EQUAL EMPLOYMENT OPPORTUNITY PRACTICES ON EMPLOYEE JOB PERFORMANCE IN IFP MANUFACTURING CORP. - DEPARO, CALOOCAN CITY
Keywords:
equal employment opportunity (eeo), employee job performance, ifp manufacturing corp., deparo, caloocan city, workplace diversity, employment discrimination, performance appraisals, employee satisfaction, human resources practices, inclusive work envAbstract
In today's competitive manufacturing industry, organizations strive to enhance productivity and maintain a motivated workforce. A pivotal factor influencing employee performance is the implementation of Equal Employment Opportunity (EEO) practices. EEO ensures that all individuals have fair and equal chances to apply for jobs and receive fair treatment once employed, irrespective of race, color, religion, sex, national origin, age, disability, or genetic information. Studies have demonstrated that EEO practices contribute positively to employee performance when workers feel treated fairly. In the manufacturing sector, fostering an inclusive work environment through EEO can lead to increased employee satisfaction, reduced turnover, and enhanced overall productivity. However, despite the recognized benefits, some manufacturing companies still face challenges in fully implementing EEO practices. This study focuses on IFP Manufacturing Corp. located in Deparo, Caloocan City, aiming to examine the impact of EEO practices on employee job performance. By analyzing the relationship between these variables, the research seeks to provide insights into how equitable employment practices can be leveraged to improve performance outcomes within the manufacturing industry. This study will utilize a quantitative research design, employing a descriptive-correlational approach to examine the relationship between EEO practices and employee job performance. This design is appropriate for identifying patterns and determining the strength of associations between variables. Population and Sampling The target population consists of all employees at IFP Manufacturing Corp. A stratified random sampling technique will be employed to ensure representation across various departments and job levels. The sample size will be calculated using standard statistical formulas to achieve a confidence level of 95% and a margin of error of 5%. Data Collection Methods Survey Questionnaire: A structured questionnaire will be developed to collect data on employees' perceptions of EEO practices and their self-reported job performance. The questionnaire will be adapted from validated instruments used in similar studies. It will include Likert-scale items to measure variables such as fairness in recruitment, training opportunities, promotion practices, and perceived job performance. Document Analysis: Relevant company documents, such as HR policies, recruitment records, and training materials, will be reviewed to assess the presence and implementation of EEO practices within the organization. Instrument Validation The survey instrument will undergo a validation process involving expert reviews and a pilot test. Experts in human resources and organizational behavior will evaluate the content validity of the questionnaire. A pilot test will be conducted with a small group of employees not included in the main study to assess clarity, reliability, and validity. Cronbach's alpha coefficient will be calculated to determine the internal consistency reliability of the instrument, aiming for a value above 0.70. The study aimed to assess the impact of Equal Employment Opportunity (EEO) practices on employee job performance at IFP Manufacturing Corp. in Deparo, Caloocan City. Data were collected through a structured questionnaire administered to a stratified random sample of employees, complemented by a review of relevant company documents. Demographic Profile of Respondents The sample consisted of 100 employees, with the following demographic distribution: Gender: 56% male and 44% female. Age: Up to 20 years: 15% 21–25 years: 25% nea.gov.ph Above 26 years: 60% Educational Attainment: High School: 30% Vocational: 32% College Graduate: 38% Perceptions of EEO Practices Respondents' perceptions of EEO practices were evaluated across several dimensions: Recruitment and Hiring Fairness: Mean score of 4.2, indicating a high level of agreement that recruitment and hiring processes are conducted fairly. Training and Development Opportunities: Mean score of 4.0, suggesting that employees feel training opportunities are accessible without discrimination. Promotion Practices: Mean score of 3.8, reflecting a moderate agreement that promotions are based on merit and not influenced by biased factors. Workplace Harassment Policies: Mean score of 4.5, demonstrating strong agreement that policies against workplace harassment are effective and enforced. Employee Job Performance Self-reported measures of job performance yielded the following results: Task Efficiency: Mean score of 4.3, indicating that employees feel they perform their tasks efficiently. Quality of Work: Mean score of 4.1, suggesting a high standard of work quality among employees. Collaboration and Teamwork: Mean score of 4.0, reflecting positive perceptions of teamwork and collaboration within the company. Job Satisfaction: Mean score of 4.2, highlighting overall satisfaction with job roles and responsibilities. Correlation Between EEO Practices and Job Performance Pearson's correlation analysis revealed a strong positive correlation (r = 0.85, p < 0.01) between perceptions of EEO practices and self-reported job performance. This suggests that employees who perceive EEO practices positively are more likely to report higher job performance. Document Analysis Review of company documents indicated that IFP Manufacturing Corp. has established EEO policies, including non-discriminatory recruitment advertisements, equal access to training programs, clear promotion criteria based on performance, and a comprehensive anti-harassment policy. However, documentation on the implementation and monitoring of these policies was limited. The findings suggest that positive perceptions of EEO practices are associated with higher self-reported job performance among employees. This aligns with existing literature indicating that equitable treatment in the workplace fosters a motivated and productive workforce. However, the limited documentation on policy implementation and monitoring may hinder the effectiveness of these practices. Recommendations Enhance Policy Documentation: Develop comprehensive records detailing the implementation and monitoring of EEO policies to ensure transparency and accountability. Continuous Training: Offer regular training sessions on EEO principles and practices to reinforce their importance and educate employees. Feedback Mechanisms: Establish channels for employees to provide feedback on EEO practices, allowing for ongoing improvement and addressing potential concerns. Performance Recognition: Implement a formal system to recognize and reward employees who exemplify adherence to EEO principles, promoting a culture of fairness and respect. By addressing these areas, IFP Manufacturing Corp. can strengthen its EEO practices, potentially leading to enhanced employee satisfaction and performance.
