000 02064nam a22002057a 4500
003 laup
005 20230825082950.0
008 230208b ph ||||| |||| 00| 0 eng d
040 _aLAUP
_cLa Union Provincial Library
082 _aDIS 658.3 N91h 2022
100 _aNullar, Rahfie C.
245 _aHuman resource management practices in the Roman Catholic Diocese of San Fernando de La Union /
_cRahfie C. Nullar.
260 _aSaint Louis College, City of San Fernando, La Union :
_b[s.n.],
_c2021.
300 _axviii, 325 pages :
_billustrations ;
_c29 centimeter.
504 _aReferences: pages 250-281.
520 _aManagement 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.
541 _aCHED-La Union
_cDonation
_dFebruary 2, 2023
650 _aPersonnel management.
942 _2ddc
_cDIS
_h658.3
_iN91h
_kDIS
_m2022
999 _c11856
_d11856