Human resource acquisition practices of hotels and resorts in Tanay, Rizal / Mercu Lojie D. Nasam, John Simon P. Pacheco, Shekainah Grace B. Napo.

Thesis Bachelor of Science in Business Administration University of Rizal System 2018

Includes bibliographical references.

The study aimed to determine the human resource acquisition practices of hotels and resorts in Tanay, Rizal. The study used structured questionnaire and descriptive method of research coupled with purposive sampling technique involving fifteen (15) administrators and fifty two (52) employees of hotels and resorts operating in the area. Data were collected and analyzed using percentage, weighted mean and One-Way Analysis of Variance. It was found out that the employee-respondents are mostly 20 years old and below, male, single, and had attained college level in their education. Most of them are permanent with salaries ranging from PhP 6,000 to PhP 10,000 and working for 1 year and below. While administrator-respondents are 21 to 25 years old, female, single, and college graduates. They are also permanent with salaries ranging from PhP 11,000 to PhP 21,000 and above depending on the income of the resort, and were working for 2 to 4 years. According to the employee respondents, their company practice clearly determining the salaries or wages of the position they offer through specified guidelines. While for administrator respondents, the most implemented practice in terms of job analysis is the one that clearly states the physical location of the job practice. In terms of recruitment practices, both the administrator and employee respondents agreed that educational qualification, job performance and work experience of applicant serve as bases of hiring. In terms of selection, background check to ensure the authenticity of the documents submitted by shortlisted applicants as well as the accuracy of his/her educational background, job experience and references was the most implemented practices according to employees. While administrators perceived that the company sends a job confirmation via-email, call and text to the applicants they have selected. In terms of placement, both administrator and employee agreed that the human resource department prepares pre-employment requirements such as academic transcript of records, diploma, clearances, medical examination and drug test. Furthermore, use of hiring quotas and rushed selection process of the company were the problems met as perceived by both groups of respondent. From the above mentioned findings, the researchers recommend that hotels and resorts personnel should conduct psychological testing to determine the ability of potential employees to work under stressful and challenging conditions. Trends in recruitment practice like digital recruitment which have a big impact in millennial generation applicants should be considered by the hotels and resorts. To avoid improper placement of employee, the hotels and resorts should not practice rushed selection process. Finally, similar study may be conducted by other researchers using different variables like job evaluation.