HUMAN RESOURCE MANAGEMENT FACTORS AFFECTING EMPLOYEE WORK PERFORMANCE AT UNITED TECHNOLOGY DEVELOPMENT CO., LTD. AND ITS AFFILIATED COMPANIES

Abstract

This research aimed to 1) study human resource management factors, 2) study employees’ work performance, 3) compare employees’ work performance classified by personal information, and 4) analyze the human resource management factors affecting the work performance of employees at United Technology Development Co., Ltd. and its affiliated companies. This study was a quantitative survey research using a questionnaire as the instrument for data collection from a population of 200 employees. The sample size was determined by Yamane’s formula at the 95 percent confidence level, resulting in 133 respondents, while data were collected from 140 respondents to ensure coverage of all departments in the organization. Data were analyzed using frequency, percentage, mean, standard deviation, t-test, one-way analysis of variance, and multiple regression analysis. The findings revealed that overall human resource management factors and employees’ work performance were at a high level. Training and development had the highest mean score, whereas compensation had the lowest. The comparative analysis based on personal information showed that age significantly affected employees’ work performance, while gender, education level, marital status, length of service, department, and job position showed no significant differences. The multiple regression analysis further indicated that training and development was the only factor that significantly affected employees’ work performance, whereas manpower planning, recruitment and selection, compensation, and performance appraisal had no statistically significant effect. These findings suggest that the organization should place importance on training and development in order to enhance employees’ potential and improve organizational work performance