESIREE JADE L.
PASTOR, EARL DAVIDSON C.
RESTRIVERA, FRELY MAE A.

2023
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

CHAPTER I

The Problem and Its Background

Introduction

The city of IMUS is a de facto capital of the province of

Cavite. Under the recollects, it became an independent

municipality in 1975. in October 2019, Republic Act 9727

reapportiones Cavite into seven districts making Imus the Third

Legislative District. On April 12, 2012, Republic Act 10161 was

enacted into law, converting the municipality of Imus into a

City. The peopple of Imus ratified this later on through a

plebiscite on June 30, 2012. The city’s rich history is evident

in its various heritage sites. The Imus cathedral, Imus City

Plaza, and Imus Heritage Site.

The Human Resource Management Office (HRMO) is one of those

officers which encounters problems as other offices do. Human

Resource Management (HRM) consists of an organization “people

practices” which includes the policies, practices and system

that influence employees, behavior, attitudes, and performance.

HRM influence people to work for the organization and how people

work.
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

Rules and Regulation help employees to be efficient and

effective to achieve goals and to meet the standards in one

organization towards of tits success. HRMO should be strategic

and align their existing HRM practices with the changing times.

Such alignment, will help these institutions motivate the

employees, enable them to deliver effective work outputs which

will result to productivity less turnover and thus good business

outcomes.

In its offices, there are problems that can occur like the

management in each offices. The distribution of works in offices

can be troublesome since the working environment is newly

constructed.

In this study it shows the extent of rules and regulations

in the past years and for the future. In the work process the

skills of the employees will be enhanced therefore, they will be

focused on their jobs and the interruption will be lesser.

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

Theoretical Framework

According to John P. Crop bell describe job performance as

an individual level variable, or something a single person does.

There are many variables that affect the performance of employee

at workplace. These variables include manager’s attitude,

organizational culture, personal problems, job content,

financial rewards and rules and regulation. All of these

variables have positive impact on the performances of the

employees except personal problems or the employees that hinders

the performance of the employees.

Rules and regulation shall apply to all employees inside

the office of all times including the basic rules. Each employee

must act in accordance and with the officerules and regulation,

orders and guidelines applicable from time to time. It will help

to the employee to conduct themselves on the job in the manner

that contributes to operating effectiveness, productivity,

safety andharmonious work and environment. If employees do not

meetthe office or the company expectations of performance

orconduct necessary corrective action may be taken.

This will see the “Extent of Implementation and Practices

of HRMO in the Employees on work engagement in the Municipality

of IMUS.” Statement of the Problem: This study aims to determine

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

the “Extent of implementation and practices of HRMO rules and

Work Engagement in the Municipality of IMUS” specifically; it

will answer the following sub-problem.

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

Conceptual Framework

INPUT PROCESS OUTPUT

1. Extent of
Implemetation
and Practices of
HRMO
1.1 Objectives 1. Information
1.2 Processes Gathering

1.2.1 Administr 2. Distribution

ation of the Survey
Questionnaire
1.2.2 Employee
3. Statistical
1.2.3 Sanction Proposed Policy
Treatment of
1.3 Accountabili Data Enhancement
ty Program
4. Data Analysis
5. Formulation
2. Level of of Conclusions
Employee Work and
Engagement Recommendations
2.1 Cooperation
2.2 Resourcefuln
ess
2.3 Disposition

Feedback
Figure 1. Conceptual Framework on the Work Preparedness of BSOA
Graduates at ECC
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

Statement of the Problem

This study aims to determine the Extent implementation

practices of HRMO employees Work Engagement in the Offices of

Municipality of Imus Cavite.

Specifically, this seeks answer to the following questions.

1. What is the demographic profile of HRMO in Municipality

of Imus, Cavite?

1.1 Age

1.2 Gender

1.3 Department

1.4 Number of Employees

2. What is the extent of Implementation and practices in

terms of:

1.1 Objectives

1.2 Process

1.2.1 Administration

1.2.2 Employee
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

1.2.3 Sanction

3. What are the practices implemented for the work

engagement and productivity of employees?

4. What are the challenges encountered as to above mention?

5. Is there a significant relationship between the

demographic profile and work engagement and productivity in the

municipality of Imus Cavite.

Hypothesis

There is no significance correlation between the extent of

Implementation and Practices of HRMO Rules and the level of

employees work engagement.

Scope and Limitations

This study focuses on the “Extent of Implementation and

Practices of HRMO of Rules and Employees work engagement in the

Municipality of Imus”.
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

Significance of the Study

This research is made with the aim to provide information

and knowledge regarding the chosen topics from the respondents,

recent studies or thesis, and related sites needed for the

expected importance to the individuals as follow:

Employees. This study may help the employees to determine the

task that they need to perform according to their

specifications.

Researchers. This enables them to look for strong evidences and

responses from the respondents. It improves their research

skills.

Future Researchers. It would definitely ascribe an additional

knowledge and gain information in this study by a lot of data

were being learned. The information presented may be use as a

reference data in conducting new research.

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

Definition of Terms

The following terms are defined operationally and lexically

to provide a common frame of reference:

Accountability. It refers to the quality or state of being

responsible.

Administration. It refers to a method of tending to or managing

the affairs so some groups of people.

Communication. It refers to the imparting or exchanging of

information or news.

Disposition. It refers to the usual attitude or mood of a person

or employee.

Engagement. It refers to the act of sharing in the activities of

a group.

Management. It refers to the act of controlling and making

decisions about a business, department, sports team, etc.

Performance. It deals with the action or process of carrying out

or accomplishing an action, task, or function of the employees

in the organization.
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

Regulation. It means to a law, rule, or other order prescribes

by authority, especially to regulate conduct.

Sanction. It refers to imposed the penalty if the policy is

followed.

Technology. It refers to a machinery and equipment developed

from the application of scientific knowledge.

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

CHAPTER II

Review of Related Literature and Studies

Local Literature

According to Crispina R. Corpuz (2013), in her work Human

Resources Management”, states that one of the flaws point to the

fact that the companies must not only look at the performance

review as the mechanical administration of personnel evaluation

forms. The evaluator must be able to inform an employee that

best performance is less than the required standard less than

what he/is capable of giving, or that he has an attitude or

behavior problem that is limiting his contributions adversely

affecting his collogues. This is why there is a need to focus on

performance management rather than just evaluating the

employee’s performance.

According to Cynthia A. Zarate (2011), in her work

“Business Policy and Strategy” states that as a form of

corrective action, strategies are changed which are more

appropriate to the objectives. There may be times also that the

structure of system is changed. One underlying reason is an

error in the organizational structure and reporting

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

relationships. But the most common corrective action is seen in

the activities or programs during the implementation of the

strategies.

Ranulfo Payos (2010), in his work “Human Resources

Management” (from the practitioner’s point of view) Human

Resources Management in the business sense are people who do the

actual work in organization. They were once viewed as costs and

therefore, people were treated just the way they treated other

costs-by cutting. When companies want to improve their profit

per cut losses, they reduced their manpower. But in the early

90’s, a new concept treating human resources has evolved.

Organizations are beginning to go beyond the usual mantra

“People are our greatest assets”. in a higher form, people are

no longer treated as a cost but assets. People are treated as

investors. They bring into the company their talent, knowledge,

skills, competence, values, time, and effort. Having investment

in this treasure trove of qualities and attributes vital to

organizations success, people demand a fair return of their

investments.

Human Resources, is also referred to the ‘Human capital”-

the people in the organization with different values,

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

aspirations, cultural, and family background, education,

attitudes, and temper. It takes a lot of kills adroitness,

people- sensitivity to manage this group of human beings. The

key is to be flexible and avoid implementing “one size fits all”

policies and actions to respond everyone’s needs. Different

people have different needs and companies must respond

accordingly.

Robert G. Medina (2010), I his work “Entrepreneurship and

Small Business Management”, states that the expectations of high

rewards for committing unethical behavior motivates a person to

do it. However, when he thinks that there is possibility that he

would be censured, his motivation is diminished. A code of

ethics is sufficient for some people; however, this may not be

enough to motivate them to act ethically. If the entrepreneur

wants to have some measure of control over the behavior of its

personnel, a system of reward and punishment must be instituted.

Foreign Literature
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

Sr. Lucy Wanra (2016), states that change management affect

employee ‘performance in various dimensions. This study sought

to investigate the influence of change management on employee

performance at Eldoret University in Kenya. Change management

was measured in terms leadership, technology, structure and

culture. Technology has both positive and negative on employee

performance. Generally, it is used in communication purpose like

sending mails to ease movement and online services. The changes

in technology have influenced the changes in structure. To ease

workload, computers are the most available and affordable

technology used.

Nkuraru (2016), pointed out that a strong and positive

organizational culture will help make everyone more efficient

and successful. Leadership in an organization provides

direction. A leader influences others to follow. The attitude

and behaviors of the leaders substantially influence the

performance of their subordinates, a quality leadership skill

evaluates the relationship between leadership style and employee

levels of organizational commitment, job satisfaction, and job

involvement. A positive attitude and good behaviors and

performance of the employees at work.

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

The La Tran Thach Thao (2015), study is all about the

leadership attitude that affects employee performance. If the

leaders coach, empower or enhance the employee’s participation

to do the job, the employees are willing to work energetically.

The performance of the employee is raised positively if the

control and attitudes of leaders are interactive and promoting

the employees work in a betterment of the organization. If the

manager is unbiased towards employee, these organizations

progress more than others. It is necessary that manager is

unbiased and treats every employee without discrimination.

According to Aguinis (2009) performance does not include

the result of an employee’s behavior but the behaviors

themselves. It is about behavior or what employees do, not about

what employees produce or the outcomes of their work” The

Perceived employee about his behavior and contributions in the

success of the organization. Employee performance may be taken

in the perspective of three factors which makes possible to

perform better than others, determinants of performance may be

such as “declarative knowledge”, “procedural knowledge” and

“motivation”, HR practices have the positive impact on

performances of individuals.
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

Meyer and Gagne (2008) proposed that a unifying theory of

engagement should be founded in motivation theory and, more

specifically, self-determination theory (SDT) comprises three

component needs; competence, autonomy and relatedness.

Autonomous regulation, a concept similar to engagement, results

from these three needs being met repetition. The SDT approach

takes into account both the importance attached to motivation

and the requirement for a more holistic approach to engagement.

In Pena research report (2007) emphasized that work has the

potential to be valuable way of bringing employers and employees

closer together to the benefit of both where employees

experience a sense of community, the space to be themselves and

the opportunity to make a contribution, Employees want to work

in the organizations in which they find meaning at work. He also

come up with a new model called “Hierarchy of engagement” which

resembles Maslow’s need hierarchy model. In the bottom line

there are basic need of pay and benefits. Once an employee is

satisfied with these needs, then the employee looks to

development opportunities, the possibility for promotion and

then leadership style will be introduced. Finally, when all the

lower level aspirations have been satisfied the employee looks

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

to an alignment of value-meaning, which is displayed by a true

sense of connection, a common purpose and a shared sense of

meaning at work.

Johnson and Johnson (2008) define employee engagement as

‘the degree to which employees are satisfied with their jobs,

feel valued, and experience collaboration and trust. Engaged

employees will stay with the company longer and continually find

smarter, more effective ways to add value to the organization.

The end result is a high performing company where people are

flourishing and productivity is increased and sustained’.

Saks (2006) defined work engagement as ‘a distant and

unique construct consisting of cognitive, emotional, and

behavioral components - associated with individual role

performance’. Conceptualizing work engagement as a construct

that include long-term emotional involvement with the work role.

He emphasized its consequential side. It exerts its positive

influence on workers’ motivation and several positive

organizational outcomes double service. Work engagement has been

referred to as workers’ psychological immersion, striving,

absorption, and involvement in their work roles (Bakker 2011;

Macey, Schneider, Barbara & Young, 2009.

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

The term work engagement was first coined by Kahn (2008)

who referred to it as workers’ positive attitude at their

workplace. Accordingly, apart from psychological presence, the

workers expressed themselves physically, cognitively and

emotionally at their workplaces. In his pioneering work, He also

referred to it as workers’ ‘self-in-role’, whereby they put

their self in their work roles, thus making themselves feel

attentive, connected, integrated and focused in their work

environment. He explains that work engagement was a function of

three important factors. First, the purpose workers attached to

their work role. Second, the psychological safety workers

enjoyed to ensure that their work would not result in any

undersized reward. Finally, the accessibility and availability

of job resources that were required to perform one’s required

role.

Local Studies

Macey & Schneider (2008), research has generally conceptualized

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

work engagement as a relatively stable variable because of the

continued presence of specific job and organizational

characteristics. Nevertheless, it can be assumed that there are

short-term (i.e. daily or weekly) fluctuations in the experience

of work engagement within one person. Experience sampling

studies and diary studies have indeed shown that within

individual variations in work engagement do exist. In other

words, work engagement does not only differ between individuals

but also shows within- person variability over time. To capture

these fluctuations in work engagement, used the diary study

method in the study. Weekly variations in job resources will be

related to weekly variations in work engagement.

Coates (2007), (122) describes engagement as "a broad construct

intended to encompass salient academic as well as certain non-

academic aspects of the student experience", comprising the

following:

* active and collaborative learning;

* participation in challenging academic activities;

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

*formative communication with academic staff;

*involvement in enriching educational experiences;

*feeling legitimated and supported by university learning

communities

Scott (2007), as cited in Johnsrud and Rosser, (2008), advocated

positive outcomes of employee engagement to make organizations

develop the culture of engagement at work as a priority for

organization. For educational organizations, it is important to

engage administrative workers, as they are the ones who have a

significant influence on the tone, manner and style of the

entire institution and quality of their day-to-day performance

contributes to the quality of the relationships with faculties,

students and the public. Harter, Schmidt & Hayes, (2002)

research indicates that the Employee engagement can be

critically important to competitiveness in the contemporary

business environment. The Gallop Organization, which studied

employee engagement You sent more specifically, self-

determination theory (SDT) SDT comprises three component needs:

competence, autonomy and relatedness. Autonomous regulation,

engagement, results from these a concept similar to three needs

being met repetition. The SDT approach takes into account both
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

the importance attached to motivation and the requirement for a

more holistic approach to engagement. In Pena research report

(2007) emphasized that work has the potential to be valuable way

of bringing employers and employees closer together to the

benefit of both where employees experience a sense of community,

the space to be themselves and the opportunity to make a

contribution, Employees want to work in the organizations in

which they find meaning at work. He also come up with a new

model called "Hierarchy of engagement" which resembles Maslow's

need hierarchy model. In the bottom line there are basic needs

of pay and benefits. Once an employee is satisfied with these

needs, then the employee looks to development opportunities, the

possibility for promotion and then leadership style will be

introduced Finally, when all the lower level aspirations have

been satisfied the employee looks to an alignment of You sent

discretionary effort engaged employees bring to their work in

the form of extra time, brainpower and energy devoted to the

task and the firm.

Foreign Studies
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

Anitha (2014) studied and looked at the various antecedents

of engagement and the impact of engagement on employee

performance and found a statistical significance in using

employee engagement to predict employee performance. The study

found that employee performance was influenced by employee

engagement.

Wollard and Shock (2011) suggest several steps to take when

undergoing an organizational change to improve performance. The

first step is to get knowledge about the antecedents of

engagement to separate fact from opinion. Proper knowledge will

allow the organization to be more effective. The organization

would then take this knowledge and asses the individuals in the

organization to drive further conversations about engagement.

The next step would involve assessing the organizational

antecedents and focus on what the organization does to continue

to develop the engagement conversation. Finally, the researchers

proposed that each engagement intervention is to be customized

to fit the specific needs of an organization.

Personal resources are positive self- evaluation predict

goal-setting, motivation, and performance.

 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

In a review done by Demerouti and Cropanzano (2010), they

analyzed the various correlations of engagement may lead to

increased performance, but it does so in various ways. The

researchers suggested that the relationship between engagement

and performance is probably not straightforward and simple”.

Employee engagement was beneficial for employee performance

but only for “highly conscientious employees”. the researchers

revealed that this is due to employees with little

conscientiousness likely needing more guidance to be motivated

to perform well unlike conscientious employees who already know

what to do and put in great effort to do those tasks (Bakker, &

Brummelhus,2011.

Synthesis
 Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
Cavite Campus
General Mariano Alvarez, Cavite

CHAPTER III

Methodology

Research Design

Population and Sampling

Respondents of the Study

Research Instrument

Data Gathering Procedures

Statistical Treatment of Data