scholarly journals INTEGRATION OF THE ORGANIZATIONAL CULTURE AND HR PRACTICES OF THE SVD EDUCATIONAL INSTITUTIONS IN THE PHILIPPINES TOWARDS A MODEL OF INSTITUTIONALIZED HR POLICY: A LITERATURE REVIEW

2020 ◽  
Vol 5 (37) ◽  
pp. 379-385
Author(s):  
Renato A. Tampol ◽  
Hector M. Aguiling
Keyword(s):  
Organizational Culture ◽  
Literature Review ◽  
Human Resource ◽  
The Philippines ◽  
Educational Institutions ◽  
Organizational Studies ◽  
Hr Practices

Human Resource (HR) policy is not a one-size-fits-all approach. Underpinnings and reasons for the development of HR policy may be parallel for most organizations, regardless of type and nature, but pertinent factors considered for such development may vary. The most common yet influential amongst the factors is the culture of the organization. Organizational culture is one of the most researched topics in organizational studies. It had been used as a construct in various settings, even in the education landscape. Previous studies show that organizational culture impacts the HR practices and policies of organizations. However, the literature is silent on its application in Catholic educational institutions’ HR practices and policies in the Philippines. This study used literature review as its method to integrate organizational culture and HR practices toward institutionalizing their HR policies. Society of Divine Word (SVD) educational institutions within the Philippines A standard HR Policy is aimed to be used across all SVD schools in the Philippines.

scholarly journals INDICATORS OF EVANGELIZATION AS AN ORGANIZATIONAL CULTURE OF SVD EDUCATIONAL INSTITUTIONS: INTEGRATION TO ITS HR PRACTICES

2021 ◽  
Vol 6 (40) ◽  
pp. 01-13
Author(s):  
Renato A. Tampol ◽  
Hector M. Aguiling
Keyword(s):  
Organizational Culture ◽  
Performance Appraisal ◽  
The Philippines ◽  
Educational Institutions ◽  
Employee Relations ◽  
Descriptive Research ◽  
Hr Practices ◽  
Cultural Ideals ◽  
The Subject ◽  
Fluid Characteristics

This concept of organizational culture had been the subject of numerous researches across all industries including schools; Catholic educational institutions are not exempted. The primary aim of this research is to evaluate the integration of evangelization as an organizational culture to the human resource practices of SVD educational institutions. One of the major drivers of organization success is culture and because of this, aligning strategies and decision-making with cultural ideals are indispensable. Due to these fluid characteristics of culture, organizations are induced to relentlessly reassess their values and norms in order to recalibrate their practices whenever a new organizational culture emerged due to the rapidly changing environment. In this manner, the organization can easily adapt, including its organizational culture and HR practices to reduce any unwanted effects to the operations of the organization. This study used descriptive research to analyze the data gathered from 405 respondents from 11 SVD educational institutions across the Philippines. The results show that evangelization as an organizational culture of SVD educational institutions is integrated into its HR practices namely: hiring, training & development, compensation & benefits, employee relations, performance appraisal, work-life balance, and health & safety.

scholarly journals SVD educational institutions’ organizational culture and its integration to the human resources practices

2021 ◽  
Vol 10 (3) ◽  
pp. 231-240
Author(s):  
Renato Tampol ◽  
Hector M. Aguiling
Keyword(s):  
Organizational Culture ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resource ◽  
The Philippines ◽  
Educational Institutions ◽  
Academic Institutions ◽  
Validity And Reliability ◽  
Corporate Social

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. 

scholarly journals Educational Institution's Image: A Case Study

Organizacija ◽  
2010 ◽  
Vol 43 (2) ◽  
pp. 58-65 ◽  
Author(s):  
Miha Marič ◽  
Jasmina Pavlin ◽  
Marko Ferjan
Keyword(s):  
Literature Review ◽  
Educational Institutions ◽  
Organizational Studies ◽  
Research Results ◽  
Learning Content ◽  
Factors Influencing ◽  
Two Factors ◽  
Web Questionnaire

Educational Institution's Image: A Case StudyThis article presents our findings about the factors influencing educational institution's image. Based on the literature review we composed a web questionnaire which was send to all current students at University of Maribor's Faculty of Organizational Studies. Based on our research results we found out that eight factors influence educational institution's image which have various amounts of influence on the educational institutions image. The factor with the most influence is the quality of professors and of their lectures and the second most important factor is the learning content. These two factors come before all of the others in the matter of influencing the educational institutions image. Our basic recommendation is to build on these factors starting with the most important ones first.

scholarly journals Gender as a Dimension of Inequality in Accounting Organizations and Developmental HR Strategies

2019 ◽  
Vol 10 (1) ◽  
pp. 1 ◽  
Author(s):  
Faragalla Atena ◽  
Adriana Tiron-Tudor
Keyword(s):  
Literature Review ◽  
Human Resource ◽  
Glass Ceiling ◽  
Systematic Literature Review ◽  
Social Practices ◽  
Career Progression ◽  
Accounting Profession ◽  
Men And Women ◽  
Hr Practices ◽  
Gendered Organizations

Considering the increasing number of women entering the accounting profession, it is timely to explore the inequalities that still exist and consider what policy processes continue to forge inequalities between men and women. Through a systematic literature review (SLR) of accounting and management journals during the period 1994–2017, we assessed the different dynamics that have shaped inequalities between men and women, presenting both the employee and employer perspectives of professional enhancement. The study was framed around conceptualizations of gendered organizations and highlighted how cultural and social practices impact men and women differently. Our study found there are still organization practices that have profound gendered effects. Our study shows that there are contemporary human resource (HR) practices of recruitment, selection, and advancement; perceptions of visibility and invisibility at work; motherhood and childcare responsibilities; and finally, discourses of the glass ceiling that constitute organization and societal barriers that limit women’s career progression. Most importantly we reveal that constraints nowadays are similar to those identified in the 90s. We explored these gendered constructions and suggest relevant HR strategies that can aid women’s advancement.

scholarly journals Debunking the one-size-fits-all approach to human resource management: A review of human resource practices in small and medium-sized enterprise firms

2019 ◽  
Vol 17 ◽  
Author(s):  
Willard Nyamubarwa ◽  
Crispen Chipunza
Keyword(s):  
Literature Review ◽  
Human Resources ◽  
Human Resource ◽  
Best Practice ◽  
Large Firms ◽  
Hr Practices ◽  
Practice Approach ◽  
Managerial Implications ◽  
Value Add ◽  
The One

Orientation: This article argues that the best practice approach (BPA) to HRM fails to capture the peculiarities of HR practices in small and medium-sized enterprises (SMEs). The article instead articulates the view that the different and unique traits inherent in SMEs firms allows the firms to adopt distinct HR practices, which may not cohere with the prescriptive one-size-fits-all view which BPA advocates.Research purpose: The article aims to further the thesis that the long-held BPA approach to HRM does not always apply to SME firms given their unique characteristics which renders HR prescriptions applied in large firms invalid in SME firms.Research approach/design and method: As a theoretical article, a systematic literature review was conducted to draw findings and conclusions.Main findings: The article concludes that the eclectic nature of SME HR practices complicates the extent of generalisability of such practices across organisational settings, thus showing that HR practices that work in SME firms cannot be applied in large firms with equal success.Practical/managerial implications: The findings provide a platform to enhance the understanding surrounding managing human resources in SME firms by revealing the differences between people management in SME firms as compared to their larger counterparts.Contribution/value-add: The article is groundbreaking as it has opened new avenues in the quest to understand the nature and contribution of HRM in SME firms.

scholarly journals Organizational culture and human resource practices of the SVD educational institutions in the Philippines

2021 ◽  
Vol 10 (3) ◽  
pp. 202-212
Author(s):  
Renato Tampol ◽  
Hector M. Aguiling
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Leadership ◽  
The Philippines ◽  
Work Life ◽  
Work Life Balance ◽  
Educational Institutions ◽  
Employee Relations ◽  
Human Resource Practices ◽  
Life Balance

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. 

Mediating Effect of Organizational Commitment Between Islamic Human Resource Practices and Organizational Performance Among Islamic Banks of Bangladesh

2018 ◽  
Vol 15 (2) ◽  
pp. 54-65
Author(s):  
Bablu Kumar Dhar ◽  
Rosnia Masruki ◽  
Mahazan Mutalib ◽  
Hatem Mohammed Rahouma ◽  
Farid A. Sobhani ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Human Resource ◽  
Structural Equation ◽  
Stock Exchange ◽  
Reliability And Validity ◽  
Mediating Effect ◽  
Islamic Banks ◽  
Hr Practices ◽  
The Impact

This paper aims at exploring the impact of Islamic human resource (HR) practices on organizational performance though organizational commitment. Data were collected from randomly selected 170 branch managers of six Islamic Banks listed on Dhaka Stock Exchange of Bangladesh. After collecting data, descriptive analysis and structural equation model were done to examine reliability and validity of the model. By analysis, the study finds that Islamic HR practices have more significant impact on organizational performance though organizational commitment rather than the direct effect of Islamic HR practices to organizational performance. The findings of the study advocate that Islamic banks should emphasize more on Islamic HR practices and organizational commitment to uphold their organizational performance.

The Literature Review as an Exercise in Historical Thinking

2021 ◽  
pp. 153448432110040
Author(s):  
Ion Georgiou
Keyword(s):  
Literature Review ◽  
Human Resource Development ◽  
Human Resource ◽  
Historical Perspective ◽  
Resource Development ◽  
Historical Thinking ◽  
Historical Research

Approaching a body of literature from a historical perspective is widely acknowledged as essential to conducting a literature review. Methodological guidance for approaching a body of literature from a historical perspective depends on familiarity with works historians have written about the practice of historical research. This article provides some direction by drawing from the best-known work of one distinguished historian, a work which, upon careful reading, outlines some fundamental tasks for the historically-inclined reviewer of a body of literature. An evaluation rubric is presented that facilitates a progressive appraisal of the integration of history within a literature review. Ultimately, the article serves to stimulate the processes of thought, interpretation and rationalization when historically engaging with a body of literature. Numerous examples from the literature on human resource development are identified that illustrate the issues discussed in the article.

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