Reward system and job performance of employees in Jenny's garments, incorporated Taytay, Rizal Ferdinand Ramento, Mark Anthony Lazaro, Jhon Levi Martin

Thesis BSBA- HRDM University of Rizal System, Binangonan 2017

includes bibliographical references

The study primarily aimed to determine the perception of the respondents on the Reward System and Job performance of Employees in Jenny's Garments, Incorporated Taytay, Rizal The descriptive method was used to gather information which is relevant to the study. The researchers used partially adapted questionnaire approved for the validity and reliability of the questionnaire which was distributed to (200) two hundred respondents but because of unwillingness of the respondents the researchers just retrieve only (123) one hundred and twenty three of them which is 61% of the total respondents. Frequency, percentage and rank distribution, mean and One-Way ANOVA were utilized to determine the reward system and job performance of employees in Jenny's Garments, Incorporated Taytay, Rizal. The findings with respect to the profile of the respondents depicted that majority of the respondents were female, this implies that female workers are preferable and suited to work in a garments company. Garments industries also prefer to hire high School graduates because textile and apparel workers need good hand-eye coordination, and manual dexterity, physical stamina, and the ability to perform repetitive tasks for long periods. Most of the workers have been employed for 3-6 Years; this is directly related to their regularization in work. Also, majority of the respondents are sewers with respect to their position and work assignment, this (cut-and-sew) is the core of apparel industry. Most of the workers of Jenny's Garments, Incorporated are under the provisions of Article 101 of the Labor Code of the Philippines which is payment by results. In addition, this implies that they are not minimum wage earners. Based on the results, monetary rewards are more effective and efficient compare to non-monetary rewards in motivating employees in a garments company and these are directly related with their job performance. Though their monetary rewards are more effective, there are some policy that loses importance in the sight of the respondents because of lacking firmness in implementation such as the 'annual salary increase' while in the non-monetary rewards, most of the policies were not appreciated by the respondents, based on the results because it got lowest means. In addition, the reason why the monetary and non-monetary rewards is directly related to job performance is that, the rewards is the primary means why the employees work hard and to assume their primal motivation, fair and firm implementation of reward system should be observed. Respondents' perception on the reward system and job performance of employees in terms of their profile; sex, status of employment and educational attainment did not affect the perception of employees on reward system and job performance of employees in Jenny's Garments, Incorporated Taytay, Rizal. Thus, it can be concluded that there is no significant difference on the respondents' profile and their perception in terms of sex, status of employment and educational attainment. However in terms of Monthly Salary and Position and Work Assignment we found the significant difference on the respondents' perception on the reward system and job performance with respect to monetary and non-monetary rewards. In addition, age and length of service has significant difference on non-monetary rewards. The researchers recommend the revisions or replacement of some of the reward policies of the company because most of the respondents found it irrelevant. They should also prioritize the non-monetary set of reward policies, it is effective and costless but they should have a strict implementation and compliance to it.