The Level of Implementation of Employee Relations Practices in Selected Medium-Sized Hotels in Laoag City

AUTHOR(S)

Imee L. Cabugon & Glory A. Domingo

ABSTRACT

“People, or human resources, are the most valuable assets of any organization; they provide the services that allow it to function.” This statement alone can demonstrate that human resources are an essential component of any organization. As a result, it stands to reason that they must be properly managed in order to be productive and loyal to the organization. The study aimed to determine the level of implementation of employee relations practices in selected medium-sized hotels in Laoag City.
The descriptive-survey method was used in this study to determine the demographic profile of the HR staff and hotel employees, as well as the level of implementation of employee relations practices as perceived by both the employees and the HR staff. Data were collected from 132 people, including 124 employees and eight (8) HR personnel from medium-sized hotels in Ilocos Norte. For the demographic profile, data were presented in frequency and percentage tables, while weighted means were used to determine the level of employee relations implementation. The following conclusions were drawn based on the findings: the participants are young adults, predominantly male, single, earning less than Php10,000.00 per month, and have been working for 3-6 years, with the majority assigned to the housekeeping department. Similarly, the hospitality industry has been around for 6–9 years and is rated 3 stars. Moreover, both hotel employees and HR Staff rated the level of implementation of employee relations practices of the employeeparticipants as “highly implemented” in terms of the relationship between employees and management, employee induction and orientation, employee feedback, employee performance appraisal, and conflict resolution. However, the HR personnel’s response to the statement “The result of employee performance appraisal was used as a basis to determine salary scale” was “Moderately Implemented,” which should not be ignored as one of the foci in the creation of strategies to level up employee relations practices. Furthermore, it was discovered that there was a statistically significant difference between the relation practices of employees and HR personnel in terms of the relationship between the employees and the management and employee induction and orientation based on five factors. While there was no statistically significant difference in employee feedback, employee performance appraisal, or conflict resolution practices between employees and HR personnel,
Based on the findings and conclusions reached, it is strongly advised that the HR Department and top management implement strategies to improve the employee relations practices of mediumsized hotels in Ilocos Norte.