Undergraduate Thesis Bachelor of Science in Business Administration Major in Human Resource Management University of Rizal System Binangonan 2025

"This study aimed to determine the Employees of E-Pro Insights Back Office Solutions Co. in Morong, Rizal. This study was conducted at University of Rizal System-Binangonan, Rizal during the academic year 2024-2025. The subject of this study was the 35 employee of E-Pro Insights Back Office Solution Co, and described in terms of age, sex, civil status, length of service, position, and employment status and how do we perceive the Employee Engagement Practices at E-Pro Insights Back Office Solutions Co. in Morong, Rizal in terms of meaningfulness, safety, and availability. This study selected respondents consisted of the employees who assisted
the company's Administration and Human Resource Manager in assessing
employee engagement practices. Out of forty-seven employees, thirty-five were
identified as respondents. Data were gathered through a researcher-made
questionnaire-checklist, which was content-validated by experts in the field of
human resource management. The study employed the descriptive research
method, utilizing the validated instrument as the primary tool for collecting the
necessary information. The findings reveal that respondents rated employee
engagement practices as consistently and positively implemented. Among the
three dimensions, Meaningfulness obtained the highest overall mean, with
employees strongly agreeing that they understand how their roles contribute to the
organization's success. This highlights a strong sense of purpose and role clarity
among employees. The dimensions of Safety and Availability both received high
mean scores, indicating that employees perceive the workplace as generally safe,
supportive, and adequately resourced. Notably, access to tools and maintenance
of a hazard-free environment were among the strongest aspects. However, lower
rankings were noted in areas related to psychological safety, emotional readiness,
inclusivity, and work-life balance, suggesting areas that require further attention.
To analyze the data, One-Way ANOVA revealed that civil status,
employment status, and length of service significantly influenced employees'
perceptions of engagement. Civil status affected perceptions of availability.
employment status influenced meaningfulness, and length of service significantly
affected all three engagement dimensions. In contrast, age, sex, educational attainment.
and job position showed no significant differences,
indicating
consistency in engagement practices across these groups.
Based on the summary and conclusions drawn, the majority of respondents were
males aged 26-35, single, college graduates, and permanently employed, with most
serving below five years and holding staff positions. Results showed no significant
differences in engagement perceptions based on age, sex, educational attainment, or job
position, indicating consistency across these groups. However, significant variations were
found in civil status, employment status, and length of service, suggesting the need for
tailored engagement strategies. While overall practices were effective, addressing these
nuanced differences is essential to sustain motivation, retention, and productivity.
To enhance employee engagement, recommendations include promoting
create a safe space for open communication, help all employees find purpose
through clear roles and recognition, strengthen psychological safety and inclusivity
with supervisor training and feedback systems, and implement the proposed
engagement framework with regular monitoring and adjustments based on
employee input.
"