FACTORS INFLUENCING EMPLOYEE ENGAGEMENT IN HUMAN RESOURCE MANAGEMENT DEPARTMENT OF QUEZON CITY HALL

Abstract

Employee engagement is essential to organizational performance, contributing to increased productivity, loyalty, reduced turnover, and improved morale. However, various challenges such as lack of recognition, poor communication, and burnout can adversely affect engagement levels. To enhance employee engagement, organizations must foster open communication, acknowledge and reward employee contributions, invest in training and development, and establish a supportive work environment that encourages work-life balance through wellness programs and flexible arrangements. This study aims to assess the factors influencing employee engagement within the Human Resource Management Department of Quezon City Hall. The study utilized a descriptive quantitative research design to provide a systematic and accurate assessment of employee engagement. Data were gathered from HR Heads and HR Staff through a structured survey, focusing on key engagement factors such as working conditions, compensation and benefits, recognition and rewards, and opportunities for professional growth. The study also considered demographic variables, including age, length of service, and job position. The results showed that HR Heads and HR Staff held similar perceptions regarding working conditions, compensation, and growth opportunities. However, significant differences were found in their views on recognition and rewards, which emerged as a critical factor affecting overall engagement. Most respondents were aged 31–40 and had between 4–7 years of service. Statistical analysis indicated that job position and length of service significantly influenced perceptions of recognition and rewards, while age did not exhibit a significant impact. These findings suggest that engagement strategies must be tailored to the specific needs of employee groups based on their role and tenure. The study highlights the importance of addressing distinct engagement drivers within the HRM Department of Quezon City Hall. While communication and flexibility were generally viewed positively, concerns were raised regarding salary dissatisfaction, inconsistent recognition practices, and the underutilization of newly acquired skills. Engagement did not significantly differ by age but varied across job positions and years of service. To strengthen engagement, the study recommends refining recognition programs, enhancing career development and training opportunities, and implementing policies that support work-life balance. These strategic improvements are vital for improving employee motivation, job satisfaction, retention, and overall organizational effectiveness.