FINAL-HR Policies-Anito - Final

NATIONAL COLLEGE OF BUSINESS AND ARTS
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IMPORTANCE OF HUMAN RESOURCES POLICIES IN ADDRESSING

COMPETENCY AMONG DEPARTMENT OF INFORMATION AND
COMMUNICATIONS TECHNOLOGY (DICT) EMPLOYEES
A Research Proposal
Presented to the Faculty of the Graduate School
National College of Business and Arts
Cubao, Quezon City
In Partial Requirement in the Course Research Method
For the Degree of Master in Public Administration
Submitted by
ANITO, CATHERINE N.
Submitted to:
MARCIAL V. MOJICA, DPA
JULY 2021
I
APPROVAL SHEET
This research paper entitled “IMPORTANCE OF HUMAN RESOURCES POLICIES IN

ADDRESSING COMPETENCY AMONG DEPARTMENT OF INFORMATION AND
COMMUNICATIONS TECHNOLOGY (DICT) EMPLOYEES”, prepared and submitted by
CATHERINE N. ANITO in partial fulfillment of the requirements for the subject
Research Methodology has been examined and is recommended for acceptance and
approval for oral defense.
________________________________
DR. MARCIAL V. MOJICA
Adviser
RESEARCH AND REVIEW PANELEDEN
Approved in Partial fulfilment of the requirements for the degree of Master in Public
Administration by the Committee on Oral Examination.
________________________________ ________________________________
DR. CIRILA L. EDEN DR. ERLINDA O. DAQUIGANO
Member D Member Y O. ETER M.
ASTURIAS
________________________________
DR. MAXIMO S. ARTIEDA
Chairperson
Accepted and examined in partial fulfillment of requirements for the subject

Research Methodology
________________________________
DR. CIRILA L. EDEN
Dean, Graduate School
II
CERTIFICATE OF ORIGINALITY
The author declares that the contents of her submitted research proposal are free
of any material already published by other author nor does it contain statements lifted
without due acknowledgments of the sources and the materials taken from other sources
are properly quoted.
The content of this research has been authentically produced by the author herself
though she may have received assistance from others on presentation and style in
language and expression.
This certificate is being issued this ____ of _________________, to attest to the
authenticity of the author’s manuscript submitted to the Faculty of the Center for Graduate
Studies in the National College of Business and Arts – Cubao.
CATHERINE N. ANITO
Author
SUBSCRIBED before me, the author exhibiting her ________________________ on
___________________________ at ______________________________________.
(Notary Public)
III
ACKNOWLEDGMENT
I have taken effort in this research; however, it would not have been possible
without the kind support and help of many individuals and organizations. With this, I would
like to extend my sincere and immense gratitude to all of them.
First, I would like to thank our Heavenly Father for providing me with everything I
need to make this task possible. From the very beginning, the Lord has always been my
strength in doing this task.
And I also want to thank to my professor Dr. MARCIAL V. MOJICA - thank you for
all the support and sharing of your knowledge and wisdom in making this research
possible. I would also like to thank Dr. ARTIEDA, Dr. DAQUIGAN and Dr. EDEN who
evaluated and generously shared their ideas on how to improve my study.
And I would also like to thank a special person in my life who always inspires me
and brings out the best in me.
Lastly, to my family and my children, for their continuous support and
understanding while undertaking my research and writing my project. Your prayer for me
was what sustained me this far.
C.N.A.
IV
DEDICATION
I would like to dedicate this work to my children –
Raphael Cedric & Raphael Christian
You served as my inspiration – thank you for all the love and support you gave to your
mama. I am forever grateful.
V
ABSTRACT
The present study aimed to determine and assess the aspect of integrating the
importance of human resource policies for addressing competency among DICT
employees. It also asked specific questions regarding the demographic profile of the
respondents; the respondents’ assessment of the importance of human resource policies
in addressing competency; the common problems being encountered by the respondents
when it comes to addressing their competency in the workplace; and if there is a
significant difference among the respondents’ assessment of the importance of human
resource policies for addressing competency in terms of the three (3) domains and their
demographic profile. Thus, the present study is beneficial the Department of Information
and Communications Technology (DICT); human resource management; employees for
public and private sectors; public/community; the researcher and future researchers. The
present study utilized a descriptive research design and utilized a quantitative approach.
The percentage, frequency count, weighted mean and ANOVA were used to analyze the
gathered findings through the use of a self-administered survey questionnaire.
Keywords: DICT, human resource management, competency, employees, workplace
VI
TABLE OF CONTENTS
TITLE PAGE…………………………………………………………………………………….I
APPROVAL SHEET…………………………………………………………………………...II
CERTIFICATE OF ORIGINALITY…………………………………………………………...III
ACKNOWLEDGMENT………………………………………………………………………...IV
DEDICATION……………………………………………………………………………………V
ABSTRACT……………………………………………………………………………………..VI
TABLE OF CONTENTS ……………………………………………………………………..VII
LIST OF FIGURES …………………………………………………………………………..VIII
CHAPTER Page
I. THE PROBLEM AND ITS SETTING…………………………………................1
Introduction....................................................................................................1
Background of the Study………………………………………………………......3
Statement of the Problem …………………………………………………………4
Theoretical Framework…………………………………………………………...5
Conceptual Framework /Research Paradigm..………………………………...7
Hypothesis……………………………………………...…………………………..8
Significance of the Study…...……………………………………………………8
Scope and Limitation of the Study …………………………………………...10
Definition of Terms ……………………...………………………………………11
II. REVIEW OF RELATED LITERATURE AND STUDIES………………………13

Foreign Literature ………………………………………………………………. 13
Local Literature…………………………………………………………………...19
Foreign Studies ………………………………………......................................23
Local Studies………………………………………………………………….…..25
Synthesis of the Reviewed Literature and Studies ………………………..27
III. RESEARCH METHODOLOGY ……………………………………………...….29

Research Method to be Used…………………………………………………..29
Respondents ……………………………………………………………………..29
Instrumentation/Instrument to be used ……………………………………..30
Data Collection Procedures ……………………………………………………30
Statistical Treatment of Data…………………………………………………...31
BIBLIOGRAPHY ……………………………………………………………………………...34
APPENDICES
A. Letter of Request Permission to Conduct Survey …………………………39
B. Letter to Respondents ………………………………………………………….40
C. Questionnaire …………………………………………………………………….40
D. Curriculum Vitae …………………………………………………………………45
VII
LIST OF FIGURES
PAGE
Figure 1 Conceptual Framework of the Study 7
VIII
Chapter 1
THE PROBLEM AND ITS SETTING
Introduction
In every organization or company, it was considered that the employees are the
fuel and the greatest asset of the company and in order for the latter to be able to
effectively and successfully attain the various goals and objectives that was established
and is also being expected of them by their respective companies. Thus, in every
selection and hiring process that takes place in every organization and company, such
stage is being taken in great consideration for its role in ensuring that the organization will
only be getting to hire the top individuals who they found to be suitable and also capable
of fulfilling the different duties and responsibilities expected of them upon their selection.
As such, it was indicated by Puteh (2015) that as early as the hiring process, companies
take a great deal of focus and attention on the way they are laying out their different
expectations of their potential candidates and in fact, as part of the announced job
description and the usual job qualifications, there is also the needed core competencies
that is needed to be exhibited by the potential candidates in any type of position they are
applying for. According to Salman et al. (2020) employee competencies usually pertains
to a set or list of skills and also behaviors that are specific and also well-defined and is
also often used to layout a company or an organization’s performance expectations for a
particular position and is also considered to be an essential ingredient in maintaining and
promoting a particular organizational culture as a whole.
-1-
Employees are not only important to have such degrees and qualifications for them
to be hired or selected for a particular job but it is also equally important that employees,
whether in the public or the private sector should be able to have the appropriate and
suitable competencies that can enable them to fulfill their certain tasks as well as their
duties and responsibilities in their respective jobs or positions. As such, according to
Hanafi & Ibrahim (2018) employees who have and exhibit well-defined competencies are
expected to do well in their work as well as can become a contributing factor for fostering
a strong corporate culture in their workplace as well as in becoming a more valuable
member of the workforce and also contributing significantly to the continuous growth and
development of their organization and the achievement of its specific goals and objectives
both in terms of short- and long-term aspects. However, despite of the importance that
was usually associated with the aspect of employee competency and its development
and continuous improvement, there are still some challenges that exists when it comes
to how it can be developed and maintained over time and how it can also be continuously
be used for the improvement of the employees and also in further enhancing the quality
of their work performance. As such, it was noted by Beneyoune (2017) that challenges
remained especially on how different programs and initiatives can be designed and
implemented for its improvement.
In this regard, competency can be considered to be an important element needed
to be exhibited by employees in order to ensure that not only that they can be able to
finish their tasks and fulfill their responsibilities but also to ensure that they are doing this
with the right amount of knowledge, skills and expertise. Competency is also considered
-2-
to be an essential ingredient in making any employee efficient and effective in their
respective duties and responsibilities and thus, with the help of various human resource
policies – it is important to know if such policies being currently implemented are really
effective and functional when it comes to enhancing the competency of the employees
and how it can also affect their job performance as well.
Background of the Study
Part of the facets of development and integration of improved or advanced
technology in the country is through the establishment of the Department of Information
and Communications Technology or DICT and is mandated by the passing of the
Republic Act 10844 or otherwise known as the DICT Act of 2015 which is now known to
be the executive department of the Philippine national government which is primarily
responsible for the planning as well as with the development and promotion of the
country’s information and communications technology or ICT agenda in support of the
seeking of national development. The many tasks of the DICT requires for its staff and
employees to exhibit well-defined competence in the completion of their tasks and
ensuring that they can contribute significantly for the achievement of established ICT
agendas of the country.
Mulang (2015) stated that one particular way of improving the demeanor as well
as the mind-set of people working in a particular company or organization can be done
through the process of human resources development. In another study conducted by
Park & Lee (2018) it was stated that human resources training and development is a vital
investment which concerns enhancing the knowledge and skills of the employees, thus
-3-
making them more effective in the workforce. When an employee is fully engaged and
working efficiently in their respective workplace, it is said that they can give better if not
the best performance, especially every time that they are dealing with clients and key
stakeholders in the community they are serving. Adding value to an organization and its
importance to the people is one of the main focuses of the application of human resource
development. According to Heathfield (2020) human resource development is essential
in initiating change and development and to get rid of bad practices, processes and
behavior especially in the workplace.
Statement of the Problem
The present study will be conducted to determine and assess the importance of
human policies in addressing competency among Department of Information and
Communications Technology (DICT) employees.
Specifically, it seeks to answer the following questions:
1. What is the demographic profile of the respondents in terms of:
a. age;
b. gender;
c. civil status;
d. highest educational attainment;
e. position
f. length of service
2. What are the respondents’ assessment of the importance of human resource
policies in addressing competency in terms of the following domains:
-4-
a. physical domain;
b. cognitive domain;
c. social domain
3. What are the common problems being encountered by the respondents when it
comes to addressing their competency in the workplace?
4. Is there a significant difference among the respondents’ assessment of the
importance of human resource policies in addressing competency in terms of the
three (3) domains and their demographic profile?
Theoretical Framework
The present study is anchored on the ideas and principles of the Competence
Motivation Theory which was developed and introduced by Susan Harter in the late 1970s
and as a result of an ambition to develop a more complete framework that will be
considered to be successful and effective in terms of being recognized in the field of
employee motivation and also in terms of performance. According to this theory, it also
pertains to a conceptual framework that is primarily designed to provide a better
explanation and understanding of a person’s motivation to participate, persist as well as
to work hard in any particular job or task or achievement-related context.
Moreover, it was also added in this particular theory that competence motivation
usually centers on the idea that individuals are often driven to engage in various activities
that tend to develop or demonstrate their different skills and capabilities. As such, if a
person had successfully performs or overcome a certain challenging task and receives
praise or incentive from their family, loved ones, peers or superiors, then there is a higher
-5-
tendency that they will experience a certain belief in their competence in that achievement
domain particularly in terms of physical, cognitive and social domains. In addition, it was
also further indicated in this theory that success in a particular or all of the domains if
possible will able to help a person to recognize that they can be able to control and even
improve their performance. Moreover, such situation can also likely result to making a
person to have higher perceptions of competence and also in having better control of
creating feelings of pleasure that can lead to an increase in their respective competence
motivation over time (Harter, 1978).
-6-
Conceptual Framework/Research Paradigm
INPUT PROCESS OUTPUT
Descriptive
Demographic Profile Research Design
of the Respondents Evaluated importance
Purposive Sampling of human resource
Assessment of the Technique policies in addressing
Importance of Human competency among
Resource Policies for Survey DICT employees
Addressing Method
Competency
Google Forms
Problems in
Addressing Percentage,
Competency in the Frequency Count,
Workplace Weighted Mean,
and ANOVA
Figure 1. Conceptual Framework of the Study
The study utilized the Input-Process-Output (I-P-O) model in order to properly
show the conceptual backbone of the research. As illustrated in Figure 1, inputs are
needed in order to achieve the desired result or output. As such, several processes are
needed to be done by utilizing or maximizing the inputs given in order to arrive at the
expected output; thus, the output of the study is measurable and deliverable that will be
used to conclude these undertakings.
-7-
The input needed for this research is composed of data about the demographic
profile of the respondents. This also includes the assessment of the importance of human
resource policies in addressing competency and also the different problems in addressing
competency in the workplace. Moreover, the process involved the administering of survey
questionnaires to the respondents followed by its retrieval and analysis. In addition, the
researcher also used numerous supporting data obtained from various related literatures
and studies. At the end of this research, it is expected that this may lead in developing
recommendations to emphasize and enhance the importance of human resource policies
in addressing competency among DICT employees.
Hypothesis
The present study will be based on the following null hypothesis:
Ho – There is no significant difference among the respondents’ assessment on the
aspect of the importance of human resource policies in addressing competency in terms
of the three (3) domains and their demographic profile.
Significance of the Study
The result of the study would be beneficial to the following:
Department of Information and Communications Technology (DICT). The
findings of the study is deemed to be beneficial for the DICT as this can help ensure them
-8-
that their employees are suitable in their respective positions and is capable of
contributing greatly for the achievement of the specific goals and objectives of the
department.
Human Resource Development Division. The findings of the study is also
considered to be beneficial for the human resource division of DICT and any other
companies and organizations as this can help highlight better their importance in
addressing the key competencies of employees and can also expect to result to the
development of other initiatives that can also be aimed for improving and supporting the
human resource department.
Employees – Public and Private Sectors. The results of the study can be
beneficial for the employees both for the public and private sectors as effective and
strengthened integration of human resource policies can result in also having an effective
means of further addressing their skills, knowledge and overall competency that can help
them to perform better in the workplace and be of service to the people.
Public/Community. The findings of the study is also deemed to be beneficial for
the public/community as improved competency of employees will likely result to having to
experience or receiving improved public service for attending their concerns and needs.
Researcher. The study will give an opportunity to the researcher to explore new
knowledge, ideas, and concepts regarding the aspect of integrating the importance of
human resource policies for addressing competency among DICT employees.
-9-
Future Researchers. The study will serve as an additional source of information
or reference to those who would wish to conduct a more comprehensive and in-depth
study of the topic indicated.
Scope and Limitations of the Study
The present study will be focus on determining the importance of human resource
policies in addressing competency among DICT employees. The intended respondents
of the study will include 80 selected employees from various departments from the
Department of Information and Communications Technology (DICT) in order to ensure
the equal distribution and representation of its sub-departments and employees. The
study will be conducted during the present 1st semester of the Academic Year 2021-2022.
The survey questionnaire will be used as the primary tool for the data gathering process
of the study. Moreover, since the chosen locale which is the DICT is composed of two
types of Human Resource Department – the Human Resource Management (HRM) and
the Human Resource Development Division (HRDD), the study will just focus on the latter
which is more focused on providing development programs and trainings and seminars
for the DICT employees.
On the other hand, the present study will not include the discussion of other matters
or concerns with regards to the DICT and also the human resource department and will
- 10 -
only be limited within the DICT and will not include employees from other governmental
departments and also from the private sectors as well.
Definition of Terms
The following terms were defined in order for readers to have a better
understanding of the present study:
Addressing. Refers to the act of providing resolution to a particular problem or
concern.
Cognitive domain. Refers to the aspect which includes a person’s knowledge,
and also their intellectual skills.
Competency. Refers to a person’s ability to do something successfully and also
in the most efficient manner possible.
Department of Information and Communications Technology (DICT). Refers
to the executive department of the Philippine national government which is primarily
responsible for the planning as well as with the development and promotion of the
country’s information and communications technology.
Employees. Refers to a person who is employed to a particular company or
organization and is paid in terms of wages or salary.
Human Resource. Refers to the department of a business or organization that
deals with the selection, hiring, administration and training of personnel.
- 11 -
Human Resource Development Division (HRDD). Refer to a division of the
human resource that integrates the use of training, seminars and other kinds of efforts to
ensure the development and improvement of employees in an organization.
Importance. Refers to the state of being considered to be significant or having
high value.
Physical domain. Refers to the development of the physical body and strength
and development of motor skills.
Social domain. Refers to a person’s different communicative contexts that allow
them to interact and socialize with other people.
- 12 -
Chapter 2
REVIEW OF RELATED LITERATURES AND STUDIES
This chapter presents the discussion of the literatures and studies derived from
different resources such as books, other published materials, thesis, and the internet.
This provides a clear understanding and reliable source of information for the reader.
Related Literature – Foreign
Human resource management, as according to Boselie et al. (2021) is considered
to be a necessary as well as a remarkable tool needed in ensuring the adequate
performance and retention of core public employees. Since most of the time that public
employees are doing or fulfilling tasks that are aimed for the benefit of the public or the
community that they are pledged into serving. In another article, it was also noted that the
primary function of the development and integration of human resource management in
the field or aspect of public administration is related to the notion to be able to provide the
public or government employees with a certain degree of capability to effectively manage
the following aspects in their work – record keeping or documentation, healthcare,
promotion and advancement of the common good of the public, assess benefits and
compensation that are related in their work or with others as well. With the help and
integration of human resource management, this can help the field of public
administration to create and develop a certain management system that can be used and
implemented to achieve established and expected long-term goals and plans (Brunetto &
Beattie, 2020).
- 13 -
Glavas (2016) stated that one particular way of improving the demeanour as well
as the mind-set of people working in a particular company or organization can be done
through the process of human resources development. In another study conducted by
Aslam et al. (2014) it was stated that human resources training and development is a vital
investment which concerns enhancing the knowledge and skills of the employees, thus
making them more effective in the workforce. When an employee is fully engaged and
working efficiently in their respective workplace, it is said that they can give better if not
the best performance, especially every time that they are dealing with clients and key
stakeholders in the community they are serving. Adding value to an organization and its
importance to the people is one of the main focuses of the application of human resource
development. According to Heathfield (2020) human resource development is essential
in initiating change and development and to get rid of bad practices, processes and
behaviour especially in the workplace. Improving their process and practices within the
workplace can also become a direct reflection of their organization and the kind of
leadership that they have. It was also noted that human resource development is also
concerned in providing various educational opportunities for employees, citing to them
the importance of training and education as well as career training (Park & Lee, 2018).
Even though some of them had already spent years in doing their work or tasks, it is still
vital for them to undergo training and various development programs to ensure quality
control over their tasks and projects.
Another, according to Aslam et al. (2014) human resource development is a clear
indication of investment to employees. With the help of human resource management
- 14 -
being applied for the betterment of a particular company or organization can be helpful in
improving the knowledge and skills of the employees in handling the business as well as
in interacting with various types of people. However, with the help of human resource
management, it makes employees to be more equipped at work so that they can do their
job as well as the specific tasks assigned to them in the most efficient and effective
manner possible (Mulang, 2015). It was also further noted by Okoye & Ezejiotor (2013)
that with the integration of human resource development, it results in a stronger and
effective workplace, wherein the employees are maximizing the use of their skills and
resources in order to deliver high-quality performance for their students. In addition,
human resource development is also deemed to be significant in developing the
knowledge and skills of the employees and also allowing them to discover new skills and
potential in which they can share with the rest of their respective organizations and
companies (Abadijoo et al. 2015). Further, integrating human resource development is
also considered to be a significant move of any organization or company of strengthening
their assets and also increasing the value of their employees. Human resource can also
be essential in paving the way for making the employees to become more equipped in
their chosen profession as well as for them to recognize their strengths and weaknesses
as a person and as an employee.
One particular needed component or characteristic of a government employee is
being competent in the conduct of their duties and responsibilities as a public servant.
The idea behind competency is that it pertains to the quality or state of being competent
and that is having the sufficient and adequate knowledge, skills, and judgement in doing
- 15 -
their particular tasks or duties especially if this concerns the public or the community In
addition to this, competency management is usually being related to the conduct of public
administration wherein it has been proven to be effective many times before especially
for defining the abilities and behaviours that are needed by the employees to do their jobs
and responsibilities well; and also linking a number of key human resource management
activities that can be able to ensure that a particular organization is staffed with skilled
and competent people who perform effectively. In an article written by Lohr (2020) it was
noted that like most movements in the development of humans and operations,
competency management has no single origin; however, during the 1980s, competency
management was first introduced in the United States and United Kingdom which was
also considered to be paralleled with the beginning of the New Public Management and
also as a direct response to the organizational and cultural changes happened. Moreover,
since the end of the 1990s, competency since then had become a real trend in the
government and the conduct of the public administration and management and how it can
be applied in ensuring the competency of government and public employees.
Moreover, in every organization or company, it was considered that the employees
are the fuel and the greatest asset of the company and in order for the latter to be able to
effectively and successfully attain the various goals and objectives that was established
and is also being expected of them by their respective companies. Thus, in every
selection and hiring process that takes place in every organization and company, such
stage is being taken in great consideration for its role in ensuring that the organization will
only be getting to hire the top individuals who they found to be suitable and also capable
- 16 -
of fulfilling the different duties and responsibilities expected of them upon their selection.
As such, it was indicated by Puteh (2015) that as early as the hiring process, companies
take a great deal of focus and attention on the way they are laying out their different
expectations of their potential candidates and in fact, as part of the announced job
description and the usual job qualifications, there is also the needed core competencies
that is needed to be exhibited by the potential candidates in any type of position they are
applying for. According to Salman et al. (2020) employee competencies usually pertains
to a set or list of skills and also behaviours that are specific and also well-defined and is
also often used to layout a company or an organization’s performance expectations for a
particular position and is also considered to be an essential ingredient in maintaining and
promoting a particular organizational culture as a whole. Further, with the promotion of
the competencies of employees, this can help them to perform better and contribute to
the growth of the organization that they are currently working or serving.
As such, employees are not only important to have such degrees and qualifications
for them to be hired or selected for a particular job but it is also equally important that
employees, whether in the public or the private sector should be able to have the
appropriate and suitable competencies that can enable them to fulfill their certain tasks
as well as their duties and responsibilities in their respective jobs or positions. As such,
according to Hanafi & Ibrahim (2018) employees who have and exhibit well-defined
competencies are expected to do well in their work as well as can become a contributing
factor for fostering a strong corporate culture in their workplace as well as in becoming a
more valuable member of the workforce and also contributing significantly to the
continuous growth and development of their organization and the achievement of its
- 17 -
specific goals and objectives both in terms of short- and long-term aspects. However,
despite of the importance that was usually associated with the aspect of employee
competency and its development and continuous improvement, there are still some
challenges that exists when it comes to how it can be developed and maintained over
time and how it can also be continuously be used for the improvement of the employees
and also in further enhancing the quality of their work performance. As such, it was noted
by Beneyoune (2017) that challenges remained especially on how different programs and
initiatives can be designed and implemented for its improvement.
Competency can be considered to be an important element needed to be exhibited
by employees in order to ensure that not only that they can be able to finish their tasks
and fulfill their responsibilities but also to ensure that they are doing this with the right
amount of knowledge, skills and expertise. Competency is also considered to be an
essential ingredient in making any employee efficient and effective in their respective
duties and responsibilities and thus, with the help of various human resource policies – it
is important to know if such policies being currently implemented are really effective and
functional when it comes to enhancing the competency of the employees and how it can
also affect their job performance as well (Barber, 2016). In addition, it was also indicated
by Maher (2017) that competency among government employees are being expected by
the public especially as it is part of their duties and responsibilities to govern effectively
and not to waste the trust and confidence that was provided for them by the public. The
idea of government competency was also perceived to be an essential element that is
needed to ensure the sustainability of the competency of government employees which
is needed to be kept at a high level at all times (Shikova, 2020). Moreover, it was also
- 18 -
shared by Greene (2018) that competencies, for a long time had been used as a
framework to help focus employees’ behavior on things that really matters most to an
organization and help drive success and improved performance of the employees. As
such, the integration of competency was also noted to be able to provide a common way
for the employers to better harmonize, select and develop the talent and capabilities of
their employees who are then considered to be the asset for the organization and its
eventual growth and development in the coming years.
Related Literature – Local
An article by Geducos (2021) noted that part of the facets of development and
integration of improved or advanced technology in the country is through the
establishment of the Department of Information and Communications Technology or
DICT and is mandated by the passing of the Republic Act 10844 or otherwise known as
the DICT Act of 2015 which is now known to be the executive department of the Philippine
national government which is primarily responsible for the planning as well as with the
development and promotion of the country’s information and communications technology
or ICT agenda in support of the seeking of national development. The many tasks of the
DICT requires for its staff and employees to exhibit well-defined competence in the
completion of their tasks and ensuring that they can contribute significantly for the
achievement of established ICT agendas of the country. Casinas (2021) in another article
also indicated that part of the duties and projects of the Department of Information and
Communications Technology (DICT) especially for preparing the country’s readiness for
participation in the global digital economy particularly in alignment with the celebration of
- 19 -
the National ICT Month and also with regards to urging the public to actively participate
and learn more about their efforts to achieve digital transformation of the country
especially as this was being perceived to be helpful in allowing people to have the
opportunity to better access services being offered and provided by the government.
Further, in another article by Noriega (2020) it was also noted that part of the
powers and functions of the Department of Information and Communications Technology
or DICT involves the formulation, recommendation and implementation of various national
policies, plans, programs and different guidelines in order to promote the development
and integration of the use of ICT with regards to the various advantages of convergence
and emerging technologies. Another important function of the establishment of DICT is
concerned with the formulation of different policies and initiatives, especially in
coordination with the Department of Education (DepEd), Technical Education and Skills
Development Authority (TESDA), Commission on Higher Education (CHED) especially
with regards to developing and promoting ICT integration in education as consistent and
aligned with the national goals and objectives and also in responsiveness to the human
resource needs of the ICT and ICT-enabled services sectors; and finally, another part of
the powers and functions of DICT is concerned with providing a more integrated
framework in order to better optimize all government ICT resources and networks for the
effective identification and prioritization of all e-government systems, processes, and
applications as provided for the implementation for the E-Government Master Plan and
the Philippine Development Plan (PDP). In addition to this, another part of the power and
functions of DICT includes having to promote improved public access, resource-sharing
and capacity-building, to develop frameworks for consumer protection and industry
- 20 -
development, development of cyber-security policy and program coordination and also
for facilitating countryside development programs and initiatives for effective ICT
integration in different aspects of people’s lives and for improving the overall quality of
living of Filipinos (Hernando-Malipot, 2021).
Part of the programs of the Department of Information and Communications
Technology or DICT is preparing the Philippines and its readiness for the integration and
implementation of having a digital economy. According to Abadilla (2021) the Department
of Information and Communications Technology or DICT is now exerting its efforts in
ramping up the Philippines’ readiness to participate in the global digital economy as part
of this year’s celebration of the National ICT Month for 2021. The DICT, during this year
and sensing and acknowledging the importance of digitalization was mainly focused on
the digital transformation of the country particularly with its newly-adopted CHIP
Framework as a more strategic guide in tackling this particular matter. The CHIP
Framework stands for Connect, Harness, Innovate and Protect and which was intended
to further strengthen the country’s digital economy particularly in the ‘new normal’ setting.
It is important to know that the CHIP Framework was adopted from the World Bank Digital
Economy 2020 report which had been able to restructure the DICT’s plans and different
initiatives that are intended to hasten digital transformation in the country and also the
initiatives of DICT’s digital connectivity and implementation of its infrastructure programs
as part of its capacity-building initiatives to further up-skill the Filipinos as part of preparing
them for the digital economy. Still in relation to this, the DICT are also taking in
consideration the need to highlight the role and importance of innovation especially in
emphasizing the Department’s step or actions that are primarily directed towards the
- 21 -
government system’s journey towards modernization and digitization. The DICT also
ensured that part of the components of their projects is to have a complete protection
component for its target users and stakeholders especially as it focuses on providing
effective protection and feature that can enable to mitigate and minimize the risks and
threats as the country is beginning to transition to digitally-enabled economy. Further, it
was also indicated that under this particular framework, the DICT is clearly expressing its
intention and aim to become more responsive especially when it comes to addressing the
actual needs and demands of the Philippine ICT landscape, especially now that the
country is becoming more and more reliant on the use of the Internet and various forms
of modern technological advances as it is being applied in various aspects of people’s
lives and activities on a daily basis as well.
Another key innovation and program that was being promulgated and
spearheaded by the Department of Information and Communications Technology or DICT
was the deployment of free Internet access through its Free Wi-Fi for All program that
was especially provided for the evacuees in Nasugbu, Batangas that was affected by the
Taal Volcano unrest. The promulgation of the said program, according to the DICT was
to provide emergency free Wi-Fi site for all evacuees to help them to better and
immediately contact their families and other loved ones and also to be able to receive the
latest news regarding the situation of the Taal Volcano. In addition, the free Wi-Fi for all
program was also intended to help the students that are currently in evacuation centers
and sites to continue with their respective online and blended learning and also in aiding
the local government and barangay officials in monitoring and facilitating the evacuation
sites especially with regards to submitting situation reports to other requesting and
- 22 -
relevant agencies. Such program was seen to be essential by the DICT to be provided
for the evacuees in the evacuation centers and sites in order to provide and maintain
connectivity and good communication services to evacuees and also to disaster
responders in their duties and responsibilities of facilitating and ensuring an informed and
efficient action plan in which the DICT can play a significant role, particularly in ensuring
that the agency can be of use in continuing to connect the people in such areas through
the implementation and providing of a Free Wi-Fi for All program as stated by DICT
Secretary Gregorio “Gringo” B. Honasan (Casinas, 2021). Further, in an article written by
Luci-Atienza (2021) that another innovative project in which the Department of
Information and Communications Technology or DICT had also become a part of it’s the
“Compendium” project which was created with an intention to help match the developed
products with various local industries according to their specific needs. In fact, the said
project was also known to serve as a repository of at least 24 select Filipino technologies
that are ready for adoption and commercialization. This particular collaboration between
different governmental agencies are known to be helpful in providing support for much
needed selected technologies which can be really helpful in introducing certain products
and services to the market.
Related Studies – Foreign
In the study conducted by Fraser-Thill (2021) it was noted that in relation to the
human development, there is the concept of domain which is referring to a specific
aspects of human growth and experiencing change. It was noted that with the initiatives
and programs that are being developed and introduced by the human resource
- 23 -
management, some of these programs are primarily intended to further improve the
growth and the development of the physical domains of a person or an employee.
According to Gragnano et al. (2020) since childhood, there is already the established
importance and regard that was placed on the need for humans or individuals to undergo
some physical development. It is important to known the physical domain of a person
usually covers the development of all the physical changes in which some of these
includes the following – the growing in size and strength and also the development of
both the gross motor skills as well as the fine motor skills of a person, in which they can
use in later stages of life, most specifically when they had started studying and working
in the corporate world (Carnevale & Hatak, 2020). Further, it was also added by Seemiller
& Rosch (2019) that the physical domain also includes the development of the senses
and being able to use them in different appropriate situations in life, whenever necessary
and possible to apply such senses. The human resource management plays a significant
role in this particular aspect as they are the ones who are in charge of distributing certain
surveys and questions to the employees and also the first one to see the physical capacity
of the employees based on their built and thus, it is only natural that it will fall on the
responsibilities of the human resource management to also take in consideration the need
for developing programs and initiatives that can also help further improve the physical
domains of the employees in government offices and can also allow them to work for
longer hours that can be required of them to work and also in visiting other outdoor sites
and centers related to their jobs (Walters & Rodriguez, 2017).
Another important aspect of the role and importance of the human resource
management is for ensuring the effective cognitive domain development of the
- 24 -
employees. According to Pradhan & Jena (2016) the cognitive domain usually includes
the intellectual development and creativity of a person. Employees much like any other
individuals should, at their younger years and while they are still maturing and growing,
should be able to gain the ability to process certain thoughts, being able to pay attention
as well as to develop and retain memories, better understand their surroundings and also
express creativity and apply it in certain situations in their lives as well as to make,
implement and accomplish tasks and activities that are being designated to them by their
superiors or leaders. As such, according to Hoque (2017) it is through the help of the
human resource management and through its initiation and development of various
projects and programs that can be able to help and offer further assistance for the
employees to sharpen their skills and knowledge and also the way they are understanding
and applying the certain strategies and approaches that are needed or expected in the
workplace and also in order for them to better explore the capabilities of their respective
domains and recognize its importance and application in their respective jobs and
responsibilities.
Related Studies – Local
Moreover, there is also the social domain of the employees that is also needed to
be taken in consideration by the human resource management and this is more
specifically related to improving the communication and interpersonal skills of the
employees in their workplace environment. For instance, with the changing lifestyle and
preferences of the people nowadays and the continuous spreading of globalization and
changing world trends – had paved way for industrialization and the increasing need for
- 25 -
people to have a job and engage themselves into labor. The need for a job is what makes
people capable of buying things that they need the most in life such as food, shelter,
clothing and other commodities and necessities in every day and without enough money,
people will be dragged down to poverty and they will be deprived of the basic necessities
in life as well as other privileges. In the working environment, it is said that one essential
factor that employees need to consider in order for them to stay longer in a particular
company is the quality of the communication that they had with their peers and superiors
and with this the present research had been conducted (Fardzania & Giles, 2015). In
better understanding the process and flow of communication in the workplace, it is first
relevant to know and understand the elements of the communication process and how
such process happens in everyday life. According to Sanyal & Hisam (2018)
communication refers to the process of transmitting information and seeking common
understanding from one person to another; as such, the essentiality of communication in
daily aspects of life is what makes it all the more vital in the system of the world especially
in seeking understanding and commonality between one person to another especially
since people are divided in terms of different languages spoken, different countries and
locations from where they came from and from other different social standings which can
be a great factor on the difference on the way they are receive and interpret messages
and as well as the way they respond to the messages delivered to them (Adu-Oppong,
2014). Communication is indeed important in all aspects of life as without communication,
there would be no understanding and interaction that will be happening between human
beings and even will forfeit the term that people are indeed ‘social beings’ – through
communication, people can be able to connect and interact with everyone around them
- 26 -
and express their deepest thoughts, their own opinions and ideas regarding a particular
topic or matter. Conversation is necessary in people and conversation will not be possible
without communication; and further, without communication there would be no place for
peace and understanding as well as cooperation and interaction (Bucata & Rizescu, 2017
and Kapur, 2020).
Synthesis
The various literatures and studies gathered and examined provided relevant and
significant information necessary for the development of the present study. Most of the
gathered literature whether from local or foreign sources provided information regarding
the importance of the integration of human resource policies as part of administrative
management in improving or addressing the competency of DICT employees in the
Philippines. For instance, the works of Glavas (2016) as well as that of Aslam et al. (2014)
had provided key insights and information with regards to the way in which human
resource management plays a significant role in improving and increasing the knowledge,
skills and expertise of the employees and also their level of competency which is
necessary in the fulfillment of their tasks and responsibilities in the workplace. As such,
there are also the works of Barber (2016) as well as that of Shikova (2020) who, on the
other hand, had discussed regarding the need and importance of further improving the
competency of the employees – as this is something that can enable them to fulfill their
duties especially as the DICT employees are considered to be government employees
and public servants to the community. These literature and studies utilized helped in
supplementing information to support the claims of the present study. The cited works
- 27 -
also provided the researcher and readers ideas what is the importance of human resource
policies in improving and addressing competency of the employees. It also gave the
researcher the necessary understanding on how to conduct and proceed with the topic.
Moreover, it also served as an aid for the proponent of the study to start and compare the
results of the previous studies to the present study.
- 28 -
Chapter 3
RESEARCH METHODOLOGY
This chapter presents the research methodology that will be utilized in obtaining,
analyzing, and interpreting the data of the study. It includes the research design, research
respondents, data gathering instruments and the statistical tools employed in the
interpretation of data.
Research Method to be used
The study will be utilized the descriptive method of research. As widely accepted,
the descriptive method of research is a fact-finding study that involved adequate and
accurate interpretation of findings (Palinkas et al. 2013). Descriptive research design is
used for some definite purpose. It is focused on explanation of characteristics of a certain
group like age, gender, income, education, and occupation. The technique that will be
used under descriptive research design was the survey method which is commonly used
to explore opinions according to respondents that can represent a whole population. In
terms of approach, the study employed the quantitative approach which is focused on
obtaining numerical findings used with the survey method.
Respondents
The intended respondents of the study will include 80 selected employees from
various departments from the Department of Information and Communications
Technology (DICT) in order to ensure the equal distribution and representation of its sub-
departments and employees. The study will utilize the purposive sampling technique. This
- 29 -
sampling method will be conducted where each respondent is selected based on a
particular characteristic of interest to answer research questions indicated. As such, the
purposive sampling is a type of non-probability sampling technique which is entirely based
on the judgment of the proponents of the study. This is also widely used in both
quantitative and qualitative research for the identification and selection of information-rich
cases related to the phenomenon of interest (Palinkas, et al. 2013).
Instrumentation/Instrument to be used
The researcher will use the questionnaire as a major tool in the collection of data
needed in this study, particularly the survey method as it will aim to collect pertinent data
about the aspect of integrating the importance of human resource policies for addressing
competency among DICT employees. The proponent of the study will design a self-
administered questionnaire for the data gathering process. This method will be use to
reveal the status of some phenomenon with an identified class of people, organizations
or regions at a particular time through a questionnaire to directly collect information
relevant and useful for the development of the study (Bermudo et al. 2010).
Data Collection Procedures
The following procedures will be conducted with a goal to obtain first-hand data
from the chosen respondents in order to formulate sound, effective and useful
conclusions and recommendations for the study. The researcher will select the
- 30 -
respondents and sent a letter to them via Messenger or email for them asking for their
permission to participate in the research. They will be guaranteed of the confidentiality
regarding any information acquired in the process.
The participants will reply and agree to join the research activities. The researcher
and respondents will schedule a time for the survey to be conducted and provided via
Google Forms. The respondents will answer the questionnaires which will be collected,
tallied, analyzed and presented. The data analysis stage included the tallying and
statistical treatment of answers by the use of the selected statistical instruments/tools;
after this will be the preparation of tables for the presentation of gathered data; and lastly,
the presentation of gathered findings that includes the textual and tabular presentation of
the results of the conducted survey and from the results, recommendations and
conclusions will be drawn and taken in consideration.
Statistical Treatment of Data
The results will be treated statistically using the following tools:
1. Percentage
Percentage is defined as a number represented as a fraction of 100 and is
used to express numbers between zero and one. As such, it is used to compare
things and use it in ratios and is denoted by the symbol %. This will be used to
compute for the demographic profile of the respondents. Percentage was
computed using the following formula indicated below:

n
𝑷= 𝑥 100
N
Where:
- 31 -
P = percentage
n = subgroup count
N = total count
2. Frequency
It is the number of times the event occurred. Each table contains frequency
or count of the occurrences of value within a particular group or interval. As such,
this will be used to compute for the demographic profile of the respondents.
3. Weighted Mean
Weighted mean is a measure of central tendency. It is where each of the
data points is contributing equally to the final average. Microsoft Excel was used
to get the weighted mean of the data. Moreover, the weighted mean will be used
to determine the respondents’ assessment of the aspect of integrating the
importance of human resource policies for addressing competency and the
common problems being encountered by the respondents when it comes to
addressing their competency in the workplace.
4. Likert Scale
The Likert scale will be used to as a psychometric response scale wherein
the respondents can specify their level of agreement to a particular statement
usually with the use of five points:
For the respondents’ assessment of the aspect of integrating the
importance of human resource policies for addressing competency:
- 32 -
0.00 – 1.00 Not important (NI)

1.01 – 2.00 Less important (LI)
2.01 – 3.00 Moderately important (MI)
3.01 – 4.00 Important (I)
4.01 – 5.00 Highly important (HI)
For the common problems being encountered by the respondents when it
comes to addressing their competency in the workplace
0.00 – 1.00 Strongly Disagree (SD)

1.01 – 2.00 Disagree (D)
2.01 – 3.00 Moderately Disagree (MD)
3.01 – 4.00 Agree (A)
4.01 – 5.00 Strongly Agree (SA)
5. Analysis of Variance (ANOVA)
It is an analysis of variance; a statistical method in which the variation in a
set of observation is divided into two distinct components. As such, this will be
used to determine if there is a significant difference among the respondents’
assessment of the importance of human resource policies in addressing
competency in terms of the three (3) domains and their demographic profile.
- 33 -
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26 July 2021
MS. YESLY CORAZON JAEN

Director, Administrative Service
Department of Information and Communications Technology
Dear Director Jaen,
Good day!
I, Catherine N. Anito, a student of Master in Public Administration, am currently working on

my Research Proposal entitled “Importance of Human Resources Policies for Addressing
Competency among DICT Employees”. I am now in the process of gathering data for my
research in completing my course in Research Methodology in Master in Public
Administration for the Academic Year 2020-2021 under the supervision of our professor, Dr.
Marcial V. Mojica.
In relation to this, I would like to ask permission from your office to please allow me to conduct
and distribute my survey questionnaire to several DICT employees via sending them a link of
Google Forms for observance of safety measures during pandemic. All the data that will be
collected from this survey will be of great help for the development of my study.
Your immediate feedback will be greatly appreciated. Thank you and kindly do consider my
request.
Respectfully yours,
CATHERINE N. ANITO
Third Trimester Master in Public Administration/
Researcher
Approved by:
DR. MARCIAL V. MOJICA

Adviser
Noted by:
DR. CIRILA L. EDEN

Dean, Graduate Program
- 39 -
IMPORTANCE OF HUMAN RESOURCE POLICIES FOR ADDRESSING

COMPETENCEY AMONG DICT EMPLOYEES
Dear respondents,
Warm greetings!
As a requirement for the Research Proposal in the subject Research Methodology Writing, the
researcher is presently conducting a study entitled “Importance of Human Resources Policies for
Addressing Competency among DICT Employees”.
In this regard, please answer the questionnaire that will be sent by the researcher via google
forms as honestly as you can. Any data and information shared will be handled in utmost
confidentiality.
Thank you very much for your cooperation.
Respectfully yours,
CATHERINE N. ANITO
Researcher
Master in Public Administration
==================================================================
INSTRUCTIONS: Read the following questions carefully and provide the following
information needed.
Name (optional): ___________________________________________
PART I. Demographic Profile
A. Age (pls. check)

___ 22 – 25 years old
___ 26 – 30 years old
___ 31 – 35 years old
___ 36 – 40 years old
___ 41 years old and above
B. Gender(pls. check)
___ Male
___ Female
- 40 -
C. Civil Status (pls. check)

___ Single
___ Married
___ Separated
___ Annulled
D. Highest Educational Attainment (pls. check)

___ High School Graduate
___ College Level
___ College Graduate
___ Masteral
___ Doctorate
E. Position (pls. indicate)

__________________________________
F. Length of Service (pls. check)

___ 5 years and below
___ 6 – 10 years
___ 11 – 15 years
___ 16 – 20 years
___ 21 years and above
- 41 -
PART II. Assessment of the Importance of Human Resource Policies in Addressing

Competency
Directions: Please put a check () to the corresponding box that signifies your answer
in terms of your assessment of the importance of human resource policies in addressing
competency as a DICT employee. Use the legend provided below:
Legend:
1 – Not important (NI)

2 – Less important (LI)
3 – Moderately important (MI)
4 –important (I)
5 – Highly important (HI)
A. PHYSICAL DOMAINS 5 4 3 2 1
1. The implemented human resource policies
2. The implemented human resource policies

and programs
3. The human resource policies and programs

aids in determination in work-related activities

help to work overtime

help for the development of strategies to finish
work efficiently
B. COGNITIVE DOMAINS
1. The provision of program develop creative

thinking
2. Provides human resource policies and
programs that help in reminding - values and
actions
- 42 -

programs teaches better dealing with
decision-making
programs for better understanding of work
instructions
programs for improved inquiry and dispute
communication process
C. SOCIAL DOMAINS

programs help in the interaction among co-
workers
programs help to interaction with our clients
and the public

programs to promote inclusiveness in the
workplace

programs to effectively resolve issues
between one another

programs to develop teamwork and
compassion towards another in the workplace
- 43 -
PART III. Common Problems Encountered in Addressing Competency in the

Workplace
Directions: Please put a check () to the corresponding box that signifies your answer
in terms of the common problems you encounter in addressing your competency as a
DICT employee. Use the legend provided below:
Legend:
1 – Strongly Disagree (SD)

2 – Disagree (D)
3 – Moderately Disagree (MD)
4 - Agree (D)
5 – Strongly Agree (SA)
COMMON PROBLEMS 5 4 3 2 1
1. Lack of adequate resources
2. Too much workload
3. Not interested in initiatives to develop

competency
4. Unable to achieve work-life balance
5. Unable to practice proper time management
6. Having disagreeable co-workers or leaders
7. Office bullies and trouble-makers in the

workplace
8. Lack of self-confidence
9. Decreased commitment to the organization
10. Unsure of the scope of work being done
- 44 -
CURRICULUM VITAE OF THE RESEARCHER
Catherine Nonato Anito

No. 52-C 19th Avenue Murphy, Quezon City
(+63) 9329659523
khotzanito@gmail.com
Career Objective: To be a part of an organization where I can practice the knowledge

and experience that I have gained in Administrative area.
Knowledgeable in Microsoft Office in Word Processing and Excel.

Proficient in clerical works.
WORK EXPERIENCE:
June 2018 – Present

Administrative Assistant V
Office of the Undersecretary of National ICT Assets Index
 Receives and records incoming and outgoing documents;
 Assist in the maintenance of an up-to-date records of files and data for easy
retrieval and reference of the Department Undersecretary;
 Assist in the logistical and administrative requirements needed for the official
travels (local and international) handled by the Office of the Department
Undersecretary;
 Ensure to institute Completed Staff Work (CSW) in every course of action and
tasks as assigned by the Head Executive Assistant and/or the Department
Undersecretary
 Assist in the preparation of the requirements for the Notice of Suspension; Assist
in the preparation NICTAI Data Sets
April 2017 – May 2018

Human Resources Management Staff
 Responsible for the encoding of loans made by employees from various
agencies (GSIS, Pag-Ibig, TESALAI, AFPSLAI, etc.);
 Responsible for the preparation of Memorandum of Due Absences including
undertime, without pay and unfiled leave of absences to deduct in the Salary and
Allowances of each employees then email to concerned employees;
 Ensure the accuracy of payroll sheets by editing and proofreading of payroll
sheets;
 Responsible for the preparation of corresponding Disbursement Vouchers (DV)
and Obligation Request and Status (ORS);
- 45 -
 Responsible for the assistance in the preparation of Financial Data Entry System
(FinDES); and
 Perform other tasks that assign from time to time.
April 2014 – March 31, 2017

Information and Communications Technology Office – Systems and
Infrastructure Development Service (SID) – Office of the Director
Data Entry Machine Operator II (DEMO II)
Function as Executive Assistant

 Responsible for the recording and processing of all communications for the
Service, particularly for the Office of the Service Director.
 Assess/screen documents for approval of Service Director
 Classify the type of incoming documents for easy reference of the Service Director.
 Responsible for maintaining Office records, including the Information Systems
Strategic Plan Library and provide assistance in retrieval, documentation, among
others.
 Responsible for the preparation of Annual Procurement Plan for the Office of the
Director, and consolidate the submission of all division within the Service.
 Prepares memoranda and other pertinent documents to be disseminated within
the Service.
 Provides assistance in preparing and controlling inventory and monitoring of office
resources.
 Prepares travel documents and liquidation report of SID Director.
 Prepares reimbursement reports for petty cash advance and summary of
disbursement.
 Attend to telephone calls/inquiries regarding services offered by SID
 Manage the Director’s appointments, calendar of meetings and keep record of
duties, tasks and programs being undertaken by all Divisions within the Service for
the Director’s easy reference
 Perform other function to be delegated by the Service Director.
Function as Administrative Support to ISSP Review Group

 Provides technical assistance in preparing/drafting of reports and other technical
documents including among others, accomplishment reports, annual report, and
monitoring report.
 Proofread submitted reports prior to endorsement for approval
 Responsible for maintaining Office records, including the Information Systems
Strategic Plan Library (hardcopy and electronic version) and provide assistance
in retrieval, documentation, among others.
- 46 -
August 2002 – March 2014

National Computer Center
Plans Review and Monitoring Office
Data Entry Machine Operator II (DEMO II)
Function as Administrative Assistant to the Director

 Maintained agency communication and other relevant files.
 Performed research work whenever needed.
 Performed other functions delegated by the Director, Plans Review and
Monitoring Office.
Function as Administrative Assistant to ISSP Review Group

 Maintains/updates specific ISSP Review Group databases:
o Information Systems Planners
o Status Report of National Government Agencies ISSPs
 Maintains ISSP Endorsed/Lapsed CD Library
 Checks CDs/DVDs versus the hardcopy of the endorsed ISSP.
 Assists in the generation of periodic reports for management and website posting
 Uploads to the ISSP Review Yahoo Group with the following ISSP Cmponents:
 Conceptual Framework
 Proposed IS Organizational Structure
 Proposed Network layout
 Maintains hardcopy of the ISSP Components uploaded in the
Yahoo Group
 Assists in the documentation of ISSP Review Group procedures
 Perform other functions delegated by the ISSP Review Group Head
February 2001 – January 2002

AFPSLAI (ARMED FORCES & POLICE SAVINGS & LOAN ASSOC. INC. )
Posting Staff (LOANS MANAGEMENT DIVISION)
March 2000 – August 2000

ATLAS PUBLISHING COMPANY, INC.
Clerk – Typist (C & C Dep’t.)
July 1999 – December 1999

ANL Publishing Co., Inc. (Ang Bagong Diyaryo Express)
Circulation Clerk (Circulation Dep’t.)
- 47 -
ELIGIBILITY:
Career Service Professional Eligibility – 80.66%
Civil Service Quezon City
August 04, 2019
Career Service Sub-Professional Eligibility - 80.01%

Ramon Magsaysay (Manila) High School, España St., Sampaloc, Manila
October 21, 2012
Trade Test for DATA ENCODER (ONE CATEGORY)

TESDA (Technical Education & Skills Development Authority – NCR)
February 16, 2002
SEMINARS/TRAININGS:
DocTracks Users’ Training
Department of Information and Communications Technology, October 21, 2016
2016 GAD Summit Themed: Achieving Gender Equality and Empowerment of All
Women through ICT Department of Information and Communications Technology,
October 11-12, 2016
Gender Sensitivity Training

Department of Information and Communications Technology, September 8-9, 2016
Basic Powerpoint Course

NICM-Department of Information and Communications Technology, July 11-15, 2016
Cybersecurity Awareness Seminar

Information and Communications Technology Office, May 5, 2016
Writeshop on the Finalization of ICTO-ISSP 2015-2017

Subic, Zambales, April 14-16, 2016
ICDL Certified – Spreadsheet Module

Department of Information and Communications Technology (for conferment)
ICDL Certified – Word Processing Module

Department of Information and Communications Technology, December 2, 2015
Information Systems Strategic Planning Workshop

Tagaytay City, November 12-14, 2015
Basic Spreadsheet Course

NICM-Department of Information and Communications Technology, October 26-30,
2015
- 48 -
Seminar-Workshop on Core Functions of Records Management: Standards and Best

Practices
Hotel Supreme, Baguio City, May 19-21, 2015
Values Orientation Workshop by CSC-NCR

PHIVOLCS, April 22-24, 2015
Basic Customer Service Skills Seminar by CSC-NCR

PHIVOLCS, April 16-17, 2015
Govmail Course
NICM- Information and Communications Technology Office, November 10-11, 2014
ARMIS Users’ Training by iGov

Information and Communications Technology Office, September 17, 18 & 22, 2014
Image Editing Course

National Computer Center, October 1-5, 2012
EDUCATIONAL ATTAINMENT:
COLLEGE : Philippine School of Business Administration Q.C.
Bachelor of Science in Business Administration major in
Marketing
June 1995 – April 1999
HIGH SCHOOL : Roosevelt College Cubao
June1991 – April 1995
ELEMENTARY : Doña Josefa E. Marcos Elem. School
June 1985 – April 1991
CHARACTER REFERENCES:
Ms. Lorna M. Sales
former Director, PRMO, National Computer Center
(+63)9178430910
Ms. Juli Ana E. Sudario

Project Manager-MITHI, Department of Information and Communications Technology
(+63)9491594352
Ms. Blanca M. Solis

Assistant Crime Registrar, Philippine National Police, Dolores, Quezon
(+63)9305373160
- 49 -
PERSONAL INFORMATION:
Nickname : Cathy
Date of Birth : 20 July
Place of Birth : Quezon City
- 50 -

FINAL-HR Policies-Anito - Final

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NATIONAL COLLEGE OF BUSINESS AND ARTS

IMPORTANCE OF HUMAN RESOURCES POLICIES IN ADDRESSING

In Partial Requirement in the Course Research Method

For the Degree of Master in Public Administration

MARCIAL V. MOJICA, DPA

This research paper entitled “IMPORTANCE OF HUMAN RESOURCES POLICIES IN

RESEARCH AND REVIEW PANELEDEN

Accepted and examined in partial fulfillment of requirements for the subject

are properly quoted.

language and expression.

This certificate is being issued this ____ of _________________, to attest to the

Studies in the National College of Business and Arts – Cubao.

SUBSCRIBED before me, the author exhibiting her ________________________ on

like to extend my sincere and immense gratitude to all of them.

strength in doing this task.

evaluated and generously shared their ideas on how to improve my study.

and brings out the best in me.

Lastly, to my family and my children, for their continuous support and

was what sustained me this far.

I would like to dedicate this work to my children –

Raphael Cedric & Raphael Christian

mama. I am forever grateful.

Keywords: DICT, human resource management, competency, employees, workplace

II. REVIEW OF RELATED LITERATURE AND STUDIES………………………13

III. RESEARCH METHODOLOGY ……………………………………………...….29

Figure 1 Conceptual Framework of the Study 7

THE PROBLEM AND ITS SETTING

also often used to layout a company or an organization’s performance expectations for a

particular position and is also considered to be an essential ingredient in maintaining and

promoting a particular organizational culture as a whole.

duties and responsibilities in their respective jobs or positions. As such, according to

a strong corporate culture in their workplace as well as in becoming a more valuable

implemented for its improvement.

In this regard, competency can be considered to be an important element needed

to be an essential ingredient in making any employee efficient and effective in their

and how it can also affect their job performance as well.

Background of the Study

Part of the facets of development and integration of improved or advanced

technology in the country is through the establishment of the Department of Information

and Communications Technology or DICT and is mandated by the passing of the

be the executive department of the Philippine national government which is primarily

country’s information and communications technology or ICT agenda in support of the

employees to exhibit well-defined competence in the completion of their tasks and

agendas of the country.

as the mind-set of people working in a particular company or organization can be done

through the process of human resources development. In another study conducted by

development. According to Heathfield (2020) human resource development is essential

behavior especially in the workplace.

Statement of the Problem

human policies in addressing competency among Department of Information and

Communications Technology (DICT) employees.

Specifically, it seeks to answer the following questions:

1. What is the demographic profile of the respondents in terms of:

d. highest educational attainment;

2. What are the respondents’ assessment of the importance of human resource

policies in addressing competency in terms of the following domains:

comes to addressing their competency in the workplace?

4. Is there a significant difference among the respondents’ assessment of the

importance of human resource policies in addressing competency in terms of the

three (3) domains and their demographic profile?

and as a result of an ambition to develop a more complete framework that will be

considered to be successful and effective in terms of being recognized in the field of

This certificate is being issued this of _____________, to attest to the