The document outlines a study on the relationship between consistent human resource management (HRM) policies and practices, and organizational commitment. It presents the objective, statement of problems, literature review, methodology, and results/discussion sections of the study. The methodology section indicates the study used a descriptive research design, normative survey method, and purposive sampling to collect data from managers, supervisors, and rank-and-file employees at selected hotels. The results section provides profiles of the respondents and findings that HRM practices on promotion and training were effectively implemented, while policies on compensation, benefits, and facility maintenance were inconsistently implemented.

1. BY: Dr. Joel M. Balason

2. Outline
 Objective
 Statement of the Problem
 Review of Related Literature
 Methodology
 Results & discussion
 Conclusion
 Recommendation

3. Objective:
 To establish the relationship between a number of
consistent human resource management policies and
practices (promotion, training &
development, compensation and other benefits, and
conservation and maintenance of physical
plan, equipment & facilities) and aspects of
organizational commitment.

4. Statement of the Problem
1. What is the profile of the respondents in terms of:
1.1. Gender
1.2. Civil Status
1.3. Educational Attainment
1.4. Work experience
1.5. Honors & Awards receive
2. To what extent is the implementation of HRM
Policies & Practices as assessed by the respondents
group of Selected Hotels

5. 3. Is there a significant difference in the assessments of the
respondent group of the extent of implementation of the
HRM policies and practices in selected hotels when
grouped according to profile variable.
4. What is the degree of Organizational commitment of the
respondent group in terms of:
4.1. Commitment to the job
4.2 Commitment to the company
5. Is there a significant relationship between the assessment
of the respondent group of the extent of implementation of
the HRM Policies and Practices and the degree of their
organizational commitment.
6. What are the problems encountered by the respondent
group in the implementation of HRM Policies and
practices in selected hotels.

6. Literature Review
 Relationship of HRM practices with organizational
effectiveness that influences employee
commitment, which then lead to organizational
effectiveness. (Rao,1990;Yeung & Berman 1997)
 There is a positive relationship between HRM
practices and organizational commitment. Wright &
Nishii (2006) Different job level; Paul & Anatharaman
(2004) Software professionals; Wright, Gardner, &
Moynihan (2003) 50 Business Units.
 Shehzad et al, 2008; Teseema & Soeters, 2006
Discussed HR practices.

7. Methodology
 Descriptive research
 Normative survey method
 Purposive sampling
 One way ANOVA and t-test for independent sample
 Pearson Product Moment of correlation
 (5 )Managers, (20) Supervisors & (50) Rank & Files

8. Results
Manager Supervisor Rank & file
Gender Mostly male Mostly male Majority male
Civil Status Mature & married Mature & married Young & single
Educ. Post graduate Post Graduate Bachelor’s Degree
attainment
Honors Received Numerous Numerous Some

9. Respondents Profile & HRM Policies &
Practices
Manager Supervisor Rank & File
Promotion
Training &
Development
Compensation &
maintenance

10. 2 . Extent in the implementation of HRM
Policies & Practices of Selected Hotels
 HRM practices on promotion and training are
effectively implemented however policies on
compensation and other benefits and on conservation
and maintenance were not consistently implemented