BSBA–HRDM 2019
Bachelor of Science in Business Administration
Major in Human Resource Development Management

Number	Research Title	Researchers
HR 1	Factors Affecting Employees’ Decision To Stay in Selected Manufacturing Companies in Nasugbu and Lian, Batangas	Marielle Louise Abo Ferrer
Rica Marquez Mendoza
Aprilyn Valdez Alcantara
HR 2	Grievance Management Practices of Select Manufacturing Companies in the 1st  District of Batangas	Roxanne A. Borromeo
Anamae C. Delas Alas
Mildred P. Lagrisola
HR 3	Communication Barriers in a Diversified Working Environment in Select Hotel and Spa in Nasugbu, Batangas	Cyrrhel Marie Javier Catapang
Juvy Ann DignosBarcelon
Veronica Magana Alix
HR 4	Work Commitment Levels of the Police Officers in Select Police Station in the 1st District of Batangas	Ina Ivy Mendoza Zaragoza
Rochelle Bajar Hila
Rhonalyn Jonson Malinay
HR 5	Knowledge Management of Hospitals: Input to Training and Development of Nurses in Nasugbu, Batangas	Sherilyn A. Espiritu
Maria Gracia B. Mardo
Princes Hyza P. Razon
HR 6	Orientation and Onboarding Practices of Select Hotel and Spa in Nasugbu, Batangas	Sharmaine L. Baral
Dianne H. Nepomuceno
Melecint Joy P. Pacia
HR 7	Employees’ Perception on the Performance Evaluation In Select Manufacturing Companies in the 1st District of Batangas	Eunice Palo Manuel
Ma. Fhe Princess Velila Gonzales
Lee ShaineAldaveDela Vega

HR 8	Effects of Different Shifting Schedules on the Performance of Employees at Distellery Industry in Balayan and LianBatangas	Nicole CalaraZablan
CharmilynBoglagdatanAure
Jessica Hernandez Perfinian

HR 9	Perception of the Faculty Members on the Compensation Offered by Private Colleges in the 1ST District of Batangas	Clarissa Rodriguez Balbar
MonalizaBaman
Sheila Marie Mendoza Veroya
HR 10	Assessment of Work-Life Balance of Employees in Selected Manufacturing Companies in 1st District of Batangas	Pearl Angel Lopez Magan
Jovie Rick Puno Concepcion
Rose Anne Gutierrez Vecinal
HR 11	Internal Factors Affecting Employee Performance in Select Government Hospitals in the 1st District of Batangas	Leslie Jane S. Alag
Jezarett P. Alferez
Geraldine D. Daluz
HR 12	Influence of Application of E-Government Services to the Job Performance of Local Government Employees in Select Municipalities in the 1st District of Batangas	Mark Angel S. Sevilla
Ma. Gabriela G. Custodio
Roxanne Faith M. Rojales
HR 13	Interpersonal conflict management: Its influence to performance of faculty members at BATSTATEU ARASOF	Lovely D. Panaligan
Maria Yvet G. Pastores
Byron G. Villafania
HR 14	The benefits among government hospitals in balayan, calatagan and nasugbu: Basis for improving nurses retention	Francheska Ann Faye C. Bandola
Angeline Joy D. Riva
Jennivie G. Villalobos
HR 15	Training needs assessment of personnel in select municipal government offices of nasugbu, batangas	Ma. Christcheel E. Ramirez
Jenny Rose A. Letrero
Julie Ann D. Villapando
HR 16	Satisfaction level of employees on compensation and benefits in fast-food chains at Nasugbu, Batangas	FrancheskaBertosRebadulla
HR 17	Gender equality in the employment practices of select public high schools in Nasugbu, Batangas	Cedric Botobara Cortes
KlencyGuevarra Hernandez
JemuelPenaflor Moreno
HR 18	Impact of salary increase on the engagement of police officers in the municipalities of Nasugbu, Lian and Balayan, Batangas	Maria Gay Olorvida
Grachelene Simon
HR 19	Satisfaction level of employees on compensation and benefits in fast food chains at Naugbu, Batangas	Evangeline Dingle Mendoza
HR 20	Success stories of bsba graduates in Batangas State University Arasof-Nasugbu Batches 2006 – 2010	Ferdinand B. Cabungcal, Don Jerry C. Cabasis


CODE: BSBA-2019 White Color
Number: HR 1-20 Yellow Hardbound


FACTORS AFFECTING EMPLOYEES’ DECISION TO STAY IN SELECTED MANUFACTURING COMPANIES IN NASUGBU
AND LIAN BATANGAS

Marielle Louise A. Ferrer, Rica M. Mendoza, Aprilyn V.  Alcantara

Bachelor of Science in Business Administration
College of Accountancy, Business, Economics
and International Hospitality Management

ABSTRACT
As one of the competitive advantages in the current global business environment, it is said that the most important resource of an organization is its employee, thus retaining employees is essential for any organization. Employee retention issues are emerging as the most critical workforce management challenges in the present business organization. This study aimed to determine the factors affecting employees' decision to stay in select manufacturing companies in Nasugbu and Lian, Batangas. Two-hundred sixty-three employees served as the respondents of the total population and distributed through simple random sampling. Analysis of Variance (ANOVA), z-test, percentage, and mean were used as statistical tool for the treatment of data. The study revealed that majority of the manufacturing employees falls within the age of 24-35 years old, male, married, permanent and have already rendered below 10 years of service in the company. It is shown that monthly salary, working relationship and benefits are the factors that strongly affect the decision of the manufacturing employees to stay in the company while career advancement opportunities is the lowest factor. The study furthered showed that there is a significant difference among benefits and rewards and recognitions, and profile of the respondents. The researchers concluded that the employees stay in manufacturing companies in Nasugbu and Lian, Batangas primarily because of the monthly salary given tto them by the company. Consequently, the researchers recommended that manufacturing companies should develop career paths that would enable employees to understand their options to grow in the company.

Keywords: Employees, Factors, Manufacturing Companies, Stay








GRIEVANCE MANAGEMENT PRACTICES OF SELECT MANUFACTURING COMPANIES IN THE 1ST DISTICT OF BATANGAS

Roxanne A. Borromeo, Anamae C. Delas Alas, Mildred P. Lagrisola
College of Accountancy, Business, Economics and
 International Hospitality Management
Batangas State University ARASOF
Nasugbu, Batangas

ABSTRACT
This study sought to determine the grievance management practices of select manufacturing companies in the 1st District of Batangas. The participants of the study comprised 30 human resource employees. The researchers gathered data or information from the respondents through the use of questionnaire which was modified from the past research and to fit the present study and casual interview. The study used descriptive research designs that focused on describing the grievance management practices of the manufacturing industries and determining if there is significant difference in the grievance management practices as to years of operation of the companies. For treatment of data, the statistical tools used in the study were the frequency, mean, analysis of variance. The data gathered were tallied; analyzed and interpreted accordingly. The findings of the study discussed that majority of selected manufacturing companies operates for more than 10 years. The results also showed that there is no significant difference between the grievance management practices and the company profile. This means that the company years of operation do not influence their grievance management practices since the findings showed that there is no difference. It was recommended that the organizations should improve their orientation about the company rules and regulations for the employees not to misinterpret those and immediate supervisors should take immediate actions to settle grievances so that the grievance would not be further bring into higher levels for resolution and for the future researchers; they may consider conducting a study on the grievance management practices in other industry.

Keywords: Grievance Management Practices, Human Resource Employees, Years of Operation



COMMUNICATION BARRIERS OF EMPLOYEES IN A DIVERSIFIED
WORKING ENVIRONMENT IN HOTEL AND SPA
IN NASUGBU, BATANGAS

Cyrrhel Marie J. Catapang, Juvy Ann D. Barcelon, Veronica M. Alix
College of Accountancy, Business, Economics and
International Hospitality Management,
Batangas State University ARASOF
Nasugbu, Batangas


ABSTRACT
In the hospitality industry, employees devote most of their time in communicating. It is therefore imperative that they should be able to pinpoint and understand the communication barriers that exist in order to perform functions well. This study aimed to determine the communication barriers of employees in diversified working environment in hotel and spa in Nasugbu, Batangas. The study further investigates the relationship between the communication barriers and diversified working environment and also the difference when they are grouped according to their profile.  The sample consisted of 222 employees from select hotel and spa in Nasugbu, Batangas. Questionnaire was used in the study to collect information. Statistical tools such as frequency, percentage, mean, Pearson-r and ANOVA were used to analyze the data. Findings revealed that majority of the responds are 18-21 years old, female, rank and file, regular, in housekeeping department and have rendered less than 5 years of service in hotel and spa. The result of correlation analysis suggested that there’s no linear relationship and no significant correlation between he perceived communication barriers and diversified working environment. It was also revealed that there is significant difference between the profile of the respondents and their perceived communication barriers and diversified working environment. The researchers recommend that management may provide seminars, develop open communication and conduct trainings to facilitate employees’ growth and development.

Keywords: Communication Barriers, Diversified Working Environment, Hotel and Spa Employees, Hotel and Spa






WORK COMMITMENT LEVELS OF THE POLICE OFFICERS
IN SELECT POLICE STATIONS IN THE
1ST DISTRICT OF BATANGAS

Ina Ivy M. Zaragoza, Rochelle B. Hila, Rhonalyn J. Malinay

College of Accountancy, Business, Economics
and International Hospitality Management,
Batangas State University ARASOF
Nasugbu, Batangas

ABSTRACT
Today, Philippine society is facing many problems and issues in the economic, social and political aspects. As the different problems arise like terrorism, poverty, bureaucracies and other socio-political and socio-economic issues happening today in our country, the Philippine National Police (PNP) is still the one people looked up to as the institution that could at least safeguard its citizens. The study aimed to determine the work commitment levels of the police officers in select police stations in the 1st District of Batangas. Frequency, Percentage, Weighted Mean, Z-Test, and ANOVA were the statistical tools used in this study. The study revealed that majority of the police officersare Police Officer I, falls within the age group of 24-29 years old, male, married, and have already rendered less than 5 years of service. It was revealed that the respondents are highly committed in terms of work ethics and organizational commitment. They are also  strongly affected when it comes to salary, same with the work environment. The study further showed that there is a significant differences among the level of work commitment and the factors that affect the commitment of the officers and the profile of the respondents. The researchers concluded that work ethics, commitment to organization, and work environment are the factors that affect the work commitment of the police officers. The researchers recommended that respondents should improve their job involvement, develop a positive work environment, and have enough salary and benefits given by the police administration.

Keywords: Work Commitment, Police Officer, Police Stations









KNOWLEDGE MANAGEMENT OF HOSPITALS:  INPUT TO
TRAININGAND DEVELOPMENT OF NURSES IN
NASUGBU, BATANGAS

Sherilyn A. Espiritu, Maria Gracia B. Mardo, Princes Hyza P. Razon
College of Accountancy, Business, Economics and
 International Hospitality Management
Batangas State University ARASOF
Nasugbu, Batangas

Abstract
	In every organization, knowledge is really important. In hospitals where there is a vast source of information and knowledge, it is necessary that knowledge is being managed properly to avoid medical errors and to utilize it in giving the maximum care for patients. This study aims to determine the knowledge management of hospitals as input to training and development of nurses in Nasugbu, Batangas. The participants of this study are the nurses of the public and private hospitals in Nasugbu, Batangas composed of 74 employees. The statistical tools used are Frequency, Percentage, Weighted Mean, and ANOVA. The findings revealed that, majority of the employees are female between 25-31 years old, single, had been employed as regular staff nurses and had been in service for 1-3 years receiving 1-3 trainings annually. The hospitals always consider the customer’s opinion as valuable source of information and they always have a storage room for documents and records of patients and they always allow sharing and exchanging information among its employees and most of the time, they apply rotation among employees. It also revealed that as to age, sex, job position, number of years in service and number of trainings attended, there is no significant difference. Only the civil status has a difference in terms of demographic profile. As to job position, number of years in service and number of trainings attended it has a difference. The researchers recommend formulation of knowledge sharing programs or policies to ensure successful knowledge transfer.


Keywords:Knowledge Management, Knowledge Creation, Knowledge Storage, Knowledge Sharing, Knowledge Application, Nurses




ORIENTATION AND ONBOARDING PRACTICES OF SELECT HOTEL
AND SPA IN NASUGBU, BATANGAS

Sharmaine L. Baral,   Dianne H. Nepomuceno,  Melecint Joy P. Pacia
College of Accountancy, Business, Economics, and
International Hospitality Management,
Batangas State University ARASOF
Nasugbu, Batangas

ABSTRACT
	Over the past ten years, number of companies and industries have removed their traditional orientation programs and begun embracing a new approach to on-boarding - a process whereby new employees acquire the necessary knowledge, skills and behaviours to become effective long-term employees. This study aimed to determine the orientation and onboarding practices of select hotel and spa and its input to employee retention program. Orientation Practice was measured using the factors which are the Welcoming New Employees, Completion of Paper Works, Induction, Company Policies,Rules and Regulations, and Job Duties. The question as to whether the orientation and onboarding practices are effective and important to employee retention program. The respondents of the study included 222 hotel and spa employees. Tool used for gathering data was the questionnaire sheet which is used to determine the orientation and onboarding practices and input to employee retention program. Statistical tools such as frequency, percentage, and mean was used to analyze the data. Findings revealed that majority of the respondents were employed for less than 1 year of service in the select hotel and spa industry. Moreover, the study also showed that the employees agree that the implemented orientation and onboarding practices are very effective and is very important that could be a reason for an increase in employee retention. The researchers concluded that majority of the hotel and spa employees clearly understood the purpose of having an orientation program by way that they feel comfortable with co-workers during the first week/month, thus made the orientation program very effective. The researchers recommended continuing the one day orientation in giving the company policies, rules and regulations and job duties for the convenience of the employer as well as the employee.
Keywords:Orientation, Onboarding, Practices, Select Hotel and Spa, Nasugbu, Batangas, Retention Program.




EMPLOYEES’ PERCEPTION ON THE PERFORMANCE EVALUATION
IN SELECTED MANUFACTURING COMPANIES
IN THE 1ST DISTRICT OF BATANGAS

Eunice P. Manuel, Ma. Fhe Princess V. Gonzales, Lee Shaine A. Dela Vega

Bachelor of Science in Business Administration
College of Accountancy, Business, Economics
and International Hospitality Management


ABSTRACT

One of the biggest challenges of employer in manufacturing companies today is integrating performance evaluation on strategic human resource management that examined the performance gap of an employee. Organization valued performance evaluation in both administrative decisions and in motivating employees. On today’s trend, the 1st District of Batangas has many established manufacturing companies that grow in the workforce planning, motivation, learning, development and communication needed to develop into their differences. It aimed to determine the respondents’ profile, the performance evaluation, and the study further investigated the significant difference on the perception of respondents on performance evaluation when grouped according to profile. The sample consisted of 210 employees from select manufacturing companies in the 1st District of Batangas. The questionnaire used was adopted and revised by the researchers. Statistical tools such as frequency, percentage, mean, ANOVA, and z-test were used to analyze the data. Findings revealed that majority of the respondents were 24-29 years old, male, married, and have already rendered less than 5 years of service in manufacturing company. Moreover, the study also showed that the employees agreed to the performance evaluation in their organization. With regards to the demographic profile of the respondents, it was revealed that there was a significant difference in terms of age between each of the profile of the respondents and the performance evaluation. This study recommended that performance evaluation should be understandable, involvement of employees in target setting, a performance appraisal feedback and familiar to all phases of work to increase their self-awareness.

Keywords: Employees’ Perception, Performance Evaluation, Manufacturing Companies




EFFECTS OF DIFFERENT SHIFTING SCHEDULES ON THE PERFORMANCE OF EMPLOYEES AT DISTILLERY
INDUSTRY IN BALAYAN AND
LIAN BATANGAS

Nicole C. Zablan, Charmilyn B. Aure, and Jessica H. Perfinian
Bachelor of Science in Business Administration
College of Accountancy, Business, Economics and International Hospitality Management
Batangas State University ARASOF-Nasugbu
Nasugbu, Batangas Philippines

ABSTRACT
This study aimed to determine the Effects of Different Shifting Schedule on the Performance of Employees at the Distillery Industry in Nasugbu and Lian, Batangas. Shift work is highly prevalent in industrialized societies (>20%) but, when it includes night work, it has pronounced negative effects on sleep, subjective and physiological sleepiness, performance, accident risk, as well as on health outcomes such as cardiovascular disease and certain forms of cancer. The researchers use the descriptive method with the questionnaire as the main instrument in gathering data from 172 sample respondents. The data gathered were tallied, analyzed and interpreted. The study revealed that most of the respondents were male and singles and belonged to the age range of 24-29. As regards to position of respondents, it was revealed that majority of the employees are production operator. Majority of the employees are college graduates and majority of the employees have rendered service below 5 years. Furthermore, according to employees’ current shift, many of them are from day shift. The employees’ safety, personal activities and health are not affected with regards to the different shifting schedule. The employees’ performances are not affected with regards to different shifting schedules. Employees from different shift have the same output and performance. It was also revealed there was a weak positive linear relationship between the effects of different shifting schedules on employee performance at 1% Level of Significance. Based on the findings of the study, the researchers recommended that the distillery companies should continue and maintain the shifting time schedule and continue to provide trainings, seminar and work life balance program.
Keywords:shifting schedule, performance, distillery industry





PERCEPTION OF THE FACULTY MEMBERS ON THE COMPENSATION OFFERED BY PRIVATE COLLEGES
 IN THE 1ST DISTRICT OF BATANGAS

Clarissa R. Balbar, MonalizaBamanand Sheila Marie M. Veroya
Co-Author: Cherry U. Banta
Bachelor of Science in Business Administration - Major in Human Resource Development Management
College of Accountancy, Business, Economics & International Hospitality Management
BATANGAS STATEUNIVERSITY
ARASOF-Nasugbu,
Nasugbu, Batangas
cbalbar18@gmail.com, monalizab09@gmail.comsheilamarieveroya11@gmail.com

The faculty members are the main asset of public and private educational institution in our society. In 21st century, people pay much more attention with their lifestyles and the financial needs they earn from their work. However, it still remains unclear whether many of them would continue working if it were not for the money they earn.The focus of the study is to determine the perception of the faculty members on the compensation . The study aimed to determine the profile of the faculty members,what are the compensation packages received by the respondents,what are the perceptions of the faculty member on the compensation offered by private colleges in the 1st district of Batangas and lastly the significant difference between the perceptions of the faculty members on the compensation when group according to their profile.The descriptive method of research was used for the study which is appropriate since it aims to determine the perception of the faculty member. Survey questionnaire was used as the instrument to gather information from faculty member in the 1st district of batangas; it was constructed based on various concepts and ideas of previous studies and was validated and tested its reliability. The findings revealed that majority of the respondents is 21 to 25 years old, female, teacher, temporary, and below 5 years of experience. Moreover, the study showed that the faculty members are strongly agree in the compensation packages they received.the findings also showed that there is significant difference in internal equity in terms of age and their perception on the compensation has no significant difference in terms of sex, position title, employment status and length of service.It is hereby recommended private educational institutions or colleges may consider giving more compensation or benefits; the private educational institution may consider practicing giving more benefits or compensation that focuses on the internal equity and value as motivating factors; and future researchers may consider to continuously study the compensation packages.


KEYWORDS
Compensation, Faculty members, Private Educational Institution

ASSESSMENT OF WORK-LIFE BALANCE OF EMPLOYEES IN SELECT MANUFACTURING COMPANIES IN THE 1ST DISTRICT OF BATANGAS

Pearl Angel L. Magan, Jovie Rick P. Concepcion, Rose Anne G. Vecinal
College of Accountancy, Business, Economics
And International Hospitality Management,
Batangas State University ARASOF
Nasugbu, Batangas

Abstract
The effective management of employees’ work-life balance requires organizations to recognize and account for the array of non-work roles that impact their working-lives The present study investigate the working conditions, productivity, job satisfaction, work-like conflict and family-work conflict among employees working in different manufacturing companies in 1st District of Batangas. The study aimed to assess the work-life balance of employees in manufacturing industry that was conducted in the 1st district of Batangas. The sample consisted of 217 employees from the different manufacturing companies in the 1st District of Batangas. Statistical tool such as frequency, percentage, weighted mean, analysis of variance (ANOVA) and z-test were used to analyze the data. The Slovin’s formula and quota sampling was utilized to get the convenience sample of 217 respondents. It was revealed that there is no significant difference between the profile of the respondents and their work-life balance. The findings revealed that majority of the respondents are male, married, and had been employed as regular employees, in a rank and file position and have already rendered 1-5 years of service in their respective manufacturing companies. The researchers recommend that the management develop collective agreements that include provisions supporting work-life balance such as chosen flexible working hours for parents and workers with dependent in need of care.


Keywords: Work-Life Balance, Manufacturing Company Employees, Manufacturing Companies









INTERNAL FACTORS AFFECTING EMPLOYEE PERFORMANCE
IN SELECT GOVERNMENT HOSPITALS IN THE 1ST DISTRICT
OF BATANGAS

Leslie Jane S. Alag, Jezarett P. Alferez, Geraldine D. Daluz
College of Accountancy, Business, Economics and
International Hospitality Management
Batangas State University ARASOF
Nasugbu, Batangas

Abstract

Employee performance is an important building block of an institute and factors which lay the foundation for high performance must be investigated by the organization. Since every organization cannot progress by one or two individual’s effort, it is a combined effort of all members in the organization. The participants in the study are the employees of the government hospitals in the 1st district with a total of 167. The statistical tools used are Frequency, Weighted Mean, and ANOVA. The findings revealed that most of the employees are female between 48-53 years, old, married, college graduated and had been in the service for 5-10 years. The performance of the employees is strongly influenced by communication especially when they are motivated. It is also strongly influenced by leadership. Organizational culture, technological advancement, and compensation is very influential on the performance of the employees. There is a significant difference between the profile of the respondents and length of service and the internal factors affecting employee performance.  The researchers recommend that the criteria should be consistent and standardized, or if not known by the employees, it must be explained to the employees through orientation and meetings to be conducted by the Human Resource Management Office.
Keywords:Employee Performance, Internal Factors, Motivation, Communication, Leadership, Compensation






INFLUENCE OF APPLICATION OF E-GOVERNMENT SERVICES TO THE JOB PERFORMANCE OF LOCAL GOVERNMENT EMLOYEES IN SELECT MUNICIPALITIES IN THE 1ST DISTRICT OF BATANGAS

Mark Angel S. Sevilla, Ma. Gabriela G. Custodio and Roxanne Faith M. Rojales
Bachelor of Science in Business Administration
Major in Human Resource Development Management
College of Accountancy, Business, Economics and
International Hospitality Management
Batangas State University ARASOF – Nasugbu
Abstract
Today, the major demand in government agencies is to be more receptive to cater the needs of citizens. This has included the government institutions that suffer weaknesses in some aspects of their performance. The participants of this study are the Local Government Employees of the four first class municipalities in the 1st district with a total of 285. The statistical tools used are Frequency, Percentage, Weighted Mean, Z-Test and ANOVA. The study shows a number of results; the most important of which are that there is an evident positive influence of application of e-government services to the job performance of local government employees. Business Permit and Licensing System, Real Property Tax System, Philippine Civil Registry Information System, Emails/mailing services, and Electronic GSIS Member Online are the most widely use e-government services. The study recommends that the Local Government Units shall continuously adopt new e-government services to improve the performance of their employees, needs to provide an allotted budget and financial support for internet, computer and other digital devices, needs find other advanced ways to implement the project that can be less expensive and consume less time with things and focus on staff training and enable them to deal with the technological tools and work to raise technological awareness and support the positive trends to deal with electronic means, which contribute to building a culture of positivity and raise the level of usability among the staff.
Keywords:E-Government, Job Performance, Local Government Employees




INTERPERSONAL CONFLICT MANAGEMENT: ITS INFLUENCE TO PERFORMANCE OF FACULTY MEMBERS’ AT BATSTATEU – ARASOF
Lovely D. Panaligan, Maria Yvet G. Pastores , Byron G. Villafania
College of Accountancy, Business, Economics, and
International Hospitality Management,
Batangas State University ARASOF
Nasugbu, Batangas

Abstract

In an organization where people with diverse interests, view and values coexist, differences among employees are to be expected, which makes interpersonal conflict inevitable inside the organization. The purpose of this study was to identify the influence of interpersonal conflict management on the performance of faculty members at BatStateU – ARASOF. Thus, it seeks to identify the common causes of interpersonal conflict, as well as the interpersonal conflict management strategies used in terms of competing, avoiding, accommodating, collaborating and compromising. Moreover, the study also identified its influence on the faculty members’ overall performance. The researchers used a descriptive research design with the survey questionnaire as the main instrument used to gather data from the target group of respondents. No sampling procedure has been done due to the limit numbers of respondents. The result of the study showed that the common cause of interpersonal conflict is the differing values of the respondents. The findings also established the fact that majority of the respondents used to collaborate when solving certain issues. As a result, the performance in terms of accommodating and collaborating are the most affected to respondents when solving these issues.


Keywords: Interpersonal Conflict, Causes, Interpersonal Conflict Management Strategies,Influence, Performance









GENDER EQUALITY IN THE EMPLOYMENT PRACTICES OF SELECT PUBLIC HIGH SCHOOLS IN NASUGBU, BATANGAS
Cedric B. Cortes, Klency G. Hernandez and Jemuel P. Moreno
College of Accountancy, Business, Economics and International Hospitality Management
Batangas State University ARASOF-NASUGBU
Nasugbu, Batangas

Abstract
This study aimed to assess the employment practices with regards to gender equality of the select public high schools in Nasugbu, Batangas. The study used descriptive-survey method. It involved one hundred thirty six teachers who assesses the employment practices of the educational institutions they were employed. The result of the study showed that the most of the respondents were female teachers. With regards to educational attainment, majority of the respondents were Bachelor’s Degree graduates. When it comes to the employment status, majority of the respondents were permanent. The assessment of the teachers in the employment practices of the educational institutions they were employed associating those to gender equality; it got verbally interpreted to Always. This study perceived that there is a significant difference on the teacher’s assessment on the employment practices of the educational institution they were employed associating it to gender equality when they are grouped according to their sex. From the result of the study, it is recommended that teachers may consider engaging in the master’s degree in order for them to get promoted into a higher position; that the institution may consider equal academic behaviour expectation for all teachers and future research may be conducted in other major localities that will widen the scope of this study in order to further assess the gender equality in educational institutions.

Keywords: 	Gender Equality, Employment Practices, Educational Institution


THE BENEFITS AMONG GOVERNMENT HOSPITALS IN BALAYAN CALATAGAN AND NASUGBU: BASIS FOR IMPROVING NURSES RETENTION

Francheska Ann Faye C. Bandola, Angeline Joy D. Riva and Jennivie G. Villalobos

College of Accountancy, Business, Economics and International Hospitality Management
Batangas State University ARASOF-Nasugbu
Nasugbu, Batangas


Abstract

Benefits are important drivers of employees’ job satisfaction and loyalty to retain the employee in the government hospitals. There are mandated by law and there are benefits that employers choose to provide which are given to the government employees.This study is to determine the benefits among government hospitals in Balayan, Calatagan and Nasugbu: basis for improving nurses retention. In this study, the researchers will determine how to retain healthcare employees to the government hospital, to know the factors of benefits to the healthcare employees’ retention, and to know if there is a significant relationship between retention and the benefits received by healthcare employees. The researchers used a descriptive research design with the survey questionnaire was used to gather data from the respondents. Any sampling procedure technique was not used because of the minimal number of respondents. The result of the study showed that the respondents are satisfied with their basic salary, vacation leave, training and seminar opportunities, and in patient benefits and the respondents was influence of the benefits with bonuses, vacation and sick leave, seminar opportunities and outpatient benefits. The findings also established the fact that the nurses retention in sex and employment status has no significance difference.

Keywords: Benefits, monetary benefits, paid time-off, professional growth, philhealth benefits







TRAINING NEEDS ASSESSMENT OF PERSONNEL IN SELECT MUNICIPAL GOVERNMENTOFFICES OF NASUGBU, BATANGAS

Ma.Christcheel E. Ramirez, Jenny Rose A. Letrero, Julie Ann D. Villapando

Bachelor of Science in Business Administration
College of Accountancy, Business, Economics
and International Hospitality Management


ABSTRACT

One of the challenging problems of the business society is the lack of training of their employees for an improvement of their knowledge and skills to perform a good quality of work precisely. Training Needs Assessment (TNA) is one of the methods of determining if a training needs exist and, if does , it will answer the question on what are the training that is required to fill the gap of adequacy of the employees in doing their duties and responsibilities in their workplace. TNA will seek to identify accurately the levels of the present situation in the target surveys, interview, observation, and any other workshop for the training. On today’s trend, the workforce has difficulties on focusing to the employee’s training needs assessment into the adequacy of employee’s performance. The present study investigated the personnel’s training needs assessment in the municipal government of Nasugbu, Batangas. It aimed to determine the respondent’s profile, their knowledge and skills adequacy in the different areas of their duties and responsibilities and the study further investigates the significant difference between the training needs assessment when grouped according to their profile. The sample consisted of 91 office personnel from select offices in the Municipal Government ofNasugbu, Batangas. The questionnaire used was adopted and revised by the researchers. Statistical tools such as frequency, percentage, mean, ANOVA, and z-test were used to analyze the data. Findings revealed that majority of the respondents are 30-35 years old, female, and have already rendered less than 5 years of service in the municipal government. With regards to the demographic profile of the respondents, it was revealed that there a significant difference in terms of age between each of the profile of the respondents and the performance evaluation. The study recommends that performance evaluation must have a consistency, a yearly meeting, a performance appraisal interview, and must have a 36—degree appraisal to increase their self-awareness.

Keywords: Training Needs Assessment, Office Personnel, Municipal Government

SATISFACTION LEVEL OF EMPLOYEES ON COMPENSATION AND BENEFITS IN FAST FOOD CHAINS AT
NASUGBU, BATANGAS


Francheska B. Rebadulla
College of Accountancy, Business, Economics and
International Hospitality Management
Batangas State University ARASOF Nasugbu
Nasugbu, Batangas, Philippines

Abstract

This study aimed to determine the satisfaction level of employees on compensation and benefits in fast food chains in Nasugbu, Batangas. The study used the descriptive method of research and the survey questionnaire as the main data gathering instrument. The findings revealed that most of the respondents are 18-28 years old, female, single, contractual, in the counter position and in their 0-3 years in service; that all of the fast food companies provide the salaries and wages, leave benefits and mandatory benefits; that with a general mean of 4.24, the fast food employees in Nasugbu, Batangas are extremely satisfied on their compensation and benefits and that there is no significant difference on the level of satisfaction of the respondents when they are grouped according to their sex, but there  is a significant difference on the level of satisfaction of the respondents when they are grouped according to their age, civil status, employment status, position and length of service.
From the findings, it was recommended that That the fast food industry comply with the “No Contractual Policy” of the government since the study revealed that there are still numerous contractual employees working in the industry; that the PESO Office, in partnership with the University, may create an informational campaign about the compensation and benefits that must be provided to fast food employees; the management of the fast food establishments should look into making improvements on some factors specifically on other benefits since these have the lowest mean among the compensation and benefits; related studies may be to determine if there is a progress in the compensation and benefits provided to fast food employees; and that future studies may include other areas affecting the level of satisfactions such as working conditions and promotion potential.

Keyword: level of satisfaction, fast-food chains, Nasugbu, leave benefits, mandatory government benefits

IMPACT OF SALARY INCREASE ON THE ENGAGEMENT OF POLICE OFFICERS IN THE MUNICIPALITIES OF NASUGBU, LIAN AND BALAYAN, BATANGAS
Maria Gay A. Olorvida, Grachelene R. Simon
Co-Author: Josephine D. Vergara
Bachelor of Science in Business Administration major in Human Resources Development Management
College of Accountancy, Business, Economics & International Hospitality Management
BATANGAS STATEUNIVERSITY
ARASOF-Nasugbu,
Nasugbu, Batangas
olorvidagay@gmail.com, grachelene1620@gmail.com



Abstract

The study aimed to evaluate the impact of salary increase to the engagement of police officers in the municipalities of Nasugbu, Lian, and Balayan, Batangas. Moreover, the study also seeks for the satisfaction level of the police officers regarding the current salary they have received. The researchers used a descriptive research design with the survey questionnaire as the main instrument used to gather data from the target group of respondents. No sampling procedure has been done due to the limited number of respondents. The findings of the study showed that the respondents are very satisfied with the current salary increase they are receiving. Moreover, the police officers are highly engaged with their jobs before and after salary increase. Therefore, the researchers concluded that salary has a minimal impact to the level of engagement of the respondents and the researchers therefore recommend to conduct other study about other factors of employee engagement.The general objective of the study is to determine the impact of salary increase to the level of engagement of police officers in the municipalities of Nasugbu, Lian and BalayanBatangas. In the study, the researchers determine the level of satisfaction of the respondents as regards to the salary increase, the extent of influence of salary increase to the engagement of police officers; and if there is a significant difference in the perceived impact of salary increase to the engagement of the respondents before and after salary increase.The descriptive method of research was used in the study to determine the necessary information regarding the level of satisfaction and level of engagement before and after the increase in the salary of police officers. Survey questionnaire was used as the main instrument to gather information from the faculty members. The data gathered were tallied, analyzed and interpreted.The findings of the study showed that the salary increase has no impact on the engagement of the police officers, this is so due to the intrinsic motivation that the respondents has. Intrinsic motivation refers to behavior that is driven by internal rewards, In other words, the motivation to engage in the job arises from within the individual because it is naturally satisfying. No external rewards are required to incite the intrinsically motivated person into actionIt is hereby recommended that similar study may be conducted in other municipalities for the generalizability of the results as to the impact of salary increase to the level of employee engagement among police officers. Future researchers may collect more data and additional knowledge and use it to their future joband may use the study as reference for future studies that are relevant to topic. Findings of this study may make police officers realize the impact of salary increase towards their engagement to work.
KEYWORDS
Impact, Salary Increase, Employee Engagement, Police




























SATISFACTION LEVEL OF EMPLOYEES ON COMPENSATION AND BENEFITS IN FAST FOOD CHAINS AT
NASUGBU, BATANGAS


Evangeline D. Mendoza
College of Accountancy, Business, Economics and
International Hospitality Management
Batangas State University ARASOF Nasugbu
Nasugbu, Batangas, Philippines

Abstract

This study aimed to determine the satisfaction level of employees on compensation and benefits in fast food chains in Nasugbu, Batangas. The study used the descriptive method of research and the survey questionnaire as the main data gathering instrument. The findings revealed that most of the respondents are 18-28 years old, female, single, contractual, in the counter position and in their 0-3 years in service; that all of the fast food companies provide the salaries and wages, leave benefits and mandatory benefits; that with a general mean of 4.24, the fast food employees in Nasugbu, Batangas are extremely satisfied on their compensation and benefits and that there is no significant difference on the level of satisfaction of the respondents when they are grouped according to their sex, but there  is a significant difference on the level of satisfaction of the respondents when they are grouped according to their age, civil status, employment status, position and length of service.
From the findings, it was recommended that That the fast food industry comply with the “No Contractual Policy” of the government since the study revealed that there are still numerous contractual employees working in the industry; that the PESO Office, in partnership with the University, may create an informational campaign about the compensation and benefits that must be provided to fast food employees; the management of the fast food establishments should look into making improvements on some factors specifically on other benefits since these have the lowest mean among the compensation and benefits; related studies may be to determine if there is a progress in the compensation and benefits provided to fast food employees; and that future studies may include other areas affecting the level of satisfactions such as working conditions and promotion potential.

Keyword: level of satisfaction, fast-food chains, Nasugbu, leave benefits, mandatory government benefits


SUCCESS STORIES OF BSBA GRADUATES IN BATANGAS STATE UNIVERSITY ARASOF-NASUGBU BATCHES 2006 – 2010

FERDINAND B CABUNGCAL, DON JERRY C. CABASIS
Bachelor of Science in Business Administration
College of Accountancy, Business, Economics and International
International Hospitality Management
Batangas State University ARASOF-Nasugbu
Abstract
	This study is aimed to develop the compiled success stories of BSBA graduates in BatStateU ARASOF-Nasugbu batches 2006 – 2010. This study included the criteria in the identification of the prominent/successful BSBA graduates, the identification of the prominent/successful BSBA graduates, and the components for the compiled success stories. The research employed the developmental research method. Based on the foregoing summary of findings, the following conclusions were drawn: The BatStateU ARASOF-Nasugbu produced 7 prominent and successful Bachelor of Science in Business Administration graduates from batches 2006 – 2010 that are included in compiling success stories of graduates; The developed compiled success stories of BSBA graduates was evaluated by experts and agreed that the researchers have developed an interesting compilation of success stories in terms of content, sequence and presentation and was verbally interpreted as “Very Good”. From the findings and conclusions of the study, the following recommendations are hereby endorsed that: The compiled success stories of BSBA graduates be enriched and improved by continue seeking and discovering other successful BSBA graduates from other batches by the future researchers; The other programs in CABEIHM and in the whole University may conduct also this kind of study to feature the attainments of their alumni and give highlight and prestige to the programs and of the University; The compiled success stories of BSBA graduates may be published and placed in the University Library for public reading.
Keywords: Success Stories, BSBA graudates.