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Feb 24, 2025
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Abstract
The Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) is a program of the Civil Service Commission promoting the culture of excellence in human resource management systems in the Philippines. However, little is known about the status of implementation of this program in the education sector. Thus, this research aims to explain the implementation of PRIME-HRM in the DepEd Division Offices in the Province of Laguna and its relationship to the level of satisfaction of the employees. It also tested the difference between the extent of program implementation when grouped according to their division, and the significant difference between the level of satisfaction of personnel on implementation of the program in each division office. A 7-point Likert scale (average Cronbach’s alpha of 0.973) instrument was floated to fifty respondents. Results showed that the extent of implementation of PRIME-HRM is very high. It was also noted the very high level of satisfaction of employees about PRIME-HRM implementation. Finally, the study concluded the mediation effects of rewards and recognition on the effects of the performance management pillar on the satisfaction of the employees.
Article Details
This work is licensed under a Creative Commons Attribution 4.0 International License.
How to Cite
Roman, A. G., Roman, J. A., & Valverde, O. T. (2025). Performance Management, Rewards and Recognition, and Satisfaction of Employees on the Implementation of PRIME-HRM: A Partial Mediation Analysis. International Journal of Multidisciplinary: Applied Business and Education Research, 6(2), 753-769. https://doi.org/10.11594/ijmaber.06.02.24
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Sujati, H., Sajidan, M., Akhyar, M., & Gunarhadi, G. (2020). Testing the Construct Validity and Reliability of Curiosity Scale Using Confirmatory Factor Analysis. Journal of Educational and Social Research, 10, 229. https://doi.org/10.36941/jesr-2020-0080
Taherdoost, H. (2019). What Is the Best Re-sponse Scale for Survey and Question-naire Design; Review of Different Lengths of Rating Scale / Attitude Scale / Likert Scale.
Thebe, T. P., & Van der Waldt, G. (2014). A re-cruitment and selection process model. Administratio Publica, 22(3), 6-29.
Vajan R, B., Alagarsamy, D., Karuppasamy, A., & Elumalayan, S. (2021). Impact of Re-cruitment And Selection Process on Or-ganizational Performance. International Journal of Psychosocial Rehabilitation, 24, 1391.
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Ahmed, A., & Bedawy, R. (2014). Human Re-sources Management in Southeastern Asia’s Local Government Case Study: In-donesia, Philippine and Thailand. 1, 2311–3197.
Ahmed, T., Khan, M. S., Thitivesa, D., Siraphat-thada, Y., & Phumdara, T. (2020). Impact of employees engagement and knowledge sharing on organizational performance: Study of HR challenges in COVID-19 pandemic. Human Systems Management, 39(4), 589–601. https://doi.org/10.3233/HSM-201052
Alvanoudi, N., Staboulis, M., & Papadopoulos, K. (2023). Rewards for rehabilitation and special education staff and their im-portance in employee motivation. Inter-national Journal of Instruction,16(2), 71–88. https://doi.org/10.29333/iji.2023.1625a
Alshammari, A. A. (2020). The Impact of Hu-man Resource Management Practices, Organizational Learning, Organizational Culture and Knowledge Management Ca-pabilities on Organizational Performance in Saudi Organizations: A Conceptual Framework.
Bowen, D. E., & Ostroff, C. (2004). Understand-ing HRM-Firm Performance Linkages: The Role of the “Strength” of the HRM System. The Academy of Management Review, 29(2), 203–221. https://doi.org/10.2307/20159029
CSC MC 03, s. 2012: Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) · CIVIL SERVICE GUIDE: A Compilation of Issuances on Philippine Civil Service. (n.d.). Retrieved July 12, 2024, from https://www.csguide.org/items/show/695
Dharmayana, I. W., & Herawati, A. A. (2021). Descriptive Evaluative Study on the Im-plementation of Online Learning During the COVID-19 Pandemic in the Courses of Guidance and Counseling Profession. 495–501. https://doi.org/10.2991/assehr.k.210227.085
Diamantidis, A., & Chatzoglou, P. (2018). Fac-tors affecting employee performance: An empirical approach. International Journal of Productivity and Performance Man-agement, 68. https://doi.org/10.1108/IJPPM-01-2018-0012
Egcas, R. A., & Lacuesta, M. P. (2018). PRIME-HRM Implementation in Select Schools Divisions in One Province in the Philip-pines. 6(4).
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON ORGANI-ZATIONAL PERFORMANCE.
Enad, F., & Pabalan, A. P. (2023). Employment Management in the Public Schools: A Proposed Recruitment, Selection, and Placement System (SSRN Scholarly Paper 4575989). https://papers.ssrn.com/abstract=4575989
Hamza, P. A., Othman, B. J., Gardi, B., Sorguli, S., Aziz, H. M., Ahmed, S. A., Sabir, B. Y., Ismael, N. B., Ali, B. J., & Anwar, G. (2021). Recruitment and Selection: The Relation-ship between Recruitment and Selection with Organizational Performance. Inter-national Journal of Engineering, Business and Management, 5(3), 1–13. https://doi.org/10.22161/ijebm.5.3.1
Hongal, P., & Kinange, U. (2020). A Study on Talent Management and its Impact on Or-ganization Performance—An Empirical Review (SSRN Scholarly Paper 3559991). https://papers.ssrn.com/abstract=3559991
Jilcha Sileyew, K. (2020). Research Design and Methodology. In E. Abu-Taieh, A. El Mouatasim, & I. H. Al Hadid (Eds.), Cyber-space. IntechOpen. https://doi.org/10.5772/intechopen.85731
Manzoor, F., Wei, L., & Asif, M. (2021). Intrin-sic Rewards and Employee’s Perfor-mance With the Mediating Mechanism of Employee’s Motivation. Frontiers in Psy-chology, 12. https://doi.org/10.3389/fpsyg.2021.563070
Nawi, F., A.Tambi, A., Samat, M., & Mustapha, W. (2020). A REVIEW ON THE INTERNAL CONSISTENCY OF A SCALE: THE EMPIR-ICAL EXAMPLE OF THE INFLUENCE OF HUMAN CAPITAL INVESTMENT ON MALCOM BALDRIDGE QUALITY PRINCI-PLES IN TVET INSTITUTIONS. Asian People Journal (APJ), 3, 19–29. https://doi.org/10.37231/apj.2020.3.1.121
Paraiso, P. L., & Tenorio, C. (2024). PERFOR-MANCE MANAGEMENT (PM) THROUGH PRIME-HRM: A CASE STUDY OF THE PROVINCE OF BUKIDNON. Indonesian Journal of Social Sciences, Policy and Pol-itics, 2(2), Article 2. https://doi.org/10.69745/ijsspp.v2i2.88
Pusvitasari, R. (2021). HUMAN RESOURCES MANAGEMENT IN IMPROVING THE QUALITY OF EDUCATION. AL-TANZIM: Jurnal Manajemen Pendidikan Islam, 5(2), 125–135. https://doi.org/10.33650/al-tanzim.v5i2.2549
Sujati, H., Sajidan, M., Akhyar, M., & Gunarhadi, G. (2020). Testing the Construct Validity and Reliability of Curiosity Scale Using Confirmatory Factor Analysis. Journal of Educational and Social Research, 10, 229. https://doi.org/10.36941/jesr-2020-0080
Taherdoost, H. (2019). What Is the Best Re-sponse Scale for Survey and Question-naire Design; Review of Different Lengths of Rating Scale / Attitude Scale / Likert Scale.
Thebe, T. P., & Van der Waldt, G. (2014). A re-cruitment and selection process model. Administratio Publica, 22(3), 6-29.
Vajan R, B., Alagarsamy, D., Karuppasamy, A., & Elumalayan, S. (2021). Impact of Re-cruitment And Selection Process on Or-ganizational Performance. International Journal of Psychosocial Rehabilitation, 24, 1391.
Valencia-Inarda, A. (2020). Exploring Prime-Human Resource Management and Or-ganizational Commitment: A Perspective. PalArch’s Journal of Archaeology of Egypt / Egyptology, 17(2), Article 2.
Zhang, Y., Khan, U., Lee, S., & Salik, M. (2019). The Influence of Management Innovation and Technological Innovation on Organi-zation Performance. A Mediating Role of Sustainability. Sustainability, 11, 495. https://doi.org/10.3390/su11020495