HR Policy Development on Career Management for a Higher Education Institution in Quezon City

Abstract

This higher education institution is an academic institution that provides and facilitates learning opportunities. The school was established in June 2002 at the Caloocan City. There are 608 employees. On teaching staff there are 480 employees, 301 are full time and 179 are part time employees. The non-teaching staff is 87 where 50 of them are regular employees and 41 are heads. The researcher believes that the school will benefit in enhancing its current policies and procedures, guidelines on career management andgood governance. The researcher conducted an interview with the Human Resource Assistant Manager from July-August of 2018 to know the company’s current policies and areas that can be enhanced. Through this, the researchers were able to get the copy of themanual and forms, gathered data about the common practice and HR procedure and programs that concerns employees. These were used as a basis for proposing a new policy and enhance the existing policy, procedure and program. With this study researchers found out that the company’s current policies and programs include: Training and Faculty Orientation and Seminar, Trainings of Teacher, Faculty Development and Enhancement Program, Promotion, Transfer of Employees, Process of Transfer and Reclassification, Ranking Evaluation, Student’s Evaluation for Faculty, Performance Appraisal System for Non-Academic Personnel, Individual Performance Commitment and Review, Instructor’s Performance Rating, Classification of Violations, Misdeed, Mis and Undiscriminating Behavior, Neglect of Duty, Insubordination, Imposing Penalty and Due Process. The researchers’ aim is to enhance and propose policies on career management and good governance. Senior level supervising personnel need to attend international seminars to enhance supervisory skills and learn proper procedures of transfer of employee and performance. Management style by proposing open door policy which can benefit employees who have personnel concerns, adding Dean of Student Affairs to Promote Program for Students, Escalation Process for Sexual Harassment and Penalties for No Gift Policy, are also proposed. The researchers believe that it will benefit the company if these proposed policies will be considered for implementation or used as reference in their future policy revision.