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DEVELOPMENT
CHARISA S. PROVIDO
MA in Business Management
A Study
Submitted to the Institute of Graduate Studies
in Partial Fulfillment of the Requirements of the Degree
MA in Business Management
Gordon College, Olongapo City
July 2016
Introduction
Employee development and career development are key contributors to a
weaknesses, and interests and by showing them how new jobs, expanded job
responsibilities, and career paths are available to them to meet their personal growth
needs.
are adaptive, flexible, and focused on the future. One of the key responsibility of a
helping employees achieve their personal goals by providing adequate training is a ways
Aligning the employee’s career goals with strategic goals of the organization not only
helps the organization achieve its goals but also engages staff. Though the business
rewards can be huge, career development does not fall solely on the employer; the
employees allows managers to address gaps in training. If addressed properly, it can lead
positions. Employees usually feel more engaged when they know that the employer is
concerned about both the organization’s bottom line and about the well-being of its
employees by providing an avenue to reach individual career goals while fulfilling the
company’s mission.
employees with an ongoing mechanism to enhance their skills and knowledge, which
leads to mastering their jobs and added professional development. The ultimate result will
better
The researcher is a staff of Gordon College under the Personnel Office Unit. She
has a strong belief that every employees has the right to improve their career path, and as
a personnel of the Human Resource Unit she has to be sensitive of what employees of
Gordon College needs for their career development. The researcher also wants to identify
Republic Act. No. 2260, Article IV, Sec. 25. Career and Employee
Commission for all government personnel at all levels. Since Gordon College is a
local college under the Local Government Unit, the Personnel Office Unit of Gordon
College has a responsibility to conduct a study to identify the proper trainings for
The Department of Labor and Employment or DOLE also stated that trainings
and seminars are the key for employee’s career development in all level.
staff development and opportunities growth” is also one of the basis of the research to
1. Profile of
Respondents 1. Identifying
training needs
base on their Personnel Career
Age profile and level Development
Sex of learning
Civil Status
Educational 2. Conducting Civil
Attainment Service reviews
Years of Service
Illegibility
Employment
Status
2. Level of
2 Learning in
terms of their:
Knowledge
Skills
Attitude/Values
This research aims to identify the training needs of personnel of Gordon College
1.1 age;
1.2 sex;
2. How may the educational attainment affect the training needs of personnel in terms of:
2.1 Knowledge;
2.3 Attitudes/Values?
3. Is there a significant relationship between the profile of the participants and trainings in
4. What is the implication of the results of the study to the career development of personnel?
Null Hypotheses
The study confines in the trainings and career development of the personnel of
Gordon College. The study covers the administrative staff and personnel of Human
This study was also limited in conducting trainings for the personnel of Gordon
College which will identify through their knowledge, skills, and attitudes. Conducting
trainings needs to allocate a budget but this study limit only in identifying and conducting
trainings, the Finance Office Unit will be take charge in allocating the budget for the
trainings.
Identifying the appropriate trainings would help to provide the institution and employees
to be effective with their task. This study was designed to assess the needs of employees
in Gordon College. It was very significant to identify the training needs in order to help
The outcome of the findings in this study may benefits the following:
School Administrators. The results of this study would be an indication for the
administrators to support and pursue the identified trainings that would be possible to
conduct by the Personnel Office Unit for career development of the personnel of Gordon
College.
The Personnel Office Unit. They will benefit from the result of study by
identifying the appropriate trainings needs for the personnel. As a Human Resource
Office Unit, one of their responsibility is to identify and develop the knowledge, skills
The employees. They may also benefit from the results of study in identifying
the trainings needs for them in improving their knowledge, skills as well as the attitudes
or values. Identifying the trainings suitable for the personnel can lead for career
development.
Research Design
questionnaires, and conducting interviews. This was used to identify the training
Gordon College was formerly at the building of the old hospital known as a
General Hospital of Olongapo City. It was started at year 1999 known as Olongapo City
College. June 2016, formally transfer to Tapinac Oval Track in a new building. The study
was conducted at Personnel Office Unit at 3rd floor Left Wing of the new building of
Gordon College.
Sampling Design
educational attainment. Forty (40) or 16.2 % were selected from Doctorate Degree while
Table 1
Frequency and Percentage Distribution of the Respondents Grouped
According to Educational Attainment
Frequency Percentage
Doctorate Degree 40 16.2
Master’s Degree 39 15.8
Baccalaureate Degree 42 17.0
College Level 44 17.8
High School Graduate 38 15.4
High School Level 44 17.8
Total 247 100.0
Forty-two (42) or 17.0 were from Baccalaureate Degree while forty-four (44) or 17.8%
were from College Level. There were thirty-eight (38) or 15.4% employees from High
School Graduate and forty-four (44) or 17.8% respondents from High School Level.
sample size of this study. Systematic random sampling is choosing the 8th employee
in their educational attainment as the sample. It entails using a list of the population
and deciding how the nth name is chosen. For example, the population of employees
in one institution is listed alphabetically and numbered consecutively. From the list,
the sample to be taken is the name that falls every nth in the list until the desired
number of sample is completed. So with a population of 512 and 247 as the desired
sample which was 48.24 % of the total population, the individual sample may be the
name that falls in every count of two or all those that are in the odd number or the
even number.
Research Instruments
The study used a researcher-made questioner that was used to identify the training
needs of the personnel. The questioner was answered by the personnel of Gordon
College. After the questioners were gathered the researcher tally the answers of the
respondents.
The questioner is compose of four parts. The first part is the profile of the
respondent. The second part is the question base on level of knowledge of respondent.
The third is the level of skills of the respondent. The fourth is the attitude or the values of
the respondent.
The researcher will formulate her own questionnaire. To check the validity and
reliability of the questioner, the three expert panel will review it.
was approved, it is properly distributed to all personnel. The respondents were only given
one whole day to answer the questions. After the day it was distributed the researcher
collect all the questioners. The researcher will tally the given answer to be able to identify
the answer of the respondent and also identify the training needs for their career
development.
The data which were gathered, to be interpret properly the researcher used
statistical treatment in her study. SPSS is the software used to compute and interpret the
data gathered from the questioner. The following were the statistical techniques
References
Appendices
Glossary of Terms
education
practice
Appendix B
The Instrument
Questionnaire
DIRECTION: Read and analyze carefully the following statements then give the most
appropriate answer.
Part I
A.
1. Age ______
2. Sex ( ) Female ( ) male
4. Educational Attainment
( ) Doctorate Degree
( ) Master Degree
( ) Baccalaureate Degree
( ) College Level
( ) High School Graduate
( ) High School Level
5. Years of Service
( ) 20 – 16 years
( ) 15 – 11 years
( ) 10 – 6 years
( ) 5 – 1 year
6. Illegibility
( ) CPA
( ) LET Passer
( ) Civil Service Professional
( ) Civil Service Sub- professional
( ) TESDA NC II
7. Employment Status
( ) Permanent
( ) Temporary
( ) Casual
( ) Contract of Service
( ) Part-time
( ) Job Order
Part II
Part III
Part IV
Appendix C