Human resource management practices in the Roman Catholic Diocese of San Fernando de La Union / Rahfie C. Nullar.
Material type:
TextPublisher: Saint Louis College, City of San Fernando, La Union : [s.n.], 2021Description: xviii, 325 pages : illustrations ; 29 centimeterSubject(s): Personnel managementDDC classification: DIS 658.3 N91h 2022 Summary: Management practices in the Diocese of San Fernando de La Union Specifically, it determined the level of implementation along Human Resource Planning, Recruitment, Selection. Hiring, and Placement, Learning and Development, Compensation, Benefits, and Incentives, Employee Relations, Performance Management System, Occupational Safety and Health, and Employee Separation; the capabilities and constraints which show the strengths and weaknesses of the diocese comparison in the level of implementation of human resource management practices as perceived by the priests and employees; and problems encountered along the identified areas. Mixed method was utilized with two sets of questionnaires, administered to 180 respondents. It was found that the level of implementation of the HRM practices along five HRM areas was classified as moderately implemented while the three areas were interpreted as slightly implemented. The eight HRM areas were all classified as constraints. There was a significant difference in the level of implementation of HRM practices, Topmost problem was identified per HRM area. The study recommended that the validated HRM Guide, crafted by the researcher based from the result of the study should be adopted and implemented by the Diocese.
| Item type | Current location | Collection | Call number | Status | Date due | Barcode |
|---|---|---|---|---|---|---|
Dissertation
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La Union Provincial Library Dissertation Section | Dissertation | DIS 658.3 N91h 2022 (Browse shelf) | Not for loan | 010285laup |
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References: pages 250-281.
Management practices in the Diocese of San Fernando de La Union Specifically, it determined the level of implementation along Human Resource Planning, Recruitment, Selection. Hiring, and Placement, Learning and Development, Compensation, Benefits, and Incentives, Employee Relations, Performance Management System, Occupational Safety and Health, and Employee Separation; the capabilities and constraints which show the strengths and weaknesses of the diocese comparison in the level of implementation of human resource management practices as perceived by the priests and employees; and problems encountered along the identified areas. Mixed method was utilized with two sets of questionnaires, administered to 180 respondents. It was found that the level of implementation of the HRM practices along five HRM areas was classified as moderately implemented while the three areas were interpreted as slightly implemented. The eight HRM areas were all classified as constraints. There was a significant difference in the level of implementation of HRM practices, Topmost problem was identified per HRM area. The study recommended that the validated HRM Guide, crafted by the researcher based from the result of the study should be adopted and implemented by the Diocese.
CHED-La Union Donation February 2, 2023
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