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ILOCOS SUR POLYTECHNIC STATE COLLEGE
Republic of the Philippines
Ilocos Sur polytechnic State College
Tagudin Campus
College of Teacher Education
HRM practices and challenges of Tagudin National High School
Researchers:
Garlejo,Ericka G.
Aquilod, Marielle S.
BSED 3- Social Studies

RESEARCH ABSTRACT
TITLE: Human Resource Mangement practices

and challenges of Tagudin National
High School
Total No. of Pages: 46
Author: ERICKA G. GARLEJO

MARIELLE S.AQUILOD
Adviser: ROSEMARIE J. PASCUA, PhD.
Institution: Ilocos Sur Polytechnic State College

College of Teacher Education
Location: Quirino, Tagudin, Ilocos Sur
KEYWORDS: Training and Career Development, Practices

and Challenges, Seminars and Workshops,
and Lack of trainings and development
Abstract. This interpretative phenomenological research entitled “Human Resource

Management practices and challenges of Tagudin National High School” assessed and analyzed
the practices and challenges of the institution. There were two (2)Head departments and two
(2)Administrators of Tagudin National High School who served as the participants of the study.
The questions focused on these concept/layer of human experience: practices and
challenges/problems encountered. The thematic analysis was employed to interpret the findings
of the interviews, which resulted into four themes Implementing People Management ,
Budgetary constraints on employee development and reward
programs ,Workload Issues, and Behavior Issues, which answered the question on the
Human Resouce Manangement practices and challenges . The researchers’ recommendations
focused on the implementation of a more through training and career management strategy for
the Human Resource Managemnt
TABLE OF CONTENTS
Page
TITLE PAGE…………………………………………………………………………………...i
ABSTRACT…………………………………………………………………………………….ii
TABLE OF CONTENTS……………………………………………………………………...iv
CHAPTER I
Introduction……………………………………………………………………………………..1
Theoretical Framework...……………………………………………………………………….2
Conceptual Framework...……………………………………………………………………….4
Research Paradigm…......……………………………………………………………………….5
Review of Related Literature...………………………………………………………………….6
Statement of the Problem...……………………………………………………………………...8
Significance of the Study………………………………………………………………………..9
Definition of terms…………………………………….………………………………………..9
CHAPTER II
Research Design………………………………………………………………………………...11
Research Environment………….………………………………………………………………12
Respondent of the Study………………………………………………………………………..13
Data Measure…………………………………………………………………………...………13
Instrumentation and Data Collection Procedure…………………………………………...…...14
Data Analysis Procedure………………………………………………………………………..14
Ethical Considerations…………………………………………………………………..............15
CHAPTER III
Results…………………………………………………………………………………………..16
Implementing People Management ………………………………………………………..16
Budgetary constraints on employee
Development and reward programs …………………………………………………..19
Workload issues ………………………………………………………..16
Behavior issues ………………………………………………………..16
CHAPTER IV
Summary………………………………………………………………………………………..23
Findings…………………………………………………………………………………………23
Conclusion………………………………………………………………………………………24
Recommendations……………………………………………………………………………….24
REFERENCES…………………………………………………………………………………25
APPENDICES
APPENDIX A. LETTER OF REQUEST……………………………………………………….29
APPENDIX B. WAIVER……………………………………………………………………..30
APPENDIX C. THEMATIC ANALYSIS REPERTORY GRID……………………………..32
APPENDIX D. INTERVIEW GUIDE DEVELOPMENT……………………………………36
Curriculum Vitae………………………………………………………………………............39
CHAPTER 1
INTRODUCTION
Background of the Study
In English, Human Resource Management (HR) is called "Human Resource man

agreement" which in short becomes HRM. Human beings are part of the resources needed by the
company/organization. However, there are still many management policies that do not pay
attention to the importance of the role of human resources, so from this understanding, I can
analyze that the policy company still does not pay attention to the interests of human resources.
Human resource management is a very important aspect in the education process in general.
Therefore, functions in the management of human resources must be carried out optimally so
that the needs relating to individual, organizational or institutional goals can be achieved.
Besides that, with good human resource management procedures, it is expected that the
shortcomings and problems faced by the Indonesian people, who are related to competitiveness,
can be overcome
Human Resource Management is a process of dealing with various problems within the
scope of employees, employees, laborers, managers and other employees to be able to support
the activities of an organization or company in order to achieve predetermined goals. Human
resource management is management that specializes in the field of personnel. Human Resource
Management (HRM) is a form of recognition of the importance of organizational members
(personnel) as resources that can support the achievement of organizational goals, the
implementation of functions and activities of the organization to ensure that they are used
effectively and fairly for the benefit of organizations, individuals and society.
HRM is a fundamental function of management that identify and manage the
performance of staff in any organization. This simply infers that when a staff in the educational
organization are selected and recruited, inducted and properly rewarded, properly developed,
appraised and promoted, they will be committed to the job, remain dedicated and productive in
the educational institutions. This means that human resource management is the co-ordination
of the activities and efforts of people associated in educational institutions so that educational
goals could be achieved. Hence, human resource management in education is the process of
motivating staff to maximize their performance in order to obtain maximum output starting from
the day they are recruited.
Theoretical Framework
This was anchored on different theories and concepts that serve as
pillars in the persuit of the investigation.
Relevant Theories:
Organizational Theory: This theory explores how organizations function and
manage their resources. Concepts like leadership styles, organizational
structures, and communication patterns can be applied to understand the
dynamics within a school setting. Applying organizational theory to schools
provides valuable insights into how the complex systems function. By
understanding the relationships between various organizational components,
schools can make informed decisions, improve their efficiency, and ultimately
create a better learning environment for their students.
Resource-base view
Resource-base view Although Birger wernerfelt originally coined the term "resource-based view" as
a useful alternative to product-based strategic analysis, it was Jay Barney who most fully developed
and formalized RBV theory and proposed its significance for business strategy. Firm resources are
defined broadly in the RBV and include all physical resources, human resources, informantion,
resouarces, oraganizational processes, and even organizational capital resources (internal and
external relations) that can be leveraged by a firm for competitive advantage. Certain resources may
represent unique firm strengths that can be leverage for competitive advantage. the RBV, therefore,
served to recognize HR function and employees themselves as key strategic players in developing
and maintaing sustainable competitive advantage.
Contingency Theory:Contigency Theory developed by Fred Fiedler (1967) this
theory states that a leader’s effectiveness depends on the match between their
leadership style and their situation. Contingency theory is one of the main
theoretical underpinnings of innovative HRM approaches. It focuses on how
organizations adapt their HR practices and policies to internal and external
circumstances.The functional imperative of aligning HRM with strategy served
as one of the key factors differentiating HRM from personnel management,

while a current stream of research examines industry, firm size and
environmental intensity as the moderating or boundary conditions informing
the HRM–performance relationship.Attention has also turned to differentiating
HRM within firms so that, contingent on the value and uniqueness of employee
groups in realizing strategy, certain types of HR practices are said to be more
optimal than others (Lepak and Snell, 1999).
Path-Goal Theory
The path–goal theory, also known as the path–goal theory of leader
effectiveness or the path–goal model, is a leadership theory developed by
Robert House and John Antonakis(1996), the task-oriented elements of the
path–goal model can be classified as a form of instrumental leadership.Path–
goal theory assumes that leaders are flexible and that they can change their
style, as situations require. The theory proposes two contingency variables,
such as environment and follower characteristics, that moderate the leader
behavior-outcome relationship. Environment is outside the control of the
follower-task structure, authority system, and work group. Environmental
factors determine the type of leader behavior required if the follower outcomes
are to be maximized.
Human Capital theory

Human Capital theory, initially formulated by Garry Becker (1962) and Rosen (1967), argues that
individual workers have a set of skillsor abilities that can improve or accumulate through training and
education. The human capital theory (HTC) asserts that people possess a wide range of competences,
abilities, and personalities that can be tapped to dictate the human capital in an organization.
individuals who possess specific skills and knowledge, skills and experience. It includes the
employee's skills and knowledge gained through formal and informal learnings.
Understandinghuman capital is important for hrm in order to outline its strategies for talent
acquisition, training, and skills development amongst many other things. Human capital is even
moreimportant when it comes to employee learning and career development in the workplace. in this
study, the theory served as a guide for human resource management practices of City Government of
Candon, indicating thet training and development could improve performance as needed by HR
Personnel to be more valuable in the oraganization. Investing in human capital allows the
management to see growth - measured through the staff's abilities, values, and skillset. This will
increase productivity, and in time, and revenue.
CONCEPTUAL FRAMEWORK
RESEARCH PARADIGM
INPUT PROCESS OUTPUT
1. What are the

human resource
management Analysis on:1. What are
practices of the human resource
TAGUDIN National management practices
of TAGUDIN National Suggested interventions
High School? in establishing an
High School?
effective human resource
2. What are the 2. What are the human management
human resource resource management
management challenges of TAGUDIN
FEEDBACK
Figure 1. Research Paradigm
In order to have a better picture of the conceptual boundary of this study, a paradigm is
presented in Figure 1 which presents the Input-Process Output (IPO) Model of the study. The
input presents the Human Resource Manangement practices encountered of Tagudin National
High School. The process simplifies the challenges encountered of Human Resource
Manangement. And the output presents the suggested interventions in establishing an human
resource management.
REVIEW OF RELATED LITERATURE
Human resource management (HRM) includes all management decisions
and practices that affect the employee of an organization (Bhatt and Reddy,
2011). There have been many definitions of human resource management used
by different scholars. Daud (2006) defined HRM as a system, policy, and
practices that can affect folks that work in an organization. In addition,
Shahnawaz and Juyal (2006) defined Human resources management (HRM) as
all decisions and practice that influence worker within organizations. De Cieri,
et al. (2008) explained HRM as “the policies, practices and systems that
influence employees' behavior”. While Hussain and Ahmad (2012)considered
HRM to be a system that attempts to realize an active balance between the
personal interests of people and their economic added value. Lastly, Burma
(2014) viewed HRM is a strategic and clear approach for the organization’s
most valued assets behind on the employees.

HRM practices are defined as “organizational activities directed at
managing the pool of human resources and ensuring that the resources are
employed towards the fulfillmentof organizational goals” (Pankaj and Saxena,
2012).
According to Mark (2011), HRM practices of an organization can be an
important source of competitive advantage through cost leadership and
product differentiation. The competitive advantage realized through HRM
practices can be more sustainable than that achieved by other means.
Therefore, a company should continuously improve its HRM practices to retain
its competitive advantage. For this reason, human Resources seek to achieve
this by aim the supply of skilled and qualified individuals and the capabilities
of the current staff, with the organization’s current and future business plans;
this is done in order to maximize the return on investment, knowledge
management and electronic systems .
Statement of the Problem
This study aims to identify the HRM practices and challenges of Tagudin
National High School. Specifically, it sought answers to the following sub
problem:
1.What are the human resource management practices of TAGUDIN
National High School?

2.What are the human resource management challenges of TAGUDIN
National High school?
Significance of the study
The result of this study will be beneficial to the following:
Human Resource Management : it helps them to understand the
challenges and practices under which human resources may become scarce,
valuable, organisation-specific.It builds up existing HRM knowledge and helps
in finding solutions to the problems of HRM.
Human resource management in schools:It leads to starting and
operating a school. It helps in using human resources of school in the best
way. The important people can be the principal, teachers, administrator and
heads of department. Hence human resource in schools is very important to
focus on.
Researchers:This study will satisfied what their desire for essential
information needed to look deeper into an organization’s human resource
practices and challenges.Also, It would help other researchers as input to
conduct study.
Other interested parties: This will serve as a guide or reference in their future
studies on the subject matter. This study will serve as a basis for some
researchers that have related concerns and might provide answers to their
inquiries.
Definitions of key terms
Human Resource Management (HRM). This is a set of practices and methods
of integrating and maintaining the teaching staff in the school so that the
school can achieve their purpose and as well as meet the goals for which they
were established.
HRM Practices. This practices is to manage the people within a workplace to
achieve the organization's mission and reinforce the corporate culture.
HRM Challenges. The foundation of any organization. The definition of HRM
encompasses a broad range of activities at workplaces. It is the practice of
managing people to achieve better performance. These HR challenges might be

environmental challenges, organizational challenges and individual challenges,
etc.
Leadership.Leadership is a process by which a person influences others to
accomplish an objective and directs the organization in a way that makes it
more cohesive and coherent.
Decisions. When we refer to decision making in HR, it means all people
processes are involved. The decisions taken within this function or by it, cover
the entire employee lifecycle from the time potential talent is identified, to the
hiring, performance management, compensation and exit.
CHAPTER II
METHOD AND PROCEDURES
METHODOLOGY
In this chapter the researcher discusses the research design, research
environment, respondent of the study, data gathering tools.
Research Design
In this study, the qualitative research paradigm proves more appropriate
than the quantitative paradigm to investigate the kinds of research questions
provided in the study. Furthermore, words rather than numbers or quantified

data for a counting exercise form the basis of this qualitative inquiry (Babbie,
2007, p. 23; Creswell, pp. 1-2, p. 5; Punch, p. 3).The words, which formulate
the ideas and responses of interviewees, were obtained by conducting indepth
and open-ended interviews with them.3 This data is then put through a
rigorous inductive analysis in the process of concept building and formulating
themes.
Stake (1995) purports that qualitative researchers seek to understand a
case –to appreciate the uniqueness and complexity of it, its embeddedness and
interaction with its contexts (p. 16). Stake contends that the real business of
case study is particularization, not generalization -- we take a particular case
and come to know it well. He says qualitative study capitalizes on “ordinary
ways of making sense” (p. 72). According to Stake, cases seldom exist alone, if
there are phenomena in one, there are probably more somewhere else.
Creswell (2009) says “often the distinction between qualitative and
quantitative research is framed in terms of using words (qualitative) rather
than numbers (quantitative)” (p. 3). That being the case, my use of the
qualitative research method to determine a teacher’s affective acumen as
opposed to evaluating her by her students’ test scores would seem like a ‘best
fit’.
Research Environment
This study is conducted at Tagudin National High School. The Tagudin
High School established in 1916 by the Department of Public Instruction, in
line with and as part of the “Filipinization” program of the government under
the American regime. It opened in June of that year, but offered merely first
year high school instruction. It was only in 1930 that the school offered a
complete first to fourth year of high school education. TNHS did not only serve
students from the municipality but also those in neighboring towns such as
Sudipen, Bangar, Balaoan, and Luna, as well as Santa Crus, Alilem, Sugpon
and Cervantes, Ilocos Sur. In 2002 Republic Act 8928 signed into law to
establish a national high school in the Municipality of Tagudin and now named
the Tagudin National High School.
Respondent of the Study
The target respondents of the study were the two (2) heads departments
and two (2) administrators from Tagudin National High School. They were
chosen as respondents because they were part of HRM of school.
Instrumentation and Data Collection Procedure
The researchers employed level-appropriate reading material and guided
questions for interviews to collect data for this study. The interview process
may involve the addition of follow-up questions to the semi-structured

instruments. The researchers provided a sample questionnaire for the validator
to review, and the instruments were validated under the guidance of a
language-inclined instructor.
In order to collect data, the researchers strictly follow the following steps:
I. The researchers made an interview guide and questionnaire that was
validated by language-inclined instructor.
II. The researchers prepared a level-appropriated reading material to be used in
the observation of the Human Resource Manangement.
III. The researchers set a schedule and oriented the participants about the
place and time to avoid conflicts.
IV. The researchers administered the interview and observation process.
V. The researchers retrieved the answers of the participants. Some materials
used by the researcher include: recorder and note taking.
Data Analysis Procedure
In order to analyse the gathered data, the researchers used the thematic
analysis procedure.
Thematic analysis is a method of analyzing qualitative data. It is usually
applied to a set of texts, such as an interview or transcripts. The researcher
closely examines the data to identify common themes – topics, ideas and
patterns of meaning that come up repeatedly. There are various approaches to
conducting thematic analysis, but the most common form follows a six-step
process:
I. Build comprehension of the information first.
II. Code for describing the content
III. Themes must be developed.
IV. Themes should be reviewed.
V. Themes should be defined and named.
VI. Finally, data must be written.
Ethical Considerations
The consideration of ethical is issues is crucial throughout all stages of
qualitative study to keep the balance between the potential risks of research
and the likely benefits of the research.Researchers are legally responsible for
their study,and it may need to be amended or even stopped in the light of
ethical considerations.It is therefore,it is crucial that these ethical concerns be
addressed both before and during study.Before conducting the
survey,permission and authorization were obtained from the respective offers
through a letter.A letter consent to participate in the research linked to the
interview guide questions informed participant of the purpose and nature of
the research.Participants identifies were kept confidential.

The researchers took all of the information gathered into account and
examined it critically.The researchers re-evaluate the perceptions and replies
on a regular basis to ensure that pre-existing preconceptions are avoided.This
paperwork was mateculously documented,and sources of reference
materialssuch as authors,must identified.The researchers also observe proper
citation and copyrights in mind.
CHAPTER III
FINDINGS AND DISCUSSION
This chapter is based on the results of the interview conducted.The
examination of qualitative data used a thematic analysis centered on codes and
themes .The analysis of findings is explained in the context of the responses of
the participants.
RESULTS
Based on the gathered data information from the perspectives of set of
participants regarding the HRM practices and challenges of Tagudin National
High School.
Implementing people management
Ghosh (2021) characterizeds people management as aset of avtivities that
encompasses the end-to-end processes of talent acquisition, talent
optimization, and talent retention, while also providing omgoing assistance to
the organization's personnel.

The interview question, " What are the human resource management practices
of Tagudin National High School?”along with the probing question " Can you
share more of these practices? were inquired to obtain answers focused on the
human resource management practices of Tagudin National High School.
Training and development
Human resources are one of the most significant assets a firm must have.
Consequently, the need for human resource training and development must be
considered. The success and effectiveness of an organization depends on how
far the efforts of the employees of the organization are recognized by the
company (Eliphas & S, 2017). As stated by HR personnel 1 ,HR personnel 3,HR
personnel 4, “Training and development is one of our practices this will improve
the employees' performance,boost their self confidence, innovation, addressing
employee weaknesses and builds a skilled workforce.”also added by HR
Personnel 2,”Performance Management also is one of our practices it helps to
boost employee engagement and productivity.”Suchh finding confirms with the
statement of Dessler (2020) training is a process of pursuing the skills needed
by employees in carrying out their work, in which employee training provides
practical knowledge and its application in the company's work world to
increase work productivity in achieving the goals desired by the company
organization.The findings also conforms to the study Kurniawati (2020), HR
development is a planned effort by the organization to improve HR competence
which is carried out continuously in the long term, which is carried out to
ensure the availability of HR in accordance with the needs of the position, and
is aimed at improving individual performance which leads to organizational
performance.
Recruitment and Selection
The general purpose of recruitment according to Gamage (2014) is to provide
the organization with a pool of potentially qualified job candidates. The quality
of human resource in an organization highly depends on the quality of
applicants attracted because organization is going to select employees from
those who were attracted. As stated by HR personnel 2,” Recruitment and
Selection (Staffing)these two will eventually result in the ideal employee for our
organization. If done properly, your organization can thrive the objectives and
goals.”HR personnel 3 and Hr personnel 4 also stated “Recruitment and
selection is very important for the continuation of the success of the entire
organization” The study of Gamage (2014) the selection practices will
determine who is hired. If properly designed, it will identify competent
candidates and accurately match them to the job. The use of the proper
selection device will increase the probability that the right person is chosen to
fill a slot. When the best people are selected for the job, productivity
increases.Such findings agrees with the study of Hamza et al. (2021) found
that there is a positive relationship between recruitment and selection with
organizational performance.Such finding also agrees of Ekwoaba, Ikeije and
Ufoma (2015) in a study of the impact of recruitment and selection criteria on

organizational performance revealed that recruitment and selection criteria have
significant effect on organization’s performance that the more objective the
recruitment and selection criteria, the better the organization’s performance. In
the same vein, Henry and Temtime (2009) construed recruitment as the entry
point of manpower into an organization and the path an organization must
follow from there on in order to make sure that they have attracted the right
individuals for their culture and vibes so that the overall strategic goals are
achieved
Budgetary constraints on employee development and reward programs
Inadequate local government financing is one of the issues of public of pubic
sector.Towns tends to be caught in the dilemma that,while central government
(due to the economic situation or to ideological reasons)is unable or unwilling
to obligations .Each budget decision that is made impacts various sectors of
society that rely on governmental programs.At any point in time,may public
services can be sacrificed when budgetary constraints force
cuts(Zucchi,2022).As stated by HR Personnel “Teachers and students relation,
partnership and linkages to stakeholders and to our LGU’s, Financial stability
and others.Less are limited involvement of individuals ,not enough budget or
financial support or maybe improper budget allocation and lastly more on
criticism and objection rather than obedient and participation” Such finding
confirms with two researchers Kehoe and Wright (2013) conducted statistical
tests and found significant relationship between reward system and
performance recognition, as well as with motivation and job satisfaction.
According to their study, employee motivation and job satisfaction change
correspondently with the changes in recognition and rewards. For instance,
increase in rewards leads to increase in employee performance.Such findings
also agrees with the study of Kulchmanov and Kaliannan (2014) motivation of
employees is the most influential factor in employee performance. The
performance of employees can be maximised by creating a perception among
them that that their hard work and effort is valuable for the company and
management recognise and reward high performers. Further, A recent study by
Anitha (2013) defined employee performance as an indicator of financial or
other outcomes of the employee that has a direct connection with the
performance of the organization as well as its achievement. The organization
needs employees with high performance to meet goals, deliver products and
services and to achieve competitive advantage in the market (Ojeleye, 2016).
Performance is very crucial same as to reward system because when employees
achieve their high level of performance, they want an adequate reward in
return. If they cannot achieve the goals and show low performance in the
organization, it will result in dissatisfaction (Ojeleye, 2016).
Workload issues
Workloads cause performance to decline This means that the intensity of the
workload of an employee can have an impact on the performance of the

employee. The higher the workload, especially when the workload creates
difficulties for employees to solve it, then the employee's performance will tend
to decline.This can be gleaned on the statements of HR Personnel 3,
“Professional growth of teachers but teaching time is sacrificed because most of
the time scheduled on a school day.Also challenge on recruitment and selection
affects workload for employees because of additional load coming from the
vacant position”HR Personnel 2 also added “One of the Challenges is
overflowing work, the work will not be all done. Some factors, we encounter
those not approachable individual because of many opinion that turns to some
misunderstanding.” Such finding agrees to the study of Reni (2017), the
workload has a negative and significant effect on employee performance, which
means that the lower the workload, the higher the employee's performance,
and vice versa, the higher the workload, the lower the resulting
performance.Organisational systems are made up of many interdependent and
interrelated subsystems that work together to complement one another to
facilitate the attainment of organisational goals in all categories, whether large
or small. Employees in each organisation have various degrees of workload that
they contend with on a daily basis. If for any reason the workload changes,
such change alters the stress level of employees as well as their perception of
fairness in workload balance, especially when the change is positive. But
whether positive, as in the case of an increase in workload; or negative, as is
the case in a reduction in workload; it has implications on employee job
satisfaction and ultimately, job performance (Ali and Farooqi, 2014).

Behavior issues
Everyone brings their own personality, values and communication style to a
workplace environment. The interaction of employees with work and with one
another is perhaps the most important element in a work
environment.Guidance and training managers are an integral role that HR
professionals play to minimize the effects of difficult, and or disruptive
employee behavior in the workplace. Organizational behavior researches have
facilitated HRM to manipulate the behaviors of the individual in line with firm
purposes. Organizational behavior aims to have information about the different
characteristics and attitudes of employees to implement HRM practices that
look towards organizational effectiveness (Yıldız, 2013).As stated by HR
Personnel 2 “Crab mentality the source of slow progress from low
performance”Also,HR Personnel 4 stated that “ Division it is divided by
the personnel, it will not meet the aim of the school because of difference
of ideas, there is misunderstanding in doing the objectives of the
school.”Such as finding agrees to the study of Pandey (2017) investigated the
effect of work environment on job performance of employees in Jordan and
their study also forwarded the similar finding that works environment influence
job performance and productivity of employees. The concept of work
environment has broadened and is not limited to the physical work
environment. Further,in the researches it is stated that there are many hidden
reasons behind the apparent reasons for employees to leave their jobs (Chang
et al., 2013). These include the workplace that does not meet expectations,
mismatches between the business and the person, too little coaching and
feedback, too few growth and development opportunities, feeling unworthy and
unrecognized, overwork and stress from a work-life imbalance, and loss of faith
and trust in senior leaders. Most of these reasons are behaviorally manageable
(Torrington et al., 2014).
CHAPTER IV
FINDINGS,CONCLUSION, AND RECOMMENDATION
This chapter presents the summary of the study,findings,conclusions
drawn from the findings,and recommendations offered by researchers.
Summary
This descriptive phenomenological research entitled “HRM practices and
challenges of Tagudin National High School” that aims to determine the
practices and challenges encountered by the Human Resource Management of
Tagudin National High School. The thematic analysis was employed to interpret
the findings of the interview, which resulted to four themes: Implementing

People Management, Budgetary Constraints on Employee Development and
Reward Programs, Workload Issues, Behavior Issues.
FINDINGS
Based ;on the data analysis,the findings nof the study are summarized as
follows:
There are three (4)themes identified in the study .They are as

follows:Implementing People Management , Budgetary constraints on employee
development and reward programs ,Workload Issues,Behavior Issues.
The theme Implementing People Management practices includes:training and

development and recruitment and selection.
The theme Budgetary constraints on employee development and reward

programs ,Workload Issues,Behavior Issues are the challenges encountered by
the Human Resource Manangement.
CONCLUSION
Based on the results,the following conclusions were drawn: The themes:
Implementing People Management , Budgetary constraints on employee
development and reward programs ,Workload Issues,Behavior Issues,provide a
deeper understanding on the current Human Resource Manangement
practices and challenges of Tagudin National High School.
The theme implementing people manangement practiced of the organization
which is composed of various process on recruitment and selection ,training
and development were practiced to manange people in the organization.These
practices lead to maintaining and following the standards of the institutions.

The Human Resource Management faced of Budgetary constraints on
employee development and reward programs ,Workload Issues, and Behavior
Issues.These types of challenges faced by Human Resource Manangement of
Tagudin National High School tend to mitigate the human resource
manangement functions of the organization.
Recommendations
Based on the conclusions,the following was recommended:
1. The themes and can be used by the HR Personnel of the Tagudin National High School as a basis for
developing human resource management policies, programs, and other initiatives in line with HRM.
2. The Tagudin National High School should strengthen the implementation of the people management
practices aiming towards maintaining and achieving higher level of HRM.
3. The Tagudin National High School should strengthen quality of implementation of their employee
evaluation mechanism to gather fair and consistent insights from multiple levels of the organization to
give an employee feedback on their performance at work.
4. The Tagudin National High School should develop and manage a strategic staffing plan used to
document the type of resources(manpower) needed and the timing for those resources; the plan
includes how the resources will be acquired, timeline, training requirement, and budget that allows the
agency to analyze and implement long-term strategies for the type, cost and volume of employees
required to meet organization objectives versus only filling short-term slots.
5.Human Resource Management should recognize the need of establishing an effective training and
development policy with the aspecific rules for mananging the training programs.
6. Tagudin National High School should be assist teams in working efficiently to handle their excessive
workload. Human resource management should versatile, sensible, and a great communicator throughout
the process. Additionally, HRM should delegate responsibilities to inside and outside employees and
create a tracking system to assess how well the work is being done.
REFERENCES LIST
Ghosh (2021) What is Human Resources (HR)? [definition and more] - Workable
Baired and Meshoulam (1998) Good human resource management procedures,
it is expected that the shortcomings and problems faced by the Indonesian
people, who are related to competitiveness, can be overcome - Search
(bing.com)
Tiwari and Saxena (2012) https://www.bing.com/search?
q=The+way+principals+perceive+and+practice+HRM+functions+within+their+ro
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Osman,Ho and Galang, (2011) https://www.bing.com/search?
q=Applying+organizational+theory+to+schools+provides+valuable+insights.
Fied Friedler (1967)Home/Journals/International Journal of Innovation
Science/ /Volume 12 Issue 3/ /Innovative human resource management:
measurement, determinants and outcomes.
John Antonakis (1961) The+path%E2%80%93goal+theory
%2C+also+known+as+the+path
%E2goal+theory+of+leader+effectiveness+or+the+path%E2%80%93goal+model.
Lepak and Snell (1999) https://www.google.com.ph/search?
tbm=bks&hl=en&q=Attention has also turned to differentiating HRM within
firms so that%2C contingent on the value and uniqueness of employee groups
in realizing strategy%2C certain types of HR practices are said to be more
optimal than others.

Robert Hause (1971) The path–goal theory, also known as the path–goal theory
of leader effectiveness or the path–goal model, is a leadership theory developed
by Robert House, an Ohio State University graduate.
Elton Mayo (1932) https://testbook.com/question-answer/human-relations-
theory-of-management//Human Relations management theory originated
between1924and, the Harvard Business School popularized the subject.
Miranda, N. and Fernando, W.R.P.K (2020) The Impact of Human Resource
Management Practices of the Managers on Perceived Organizational
Performance—A Study on Ceylon Fisheries Corporation in Sri Lanka. Open
Access Library Journal, 7, 1-21. doi: 10.4236/oalib.1107034.
Daud (2006)
https://www.researchgate.net/publication/277215159_Human_Resource_Man
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s_And_Environmental_Uncertainties_HF5549_N844_2006_
Mark (2011) (PDF) Gaining Competitive Advantage through Human Resource
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Stake (1995) (PDF) Qualitative Case Study Methodology: Study Design and
Implementation for Novice Researchers (researchgate.net)
Cresswell (2009) https://psycnet.apa.org/record/2008-13604-000

https://www.bing.com/ck/a?!&&p= Thematic analysis is a method of
analyzing qualitative data. It is usually applied to a set of texts such as an
interview or transcripts. The researcher closely examines the data to identify
common themes topics ideas and patterns of meaning that come up repeatedly.
(Zucchi,2022)
https://www.investopedia.com/articles/personal-finance/022315/how-
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Kehoe and Wright (2013) https://www.bing.com/ck/a?!
&&p=df440fd8d1849e1fJmltdHM9MT
Kulchmanov and Kaliannan (2014)= Motivation of employees is the most
influential factor in employee performance.

APPENDICES A. LETTER OF REQUEST
Appendix B
WAIVER
APPENDICES C
THEMATIC ANALYSIS STRUCTURED INTERVIEW
1.What are the human resource manangement practices of Tagudin
*Can you share more of these practices?
2.What are the human resource manangement challenges of Tagudin
*Can you share more of these ?

Thematic Analysis (Reportory Grid)
A Prior codes Identification of Identification Theme Theme
significant Development
of Data
statements
Categories
recruitment,sel HRM Practices Implemen
ection and of TNHS; ting
appointment of people
HR Personnel
performance Performance
personel to managem
1: HRM
management, management
positions in the ent
practices of
first and second employee
TNHS are
levels based on relations
training and Employee
their relative likewise
development, relations
qualifications parents and
performance
and competence teachers .
management,
to perform the
employee
duties and
relations
responsibilities
likewise
of the position.
parents and
teachers .
Practices :Rec
ruitment and
Recruitment selection
and Selection
HR Personnel
(Staffing)
2:
- Recruitment
and Selection
(Staffing) These
two will
eventually
result in the
Also
ideal employee Training
Performance
for our development
Management
organization. If
in this way it
done properly,
helps to boost
your
employee
organization
engagement
can thrive the
and
objectives and
productivity.
goals.
Also
Performance Practices :Rec
Management in ruitment and
this way it selection is

helps to boost very
employee important for
engagement the
and continuation
productivity. of the
success of
the entire
HR Personnel organization
3:
Practices :Recr
uitment and
Training
selection is
development
very important
it addressing
for the
employee
continuation of
weaknesses
the success of
and builds a
the entire
skilled
organization
workforce.
Training
development it
addressing
employee
Recruitment
weaknesses
& selection
and builds a
and Also
skilled
Training and
workforce.
development
Hr Personnel
4: Training and
development
This will
improve the
employees'
performance
and boost their
self confidence,
and
innovation.
Engaging the HRM Financial Budgetary
workforce, challenges ; Problem constraint
leadership s on
HR Personnel
development, employee
1: Teachers and
recruiting developme
talented Teachers and students nt and
employees, students relation, reward

Lack of
training and relation, partnership programs
Compensatio
development partnership and linkages
n and
strategies and and linkages to to
Benefits Workload
understanding stakeholders stakeholders
issues
benefits and to our and to our
package LGU’s, LGU’s,

Crab
Financial Financial
mentality Behavior
stability and stability and
issues
others. others.
Less are
limited
Less are involvement

of individuals
limited
involvement of ,not enough
individuals ,not budget or
enough budget financial
financial support or
or
support or maybe
improper
maybe
improper budget
budget allocation
allocation and and lastly
lastly more on more on
criticism and criticism and
objection objection
rather than rather than
obedient and obedient and

Time and
participation participation
workload
misunderstan
ding
HR Personnel Lack of
2: Compensatio
n and
Lack of
Benefits
Compensation
and Benefits Crab
mentality the
Crab mentality
the source of source of
slow progress slow progress
from low from low
performance performance
HR Personnel
3:
Compensation Compensatio
and benefits n and
challenges like benefits
With the challenges
organizational
structure if
TNHS (under
the schools
Division of
Ilocos Sur), all
processes/prog
rams need to
be submitted
to the Division
Office and
approved by
the Schools
Division
Superintendent
. Due to this,
there are
sometimes
delay. For
example, in the
recruitment
and selection
process, while
applicant
ranking occurs
at the school
level, it must
be
subsequently
submitted to teaching time
the Division in sacrificed

because most
office for
of the time
approval and
scheduled on
review. This
a school day.
occasionally
results in
delays in the workload for

timely filling of employees
vacant because of
positions that additional
means Vacant load coming

position means from the
additional vacant
workload to position
some teachers.
Training and
development:
professional
growth of
teachers but
teaching time
in sacrificed
because most
of the time
scheduled on a
school day. Challenges is
Challenge on overflowing
recruitment work, the

and selection work will not
affects be all done.

workload for
employees
because of
additional load
it is divided
coming from
by the
the vacant
personnel, it
position.
will not meet
the aim of the
school
because of
HR Perssonnel
difference of
4:
ideas, there is
One of the misunderstan
Challenges is ding in doing
overflowing the objectives

work, the work of the school.
will not be all
done. Some
factors, we
encounter
those not
approachable
individual
because of
many opinion
that turns to
some
misunderstand
ing.
Division: it is
divided by the
personnel, it
will not meet
the aim of the
school because
of difference of
ideas, there is
misunderstand
ing in doing
the objectives
of the school.
Appendix D
HRM practices and challenges of Tagudin National High School
SEMI-STRUCTURED INTERVIEW GUIDE QUESTION
HRM Human Resource Deped order The systematic 1. What are
PRACTICES Management no.007,s-2023 process of your human
Practices includes; Guidelines on recruitment,selection resource
The systematic recruitment and appointment of management
process of selection and personel to positions practices?
recruitment,selection appointment in the first and
and appointment of second levels based
personel to positions on their relative Probing:
in the first and qualifications and *Can you share more
second levels based competence to of these practices?

on their relative perform the duties
qualifications and and responsibilities
competence to of the position
perform the duties
and responsibilities
of the position.
HRM Human Resource Kukreja, S. (2021, Engaging the 1. What are
CHALLENGES Management August 20). workforce, your human
Challenges Today’s 10 leadership resource
includes; Human Resource development, management
Engaging the Management recruiting challenges?
workforce, Challenges talented
leadership Management employees,
development, Challenges training and Probing:
recruiting Management development *Can you share more
talented Study HQ. strategies and of these challenges?
employees, understanding
training and benefits package.
development
strategies and
understanding
benefits package.
CURRICULUM VITAE
ERICKA G. GARLEJO
Address: Cabaroan, Tagudin, Ilocos Sur
Contact No.: 09301763930
Email Address: garlejoericka4@gmail.com
PERSONAL DATA_________________________________________________________
Date of birth : May 14, 2003
Place of Birth : Cabaroan, Tagudin, Ilocos Sur
Age : 20 years old
Civil Status : Single
Citizenship : Filipino
Height : 4’’11
Weight : 40
Religion : Roman Catholic
Special Skills : Active listening and communication skills
EDUCATIONAL BACKGROUND_____________________________________________
Elementary Education : Cabulanglangan Integrated School
Cabulanglangan, Tagudin, Ilocos Sur
2013-2014
Secondary Education : Tagudin National High School
Quirino, Tagudin, Ilocos Sur
2020-2021
Tertiary Education : Ilocos Sur Polytechnic State College Bachelor in
Secondary Education
TRAINING AND SEMINARS ATTENDED_____________________________________
Sangguniang Kabataan Mandatory Training (SKMT)
WORK EXPERIENCE_______________________________________________________
Restaurants
CURRICULUM VITAE
MARIELLE S. AQUILOD
Address: Man-atong, Suyo, Ilocos Sur
Contact No.: 09453711485
Email Address: marielleaquilod@gmail.com
PERSONAL DATA_________________________________________________________
Date of birth : July 11, 2003
Place of Birth : Suyo
Age : 20 years old
Civil Status : Single
Citizenship : Filipino
Height : 5”3
Weight : 57
Religion : CDCC
Special Skills : Time Management skill
EDUCATIONAL BACKGROUND_____________________________________________
Elementary Education : Man-atong Elementary School
Man-atong, Suyo, Ilocos Sur
2013-2014
Secondary Education : Suyo National High School
Urzadan, Suyo, Ilocos Sur
2020-2021
Tertiary Education : Ilocos Sur Polytechnic State College Bachelor in
Secondary Education
TRAINING AND SEMINARS ATTENDED_____________________________________
Gil-Ayab Leadership Training
WORK EXPERIENCE_______________________________________________________
Special Program For the Employment of Students (SPES)

Suyo, Ilocos Sur
Work immersion

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ILOCOS SUR POLYTECHNIC STATE COLLEGE

Republic of the Philippines

Ilocos Sur polytechnic State College

College of Teacher Education

HRM practices and challenges of Tagudin National High School

BSED 3- Social Studies

TITLE: Human Resource Mangement practices

Total No. of Pages: 46

Author: ERICKA G. GARLEJO

Adviser: ROSEMARIE J. PASCUA, PhD.

Institution: Ilocos Sur Polytechnic State College

Location: Quirino, Tagudin, Ilocos Sur

KEYWORDS: Training and Career Development, Practices

Abstract. This interpretative phenomenological research entitled “Human Resource

Review of Related Literature...………………………………………………………………….6

Statement of the Problem...……………………………………………………………………...8

Significance of the Study………………………………………………………………………..9

Respondent of the Study………………………………………………………………………..13

Instrumentation and Data Collection Procedure…………………………………………...…...14

Data Analysis Procedure………………………………………………………………………..14

Implementing People Management ………………………………………………………..16

Budgetary constraints on employee

Development and reward programs …………………………………………………..19

Workload issues ………………………………………………………..16

Behavior issues ………………………………………………………..16

APPENDIX A. LETTER OF REQUEST……………………………………………………….29

APPENDIX C. THEMATIC ANALYSIS REPERTORY GRID……………………………..32

APPENDIX D. INTERVIEW GUIDE DEVELOPMENT……………………………………36

In English, Human Resource Management (HR) is called "Human Resource man

This was anchored on different theories and concepts that serve as

pillars in the persuit of the investigation.

Organizational Theory: This theory explores how organizations function and

manage their resources. Concepts like leadership styles, organizational

structures, and communication patterns can be applied to understand the

dynamics within a school setting. Applying organizational theory to schools

provides valuable insights into how the complex systems function. By

understanding the relationships between various organizational components,

create a better learning environment for their students.

Contingency Theory:Contigency Theory developed by Fred Fiedler (1967) this

theoretical underpinnings of innovative HRM approaches. It focuses on how

organizations adapt their HR practices and policies to internal and external

circumstances.The functional imperative of aligning HRM with strategy served

as one of the key factors differentiating HRM from personnel management,

while a current stream of research examines industry, firm size and

environmental intensity as the moderating or boundary conditions informing

the HRM–performance relationship.Attention has also turned to differentiating

groups in realizing strategy, certain types of HR practices are said to be more

optimal than others (Lepak and Snell, 1999).

The path–goal theory, also known as the path–goal theory of leader

effectiveness or the path–goal model, is a leadership theory developed by

Robert House and John Antonakis(1996), the task-oriented elements of the

path–goal model can be classified as a form of instrumental leadership.Path–

style, as situations require. The theory proposes two contingency variables,

such as environment and follower characteristics, that moderate the leader

behavior-outcome relationship. Environment is outside the control of the

follower-task structure, authority system, and work group. Environmental

Human Capital theory

increase productivity, and in time, and revenue.

INPUT PROCESS OUTPUT

1. What are the

Figure 1. Research Paradigm

REVIEW OF RELATED LITERATURE

Human resource management (HRM) includes all management decisions