Thesis
Bachelor of Science in Business Major in Human Resource Management
URS Binangonan 2024

The study determine the respondents' perceptions of Human Resource Planning (HRP) strategies in micro enterprises in Binangonan Rizal, focusing on demographics and factors such as strategic alignment, adaptability, and succession planning. Data were collected using a validated questionnaire and analyzed with statistical treatments including frequency, percentage, rank distribution, weighted mean, and one-way ANOVA. The study analyzed various aspects of the respondents' profiles. The profile of respondents, about 50%, fell within the age bracket of 18 to 30 years old. Female participants constituted the largest demographic, accounting for 58% of the respondents, while 58% are married. In terms of education, nearly half, or 38%, had completed college-level studies. Regarding monthly income, approximately 26% earned between P5,001.00 to P10,000.00. In terms of work experience, 58% of respondents had been employed for 1 to 5 years, and 52% employed as crew or staff members. Respondents perceive Succession Planning as the most important aspect, followed by Strategic Alignment, and then Adaptability and Flexibility. Human Resource Planning in Micro Enterprises is widely practiced and often regarded as a routine "always" used strategies. There are no notable differences in perceptions across various demographic profiles regarding strategic alignment, adaptability and flexibility, and succession planning similar. The study found out that there are no significant differences in the respondents' perception in terms of adaptability, strategic alignment, or succession planning among respondents, indicating these factors are perceived similarly across profiles. Research shows companies excelling in these areas are better positioned to boost engagement, sustain growth, and stay competitive. In conclusion of this study, the majority of respondents, 58%, are aged 18 to 30 and predominantly female with 50%; while the majority of them are married (58%), have attained a college-level education (38%), and have a monthly income ranging from P5,001 to P10,000. In terms of Human Resource Planning, strategic alignment received the highest rating (4.40), adaptability and flexibility (4.25), and succession planning (4.38), showing consistent perceptions across micro enterprises. respondents, while 58% are married. In terms of education, nearly half, or 38%, had completed college-level studies. Regarding monthly income, approximately 26% earned between P5,001.00 to P10,000.00. In terms of work experience, 58% of respondents had been employed for 1 to 5 years, and 52% employed as crew or staff members. Respondents perceive Succession Planning as the most important aspect, followed by Strategic Alignment, and then Adaptability and Flexibility. Human Resource Planning in Micro Enterprises is widely practiced and often regarded as a routine "always" used strategies. There are no notable differences in perceptions across various demographic profiles regarding strategic alignment, adaptability and flexibility, and succession planning similar. The study found out that there are no significant differences in the respondents' perception in terms of adaptability, strategic alignment, or succession planning among respondents, indicating these factors are perceived similarly across profiles. Research shows companies excelling in these areas are better positioned to boost engagement, sustain growth, and stay competitive. In conclusion of this study, the majority of respondents, 58%, are aged 18 to 30 and predominantly female with 50%; while the majority of them are married (58%), have attained a college-level education (38%), and have a monthly income ranging from P5,001 to P10,000. In terms of Human Resource Planning, strategic alignment received the highest rating (4.40), adaptability and flexibility (4.25), and succession planning (4.38), showing consistent perceptions across micro enterprises. The study suggests that micro enterprises customize human resource planning based on workforce profiles like age, education, and service length. Tailoring strategies can boost performance and satisfaction with personalized training, career advancement, and flexible work options.