TRAINING NEEDS OF GORDON COLLEGE: BASIS FOR CAREER

DEVELOPMENT

CHARISA S. PROVIDO
MA in Business Management

Dr. Roger L. Nuqui

Professor

A Study
Submitted to the Institute of Graduate Studies
in Partial Fulfillment of the Requirements of the Degree
MA in Business Management
Gordon College, Olongapo City
July 2016

Introduction
Employee development and career development are key contributors to a

company’s competitive advantage by helping employees understand their strengths,

weaknesses, and interests and by showing them how new jobs, expanded job

responsibilities, and career paths are available to them to meet their personal growth

needs.

Rapid change requires a skilled, knowledgeable workforce with employees who

are adaptive, flexible, and focused on the future. One of the key responsibility of a

manager is to develop his staff.

“ Encourage growth and career development of employees by coaching, and by

helping employees achieve their personal goals by providing adequate training is a ways

of encouragement of staff development and opportunities growth” - Philosophy of

Human Resources Management

 Employee development is almost universally recognized as a strategic tool for an

organization’s continuing growth, productivity and ability to retain valuable employees.

Aligning the employee’s career goals with strategic goals of the organization not only

helps the organization achieve its goals but also engages staff. Though the business

rewards can be huge, career development does not fall solely on the employer; the

employee’s participation is required as well. Creating a career development path for

employees allows managers to address gaps in training. If addressed properly, it can lead

to knowledge gained in an employee’s current position, promotions and transfers to new

positions. Employees usually feel more engaged when they know that the employer is

concerned about both the organization’s bottom line and about the well-being of its

employees by providing an avenue to reach individual career goals while fulfilling the

company’s mission.

Career development has direct impact on the entire organization by improving

morale, career satisfaction, motivation, productivity and responsiveness in meeting

departmental and organizational objectives. A career development path provides

employees with an ongoing mechanism to enhance their skills and knowledge, which

leads to mastering their jobs and added professional development. The ultimate result will

better

The researcher is a staff of Gordon College under the Personnel Office Unit. She

has a strong belief that every employees has the right to improve their career path, and as

a personnel of the Human Resource Unit she has to be sensitive of what employees of

Gordon College needs for their career development. The researcher also wants to identify

the appropriate trainings for the employees.

Conceptual Framework

Republic Act. No. 2260, Article IV, Sec. 25. Career and Employee

Development. The development and maintenance of a high level of employee

performance is a primary concern of the Government. It shall be the policy of the

government that a continuing program of employee training, supervisory career and

executive development be established under the leadership of Civil Service

Commission for all government personnel at all levels. Since Gordon College is a

local college under the Local Government Unit, the Personnel Office Unit of Gordon

College has a responsibility to conduct a study to identify the proper trainings for

the employees for their career development.

The Department of Labor and Employment or DOLE also stated that trainings

and seminars are the key for employee’s career development in all level.

The Philosophy of Human Resources Management which is to “Encourage

growth and career development of employees by coaching, and by helping employees

achieve their personal goals by providing adequate training is a way of encouragement of

staff development and opportunities growth” is also one of the basis of the research to

pursue her study for career development of personnel of Gordon College.

 INPUT PROCESS OUTPUT

1. Profile of
Respondents 1. Identifying
training needs
base on their Personnel Career
 Age profile and level Development
 Sex of learning
 Civil Status
 Educational 2. Conducting Civil
Attainment Service reviews
 Years of Service
 Illegibility
 Employment
Status
2. Level of
2 Learning in
terms of their:
 Knowledge
 Skills
 Attitude/Values

Figure. 1. Conceptual Framework showing Input, Process and Output of personnel

Career Development

Fig. 1. Shows that profile, knowledge, skills and attitude/values of the

respondent would be the basis in identifying the trainings needs of personnel as
path for their career development.

Statement of the Problem

This research aims to identify the training needs of personnel of Gordon College

as basis for career development for the year 2016.

1. What is the profile of the participants in terms of the following:

1.1 age;

1.2 sex;

1.3 Civil Status;

 1.4 Educational Attainment;

1.5 Years of Service;

1.6 Illegibility and

1.7 Employment Status

2. How may the educational attainment affect the training needs of personnel in terms of:

2.1 Knowledge;

2.2 Skills and

2.3 Attitudes/Values?

3. Is there a significant relationship between the profile of the participants and trainings in

terms of career development?

4. What is the implication of the results of the study to the career development of personnel?

Null Hypotheses

The null hypotheses of the study were:

1. There is no significant relationship between the profile of the participants and

trainings in terms of career development.

Scope and Delimitation of the Study

The study confines in the trainings and career development of the personnel of

Gordon College. The study covers the administrative staff and personnel of Human

Resource Unit of Gordon College.

This study was also limited in conducting trainings for the personnel of Gordon

College which will identify through their knowledge, skills, and attitudes. Conducting
trainings needs to allocate a budget but this study limit only in identifying and conducting

trainings, the Finance Office Unit will be take charge in allocating the budget for the

trainings.

Significance of the Study

Training is a key tool to help employees’ performance in their current job.

Identifying the appropriate trainings would help to provide the institution and employees

to be effective with their task. This study was designed to assess the needs of employees

in Gordon College. It was very significant to identify the training needs in order to help

the employees in their career development.

The outcome of the findings in this study may benefits the following:

School Administrators. The results of this study would be an indication for the

administrators to support and pursue the identified trainings that would be possible to

conduct by the Personnel Office Unit for career development of the personnel of Gordon

College.

The Personnel Office Unit. They will benefit from the result of study by

identifying the appropriate trainings needs for the personnel. As a Human Resource

Office Unit, one of their responsibility is to identify and develop the knowledge, skills

and attitudes of every employees.

The employees. They may also benefit from the results of study in identifying

the trainings needs for them in improving their knowledge, skills as well as the attitudes

or values. Identifying the trainings suitable for the personnel can lead for career

development.
Research Design

This study is a quantitative research- descriptive design. The researcher used

the descriptive correlational method. This method includes giving surveys,

questionnaires, and conducting interviews. This was used to identify the training

needs of personnel of Gordon College for their career development.

Locale of the Study (Brief history and Map)

Gordon College was formerly at the building of the old hospital known as a

General Hospital of Olongapo City. It was started at year 1999 known as Olongapo City

College. June 2016, formally transfer to Tapinac Oval Track in a new building. The study

was conducted at Personnel Office Unit at 3rd floor Left Wing of the new building of

Gordon College.

Sampling Design

Table 1 shows the distribution of Gordon College personnel according to their

educational attainment. Forty (40) or 16.2 % were selected from Doctorate Degree while

there were thirty-n

ine (39) or 15.8% pupils were chosen from Master Degree.

Table 1
Frequency and Percentage Distribution of the Respondents Grouped
According to Educational Attainment

Frequency Percentage
Doctorate Degree 40 16.2
Master’s Degree 39 15.8
Baccalaureate Degree 42 17.0
College Level 44 17.8
High School Graduate 38 15.4
 High School Level 44 17.8
Total 247 100.0

Forty-two (42) or 17.0 were from Baccalaureate Degree while forty-four (44) or 17.8%

were from College Level. There were thirty-eight (38) or 15.4% employees from High

School Graduate and forty-four (44) or 17.8% respondents from High School Level.

The total of employees was 247 or 100%.

The researcher adopted systematic random sampling in determining the

sample size of this study. Systematic random sampling is choosing the 8th employee

in their educational attainment as the sample. It entails using a list of the population

and deciding how the nth name is chosen. For example, the population of employees

in one institution is listed alphabetically and numbered consecutively. From the list,

the sample to be taken is the name that falls every nth in the list until the desired

number of sample is completed. So with a population of 512 and 247 as the desired

sample which was 48.24 % of the total population, the individual sample may be the

name that falls in every count of two or all those that are in the odd number or the

even number.

Research Instruments

The study used a researcher-made questioner that was used to identify the training

needs of the personnel. The questioner was answered by the personnel of Gordon

College. After the questioners were gathered the researcher tally the answers of the

respondents.

The questioner is compose of four parts. The first part is the profile of the

respondent. The second part is the question base on level of knowledge of respondent.
The third is the level of skills of the respondent. The fourth is the attitude or the values of

the respondent.

Validation of the Questionnaire

The researcher will formulate her own questionnaire. To check the validity and

reliability of the questioner, the three expert panel will review it.

Data Gathering Procedure

The researcher submitted the letter of permission to the College President to

distribute the questioners to be answered by the personnel of Gordon College. After it

was approved, it is properly distributed to all personnel. The respondents were only given

one whole day to answer the questions. After the day it was distributed the researcher

collect all the questioners. The researcher will tally the given answer to be able to identify

the answer of the respondent and also identify the training needs for their career

development.

Statistical Treatment of Data

The data which were gathered, to be interpret properly the researcher used

statistical treatment in her study. SPSS is the software used to compute and interpret the

data gathered from the questioner. The following were the statistical techniques

employed to answer the specifics questions raised in the study.

Pearson R. To determine the significant relationship of the profile, knowledge,

skills, and attitude/values to the training to be conduct for the employees.

References
Appendices

Glossary of Terms

Attitude – a feeling or way of thinking that affects a person’s behavior

Career Development – is the lifelong process of managing learning, work,

leisure, and transitions in order to move toward a personally determined and

evolving preferred future

Knowledge – information, understanding, or skill that you get from experience or

education

Personnel – the people who work for a particular company or organization

Skills – the ability to do something that comes from training, experience, or

practice

Training – A planes effort to facilitate the learning of job-related knowledge,

skills, and behavior by employees.

Appendix B

The Instrument
Questionnaire

THE TRAINING NEEDS FOR EMPLOYEE FOR THEIR CAREER DEVELOPMENT

DIRECTION: Read and analyze carefully the following statements then give the most
appropriate answer.

Part I
A.

1. Age ______
2. Sex ( ) Female ( ) male

3. Civil Status ( ) Single ( ) Married

( ) Widowed ( ) Complicated

4. Educational Attainment
( ) Doctorate Degree
( ) Master Degree
( ) Baccalaureate Degree
( ) College Level
( ) High School Graduate
( ) High School Level

5. Years of Service
( ) 20 – 16 years
( ) 15 – 11 years
( ) 10 – 6 years
( ) 5 – 1 year

6. Illegibility
( ) CPA
( ) LET Passer
( ) Civil Service Professional
( ) Civil Service Sub- professional
( ) TESDA NC II

7. Employment Status
( ) Permanent
( ) Temporary
( ) Casual
( ) Contract of Service
( ) Part-time
( ) Job Order

Part II
Part III
Part IV
 Appendix C

Determining the Sample Size