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Core values are critical to an organization’s identity, mission, strategy, and success.  Harmonizing personal values and the core values espoused by the organization addresses congruence gaps and ensures that the actions of employees are consistent and aligned with organizational strategies. This study aims to identify the HR management practices of a University in Manila, Philippines that promote the congruence between the personal values of employees and the core values of the organization.  The qualitative research methodology was utilized to identify practices in the areas of Recruitment and Selection, Performance Management System, and Training and Development that promote congruence of values.  Semi-structured interviews of key University officials were conducted using open-ended questions. A review of relevant and pertinent documents was also undertaken. The three identified HR functional areas are highlighted because these are critical in the selection, motivation, and retention of high-quality employees.  Leveraging HR management practices to promote congruence entails that the values of the organization are well-defined.  Employees must understand how these are translated into workplace behaviors and actions.  It must be clearly laid down how these relate to their performance and the impact these have on the achievement of the overall goals of the organization.

This study examines the relationship between the working capital management practices and sustainability of Barangay Micro Business Enterprises (BMBEs) in Ilocos Norte, Philippines. This study employed a correlational-descriptive research design. Data were gathered using a self-constructed questionnaire, which has been pre-tested to 30 other microenterprises and validated using Cronbach alpha. The participants were the owners of the 301 registered BMBEs in Ilocos Norte. This study was conducted from July to December 2020. The findings demonstrated that most of the BMBEs belong to the wholesale and retail trade sector, are registered as single proprietorships, and have no employees. The results also showed that the BMBEs have low economic, social, and environmental sustainability. Moreover, the study revealed that cash management was significantly related to economic and social sustainability, while accounts receivable and inventory management were significantly related to economic, social, and environmental sustainability.

Employees’ level of career intention plays an important role in organizational readiness and dynamism to achieve success. Several studies were conducted on career adaptability and career intention, however, only a few were able to find evidence on the influence of position and years in service to government employees in the Philippines. This study aims to determine the significant differences in career adaptability and career intention of government employees based on years of service and job level. Results showed a significant difference in career intention when grouped according to job level and years in service and no significant difference in career adaptability when grouped according to job level and years in service.

The objective of this research is to determine the level of integration of 3 values namely integrity, commitment and corporate social responsibility which are part of SVD’s organizational culture to its 3 human resource activities namely hiring, training & development, and compensation and benefits The respondents of this research were employees of Divine Word College academic institutions located in different areas in the Philippines.  A self-made questionnaire that was subjected to validity and reliability tests was distributed online and 405 questionnaires were retrieved. The collected data were processed and analyzed using SPSS 22.0. Results show that the 3 values are integrated into the 3 major human resource activities such that integrity, commitment, and corporate social responsibility are integrated into the hiring, training & development, and compensation and benefits. 

Organizations regardless of type, structure, size, among other factors may have similar foundations in the development of HR policy but applicable factors for consideration may vary. Among the most common factor in the development of an HR policy is the culture of the organization. In making sure that the DWEA core values are working within the person in SVD educational institutions, it became the aim of this study to come up with an HR model that would be functional and best support the vision, mission, and goals of all Northern, Central and Southern SVD schools in the Philippines. Specifically, this study determined the level of integration and implementation of organizational leadership and excellence towards 3 HR practices namely:  employee relations, performance appraisal, and work-life balance.  While the results show that organizational leadership and excellence are integrated and implemented in the 3 human resource practices namely employee relations, performance appraisal, and work like balance, it is highly recommended that the administrators of the different SVD educational institutions must review the integration of the moderately rated practices in its employee relations, performance appraisal, and work-life balance in order to recalibrate its existing systems.  Furthermore, those integrated but moderately implemented should likewise be appraised for full implementation. 

Employees’ level of career intention plays an important role in organizational readiness and dynamism to achieve success. Several studies were conducted on career adaptability and career intention, however, only a few were able to find evidence on the influence of position and years in service to government employees in the Philippines. This study aims to determine the significant differences in career adaptability and career intention of government employees based on years of service and job level. Results showed a significant difference in career intention when grouped according to job level and years in service and no significant difference in career adaptability when grouped according to job level and years in service.

The objective of this research is to determine the level of integration of 3 values namely integrity, commitment and corporate social responsibility which are part of SVD’s organizational culture to its 3 human resource activities namely hiring, training & development, and compensation and benefits The respondents of this research were employees of Divine Word College academic institutions located in different areas in the Philippines.  A self-made questionnaire that was subjected to validity and reliability tests was distributed online and 405 questionnaires were retrieved. The collected data were processed and analyzed using SPSS 22.0. Results show that the 3 values are integrated into the 3 major human resource activities such that integrity, commitment, and corporate social responsibility are integrated into the hiring, training & development, and compensation and benefits. 

Organizations regardless of type, structure, size, among other factors may have similar foundations in the development of HR policy but applicable factors for consideration may vary. Among the most common factor in the development of an HR policy is the culture of the organization. In making sure that the DWEA core values are working within the person in SVD educational institutions, it became the aim of this study to come up with an HR model that would be functional and best support the vision, mission, and goals of all Northern, Central and Southern SVD schools in the Philippines. Specifically, this study determined the level of integration and implementation of organizational leadership and excellence towards 3 HR practices namely:  employee relations, performance appraisal, and work-life balance.  While the results show that organizational leadership and excellence are integrated and implemented in the 3 human resource practices namely employee relations, performance appraisal, and work like balance, it is highly recommended that the administrators of the different SVD educational institutions must review the integration of the moderately rated practices in its employee relations, performance appraisal, and work-life balance in order to recalibrate its existing systems.  Furthermore, those integrated but moderately implemented should likewise be appraised for full implementation. 

This study examines the relationship between the working capital management practices and sustainability of Barangay Micro Business Enterprises (BMBEs) in Ilocos Norte, Philippines. This study employed a correlational-descriptive research design. Data were gathered using a self-constructed questionnaire, which has been pre-tested to 30 other microenterprises and validated using Cronbach alpha. The participants were the owners of the 301 registered BMBEs in Ilocos Norte. This study was conducted from July to December 2020. The findings demonstrated that most of the BMBEs belong to the wholesale and retail trade sector, are registered as single proprietorships, and have no employees. The results also showed that the BMBEs have low economic, social, and environmental sustainability. Moreover, the study revealed that cash management was significantly related to economic and social sustainability, while accounts receivable and inventory management were significantly related to economic, social, and environmental sustainability.

Managing career development across various industries constantly changes to address varying employees’ needs and it became more difficult with the career disruptions caused by the demands to deal with the environmental conditions, globalization, and output expectations. To keep up with these challenges, this study aims to propose a strategic career development model that will address the need to come up with a framework that will guide human resource management practitioners in identifying appropriate activities that will cater to the interest of employees.