Challenges on Human Resource Management: The University of Eastern Philippines Experience
This study investigated the challenges to human resource development in the University of Eastern Philippines. The research work is a descriptive study employing qualitative method for data collection and analyses. It was found out that in the recruitment, selection and placement, staffing workforce plan and recruitment plan which documents “primarily based on the consolidated and summarized reports/ recommendations submitted by the different units and colleges of the university” are existing. Nevertheless, flaws manifest with the failure to fill in vacant plantilla/regular positions that resulted to the hiring of “too many part-time lecturers” in lieu of the shortage of regular faculty members. The hiring of part-time lecturers “shows accommodation” as they even lack master’s degree and specializations. On training and development, the following problems were found: inefficiency with the “loss of documents” like application for scholarship, “trainings are given less importance” with scarcity in training opportunities, “sending to seminars not in their field of specialization”, and “priority list is disregarded” in the scholarship program. Regarding performance management, “mismanagement of performance evaluation” is evident as “Individual Performance Commitment and Review (IPCR) are already signed by supervisor or peers” giving the faculty members to evaluate themselves and get higher ratings. On rewards and recognition, “promotion could also fill the vacancies. However, the “accumulation of vacant positions” in the university shows that there is a “delay of filling-up of vacant plantilla positions”. Faculty members are also “deprived of opportunities of being promoted under chain promotion” aggravated by the “change of priorities by the management” as promotion is not one of the priorities. The study concludes that with the influx of enrollees in the university, there is a shortage of regular faculty members manifested by the hiring of numerous part-time lecturers. The learning and development (L & D) program in the university is not beneficial as training and seminars are sometimes not fit with the attendees’ field of specialization making it unusable for one’s subject/course. The performance evaluation has to be strictly followed to get the real individual performance of a faculty member. This will affect the performance management system if not rectified. The implementation of Program on Awards and Incentives for Service Excellence (PRAISE) is irregularly and the loyalty award is the only commonly given hence, will not serve as a retaining and motivation factor to well-performing faculty members.
Keywords: Human Resource Development, Faculty Development Program, Human Resource Management, Personnel Management, Recruitment, Selection and Placement, Talent Sourcing, Learning and Development, Performance Management, Rewards and Recognition
