Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
The Impact of the COVID-19 Pandemic on the Work Productivity of
Employees: An Assessment
A Research
presented to the
Faculty of the College of Business Administration
Eulogio “Amang” Rodriguez Institute of Science and Technology
In Partial Fulfillment
of the Requirements for the Degree of Bachelor of Science in
Business Administration
Go, Jheff M.
Orellano Rolando JR.
Platino, Cecille B.
Polenio, Aira C.
Reyes, Jan Rose F.
Salvatierra, James R.
July 2022
CERTIFICATION
i|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
This research entitled “The Impact of the COVID-19 Pandemic
on the Work Productivity of Employees: An Assessment” prepared
and submitted by Go Jheff M, Orellano Rolando JR, Platino
Cecille B, Polenio Aira C, Reyes Jan Rose F, and Salvatierra
James R.in partial fulfillment of the requirements for the
degree of Bachelor of Science in Business Administration has
been examined and recommended for ORAL EXAMINATION.
Charlene Escario
Adviser
____________________________________________________________
APPROVAL SHEET
Approved by the Panel for Oral Defense on _________, 2022 with a
rating of ___________.
Accepted in partial fulfillment of the degree Bachelor of
Science in Business Administration Major in Human Resource
Development Management.
DR. WILLY O. GAPASIN
Dean
College of Business & Public Administration
ii | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
ABSTRACTS
Title
: The Impact of the COVID-19 Pandemic on the Work
Productivity of Employees: An Assessment
Researchers
: Go, Jheff M.
Orellano Rolando JR.
Platino, Cecille B.
Polenio, Aira C.
Reyes, Jan Rose F.
Salvatierra, James R.
Degree
: BACHELOR OF SCIENCE IN BUSINESS ADMINISTRATION
Program
: HUMAN RESOURCE DEV. MANAGEMENT
Year
: 2022
Adviser
: Dr. Charlene Escario
Rationale of the Study
This research will primarily focus on the work productivity
of National Children's Human Resource employees and the impact,
long-term sustainability, and challenges experienced throughout
the pandemic. It will also evaluate how work productivity changes
before and during the pandemic and changes in the work environment,
risk, and safety for Human Resource employees. The data were
iii | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
gathered with the use of a descriptive research approach. This
research selected fifty (50) NCH employees from Human Resource
Administrative Department. These research aims are to assess and
identify the changes in worker productivity before and throughout
the pandemic.
Worker
productivity
is
the
act
of
an
employee
working
effectively and producing high-quality work. The employee's output
determines it over a specific period. The final product must be
usable, marketable, and of high quality. The many metrics for
gauging productivity are numerous. Employee productivity in an
industrial environment is calculated as the work produced per
person-hour. This evaluation considers both effectiveness and
quality.
However,
this
measurement
does
not
account
for
effectiveness.
The organizational management constantly works to ensure the
best possible use of human resources. Management that raises
employee
productivity
ensures
that
the
organization's
output
increases.
When workers are productive, they either complete more work
in less time or work fewer hours daily—these aids in cutting
iv | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
operational expenses. As a result, less labor is needed to produce
the same amount of output, increasing profitability.
Additionally,increased
competitive
advantage
customer
and
more
satisfaction
room
for
provides
expansion.
a
Employee
involvement and morale will rise, which will eventually lessen
employee burnout.
The COVID-19 outbreak has prompted workers in the Philippines
and elsewhere to consider new working practices. Due to the
pandemic, many employees and businesses were forced to abruptly
and unpreparedly transition to remote work.
The Covid19 pandemic has several drawbacks, just like any
organizational
shift.
For
employers
to
effectively
support
employees' productivity and ensure they have a better work-life
balance, adopting this flexible working method has typically been
presented as a planned decision that involves a period of design,
preparation, and adaptation. The COVID-19 pandemic, however, has
significantly
operation
compelled
frequently
without
training for remote work.
v|Page
most
firms
to
embrace
this
offering
workers
the
style
of
essential
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
The pandemic has adversely affected employees' well-being and
productivity
without
advance
notification
of
continuous
organizational changes or the particular working conditions that
existed during the COVID-19 crisis; thus, employees and management
need to develop and address a "new way of working."
Statement of the problem
This study aims to explore the impact of Covid-19 work productivity
among Human Resource employees at National Children's Hospital.
1.
How do researchers assess the demographic profile of the
respondents based on the following?
1.1 age
1.2 gender
1.3 Civil Status
1.4 Years of Service
1.5 Offices / Department
1.6 Income/ Salary
2. How do respondents assess the impact of Covid 19 on the Work Productivity Level as HR employees based on the Gupta theory:
vi | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
2.1 Human Factors
2.2. Technological Factors
3.
How does covid -19 affect the work productivity among HR
employees of National Children's Hospital?
3.1 Constant Change of work schedule
3.2 Employee Wellness
3.3 Work Efficiency
4. How does National Children's Hospital maintain and sustain work
productivity level throughout the pandemic?
4.1 Limit workload
4.2 Right incentives
4.3 Proper coordination
4.4 Proper management
4.5 Safeness
5. Based on the results, what is the proposed intervention scheme?
vii | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Research Design
The study is quantitative because measurable data will best
meet the research aims. Its benefit over a qualitative technique
is that it ensures that every member of the population has a nonzero probability of participating. Furthermore, employing a bigger
sample size, a quantitative method will assist illustrate the
population's overall consensus. The study is non-experimental, and
data was collected through survey questionnaires. The value of
surveys is that they provide actual, measurable data that can be
used to justify the impact of work productivity on NCH during a
pandemic.
Descriptive research, according to McCombes (2019), tries to
objectively
and
methodically
characterize
a
population,
circumstance, or phenomena. It can answer where, what, when, and
how queries, but not why. Unlike experimental research, it does
not control or change any of the variables; instead, it just
analyzes and measures them.
viii | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Research Locale
The National Children’s Hospital in 264 E Rodriguez Sr. Ave,
New Manila, Quezon City, 1113 Metro Manila is the research locale
of
the
study.
NCH
administrative
service
–
Human
Resource
Department is the particular respondent of this research.
In this study, we will select a total of 50 Participants from
the
administrative
service
of
the
Human
Resource
Department;
respondents of this research should have at least one year of work
of service at the NCH and aging from 20 years old to 70 Years old,
regardless of gender, civil status, and salary grade.
Respondents of the study
Fifty (50) employees were chosen as part of the study's sample
from a total population of three hundred and fifty (350) The chosen
respondents are made up of 50 from Human Resource Administrative
Department, the 14.29 % of Quezon City's National Children's
Hospital.
ix | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
In computing we used:
Research Instruments
Because
the
study
is
quantitative,
the
researcher
used
questionnaires to collect data most relevant to the study's goals.
The
researchers
devised
a
closed-ended
questionnaire
for
the
study. The purpose of the survey is to learn about the implications
of Covid-19 on the respondents' work productivity as. In addition,
the researchers display and calculate the data using computer
applications such as Excel. Finally, during survey distribution,
the researchers utilized PowerPoint presentations that included
photographs and brief explanations of the facilities and work
environment. This was done to aid respondents in recalling the
effect of Covid-19 on their job productivity.
x|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
The objective of the questionnaire is stated in the cover
letter of the research Respondents were promised privacy and
anonymity. In order to ensure accurate replies, confidentiality is
required.
Below
are
the
research
Instruments
used
in
data
gathering
procedure:
PART 1
It will be designed to collect information on the respondents'
demographic profiles, such as their age, gender, civil status,
educational attainment, and years of work.
Part 2
It will be developed to identify the impact of the pandemic on
work productivity and the changes that workers feel in terms of
working environment, safety and risk, changes in work schedule,
and employee wellbeing.
Part 3
It will determine the work productivity changes and impact on
during a pandemic.
xi | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
The
researchers
had
gathered
information
via
firsthand
observation to enhance and complement the information and data
obtained
through
a
survey
questionnaire.
This
form
of
data
collection is a systematic method that may be used to validate the
information and find out what is required by the research in terms
of analysis, interpretation, and, in the end, when generating
findings and making suggestions.
xii | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Statistical Treatment of Data
In this study, the following tools and procedures were used:
1. Frequency Count and Percentage. These two descriptive indicators
are were utilized to illustrate the respondents' profile in
terms of age, gender, and civil status are all factors to
consider.
The
percentage
formula
Represents:
P = percent
F = frequency of a category
N = total number of cases
xiii | P a g e
was
computed
using
the
following
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
2. Weighted Mean. This was used to establish the respondents'
average estimate of the following variables: Impact of pandemic
on employees work productivity.
The mean was calculated by using the following formula:
xiv | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
3. Likert Scale. The data was evaluated using the Five (5) Likert
Scale Method as the criterion that served as the foundation for
the interpretation.
The concept of the boundary of the numerals will be use as Follow:
I.
ASSESSING THE WORK IMPACT
SCALE
RANGE
VERBAL INTERPRETATION
5
4.2-5.00
HIGH IMPACT (HI)
4
3.4-4.2
MODERATE IMPACT (MI)
3
2.6-3.4
IMPACT (I)
2
1.8-2.6
LOW IMPACT (LI)
1
1.00 – 1.8
NO IMPACT AT ALL (NI)
II FREQUENCY
xv | P a g e
SCALE
RANGE
VERBAL INTERPRETATION
5
4.2-5.00
HIGH IMPACT (HI)
4
3.4-4.2
MODERATE IMPACT (MI)
3
2.6-3.4
IMPACT (I)
2
1.8-2.6
LOW IMPACT (LI)
1
1.00 – 1.8
NO IMPACT AT ALL (NI)
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
III QUALITY
SCALE
RANGE
VERBAL INTERPRETATION
5
4.2-5.00
HIGH IMPACT (HI)
4
3.4-4.2
MODERATE IMPACT (MI)
3
2.6-3.4
IMPACT (I)
2
1.8-2.6
LOW IMPACT (LI)
1
1.00 – 1.8
NO IMPACT AT ALL (NI)
Summary
The following are the major findings of the study:
1. Demographic Profile of the Respondents
1.1
The demographic profile of National Children's Hospital
Human
Resource
employees
has
a
weighted
mean
of
100
percent, which is equivalent to 50 respondents.
1.2
The most gathered respondents are females.
1.3
Most respondents aged 20-30 years old.
1.4
The most eminent civil status of the respondents is single.
xvi | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
1.5
In terms of their years of service, most of the National
Children's Hospital respondents have 10 years and above of
service.
1.6
While in terms of their salary range, most respondents have
a 20,000-29,999 below.
2. Respondents’ assessment of the impact of Covid 19 on the Work –
Productivity Level as NCH Human Resource employees based on
Gupta’s theory.
2.1
Human Factor
The respondent assessed the impact on Covid19 based on human
factors as having a “high impact” with the average weighted mean
of 4.35 on which organizational transition has a significant impact
to employee productivity.
2.2 Technological Factor
On the other hand, the respondents assess the impact of Covid19 on Technological factors as having a “moderate impact” with an
average
weighted
mean
of
4.01
on
which
technology
improved
employees' interpersonal skills manageable.
3. Respondents’ assessment on how the covid-19 affect the work
productivity among HR employees of National Children’s Hospital.
xvii | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
3.1
Constant Change of Work Schedule
Respondents
assess
how
the
covid-19
affects
the
work
productivity among HR employees of National Children’s Hospital
and indicate employees' overall work performance was affected
due to the constant change of work schedule during the pandemic
as a “moderate impact” with an average weighted mean of “3.79”.
3.2 Employee Wellness
Respondents
assess
that
the
covid-19
affects
the
work
productivity among HR employees of National Children’s Hospital
based on employee wellness with an average weighted mean of
“3.88” which is interpreted as “moderate impact”, as an employee
was able to make changes in how they work to improve their own
wellbeing.
3.3 Work Efficiency
Respondents
assess
that
the
covid-19
affects
the
work
productivity among HR employees of National Children’s Hospital
based on work efficiency as having an average weighted mean of
“3.9” interpreted as “moderate impact”, as NCH employees are
encouraged to come up with new and better strategies of doing
the work successfully.
xviii | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4. Respondents’ assessment on how the National Children’s Hospital
maintains and sustain work productivity throughout the pandemic.
4.1 Limit Workload
Respondents’
assessment
of
how
the
National
Children’s
Hospital maintains and sustains work productivity throughout the
pandemic by its limit of workload as having an average weighted
mean of “3.95” as interpreted “moderate impact” which indicates
that employees are aware of the policies related to overtime and
alternate work arrangements.
4.2 Right Incentives
Respondents’
assessment
of
how
the
National
Children’s
Hospital maintains and sustains work productivity throughout the
pandemic based on the right incentives as having an average
weighted mean of “4.38” interpreted as “high impact” which shows
that the Management has timely followed up on questions for
Benefits such as Special Risk allowance, 13th-month pay and hazard
pay, as well as employee relations issues.
xix | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.3 Proper Coordination
Respondents' assessment of how the National Children’s Hospital
maintains and sustains work productivity throughout the pandemic
based on proper coordination as having an average of “3.98”
interpreted as “moderate impact” which shows that despite the fact
that the pandemic has emerged, HR department works effectively
together to achieve the objectives of the organizations.
4.4 Proper Management
Respondents' assessment of how the National Children’s Hospital
maintains and sustains work productivity throughout the pandemic
based on proper management as having an average weighted mean of
“3.94”
interpreted
as
“moderate
impact”
which
indicates
that
management considered telecommunication (working remotely) as an
option during this pandemic, in order to adapt to the new normal
and to keep vital services running.
4.5 Safeness
Respondents' assessment of how the National Children’s Hospital
maintains and sustains work productivity throughout the pandemic
based on the safeness as having an average of “4.08” as interpreted
as “moderate impact” which indicates that management ensures that
xx | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
health protocols are strictly followed with physical distancing
and that everyone has masks, cleaning, disinfecting, and personal
protective equipment (PPE).
xxi | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Acknowledgement
First and foremost, we praise God, the Almighty, for His
numerous blessings that enabled us to complete the research.
We want to convey our profound gratitude to Prof. Charlene
Escario,
Professor
Administration
at
in
the
the
College
Eulogio
of
"Amang"
Business
Rodriguez
and
Public
Institute
of
Science and Technology, Manila Campus, for allowing us the chance
to conduct this research and for her essential advice. Working and
studying for her was an absolute honor and privilege. We are
incredibly appreciative of what she gave to us. We want to express
our sincere gratitude for her tolerance during our conversation
with her about our study and thesis preparation.
We appreciate our family, friends, and colleagues' love,
prayers, concern, and sacrifice in helping us receive education
and prepare for the future.
J.M.G.
R.O.JR.
C.B.P.
A.C.P.
J.R.R.
J.S.
xxii | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Dedication
This research is dedicated to our beloved parents, who had
always provided moral, spiritual, emotional, and financial support
when we were on the edge of giving up, and who continue to do so.
Also, we would like to thank our family, friends, and classmates
who motivated us to finish our studies.
Finally, we give thanks to the almighty God for his direction,
strength,
mental
power,
protection,
and
abilities
and
for
providing us with a healthy existence.
J.M.G.
R.O.JR.
C.B.P.
A.C.P.
J.R.R.
J.S.
xxiii | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
TABLE OF CONTENTS
The Preliminaries
Title page . . . . . . .
Page
. .
. . . . . . . . . . . . i
Certification and Approval Sheet . . . . . . . . . . . ii
Abstract . . . . . . . . . . . . . . . . . . . . . . . iii
Acknowledgement. . . . . . .
Dedication . . . . . . .
. .
. .
Table of Contents. . . . . . .
. . . . . . . . . . xxi
. . . . . . . . . . . . xxii
. .
List of Table/ Figures . . . . . . .
. . . . . . . . . xxiii
. .
. . . . . . xiv
CHAPTER
I.
The Problem and Its Background
Introduction. . . . . . .
Theoretical Framework. .
. .
. . . . . . . . . . . 1
. . . . . . . . . . . . . . 6
Conceptual Framework. . . . . . . . . . . . . . . . . 8
Statement of the Problem. . . . . . . . . . . . . . . 10
Hypothesis. . . . . . . . . . . . . . . . . . . . . . 12
Scope and Delimitation of the Study . . . . . . . . . 12
Significance of the Study . . . . . . . . . . . . . . 13
Definition of Terms . . . . . . . . . . . . . . . . . 15
II.
Review of Related Literature and Studies
Local Literature. . . . . . .
. .
. . . . . . . . . 20
Foreign Literature. . . . . . . . . . . . . . . . . . 23
Local Studies . . . . . . . . . . . . . . . . . . . . 25
Foreign Studies . . . . . . . . . . . . . . . . . . . 27
xxiv | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Synthesis of Literature and Studies . . . . . . . . . 30
III. Methodology
Research Design . . . . . . .
. .
. . . . . . . . . 33
Population and Sampling . . . . . . . . . . . . . . . 34
Respondents of the Study
. . . . . . . . . . . . . . 35
Research Instrument . . . . . . . . . . . . . . . . . 36
Data Gathering Procedures . . . . . . . . . . . . . . 38
Statistical Treatment of Data . . . . . . . . . . . . 39
IV.
Presentation, Analysis, Interpretation of Data. .44
V.
Summary, Conclusion, and Recommendation
Summary . . . . . . . . . . . . . . . . . . . . . . . 73
Conclusion
. . . . . . . . . . . . . . . . . . . . . 81
Recommendation
BIBLIOGRAPHY
. . . . . . . . . . . . . . . . . . . 85
. . . . . . . . . . . . . . . . . . . . 94
APPENDICES
Letter of Permission
. . . . . . . . . . . . . . . . 106
Survey Questionnaire
. . . . . . . . . . . . . . . . 107
CURRICULUM VITAE
xxv | P a g e
. . . . . . . . . . . . . . . . . . 111
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
LIST OF TABLES
Research Paradigm . . . . . . . . . . . . . . . . . . .
TABLE 1. . . . . . . . .. . . . . . . . . . . . . . . . . . 44
TABLE 2 . . . . . . .
. .
. . . . . . . . . . . . . . . . 45
TABLE 3 . . . . . . . . . . . . . .. . . . . . . . . . .. . 46
TABLE 4. . . . . . . . . . . . . . . . . . . . . . . . .
. 47
TABLE 5 . . . . . . . . . . . . . .
. . . . . . . . .. . . 48
TABLE 6 . . . . . . . . . . . . . .
. . . . . . . . . . . .49
TABLE 7 . . . . . . . . . . . .
xxvi | P a g e
. . . . . . . . . . . . .. 50
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
CHAPTER 1
The Problem and Its Background
INTRODUCTION
Work productivity mainly refers to how much work is completed
in a work setting over a specific period. Productivity should, in
principle, be maximized when an organization is fully operational
and operating at total capacity. In the covid 19 pandemic, many
workers have lost track due to illness caused by the virus that
spread and affects the Philippines and the whole world. Due to
lockdowns, increased number of people testing positive, work set
up and work schedule is being adjusted and changed.
Many
hospitals
in
the
Philippines,
especially
National
Children's Hospital, have many employees struggling with their
work during the pandemic. Some employees affect work productivity
by
having
a
slow
internet
connection,
making
their
work
inefficient. Some are complaining about the benefits that the
government is giving to them. Some employees resigned to avoid the
virus; they also implemented different kinds of working set-ups
such as work-at-home and skeletal workforce, but still, it is not
enough to address the problem. Over a year into the pandemic,
Hospitals remain at risk of being overwhelmed, following a sharp
1|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
surge in hospitalizations and new cases. We know how medical
professionals put forth an extraordinary effort in this situation
and are treated differently due to their actions. However, everyone
is unaware of how a, particularly the Human Resource Department,
adapts to this unexpected era. Moreover, the lack of clear,
existing protocols did not allow employees to work as efficiently
and
satisfactorily
as
desired.
Every
business
and
employment
function are bound to face difficulties.
HR's challenges exemplify this, making for one of the most
demanding
organizational
professions.
It
is,
nonetheless,
necessary since it gives us the incentive to gain more and improve
our skills. Every day, HR employees encounter new challenges that
help
them
policies,
grow
as
employee
professionals.
grievances,
These
and
new
can
include
business
employees.
However,
specific HR issues stand out among these countless problems more
than others, especially when a pandemic strikes.
This study explores the impact of Covid-19 work productivity
among Human Resource employees in National Children's Hospital.
The study will also find out how the productivity Level of HR
employees is based on Human Factors, Ability to work, Willingness
to Work, and Technological Factors. This study will conduct among
a large sample of Human Resource Employees in National Children's
2|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Hospital
and
will
focus
on
problematic
real-world
situations
experienced by them and their management during the pandemic's
first wave to present. It highlighted institutions', teams,' and
individuals'
anticipatory
and
adaptive
methods.
The
most
challenging scenarios are organizational changes, interpersonal
problems, personnel, and workloads impair work productivity.
BACKGROUND OF THE STUDY
Defunct Bureau of Public Welfare building on San Rafael Street
in Manila on February 11, 1945. Manila looks to war refugees, the
ill and malnourished children under the supervision of Dr. Victoria
Kalaw-Linan. It stood the humble beginning of what blossomed to
become what people now recognized as the National Children's
Hospital. With the abolition of ECA, the clinic became part of the
social welfare commission. It was, however, insufficient for the
rapidly expanding hospital.
The name of the Indigent Children's Hospital was changed to
National Indigent Children's Hospital by Republic Act No 731 in
1952. In 1953, Republic Act No. 948 was passed, allocating funds
for
the
hospital's
development.
Following
that,
Republic
Act
No.1340, enacted on June 16, 1995, amended Republic Act 731,
renaming the National Indigent Children's Hospital as The National
3|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Children's Hospital. Dr. Jose C. Joven was named as the hospital's
chief on July 1, 1960. Aside from upgrades to the hospital's
physical infrastructure, the professional and service areas were
prioritized. The hospital grew much more during his tenure. The
hospital services provided demonstrated that the organization
could compete with the best medical centers in the country at the
time. While, With the appointment of Dr. Cristina
Dr. Epifania S. Simbul, the former chief of professional
medical staff, took over the leadership of the NCH on June 1, 2011,
and has remained in that position until now. The hospital's pursuit
of continual improvement in all aspects of hospital operations
continued under Dr. Simbul's leadership.
The
hospital
personnel
continued
to
maintain
and
offer
exceptional patient care while building on or improving past
accomplishments. With the passage of time, National Children's
Hospital located at 264 E Rodriguez Sr. Ave, New Manila, Quezon
City, 1102 Metro Manila, has developed, evolved, and expanded. The
hospital
has
established
International
Organization
for
Standardization Quality Management System Certification (ISO QMS
CERTIFICATION),
and
has
been
a
pioneer
in
the
treatment
of
pediatric patients at all stages of illness. Different forms of
diseases and life. Even though nearly 90% of patients are poor,
4|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
they
have
constraints.
never
been
Innovation,
denied
admittance
sourcing
finances
due
and
to
financial
sponsorship,
partnership with government and non-government groups, and people
are all used to give services to poor patients. This tower has
been and will continue to be a living witness to compassionate,
high-quality patient care and concern for all Filipino children
through the years.
5|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Theoretical Framework
According to Gupta (2016), The physical link between the
amount produced (output) and the number of resources utilized in
the course of production is referred to as productivity (input).
It is the proportion of products and services produced to the
resources spent in the manufacturing process. He also stated that
it is critical to investigate factors that influence productivity
because of the interdependence between economic development and
productivity. Once the factors have been identified, practical
strategies to boost productivity may be implemented. Furthermore,
productivity
is
the
result
of
several
things.
Because
these
elements are so intertwined, it is impossible to pinpoint which
one has the most impact on production. Human factors and technology
elements are the two primary types of these components. The first
is
the
human
factors
that
is
the
most
productivity in human nature and conduct.
important
factors
of
furthermore, human
factors may be classified into two categories; The Ability to work
which explains that the skill and quality of an organization's
people—both employees and managers—determines its productivity. As
well
as
Employees'
ability
to
work
is
determined
by
their
education, training, experience, aptitude, and other factors. The
second human factor is the willingness to work: Whereas motivation
6|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
and morale of people is the second important group of human factors
that determine productivity.
Then second factor of Gupta influencing productivity theory
is the technological factors that explains the substantial impact
on production levels.
7|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Conceptual Framework
The research paradigm used in this research inquiry is the
Input-Process-Output
(IPO)
Model.
The
Input
Box
contains
the
Demographic Profile of the respondents such as their Age, Years of
service, Gender, Civil Status, Office/ Department and Salary, it
also contains impact of Covid 19 to the Work - Productivity Level
as the Human Resource Employees in two categories: Human Factors,
and Technological Factors. As well as how the covid -19 affects
the work productivity among Human Resource employees. Including
maintaining and sustaining work productivity in the surge of
pandemic.
The research process asess the effect on the work productivity
to the covid-19, the assessment to maintain and sustain work
productivity in a surge of a pandemic, and the assessment of
problems encountered by Human Resource employees NCH. Also, after
gathering the survey, the statistical treatment and analysis of
data take place.
Lastly, The Output Box shows the proposed inputs
to Intervention Scheme or Programs.
8|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
FEEDBACK
9|Page
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Statement of the problem
This study aims to explore the impact of Covid-19 work productivity
among Human Resource employees at National Children's Hospital.
1.
How do researchers assess the demographic profile of the
respondents based on the following?
1.1 age
1.2 gender
1.3 Civil Status
1.4 Years of Service
1.5 Offices / Department
1.6 Income/ Salary
2. How do respondents assess the impact of Covid 19 to the Work Productivity Level as HR employees based on the Gupta theory:
2.1 Human Factors
2.2. Technological Factors
3.
How does covid -19 affect the work productivity among HR
employees of National Children's Hospital?
10 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
3.1 Constant Change of work schedule
3.2 Employee Wellness
3.3 Work Efficiency
4. How does National Children's Hospital maintain and sustain work
productivity throughout the pandemic?
4.1 Limit workload
4.2 Right incentives
4.3 Proper coordination
4.4 Proper management
4.5 Safeness
5.
Based on the results, what is the proposed intervention
scheme?
11 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Hypothesis
The following hypothesis uses the appropriate statistical
methods based on the question proposal:
The
work
productivity
of
National
Children's
Hospital
Human
Resource Employees is affected during the pandemic.
Scope and Limitation
This research will primarily focus on the work productivity
of National Children's Human Resource Employees and the impact,
long-term sustainability, and challenges experienced throughout
the pandemic. It will also assess how work productivity changes
before and during the pandemic and changes in the work environment,
risk, and safety for Human Resource employees.
This study intends to gather 50 Human Resource Employees
respondents from National Children's Hospital's Human Resource
Department whose age are from 20 to 70 years old, with at least 1
year of working service, regardless of gender, civil status and
salary grade. As the researchers wants to focus the effect of covid
19 on work productivity on assessing only Human Resource employees,
they
are
the
most
eligible
respondents
for
the
study
to
be
completed within the timeframe. Therefore, other administrative
12 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
departments such as Accounting and Billing services are excluded
in
this
research,
and
Outsourced
employees
such
as
security
personnel and the Sanitation department. Healthcare professionals,
such as medical and nursing staff, would also be excluded from
this study given the risk and limited availability as a respondent.
These research aims are to assess and identify if there are changes
in worker productivity among HR employees throughout the pandemic.
Significance of study
This study is significant to the following:
NCH
Health
&
HR
Employees
-
It
can
create
a
new
flexible
environment for them to learn and surpass new ideas and strategies
that can reach both satisfaction of the Employee and Employer.
NCH Managements- Having great productivity can result in a more
successful venture.
Patients- For they will also benefit from the productivity of every
employee since their satisfaction and quality care is their primary
objective.
Job seekers- It can give lots of knowledgeable information that
might help them be aware when looking for a job opportunity.
13 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Researchers- As it could contribute to developing knowledge in a
field of study, the study's result can be beneficial to neither
present researchers nor future researchers.
Future researchers - This study could be used to reference future
researchers who want to look into the same subject.
CBPA Students – This study could be used as a reference for CBPA
students as a reference for Identifying academic, professional,
and personal interests Extending one's knowledge and comprehension
of a subject beyond the classroom.
14 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Definition of Terms
This research relies on it for a better understanding. The
terms listed below are defined conceptually.
Ability to Work - explains that the skill and quality of an
organization's people—both employees and managers—determines its
productivity. Employees' ability to work is determined by their
education, training, experience, aptitude, and other factors.
Administrative
implementing
Division
a
wide
-
is
variety
in
of
charge
of
administrative
organizing
and
services
that
support office operations., systems and information management,
Human
Resource
management,
department,
and
support
facility
services
are
management
all
included
financial
in
these
services.
Administrative
Service
-
Planning,
directing,
and
organizing
health and medical services are all part of the job.
Covid-19 (Coronavirus Disease) -a coronavirus that causes acute
respiratory infection in humans that can severely cause suffering
and, in rare cases, death, particularly in elderly persons with
such underlying health issues.
15 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Hazard Pay -additional pay for performing a hazardous duty or work
involving
physical
hardship,
especially
in
this
time
of
the
treatment
and
pandemic
Healthcare
Professionals
-
provide
health
care
advice based on formal training and experience.
Health workers - all persons engaged in health and health-related
work,
including
medical,
allied
health
professional,
administrative, and support employees involved in all hospitals,
providing
services,
health
hospital
wards,
medical
centers,
community clinics, district health stations, health centers, and
other
health-related
establishments
owned
and
run
by
the
Government or its political subdivisions with original charters,
regardless of their employment status
Human Resource Employees – is a professional in charge of an
organization's everyday HR and administrative tasks.
Human Factors - The most important factors of productivity are
human nature and conduct.
Human Resource Department (HRD) - is the corporate division in
charge of properly managing a firm's human resources. The Human
Resource Department's objective is to ensure that the company's
16 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
personnel are properly managed, paid, and trained. The department
is also in charge of recruiting, hiring, firing, and benefit
administration.
National Children's Hospital (NCH) -is a children's hospital in
Quezon City, Manila; the vast majority of kids treated at the NCH
have families who cannot afford to pay for their medical bills.
Organizational Changes -refers to the changes of the work and its
workplace.
It
may
include
the
schedule,
workload,
and
other
businesses.
Quality of Work -refers to the quality of the finished work despite
all the workplace changes and its method.
Reward System -it refers to all of an organization's monetary,
non-monetary,
and
psychological
payments
to
its
workers
in
exchange for the job they do.
Safeness - Refers to a company's working environment and includes
all variables influencing employee safety, health, and well-being.
Safety Protocols -often called safety procedures, are step-by-step
safety plans guiding employees through safe performance of given
workplace procedure to avoid the virus.
17 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Salary grade (SG) - is a number that indicates how much money a
government employee earns on a monthly basis. The Philippine
government has salary grades ranging from 1 to 33, with 33 getting
the highest compensation.
Skeletal Work System - refers to a work arrangement requiring a
minimum number of employees to render service when full staffing
is not possible.
Special Risk Allowance -additional pay for the people who work in
the medical, healthcare, and other facilities that cater to or
contact
COVID-19
patients,
persons
under
investigation,
and
persons under monitoring.
Technological
Factors
-
explains
the
substantial
impact
on
production levels
Willingness to Work - Motivation and morale of people is the second
important group of human factors that determine productivity
Workforce
delivering
-refers
health
to
the
services
people
or
who
health
deliver
and
operates
assist
health
in
care
services.
Workload -the amount of work or task demand of accomplishing
mission requirements of the human operator.
18 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Work From Home -means the employee is working from their houses,
apartment, or place of residence, rather than working from the
office.
Work Inefficient -means when employees carry out the correct task
correctly, with the least waste of time and effort.
Work
Productivity
-knowing
how
productive
is
employees
are
essential in just about any industry, including healthcare. This
way, it can determine if it meets patients and company goals and
has room for improvement.
19 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
CHAPTER 2
Review of Related Literature and Studies
This chapter will discuss studies that are relevant to the
research question. It will provide researchers with suggestions on
how other government hospitals collect knowledge in the field of
impact
and
productivity
measurement.
The
studies
that
are
significant to the study issue are listed below.
Local Literature
Chavez
(2018)
stated
that
according
to
the
findings,
employees demonstrated high levels of innovative work behavior,
organizational learning, work engagement, and job performance. The
author also mentioned that only learning organization and work
engagement were found to be significant predictors of employee
work performance, whereas innovative work behavior was found to be
a significant predictor of work performance.
Mabida (2014) analyzed that then assessed by age and duration
of service, the employees had equal or equivalent judgments of the
scope of human resource management systems. A program focusing on
local rewards and incentives was created as a starting point for
reform. that the effect is determined to benefit the welfare of
20 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
the
person,
other
employees,
and
eventually
organizational
performance, the value of engagement may be proven.
Gamil and Soria (2008) stated that management should make a
greater
effort
to
boost
employee
performance.
Emotions
like
excitement, personal pleasure, team spirit, pride of success, and
readiness to work are used to describe how to do this.
Pacres (2018) signifies that the self-perceived productivity
of teaching and non-teaching personnel was examined in this study.
The physiological health of educational institutions can have a
favorable impact, as assessed by their physical health, as well as
their work-related stress level, which are all factors that should
be considered during their annual medical exam. The findings
generally confirm and sustain what other research has shown in
relation to the three predictor variables in this study. Analysis
of cumulative odds ordinal regression using proportional odds
parameter estimates (using the logit link function) found that
school staff with normal APE or annual physical exam results are
more likely to describe the situation. To become more productive,
they must first improve themselves. The outcomes of the study
further imply that, despite its limitations, the APE might be
useful.
The
covering
of
physiological
conditions
has
some
prognostic value for the degree of productivity of people at
21 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
work.
Also, school personnel who are regarded as physically unfit
are more likely to report a decrease in their self-perceived
productivity at work (i.e., there is a negative effect). The author
also mentioned that school staff have low stress levels that have
a beneficial impact on their self-perceived level of productivity
at work.
Abun et. al. (2020) stated that employee treatment is being
improved, as is worker treatment. Workplace rights, respect, and
a caring relationship can help them perform better. Failure to pay
attention to employees' rights and foster workplace respect. Work
disengagement might result from a loving and caring relationship.
Workplace disengagement can have a financial impact. Management
suffers losses as a result of insufficient production. Employees'
education is at a high level. The quality of schooling can be
harmed by disengagement. The author also stated that, as a result,
it is a major source of concern for the management. It is important
to pay attention to and respect employees' rights, as well as to
build a loving connection with them in the work environment.
22 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Foreign Literature
According to Long N. (2022) technology can assist individuals
in performing their duties to the best of their ability. It can
help employees who are quick to pick up new technology increase
their
productivity.
Technological
advances,
including
online
communication, can help workers communicate more effectively and
receive answers and assistance more quickly. This enables them to
quickly solve difficulties and resolve concerns in the workplace.
By increasing response times to queries, comments, and concerns,
technology
can
also
improve
connections
among
suppliers
and
business partners or consumers.
Badawi et al. (2021), Stated that in the covid-19 pandemic,
the
most
important
factors
for
employee
productivity
are
expenditure and efficiency, supervision, punctuality, quantity,
social impact, and quality. There are alternatives to workgroup
effectiveness, individual competencies, and individual motivation
in
the
covid-19
pandemic's
optional
priority
order
of
human
resources strategy appraisal towards employees. Implementation of
corporate values, alternative comprehension of company success,
community-sharing alternatives, values and attitudes; duty wisdom;
stronger relations; work skills; mutually respectful and comfort;
freedom of speech; work experience; income; communication mastery;
23 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
and salary are the final alternative priorities for human capital
strategic planning towards Pharos employees. Because they remain
on,
changes
in
employee
productivity
standards
are
not
very
sensitive (influential) to alternative modifications in human
capital strategy.
Gashmard
et
al.
(2013)
stated
that
increasing
the
productivity and quality of service provided by employees, as well
as
reducing
absenteeism
and
organizational
efficacy,
are
all
important factors that influence different levels of work. Several
studies
service,
have
as
shown
well
an
as
increased
reduced
productivity
absenteeism
and
and
quality
of
organizational
efficacy, lead to employee retention and increased participation.
Since problems resulting from and respected medical staff working
in hospitals with low quality of life are very important, senior
managers in the health sector can use them to develop appropriate
policies and strategies, such as motivating employees to reduce
absenteeism,
involving
employees
in
decision-making,
and
scheduling night shifts.
Jaskiewicz, W., & Tulenko, K. (2012) Policymakers, program
managers, and other stakeholders must carefully assess how work
environment productivity aspects are specified and included into
the overall Community health worker’s approach. Establishing a
24 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
balance
among
the
four
aspects
that
make
up
a
CHW's
work
environment will go a long way toward increasing the efficacy and
quality of CHW services.
Donohoe (2017) stated that Workplace productivity refers to
how well your employees achieve your company's objectives and
create services or goods for clients. Employee productivity may
also be increased if you assist them find new tools to speed up
typical
chores,
intervene
when
the
workplace
environment
is
unfriendly, and offer them greater control over their job.
Local Studies
R.Asio (2021) stated that Individual work productivity is a
valuable corporate asset that can be linked to advancement and
success. Employees, the corporation, and other stakeholders all
benefit from it.
Abun
et,
al.
(2020)
believed
that
increasing
employee
treatment, as well as workers' rights, workplace respect, and
caring
relationships,
engagement.
Failure
will
to
pay
help
them
attention
perform
to
better
employees'
at
work
rights,
encourage workplace respect, and foster caring relationships can
lead to job disengagement.
25 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
According to the study of Angeles et, al. (2015) Employee
benefits are used to retain good responsible employees. employee
working in the office It moreover aids in the motivation of
employees, the enhancement of business loyalty, and the growth and
improvement
benefits,
of
work
employers
performance.
may
By
greatly
providing
raise
a
variety
employee
of
morale.
Understanding and determining the requirements of employees in a
firm improves the interaction between employees and the company's
management.
perks
to
As a result, it can be stated that when a firm gives
its
employees,
it
is
a
good
thing.
personnel,
the
likelihood of them being more productive and encouraged to work
for the organization increases.
Guerrero (2019) analyzed that motivation has a significant
influence on an employee's ability to grow and be productive in
order to contribute to the company's future success. Employees
that are extremely driven give absolutely all to their jobs. An
employee's improved job performance will benefit both the firm and
the employee's productivity.
Bacong and Encio (2017) stated that in terms of bringing out
the
best
performance
from
each
employee,
companies
conduct
effective seminars and trainings that are connected to their work
tasks on a regular basis. Reduce disputes and misunderstandings
26 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
through facilitating relationships between both the employer and
the employees, superior and subordinates, and coworkers. Seek
employee
input
strategy.
on
how
Recognize
to
strengthen
and
the
company's
appreciate
each
long-term
employee's
accomplishments, large or little, to motivate them to work more.
Foreign Studies
Sakpere et al. (2020) stated that following the onset of
COVID-19, the observed pattern in economic activity reveals a
strong link between human well-being and productive activities.
Further
investigation
reveals
that
boredom,
salary,
internet
access, fear of COVID-19, and negative COVID-19 news significantly
influence worker productivity. Their findings also reveal that job
impact variables significantly impact productivity. As a result,
modifying the work structure to allow remote work may not need
skills and training. Motivation and more excellent production like
internet and other facilities to improve efficiency, on the other
hand, may aid workers in acquiring the necessary skills and
training. Finally, frequent evaluations of worker productivity
will be necessary, as will high degrees of supervision, trust, and
relationships with coworkers.
27 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Adjei et al. (2016) stated that motivation is vital for
organizational success; hence, a motivated workforce is physically
stable,
mentally
balanced,
and
socially
aware
in
order
to
accomplish his or her obligations efficiently. Motivation is a
positive thing; when managers and administrators understand what
motivates individuals to do well at work, resources will be
directed to get the most out of them. Intrinsic and extrinsic
variables
inspire
health
care
employees.
As
a
result,
understanding primary financial and nonfinancial motivators is
vital for optimal work performance among health personnel.
Umishio et al. (2021) stated that the nature of work and the
level of the workplace the atmosphere must always be considered
while selecting a good workplace to facilitate effective work.
Surprisingly, the third form of workplace environment outside of
the house and workplace, such as a regional office or co-working
space, has lately gotten increasing attention and maybe another
option for people that office and home do not meet a specific
standard as work settings.
Maarleveld and De Been (2011) determined that Supporting team
and organizational productivity in the workplace contributes just
a
tiny
amount
to
total
productivity.
Employees
assess
the
environment's overall influence on productivity regarding how well
28 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
it supports their particular individual productivity. Furthermore,
unlike team and organizational productivity, this is driven more
forcefully
by
satisfaction
with
characteristics
of
the
work
environment. However, relying just on cognitive opportunities and
workplace utility and comfort may not necessarily maximize a work
environment's
contribution
characteristics
of
the
to
productivity.
workplace
As
environment
a
that
result,
should
the
be
addressed while working to improve its vast productivity range of
resources should differ depending on the kind of activities done
inside the organization.
Haenisch (2012) mentioned that Workers in the public sector,
like those in the private sector, are entitled to the same benefits
as those in the private sector. Effective monitoring and openness
in government provide positive results. communications, reduction
of
bureaucracy,
a
perception
of
success
in
the
workplace,
engagement, and awards and recognition. Attention from management
to
these
indicated
areas
is
likely
to
result
in
implies
an
improvement in total productivity in the government workplace The
notion of successful leadership as a whole is still alive and well.
prominence as the most important determinant of productivity
29 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Synthesis of Related Literature and Studies
Local and Foreign literatures and research were considered to
be relevant to this research since they highlighted the impact of
employee productivity and treatment in the workplace.
Gamil and Soria (2008), Badawi et al. (2021) and Chavez (2018)
both
stated
that
productivity
are
the
most
learning
important
factors
organization,
work
for
employee
engagement,
expenditure and efficiency, supervision, punctuality, quantity,
social impact, and quality and Emotions like excitement, personal
pleasure, team spirit, pride of success, and readiness to work
boos employees work productivity.
Long N. (2022), Garton & Mankins, (2020), Sakpere et al.
(2020), Lopez-Garcia & Szörfi (2021) and Badawi et al. (2021)
Stated that in the covid-19 pandemic has impact a big change when
it comes to work productivity of an employees, also activity
reveals a strong link between human well-being and productive
activities. Further investigation reveals that boredom, salary,
internet access, fear of COVID-19, and negative COVID-19 news
significantly influence worker productivity
Jaskiewicz, W., & Tulenko, K. (2012), Pacres (2018) and
Donohoe (2017) To become more productive, they must first improve
30 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
themselves and Employee productivity may also be increased if you
assist them find new tools to speed up typical chores, intervene
when the workplace environment is unfriendly, and offer them
greater control over their job.
Umishio et al (2021), and Maarleveld and De Been (2011) the
workplace the atmosphere must always be considered while selecting
a good workplace to facilitate effective work. In that employee
assess
the
regarding
environment's
how
well
it
overall
supports
influence
their
on
productivity
particular
individual
productivity.
Haenisch (2012), Adjei et al. (2016), Guerrero (2019) and
Angeles et, al. (2015) motivation is vital for organizational
success;
hence,
a
motivated
workforce
is
physically
stable,
mentally balanced, and socially aware in order to accomplish his
or her obligations efficiently as well as employee benefits are
used to retain good responsible employees. employee working in the
office It moreover aids in the motivation of employees, the
enhancement of business loyalty, and the growth and improvement of
work performance
Gashmard et al. (2013) and Jaskiewicz, W., & Tulenko, K.
(2012) stated Expenditure and efficiency, oversight, timeliness,
31 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
quantity, social effect, and quality are all key elements in
employee productivity.
32 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Chapter 3
Methodology
The
methodology
and
processes
used
in
the
research
are
explained in this chapter. The research design, research locale,
research
tools,
data
collecting
technique,
and
data
analysis
method are all discussed.
Research Design
The study is quantitative because measurable data will best
meet the research aims. Its benefit over a qualitative technique
is that it ensures that every member of the population has a nonzero probability of participating. Furthermore, employing a bigger
sample size, a quantitative method will assist illustrate the
population's overall consensus. The study is non-experimental, and
data was collected through survey questionnaires. The value of
surveys is that they provide actual, measurable data that can be
used to justify the impact of work productivity on NCH during a
pandemic.
Descriptive research, according to McCombes (2019), tries to
objectively
and
methodically
characterize
a
population,
circumstance, or phenomena. It can answer where, what, when, and
33 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
how queries, but not why. Unlike experimental research, it does
not control or change any of the variables; instead, it just
analyzes and measures them.
Research Locale
The National Children’s Hospital in 264 E Rodriguez Sr. Ave,
New Manila, Quezon City, 1113 Metro Manila is the research locale
of the study. NCH administrative service – Human Resource
In this study, researcher select a total of 50 Participants
from the administrative service of the Human Resource Department;
respondents of this research should have at least one year of work
of service at the NCH and aging from 20 years old to 70 Years old,
regardless of gender, civil status, and salary grade.
Population and Sampling
The respondents of this study will compose of 50 employees
from administrative service Human Resource Department of NCH. The
study
will
made
use
of
non-probability
sampling
method
particularly Convenience sample, we all know that hospitals are
one of the busiest places during pandemic, in that only the people
who are the most accessible to the researcher are included.
34 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Crossman (2019) stated that a convenience sample is a nonprobability
sampling
wherein
the
researcher
employs
the
participants who are closest to them and accessible to take part
in
the
study.
This
method
is
also
known
called
"accidental
sampling," and it is frequently employed in pilot studies before
embarking on a bigger research effort.
Table 1
Respondents of the Study
National Children’s Hospital Employees
Respondents
N
F
%
NCH Employees
350
50
14.29
As shown in Table 1, only fifty (50) employees were chosen as
part of the study's sample from a total population of three hundred
35 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
and fifty (350) NCH employees. The chosen respondents are made up
of 50 Human Resource employees from Human Resource Administrative
Department, the 14.29 % of Quezon City's National Children's
Hospital.
Research Instruments
Because
the
study
is
quantitative,
the
researcher
used
questionnaires to collect data most relevant to the study's goals.
The
researchers
devised
a
closed-ended
questionnaire
for
the
study. The purpose of the survey is to learn about the implications
of Covid-19 on the respondents' work productivity as HR employees.
In addition, the researchers display and calculate the data using
computer
applications
such
as
Excel.
Finally,
during
survey
distribution, the researchers utilized PowerPoint presentations
that included photographs and brief explanations of the facilities
and work environment. This was done to aid respondents in recalling
the effect of Covid-19 on their job productivity.
The objective of the questionnaire is stated in the cover letter
of the research Respondents were promised privacy and anonymity.
In order to ensure accurate replies, confidentiality is required.
36 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Below
are
the
research
Instruments
used
in
data
gathering
procedure:
PART 1
It will be designed to collect information on the respondents'
demographic profiles, such as their age, gender, civil status,
educational attainment, and years of work.
Part 2
It will be developed to identify the impact of the pandemic on
work productivity and the changes that workers feel in terms of
working environment, safety and risk, changes in work schedule,
and employee wellbeing.
Part 3
It will determine the work productivity changes and impact on Human
Resource employees during a pandemic.
The researchers had gathered information via firsthand observation
to enhance and complement the information and data obtained through
a
survey
questionnaire.
This
form
of
data
collection
is
a
systematic method that may be used to validate the information and
find out what is required by the research in terms of analysis,
37 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
interpretation, and, in the end, when generating findings and
making suggestions.
Data Gathering Procedures
The researcher will take the actions indicated below in the data
collection:
1.
Every Human Resource employee under study will be provided
consent for the researchers to conduct their research.
2.
Distribute survey questioners via Google Forms.
3.
The
survey
questionnaires
should
be
obtained
from
the
participants within the timeframe given.
4.
The survey was received, processed, and analyzed by the
researcher and combined the information.
5.
The survey responses were tabulated and encoded.
6.
For
the
analysis,
take
the
guidance
interpretation of the study's findings
38 | P a g e
of
a
statistician
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Statistical Treatment of Data
In this study, the following tools and procedures were used:
1. Frequency Count and Percentage. These two descriptive indicators
are were utilized to illustrate the respondents' profile in
terms of age, gender, and civil status are all factors to
consider.
The
percentage
formula
Represents:
P = percent
F = frequency of a category
N = total number of cases
39 | P a g e
was
computed
using
the
following
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
2. Weighted Mean. This was used to establish the respondents'
average estimate of the following variables: Impact of pandemic
on employees work productivity.
The mean was calculated by using the following formula:
40 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
3. Likert Scale. The data was evaluated using the Five (5) Likert
Scale Method as the criterion that served as the foundation for
the interpretation.
The concept of the boundary of the numerals will be use as Follow:
I.
ASSESSING THE WORK IMPACT
SCALE
RANGE
VERBAL INTERPRETATION
5
4.2-5.00
HIGH IMPACT (HI)
4
3.4-4.2
MODERATE IMPACT (MI)
3
2.6-3.4
IMPACT (I)
2
1.8-2.6
LOW IMPACT (LI)
1
1.00 – 1.8
NO IMPACT AT ALL (NI)
II FREQUENCY
SCALE
RANGE
VERBAL INTERPRETATION
5
4.2-5.00
HIGH IMPACT (HI)
4
3.4-4.2
MODERATE IMPACT (MI)
3
2.6-3.4
IMPACT (I)
2
1.8-2.6
LOW IMPACT (LI)
1
1.00 – 1.8
NO IMPACT AT ALL
(NI)
41 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
III QUALITY
42 | P a g e
SCALE
RANGE
VERBAL INTERPRETATION
5
4.2-5.00
HIGH IMPACT (HI)
4
3.4-4.2
MODERATE IMPACT (MI)
3
2.6-3.4
IMPACT (I)
2
1.8-2.6
LOW IMPACT (LI)
1
1.00 – 1.8
NO IMPACT AT ALL (NI)
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Chapter 4
Presentation, Analysis and Interpretation of Data
This chapter covers the data analysis and interpretation of
this research. The difficulties described in Chapter 1 shaped the
outline of the analysis and interpretation.
The study is limited to National Children's Hospital's Human
Resource Department.
Population and Sampling
Table 1 shows the population and sample of the study.
Table 1
Population and Sample
Offices/Department
F
%
Human Resource Management Department
50
100
Engineering Department
0
0
Accounting Department
0
0
Budget Department
0
0
Other Department
0
0
43 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Total
56
100
As presented in Table 1, the following is the distribution of
respondents as to offices or departments: 50 or 100 percent are
from the Human Resource Management Department.
4.1
Sub-problem
No.
1:
How
do
researchers
assess
the
demographic profile of the respondents based on the following:
4.1.1 Table 2 shows the demographic profile of the respondents as
to their age.
Table 2
Respondents Assessment to Demographic Profile as to Age
Age
F
%
61 years old – 70 years old
8
16
51 years old – 60 years old
5
1O
41 years old – 50 years old
9
18
31 years old – 40 years old
7
14
20 years old – 30years old
21
42
Total
50
100
Table 2 exhibits the distribution of respondents as to age
namely: 21 respondents or 42 percent are 20 - 30 years old, 9 or
44 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
18 percent are 41 - 50 years old; also 8 or 16 percent are 61 - 70
years old; 7 or 14 percent are 31 - 40 years old, and 5 or 10
percent are 51 - 60 years old.
4.1.2 Table 3 shows the demographic profile of the NCH Human
Resource Department as to gender.
Table 3
Respondents Assessment to Demographic Profile as to Gender
Gender
F
%
Male
24
48
Female
25
50
LGBTQ
1
2
Total
50
100
Table 3 displays the distribution of respondents as to genders
such as 25 or 50 percent are female; 24 or 48 percent are male,
and 1 or 2 percent are LGBTQ.
45 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.1.3 Table 4 shows the demographic profile of the respondents as
to civil status.
Table 4
Respondents Assessment to Demographic Profile as to Civil Status
Civil Status:
F
%
SINGLE
27
54
MARRIED
23
46
WIDOWED
0
0
SEPERATED
0
0
Total
50
100
As depicted in Table 4, the distribution of respondents as to
civil status such: 27 or 54 percent are single; 23 or 46 percent
are married.
46 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.1.4 Table 5 shows the demographic profile of the respondents as
to years of service
Table 5
Respondents Assessment to Demographic as to Years of Service
Year of Service
F
%
10 years above
20
40
7 years – 9 years
6
12
4 years – 6 years
8
16
1 year - 3 years
14
28
LESS THAN 1 YEAR
2
4
Total
50
100
As depicted in Table 5, the distribution of respondents as to
years of service such: 20 or are 40 percent are 10 years above of
service; 14 and 20 percent are 1- 3 years of service; 8 or 16
percent are 4 – 6 years of service; 6 or 12 are 7 - 9 years of
service; and 2 or 4 percent are less than a year of service.
47 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.1.5 Table 6 shows the demographic profile of the respondents as
to their respective salary range.
Table 6
Respondents Assessment to Demographic as to Salary Range
Salary Range
F
%
PHP 50,000 above
4
8
PHP 40,000 – PHP 49,999
1
2
PHP 30,000 – PHP 39,999
14
28
PHP 20,000 – PHP 29,999
17
34
PHP 19,999 below
14
28
Total
50
100
The Table 6 displays the distribution of respondents as to
salary range such as: 17 or 34 percent are PHP 20,000 - PHP 29,999
average salary; both 14 or 28 percent are on average PHP 30,000 PHP 39,999 salad and PHP 19,999 below salary; while 4 or 8 percent
are PHP 50,000 above salary; 1 or 2 percent are PHP 40,000 - PHP
49,999 salary;
Chron 2020 stated that People are generally driven by money.
Therefore, selecting a compensation range is critical. The wage a
worker receives from his company might significantly impact his
effectiveness in administration. A worker perceives his wage as
48 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
more than just monetary worth; he sees it as the value his employer
placed on him as a worker. His degree of appreciation has a direct
influence on his total performance.
4.2 Sub-problems No.2: How do respondents assess the impact of
Covid 19 to the Work - Productivity Level as the HR employee based
on the following:
4.2.1 Table 7 Assessment on the Indicative Factor that Demonstrates
the Impact of Covid 19 on Work Productivity Level of the Human
Resource Employees based on Human Factor.
Table 7
Respondents' Assessment on the Indicative Factor that Demonstrates
the Impact of Covid 19 on Work Productivity Level of the Human
Resource Employee based on Human Factor.
HUMAN FACTOR:
WM
VI
Rank
as
Because of the pandemic, organizational transitions
have a significant impact on employee productivity
49 | P a g e
4.44
HI
1st
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Throughout
the
pandemic,
strategic
planning,
4.42
HI
2nd
4.2
MI
3rd
4.35
HI
organizing objectives, and allocating duties can be
tough
As
an
employee,
the
pandemic
seems
to
have
an
influence on my commitment to professional growth
Average weighted mean
As depicted in Table 7, the assessment on work productivity
level of the employees based on Human Factor is
rated “high
impact” with the average weighted mean of “4.35” and are as
follows: because of the pandemic, organizational transitions have
a significant impact on employee productivity with a weighted mean
of “4.44” as ranked as “1st”; and throughout the pandemic, strategic
planning, organizing objectives, and allocating duties can be
tough with a weighted mean of “4.42” as ranked as “2nd” both rated
as “high impact”; only item rated as “moderate impact”, which is
as an employee, the pandemic seems to influence my commitment to
professional growth, with the weighted mean of “4.2” as ranked
“3rd” .
Australian Radiation Protection and Nuclear Safety Agency of
2017 defines; the human factors are significant because they make
work
more
50 | P a g e
efficient,
effective,
and
safe.
Organizations
that
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
handle human factors will guarantee that their workers' machines
and equipment are simple and safe to operate.
4.2.2 Table 8 Assessment on the Indicative Factor that Demonstrates
the Impact of Covid 19 on Work Productivity Level of the Human
Resource Employees based on Technological Factor
Table 8
Respondents' Assessment on the Indicative Factor that Demonstrates
the Impact of Covid 19 on Work Productivity Level of the Human
Resource Employees based on Technological Factor
TECHNOLOGICAL FACTOR:
WM
VI
Rank
my
4.04
MI
1st
Through the use of technology, the organization is
4.02
MI
2nd
3.96
MI
3rd
4.01
MI
During
the
pandemic,
technology
improved
interpersonal skills manageable.
able to communicate more effectively throughout the
pandemic.
Throughout the pandemic, technology has improved our
organization's processes
Average weighted mean
51 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Table
8
displays
the
Impact
of
Covid19
on
the
Work
Productivity Level of the Human Resource Employee Work Environment
as to Technological Factor rated “moderate impact” with the overall
weighted mean of “4.01”. In corresponds to; During the pandemic,
technology improved my interpersonal skills manageable, with an
average weighted mean of “4.04’ rank as “1st”; Through the use of
technology, the organization can communicate more effectively
throughout the pandemic with a weighted mean of “4.02” rank as
“2nd” and throughout the pandemic, technology has improved our
organization's processes with a weighted mean of “3.96” Rank as
“3rd”. All three items rated “moderate impact”.
Anual et al. 2020, stated that technological advancements are
critical in boosting staff performance and productivity. Modern
technologies assist organizations in better positioning themselves
to compete and remain relevant in this technologically advanced
era.
52 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.3
Sub-problems
No.3:
How
does
covid
-19
affect
the
work
productivity among HR employees of National Children's Hospital:
4.3.1
Table
9
Assessment
on
how
covid
-19
affects
the
work
productivity among HR Employees of National Children's Hospital
based on Constant Change of Work Schedule.
Table 9
Respondents’
Assessment
on
how
covid
-19
affects
the
Work
Productivity among HR Employees based on Constant Change of Work
Schedule.
CONSTANT CHANGE OF WORK SCHEDULE
WM
VI
Rank
as
My
overall
work
performance
was
affected
due
to
3.94
MI
1st
3.8
MI
2nd
3.64
MI
3rd
3.79
MI
constant changes in work schedule during the pandemic
Working overtime during the pandemic severely affects
my productivity
Sustaining a work routine or schedule during the
pandemic is difficult for me
Average weighted mean
53 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Table 9 shows the assessment on the how covid -19 affect the
work
productivity
among
HR
employees
of
National
Children's
Hospital based on Constant Change of Work Schedule rated “moderate
impact” with the average weighted mean of “3.79”. All items with
a “moderate impact” rating include: My overall work performance
was affected due to constant changes in work schedule during the
pandemic with a weighted mean of “3.94” Rank as “1st”; Working
overtime during the pandemic severely affected my productivity
with a weighted mean of “3.8” rank as “2nd”; and lastly, sustaining
a work routine or schedule during the pandemic is difficult for me
with a weighted mean of 3.64 rank as “3rd”.
Schneider and Harknett 2019, stated that Tenuous schedules
affect worker well-being partly through the mediating influence of
household
economic
instability.
However,
work-life
conflict
accounts for a substantially higher amount of the link. The time
component of labor is crucial to the precariousness experience and
a significant social factor of well-being.
54 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.3.2
Table
10
Assessment
on
how
covid
-19
affect
the
work
productivity among HR employees of National Children's Hospital
based on Employee Wellness.
Table 10
Respondents’ Assessment on how covid -19 affects the Work
Productivity among HR Employees based on Employee Wellness
EMPLOYEE WELLNESS:
WM
VI
Rank
I am able to make necessary changes in how I work to
4.04
MI
1st
I generally feel positive towards work at Company
3.94
MI
2nd
During these challenging times, I feelable to bounce
3.66
MI
3rd
3.88
MI
improve my own wellbeing
back as quickly as Informally would
Average weighted mean
Table 10 Assessing how covid -19 affect the work productivity
among
HR
Employee
Employees
Wellness
of
National
rated
Children's
“moderate
impact”
Hospital
with
the
based
on
average
weighted mean of “3.88”.
All items classified as having a “moderate impact” entail: I
Am able to make necessary changes in how I work to improve my own
55 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
wellbeing with a weighted mean of “4.04” rank as “1st”; I generally
feel positive towards work at Company with weighted mean of “3.94”
rank as “2nd”; and during these challenging times, I feel able to
bounce back as quickly as informally would with a weighted mean of
“3.66” rank as “3rd”.
According to recent government research from Barnsley College
of United Kingdom, there is substantial evidence that workplace
happiness and job performance are directly associated. Benefits
include increased energy, which leads to increased productivity
and fewer sick days.
56 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.3.3 Table 11 Assessing How covid -19 affect the work productivity
among HR employees of National Children's Hospital based on Work
Efficiency.
Table 11
Respondents’ Assessment on how Covid19 affects the Work
Productivity among HR Employees based on Work Efficiency
WORK EFFICIENCY
WM
VI
Rank
NCH employees are encouraged to come up with new and
4.2
MI
1st
3.78
MI
2nd
3.72
MI
3rd
3.9
MI
better strategies of doing the work successfully
Employees are committed to improving the quality of
services
Employees recognize the value of being on time when
it comes to their work commitments
Average weighted mean
As manifested in Table 11, assessing how covid -19 affect the
work
productivity
among
HR
employees
of
National
Children's
Hospital based on Work Efficiency rated “moderate impact” with an
average
weighted
“moderate
impact”
mean
of
include
“3.9”.
the
All
items
following:
deemed
NCH
to
have
employees
a
are
encouraged to come up with new and better strategies for doing the
57 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
work successfully with the weighted mean of “4.2” rank as “1st”;
Employees are committed to improving the quality of services with
the weighted mean of “3.78” rank as “2nd”; and lastly, Employees
recognize the value of being on time when it comes to their work
commitments with the weighted mean of “3.72” rank as “3rd”.
According
to
Wainwright
2018,
The
returns
of
many
corporations are under pressure. As a result, employees must
perform the necessary (practical) jobs precisely (efficiently). By
working effectively, more may be generated with the same quantity
of input (resources) (1). They achieve more for less money, a
greater return, and less stress.
58 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.4 Sub-problem No. 4: How does National Children's Hospital
Employees maintain and sustain work productivity level throughout
the pandemic:
4.4.1. Table 12 Assessment on the Maintaining and Sustain of Work
Productivity Level based on limit of workload.
Table 12
Respondents’ Assessment on the Maintaining and Sustain of Work
Productivity Level based on Limit of Workload.
LIMIT WORKLOAD:
WM
VI
Rank
to
4.12
MI
1st
Management is generally informed about changes or
4.02
MI
2nd
In general, NCH employees’ workloads manageable.
3.7
MI
3rd
Average weighted mean
3.95
MI
Employees
are
aware
of
the
policies
related
overtime and alternate work arrangements.
decisions that affect them.
Table 12 exhibits the Assessment on Maintain and Sustain Work
Productivity as to Limit Workload rated “moderate impact” with the
total weighted mean of “3.95”. All items having a “moderate impact”
rating are detailed below: Employees are aware of the policies
59 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
related to overtime and alternate work arrangements with the
weighted mean of “4.12” rank as “1st”; Management is generally
informed about changes or decisions that affect them with a
weighted
mean
of
“4.02”
rank
as
“2nd”;
and
in
general,
NCH
employee’s workloads manageable with a weighted mean of “3.7” rank
as “3rd”.
Rajan D of Sociology International Journal stated a relevant
recommendation to reduce risk factors associated with excessive
workload. Because most workers' jobs are essentially physical,
hospital administration must pay special attention to eliminating
numerous risk factors linked with excessive workloads of workers.
They should focus on improving their physical and mental wellbeing.
60 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.4.2 Table 13 Assessment on the Maintaining and Sustain of Work
Productivity Level based on right incentives.
Table 13
Respondents’ Assessment the Maintaining and Sustain of Work
Productivity Level based to Right Incentives
RIGHT INCENTIVES:
WM
VI
Rank
The Management has timely followed up on questions
4.6
HI
1st
4.3
HI
2nd
4.24
HI
3rd
4.38
HI
for
Benefits
month
pay
such
and
as
hazard
Special
pay,
as
Risk
allowance,13th
well
as
employee
relations issues.
Management ensures employees salary are distributed
on time
The current series of benefits match what I expect
from a company.
Average weighted mean
Table 13 indicates the Assessment on the Maintain and Sustain
of Work Productivity as to Right Incentives rated “high impact”
with the average weighted mean of “4.38”. The following are all
items that are considered to have a “high impact”: The Management
has timely followed up on questions for benefits such as special
61 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Risk allowance,13th month pay and hazard pay, as well as employee
relations issues, with the weighted mean of “4.6” rank as “1st”;
Management ensures employees’ salaries are distributed on time
with the weighted mean of “4.3” rank as “2nd”; and the current
series of benefits match what I expect from a company with the
weighted mean of “4.24” rank as “3rd”.
Stolovich, Ph.D. on Incentive Research Foundation (2010),
stated
that
For
at
least
100
years,
several
scholars
had
investigated the influence of incentives and associated programs
without reaching an explicit agreement among business circles on
whether
or
not
incentive
programs
significant performance gains.
62 | P a g e
generate
measurable
and
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.4.3 Table 14 Assessment on the Maintaining and Sustain of Work
Productivity Level based on proper coordination.
Table 14
Respondents Assessment the Maintaining and Sustain of Work
Productivity Level based on Proper Coordination
PROPER COORDINATION:
WM
VI
Rank
Despite the fact that a pandemic has emerged. My
4.06
MI
1st
3.98
MI
2nd
3.9
MI
3rd
3.98
MI
department works effectively together to achieve the
objectives of the organization.
Management and employees participate in deciding how
the work gets done.
People in the organization handle disagreement in an
open, effective, and timely manner.
Average weighted mean
The table 14 displays an overview of the Assessment on the
Maintain and Sustains Work Productivity as to Proper Coordination
with
the
average
weighted
mean
of
“3.98”
with
a
verbal
interpretation of “moderate impact”. The following items are all
classified as having a “moderate impact” Despite the fact that a
pandemic has emerged. My department works effectively together to
63 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
achieve the objectives of the organization, rank as “1st” with a
weighted mean of “4.06”; Management and employees participate in
deciding how the work gets done rank as “2nd” with the weighted
mean of “3.98”; and lastly, People in the organization handle
disagreement in an open, effective, and timely manner rank as “3rd”
bearing with the weighted mean of “3.9”
Kalpana R. (2014), defines Proper coordination synchronizes
the activity of many groups of people. It helps to save time and
money while enhancing staff efficiency and morale. It allows for
direct
communication
between
management
and
staff.
Thus,
coordination: (i) Helps accomplish organizational objectives with
minimal conflict.
64 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.4.4 Table 15 Assessment on the Maintaining and Sustaining the
Work Productivity Level based to Proper Management
Table 15
Respondents’ Assessment on the Maintaining and Sustaining the
Work Productivity Level based to Proper Management
PROPER MANAGEMENT:
Management
considered
telecommunication
(working
WM
VI
Rank
4.04
MI
1st
3.98
MI
2nd
3.8
MI
3rd
3.94
MI
remotely) as an option during this pandemic, in order
to adapt to the new normal, and to keep vital services
running.
Rate your overall satisfaction with your job at the
Company.
Management provide or arrange a training program that
can help the employees to be equipped and to perform
their duties effectively during the pandemic.
Average weighted mean
Table 15 An overview of the Assessment on the Maintain and
Sustain of Work Productivity as to Proper Management is given.
Management considered telecommunication (working remotely) as an
option during this pandemic to adapt to the new normal and to keep
65 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
vital services running rank as “1st” owing to the weighted mean of
“4.04”; Rate your overall satisfaction with your job at the Company
rank as “2nd” with the weighted mean of “3.98”. Management provides
or arranges training programs to help the employees be equipped
and perform their duties rank “3rd” due to the weighted mean of
“3.8.” All items here are rated “Moderate Impact” with an average
weighted mean of “3.94”.
TriNet of 2021 defines, Employee involvement as critical to
a company's overall success; thus, Employee disengagement leads to
high
turnover
rates,
poor
productivity,
limited
employee
happiness, and, as a result, fewer revenues. Employees who feel
closely attached to an organization due to continuous performance
management are more likely to be engaged.
66 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.4.5 Table 16 Assessment on the Maintaining and Sustain of Work
Productivity Level based on safeness.
Table 16
Respondents Assessment to Safeness
SAFENESS:
WM
VI
Rank
Management ensures that health protocols are strictly
4.24
HI
1st
4.12
MI
2nd
3.88
MI
3rd
4.08
MI
followed with physical distancing and that everyone
has
masks,
cleaning,
disinfecting,
and
personal
protective equipment (PPE).
Management conducts a workplace risk assessment for
potential COVID-19 exposure, prepares a response plan,
and takes steps to improve ventilation.
The management sets up a support system for employees
as they return to work and adjust to new realities and
emotional
challenges
presented
by
the
COVID-19
pandemic.
Average weighted mean
Table 16 shows the Assessment on the Maintain and Sustain of
Work Productivity as to Safeness rated as “moderate impact” with
an average weighted mean of “4.08”. The item; Management ensures
67 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
that
health
protocols
are
strictly
followed
with
physical
distancing and that everyone has masks, cleaning, disinfecting,
and personal protective equipment (PPE), garner “High Impact”
bearing with the weighted mean of “4.24” rank as “1st”. While two
items rated as Moderate Impact as it follows; Management conducts
a
workplace
risk
assessment
for
potential
COVID-19
exposure,
prepares a response plan, and takes steps to improve ventilation.
with the weighted mean of “4.12” rank as “2nd” and lastly, the
management sets up a support system for employees as they return
to work and adjust to new realities and emotional challenges
presented by the COVID-19 pandemic bearing with the weighted mean
of “3.88” rank as “3rd”.
According to the IOP Conference Series: Materials Science and
Engineering Putri et al., of 2018, occupational health and safety,
work environment, and punishment all impact employee performance.
Discipline
is
performance.
68 | P a g e
the
most
crucial
element
influencing
employee
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Table 17 shows the Summary of the Covid 19 pandemic Impact to the
work productivity of an employees.
Table 17
Table 17.1 Summary of impact of Covid 19 on the Work - Productivity
Level as HR employees based on the Gupta theory:
HUMAN FACTOR
4.35
HI
TECHNOLOGICAL FACTOR
4.01
MI
Average weighted mean
4.18
MI
As revealed in the table above, the summary result of the two
variables is rated “moderately impact” with an average weighted
mean of “4.18”. Human Factor got ”4.35” interpreted as the “high
impact” versus on technological factor in Gupta’s theory of work
productivity. In that we can indicate that human factor is the
most affected factor of work productivity level based on Gupta’s
theory as it affects employee’s ability to work and willingness to
work.
69 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Table 17.2 Summary of how covid -19 affect the work productivity
among HR employees of National Children's Hospital.
WORK EFFICIENCY
3.9
MI
EMPLOYEE WELLNESS
3.88
MI
3.79
MI
3.86
MI
CONSTANT
SCHEDULE
CHANGE
OF
WORK
Average weighted mean
As shows on the table, The summary results of three variables
are rated “moderate impact” with an average weighted mean of
“3.86”. work efficiency garners the most average weighted mean of
“3.9” among the other two variable. In light of this, we may
conclude
that
the
COVID-19
pandemic,
which
affects
employee
productivity, has the greatest impact on work efficiency.
Table
17.3
maintain
Summary
and
of
sustain
how
work
does
National
productivity
Children's
level
pandemic.
RIGHT INCENTIVES:
4.38
HI
PROPER COORDINATION:
3.98
MI
LIMIT WORKLOAD:
3.94
MI
70 | P a g e
Hospital
throughout
the
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Proper Management
3.9433 3.94
MI
Safeness
4.08
MI
Average weighted mean
4.06
MI
As indicated, the summary results of five variables are rated
“moderate impact” with an average weighted mean of “4.06”. Right
Incentives is the highest among other variables garnering “4.38”
with a verbal interpretation of “high impact”. In order to maintain
and
sustain
productivity,
the
we
National
may
conclude
incentives is essential.
71 | P a g e
Children's
that
Hospital's
providing
the
workforce
appropriate
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Chapter 5
Summary of Findings, Conclusion and Recommendation
This
chapter
provides
the
study's
summary,
findings,
conclusions, and recommendations.
The research aimed to look into The Impact of the COVID-19
Pandemic
on
the
Work
Productivity
of
National
Children's
Employees.
Especially this study answered the following questions:
1. How do researchers assess the demographic profile of the
respondents based on Age, gender, civil status, years of
service, Offices/ Department, and Income/ salary.
2. How do respondents assess the impact of Covid 19 to the Work
- Productivity Level as HR employees based on the Gupta theory;
Human Factors and the Technological Factor?
3. How does covid -19 affect the work productivity among HR
employees of National Children's Hospital as to the following:
Constant Change of work schedule, Employee Wellness and Work
Efficiency?
4. How does National Children's Hospital maintain and sustain
work productivity throughout the pandemic as to the following:
72 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Limit workload, Right incentives, Proper coordination, Proper
management, Safeness?
5. Based
on
the
results,
what
is
the
proposed
intervention
scheme?
According to Bayat and Fox (2007) descriptive research is
used to describe the characteristics and/or behavior of sample
population. It is an effective method to get information that can
be used to develop hypotheses and propose associations.
73 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Findings of the Study
Following the interpretation and analysis of the data using
the descriptive approach, the researcher discovered the following
key findings:
1. Demographic Profile of the Respondents
1.1
The demographic profile of National Children's Hospital Human
Resource employees has a weighted mean of 100 percent, which
is equivalent to 50 respondents.
1.2
The most gathered respondents are females
1.3
Most respondents aged 20-30 years old.
1.4
The most eminent civil status of the respondents is single.
1.5
In terms of their years of service, most of the National
Children's Hospital respondents have 10 years and above of
service.
1.6
While in terms of their salary range, most respondents have
a 20,000-29,999 below.
2. Respondents’ assessment of the impact of Covid 19 on the Work –
Productivity Level as NCH Human Resource employees based on
Gupta Theory.
74 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
2.1
Human Factor
The respondent assessed the impact on Covid19 based on human
factors as having a “high impact” with the average weighted mean
of 4.35 on which organizational transition has a significant impact
to employee productivity.
2.2. Technological Factor
On the other hand, the respondents assess the impact of Covid-19
on Technological factors as having a “moderate impact” with an
average
weighted
mean
of
4.01
on
which
technology
improved
employees' interpersonal skills manageable.
3. Respondents’ assessment on how the covid-19 affect the work
productivity among HR employees of National Children’s Hospital.
3.1 Constant Change of Work Schedule
Respondents
assess
how
the
covid-19
affects
the
work
productivity among HR employees of National Children’s Hospital
and indicate employees' overall work performance was affected
due to the constant change of work schedule during the pandemic
as a “moderate impact” with an average weighted mean of “3.79”.
75 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
3.2 Employee Wellness
Respondents
assess
that
the
covid-19
affects
the
work
productivity among HR employees of National Children’s Hospital
based on employee wellness with an average weighted mean of
“3.88” which is interpreted as “moderate impact”, as an employee
was able to make changes in how they work to improve their own
wellbeing.
3.3 Work Efficiency
Respondents
assess
that
the
covid-19
affects
the
work
productivity among HR employees of National Children’s Hospital
based on work efficiency as having an average weighted mean of
“3.9” interpreted as “moderate impact”, as NCH employees are
encouraged to come up with new and better strategies of doing
the work successfully.
76 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4. Respondents’ assessment on how the National Children’s Hospital
maintains and sustain work productivity throughout the pandemic.
4.1 Limit Workload
Respondents’
assessment
of
how
the
National
Children’s
Hospital maintains and sustains work productivity throughout the
pandemic by its limit of workload as having an average weighted
mean of “3.95” as interpreted “moderate impact” which indicates
that employees are aware of the policies related to overtime and
alternate work arrangements.
4.2 Right Incentives
Respondents’
assessment
of
how
the
National
Children’s
Hospital maintains and sustains work productivity throughout the
pandemic based on the right incentives as having an average
weighted mean of “4.38” interpreted as “high impact” which shows
that the Management has timely followed up on questions for
Benefits such as Special Risk allowance, 13th-month pay and hazard
pay, as well as employee relations issues.
77 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.3 Proper Coordination
Respondents' assessment of how the National Children’s Hospital
maintains and sustains work productivity throughout the pandemic
based on proper coordination as having an average of “3.98”
interpreted as “moderate impact” which shows that despite the fact
that the pandemic has emerged, HR department works effectively
together to achieve the objectives of the organizations.
4.4 Proper Management
Respondents' assessment of how the National Children’s Hospital
maintains and sustains work productivity throughout the pandemic
based on proper management as having an average weighted mean of
“3.94”
interpreted
as
“moderate
impact”
which
indicates
that
management considered telecommunication (working remotely) as an
option during this pandemic, in order to adapt to the new normal
and to keep vital services running.
4.5 Safeness
Respondents' assessment of how the National Children’s Hospital
maintains and sustains work productivity throughout the pandemic
based on the safeness as having an average of “4.08” as interpreted
as “moderate impact” which indicates that management ensures that
78 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
health protocols are strictly followed with physical distancing
and that everyone has masks, cleaning, disinfecting, and personal
protective equipment (PPE).
79 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Conclusions
The
following
conclusions
are
derived
from
the
reported
findings:
1. Demographic profile of the respondents
1.1
Most respondents are 20-30 years old;
1.2
Most of the respondent’s civil status are Single;
1.3
Most respondents are female;
1.4
Most serve 10 years and above in National Children's
Hospital;
1.5
And most salary range of PHP 20,000 – PHP 29,999.
2. Assessment on the impact of Covid 19 on the Work – Productivity
Level as to NCH Human Resource employees based on Gupta’s
theory:
2.1
In
Human
Factor
it
was
concluded
that
organizational
transitions have a significant impact on employee productivity as
the pandemic seems to have an influence on employee’s commitment
to professional growth;
2.2 Meanwhile in Technological Factors During the pandemic,
technology improved my interpersonal skills manageable as it was
80 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
concluded that throughout the pandemic, technology has improved
NCH organization's processes.
3. Assessment on how Covid -19 affects the work productivity among
HR employees of National Children's Hospital:
3.1
It was concluded that in Constant changes in work schedule
overall work performance was affected due to constant
changes in work schedule during the pandemic during the
pandemic
as
it
was
mostly affected
employees
on
sustaining their work routine or schedule.
3.2
While on employee’s wellness, Employees may able to make
necessary changes in how they work to improve their own
wellbeing
challenging
as
it
was
concluded
that
during
these
times employees is being able to bounce
back quickly as informally would.
3.3
When it comes to working efficiency, NCH employees are
encouraged to come up with new and better strategies of
doing the work successfully as it was concluded that
employees recognize the value of being on time when it
comes to their work commitments.
81 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4. Assessment of the NCH in maintaining and sustaining the work
productivity level of employees throughout the pandemic.
4.1 When maintaining and sustaining work productivity level,
Employees are aware of the policies related to overtime and
alternate work arrangements as it is concluded that NCH employee
find workload manageable.
4.2
Meanwhile,
in
maintaining
and
sustaining
the
work
productivity level of employees based on the right incentives,
The Management has timely followed up on questions for benefits
such as special risk allowance,13th month pay and hazard pay,
as well as employee relations issues as it is concluded that
the current benefits match what an employee should expect from
the company.
4.3 In maintaining and sustaining the work productivity level
of employees based on proper coordination, Despite the fact
that a pandemic has emerged. HR department works effectively
together to achieve the objectives of the organization as it
has been concluded that employee perceives that people in the
organization handle disagreement in an open, effective, and
timely manner.
82 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.4 As to proper management, it is concluded that in maintaining
and
sustaining
the
work
productivity
level
of
employees,
Management considered telecommunication (working remotely) as
an option during this pandemic, in order to adapt to the new
normal, and to keep vital services running, as it is concluded
that management provides or arranges a training program that
can help the employees to be equipped and to perform their
duties effectively during the pandemic.
4.5 In maintaining and sustaining the work productivity level
of employees based on safeness, Management ensures that health
protocols are strictly followed with physical distancing and
that everyone has masks, cleaning, disinfecting, and personal
protective equipment (PPE), as it has been concluded that the
management set up a support system for employees as they return
to work and adjust to new realities and emotional challenges
presented by the COVID-19 pandemic.
83 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Recommendation
The following recommendations are made based on the results
and conclusions.
1. NCH managements Look for new possibilities to keep ahead of
current
trends,
attain
employees’
professional
goals,
and
perform increasingly difficult jobs.
2. NCH
management
should
encourage
change
on
all
levels.
Incorporate the structural factors of adjustment first., then
emphasize the behavioral and cultural dimensions of change
initiatives.
3. NCH
Managements
should
create
a
guide
on
preventing
and
addressing the social stigma associated with COVID-19 to sustain
and maintain work productivity in the long run.
84 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
PROBLEMS
FINDINGS
CONCLUSION
1.How
do
researchers assess
the
demographic
profile
of
the
respondents based
on the following
Findings reveals
that, Most of the
NCH
Human
Resource
employees are in
the age of 20-30
years old.
The
researchers
conclude
that
employees age are
the main factor
why
NCH
HR
employees are able
to maintain their
work productivity
level
even
pandemic
occurred.
1.2 gender
Study shows that,
Most of the NCH
Human
Resource
employees
are
females.
The
Researchers
conclude
that
numerous NCH HR
employees
are
males.
1.3 Civil Status
Research
shows
that,
Most
HR
employees
are
single.
The
researchers
found
out
the
majority
of
HR
employees
are
single.
The study reveals
that,
Most
HR
employees had an
average
of
10
years and above
service on NCH.
The
researchers
conclude that 10
years and above
are the average
years of service
that
NCH
HR
employees had.
1.5 Salary Range
Study
reveals
that
most
HR
employee’s salary
range is 20,00029,999.
Study
concludes
that
most
HR
employees’ salary
range is 20,00029,999.
2.
How
do
respondents assess
the
impact
of
Covid 19 to the
Work
Productivity Level
as
HR
employees
Study shows that
organizational
transition has a
significant
impact
to
employee
It
is
Conclude
that
the
Human
factor is the most
concerning factor
that seems to have
influence
on
employees
1.1 age
1.4
Years
Service
85 | P a g e
of
RECOMMENDATION
The
researchers
recommend that the
NCH
administration
focus
on
employees’
motivation,
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
based on the Gupta
theory?
productivity.
professional
growth
goals,
and
personal
growth
programs
that
would help them
boost
their
ability
and
willingness
to
work that would
further
increase
their
work
commitment
and
productivity
by
conducting
at
least 3-day work
motivational
seminars/webinars
related to it.
2.2 Technological
Factor
Study’s
shows
that
technology
improved
my
interpersonal
skills
manageable.
It is concluded
that
technology
has improved NCH
organization's
processes
The
researchers
recommend
enhancing
employees’
technological
knowledge
by
conducting
training
related
to modern world
technology
that
would further help
employees
expand
their
knowledge
about technology.
3.How does covid 19
affect
the
work productivity
among HR employees
of
National
Children's
Hospital?
Researchers show
that
Constant
changes in work
schedule
during
the
pandemic
affect
the
overall
work
performance of HR
employees of the
National
Children’s
Hospital.
study
conclude
that
NCH
HR
employees when it
comes
in
Sustaining a work
routine
or
schedule
during
the pandemic is
difficult.
The
researchers
recommend that NCH
Administration
must
create
a
healthy and adopt
flexibility
schedule that each
individual
can
initially adjust,
considering their
home
location,
travel time, and
other factors.
2.1 Human Factor
3.1
Constant
Change
of
work
schedule
86 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
3.2
Wellness
Employee
The
Research
reveals, that NCH
HR
employees
create necessary
changes
in
how
they
work
to
improve their own
well-being
Researchers
conclude that even
pandemic
occurs,
the
l
NCH
HR
employees
still
feelable to bounce
back as quickly as
Informally would.
The
researchers
recommend that the
NCH
administration
should
maintain
and expand program
regarding
on
employee wellness
and growth.
Work
The
researchers
reveal that, NCH
employees
are
encouraged
to
come up with new
and
better
strategies
of
doing
the
work
successfully that
results
in
maintaining their
work
productivity.
Therefore, it is
concluded that HR
Employees
recognize
the
value of being on
time when it comes
to
their
work
commitments.
The
researchers
recommend that the
NCH
administration
maintain
and
expand the program
regarding
employee
efficiency
and
growth
by
conducting
training
on
enhancing
employees'
critical thinking
and
planning
skills for the new
normal work set
up.
4. How
does
National
Children's
Hospital
maintain
and
sustain
work
productivity
throughout the
pandemic?
The
study
reveals,
that
Employees
are
aware
of
the
policies related
to overtime and
alternate
work
arrangements.
The
researchers
conclude
that
management
ensures that NCH
HR
employees
workload
are
manageable
The
researchers
recommend that the
NCH
administration
maintain
and
expand the program
regarding
employee
knowledge
of
company
policies
and
keep
them
updated on changes
and new policies
regarding the new
normal work setup.
3.3
Efficiency
4.1 Limit workload
87 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
4.2
incentives
Right
The study shows,
that
Management
has
timely
followed
up
on
questions
for
Benefits such as
Special
Risk
allowance,13th
month
pay
and
hazard
pay,
as
well as employee
relations issues
The
researchers
conclude that NCH
HR
employee’s
current series of
benefits
match
what
to
expect
from a company.
The
researchers
recommend that the
NCH
management
should continue to
distribute
employee salary on
time in order to
main
employees
work productivity
on the line.
4.3
Proper
coordination
The
study
indicates
that,
Despite the fact
that a pandemic
has emerged. HR
department works
effectively
together
to
achieve
the
objectives of the
organization.
The
researchers
conclude that HR
Department People
in
the
organization
handle
disagreement in an
open,
effective,
and timely manner.
The
researchers
recommend that the
NCH HR Department
should
continue
and enhance proper
coordination
because it helps
employees
work
productivity
maintain.
4.4
management
The
research
reveal
that,
Management
considered
telecommunication
(working
remotely) as an
option
during
this
pandemic,
the
helps
HR
employees
to
adapt to the new
normal,
and
to
keep
vital
services running.
The
researchers
conclude that NCH
Management
provide or arrange
a training program
that can help the
employees to be
equipped and to
perform
their
duties
effectively
during
the
pandemic.
The
researchers
recommend that the
NCH
Management
should
continue
and
enhance
communication
in
order to have a
smooth and vital
service running in
the organization.
The
research
shows
that,
Management
ensures
health
protocols
are
The
research
conclude that NCH
management sets up
a support system
for employees as
The
researchers
recommend that the
NCH
Management
should
continue
and
enhance
Proper
4.5 Safeness
88 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
strictly followed
with
physical
distancing
and
that everyone has
masks, cleaning,
disinfecting, and
personal
protective
equipment (PPE).
89 | P a g e
they
return
to
work and adjust to
new realities and
emotional
challenges
presented by the
COVID-19
pandemic.
employee safeness
by
quarterly
conducting health
and
safeness
reminder
thru
webinar/
seminar
in
order
to
maintain safeness
among individuals
and
following
safety
protocols
such as wearing of
PPE,
Facemask,
getting
Vaccinated,
monthly
swab
testing and proper
quarantine
procedures
for
employees who will
test positive.
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
ACTION PLAN BASED ON ASSESSEMENT RESULTS.
A. Training
related
to
organizing
workload
tasks
B. Training related to
normal work set up.
Duration
•
•
•
2 months
1 week each department
3 hours per activities per
day.
•
•
•
Key
points
•
Figure out the currently
expending work time.
Create a schedule and stick
with it.
Prioritize wisely.
Avoid the urge to multitask.
•
•
•
•
•
•
•
new
1 month
1 week per department
8 hours per activity per day.
Upskilling
Reskilling
Open doors to new roles.
Future-proof
against
disruption.
• Boost productivity, confidence
and job satisfaction.
online conferencing tools, social
media skills slides and lectures,
safety and
precautions programs videos, health
assessment and presentation.
Materials
Slides, listening skills assessment
handout, team building, workload
assessment
forum.
Methods
Team Training
Quality training
Activity:
• Creating a Positive Workplace
Seminar
• Enhancing team cooperation
Seminar
• Determine the workload and
capacity of HR employee’s
forum.
• Distribute
resources
and
divide individual workloads
seminar.
• Enhance team efficiency when
workloads are high forum.
• Install a work management
system lecture.
• Set up your team for success
motivation program.
Activity:
• Compliance
with
quality
standards retraining programs.
• Valuable Post-pandemic Skills
and Attitudes Seminar
• Emotional
intelligence
assessment
• Collaboration
90 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Webinar Title: Handling stress management - Work Performance
Activity:
Good for:
Synchronous/
Reach
Asynchronous
Outcome
WEBCAST
Mental health
related
videos
Asynchronous
Employees
It
will
help
them
to
understand the
things
that
they
are going
through.
WEBINAR
Discussions
(Virtual and
Verbal)
Synchronous
Employees and
Employers
It
will
open
them
mind to be
aware about the
mental factors
that affected
their work
performance.
VIRTUAL
CONSULTATIO
N
Sharing
Synchronous
Employees and
Employers
Through that
both employee
and employer
will know the
reasons
for
them
poor
performance.
91 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Webinar Title - Managing Organizational Communication
Duration
Key points
5 Hours event
•
•
•
•
•
•
Understanding the Basics
Planning Your Communications
Communicating Powerfully in Writing
Communicating Effectively in Screen
Running Productive Meetings
Delivering Great Presentations
Materials
Presentation
(slides
and
other
visual
media),
Managing
Organizational
Communication Handouts, Webinar Platform (Zoom), Webinar Landing
Page
(To drive registrations and provide important information),
Desktop computer or
laptop with a camera and microphone.
Methods
Methods
Activity:
1. Icebreaker that aims:
• To test participants' communication skills
• To demonstrate the importance of breaking complex messages
down
• into key points
• To help participants understand the importance of using
clear and
• simple language when communicating with others
2. Question and Answer Portion
92 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
REFERENCES
A. Books
B. Journals, Periodicals, and Magazines
E. Pacres, J. G., Dee, L. S., & Ereno, N. S. (n.d.). HEALTHRELATED
PREDICTORS
OF
SCHOOL
EMPLOYEES’
PERCEIVED
PRODUCTIVITY. Philippine EJournals| HEALTH-RELATED PREDICTORS OF
SCHOOL
EMPLOYEES’
PERCEIVED
PRODUCTIVITY.
https://ejournals.ph/article.php?id=16304.
Gamil, S. B., & Soria, R. V. (2008). Work Efficiency And
Productivity Of Finance Employees Of Davao Doctors College In the
Delivery
Of
Quality
Services.
Philippine
EJournals|
Work
Efficiency and Productivity of Finance Employees of Davao Doctors
College
in
the
Delivery
of
Quality
Services.
https://ejournals.ph/article.php?id=7387.
Mabida,
G.
Implementation
Government
Of
M.
And
(2014).
Level
Tagum.
Of
Human
Resource
Employee
Philippine
Management
Engagement
EJournals|
In
Human
System
the
City
Resource
Management System Implementation and level of Employee Engagement
in
the
City
Government
https://ejournals.ph/article.php?id=14450.
93 | P a g e
of
Tagum.
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Chavez, G. B. (2018). A Path Analysis Of Work Performance As
Estimated By Innovative Work Behavior, Organizational Learning And
Work Engagement Of Print Media Employees In Region XI. Philippine
EJournals| A Path Analysis of Work Performance as Estimated by
Innovative
Work
Engagement
of
Behavior,
Print
Organizational
Media
Employees
Learning
in
and
Work
Region
XI.
https://ejournals.ph/article.php?id=13553.
Sakpere, A. B., Olanipekun, I., Sakpere, W., & Ige, I. A.
(2020, November 2). ORIGINAL RESEARCH ARTICLE - Work Productivity
In the Period Of COVID-19 Pandemic And Lockdown: A Developing World
Perspective | Sakpere | Proceedings Of the Nigerian Academy Of
Science. ORIGINAL RESEARCH ARTICLE - Work Productivity in the
Period of COVID-19 Pandemic and Lockdown: A Developing World
Perspective | Sakpere | Proceedings of the Nigerian Academy of
Science.
http://www.nasjournal.org.ng/index.php/pnas/article/view/215/104
.
Gupta,
Framework.
94 | P a g e
A.
(2016,
FACTORS
October).
Productivity:
INFLUENCING
A
Conceptual
PRODUCTIVITY
.
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
https://journals.indexcopernicus.com/api/file/viewByFileId/61606
7.pdf
Bagtasos, Maynard Rivera. “Quality of Worklife: A Review Of
Literature.” DLSU BUSINESS AND ECONOMICS REVIEW, 0 0 2011,
https://www.dlsu.edu.ph/wpcontent/uploads/2019/10/QualityofWorkLife_AReviewofLiterature.pd
f
Briones, M., Yazon, A., Samiento, M., Ang-Manaig, K., Buama,
C. A., & Tesoro, J. F. (2021, April 26). Examining the Work
Engagement, Job Satisfaction, and Performance of Faculty in One
State University in the Philippines. Psychology and Education
(2021);psychologyandeducation.net.
http://psychologyandeducation.net/pae/index.php/pae/article/view
/5120/4453
Danganan, Jillian B., et al. “[PDF] Quality of Worklife of
Pharmacists in the Philippines: A Descriptive, Correlational
Study | Semantic Scholar.” [PDF] Quality of Worklife of
Pharmacists in the Philippines: A Descriptive, Correlational
Study | Semantic Scholar, www.semanticscholar.org, 1 Jan. 2020,
https://www.semanticscholar.org/paper/Quality-of-worklife-of-
95 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
pharmacists-in-the-a-study-DangananVelasquez/da8c9c34c469a162e6adcc8bf80b321b4af2f4a2.v
Bashir, Aideed, et al. “Browse Journals by Subject.” Taylor and
Francis Online, tandfonline.com, 4 Aug. 2020,
tandfonline.com/doi/full/10.1080/23311975.2020.1801961.
Thakur, Reetika, and Dinesh Sharma. “A Study of Impact of
Quality of Work Life on Work Performance.” SAGE Journals
, 29
July 2019,
https://journals.sagepub.com/doi/abs/10.1177/0258042X19851912.
Ukandu,
Valentine
ProQuest,
Okechukwu.
“Log
www.proquest.com,
In
-
ProQuest.”
0
0
Log
In
2022,
https://www.proquest.com/docview/2632145076/6D23BD09C347491EPQ/8
?accountid=187507
96 | P a g e
-
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
C. Theses and Dissertations
Ruwoldt, P. (2007, February). Zanzibar Health Care Worker
Productivity Study: Preliminary Study Findings. Intrahealth.org.
https://www.intrahealth.org/sites/ihweb/files/files/media/zanzib
ar-health-care-worker-productivity-study-preliminary-studyfindings/zanzibar_productivity_study.pdf
Jaskiewicz,
W.,
&
Tulenko,
K.
(2012,
September
27).
Increasing Community Health Worker Productivity And Effectiveness:
a Review Of the Influence Of the Work Environment - Human Resources
for
Health.
BioMed
Central.
https://human-resources-
health.biomedcentral.com/articles/10.1186/1478-4491-10-38
R. Asio, J. (2021). Determinants Of Work Productivity Among
Selected Tertiary Education Employees: A PreCOVID-19 Pandemic
Analysis . https://files.eric.ed.gov/fulltext/ED611591.pdf
Angeles, V. P., Saludo, A. M., Virtus, L. R., & Maw Tun, W.
(2015,
September).
JOB
SATISFACTION
AND
PERFORMANCE
LEVEL
OF
EMPLOYEES OF AJINOMOTO PHILIPPINES CORPORATIONLUCENA BRANCH. LPULaguna
Business
and
Accountancy
Journal
Vol.
1
No.2.
https://lpulaguna.edu.ph/wp-content/uploads/2016/08/JobSatisfaction-And-Performance-Level-Of-Employees-Of-AjinomotoPhilippines-Corporation-Lucena-Branch.pdf.
97 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Guerrero , J. P. (2019, March). Motivation And Performance Of
Employees
Of
Hafele
Philippines
Inc.
https://ijesc.org/upload/be2e72dd9217b69e87b7469f71e02e4d.Motiva
tion%20and%20Performance%20of%20Employees%20of%20Hafele%20Philip
pines%20Inc%20(2).pdf
Bacong, C. M., & Encio, H. A. (2017, April 10). Effect Of
Employee Relation To Job Performance In Engineering, Construction
And
Manufacturing
Company.
http://apjeas.apjmr.com/wp-
content/uploads/2017/05/APJEAS-2017.4.2.13.pdf.
Umishio, W., Kagi, N., Asaoka, R., Hayashi, M., Sawachi, T.,
& Ueno, T. (2021, July 23). Work Productivity In the Office And At
Home During the COVID‐19 Pandemic: A Cross‐sectional Analysis Of
Office Workers In Japan. Wiley Online Library.
https://onlinelibrary.wiley.com/doi/full/10.1111/ina.12913
Adjei, K. A., Emmanuel, O., & Forster, O. (2016, May 28). The
Impact Of Motivation On the Work Performance Of Health Workers
(Korle
Bu
Teaching
Hospital):
Evidence
From
Ghana.
http://www.jhpr.ir/article_31957_cbe72bca456ef8bb700b5e2b9365926
2.pdf
98 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Sasaki MD, Natsu, et al. “Workplace Responses to COVID-19
Associated with Mental Health and Work Performance of Employees
in Japan.” Wiley Online Library, 11 June 2020,
https://onlinelibrary.wiley.com/doi/full/10.1002/13489585.12134
Sianquita, D. A., & Laguador, J. (2017, April 9). Work-Life
Balance and Job Performance
Hospital in
Among Employees of a Tertiary
the Philippines. Asia Pacific Journal of Academic
Research in Business Administration, Vol. 3, April 2017.
https://research.lpubatangas.edu.ph/wpcontent/uploads/2017/06/AP
JARBA-2017.3.02.pdf
99 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
D. Online Sources
McCombes, S. (2019, May 15). Descriptive Research Design |
Definition,
Methods
&
Examples.
Scribbr;
www.scribbr.com.
https://www.scribbr.com/methodology/descriptiveresearch/Nch.gov.ph. (n.d.). nch.gov.ph. https://nch.doh.gov.ph.
Crossman, A. (2019, July 17). What Is a Convenience Sample.
ThoughtCo.https://www.thoughtco.com/convenience-sampling3026726#:~:text=A%20convenience%20sample%20is%20a,launching%20a%
20larger%20research%20project..
What Is Health Service Administration And How Do You Pursue
a Career In It?. (2019, October 17). Florida National University.
https://www.fnu.edu/health-service-administration/.
Administrative Division. (2015, March 12). Administrative
Division.
https://www.justice.gov/usao-edok/administrative-
division#:~:text=The%20Administrative%20Division%20is%20responsi
ble,facilities%20management%20and%20support%20services..
Finance
|
R2TMC.
(n.d.).
Finance
|
R2TMC.
https://riitmc.doh.gov.ph/finance/#:~:text=The%20Finance%20Divis
ion%20is%20a,major%20divisions%20of%20the%20hospital.&text=Its%2
100 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
0process%2C%20Finance%20Resource%20Management,Claims%2C%20Budget
%20and%20Cash%20Operations%20.\.
Abun, D., Ranay, F. B., Magallanes, T., Encarnacion, M. J.,
& Alkalde, F. (2020, November 26). Employee Treatment AndWork
Engagement: The Philippines Context. Employee Treatment andWork
Engagement:
The
Philippines
Context
-
Archive
ouverte
HAL.
https://hal.archives-ouvertes.fr/hal-02994669.
Lopez-Garcia, P., & Szörfi, B. (2021, November 10). The Impact
Of the COVID-19 Pandemic On Labour Productivity Growth. European
Central Bank.
https://www.ecb.europa.eu/pub/economicbulletin/focus/2021/html/ecb.ebbox202107_04~c9050e1d70.en.html
S., Badawi, A., A., Z., D., M., K., N., H., L., P., S., E.,
& E. (2021, September 1). EMPLOYEE PRODUCTIVITY EVALUATION WITH
HUMAN
CAPITAL
MANAGEMENT
STRATEGY:
THE
CASE
OF
COVID-19
IN
INDONESIA | Academy Of Entrepreneurship Journal; 27(5):1-9, 2021.
| ProQuest Central. EMPLOYEE PRODUCTIVITY EVALUATION WITH HUMAN
CAPITAL MANAGEMENT STRATEGY: THE CASE OF COVID-19 IN INDONESIA |
Academy of Entrepreneurship Journal; 27(5):1-9, 2021. | ProQuest
Central. https://pesquisa.bvsalud.org/global-literature-on-novelcoronavirus-2019-ncov/resource/pt/covidwho-1426850
101 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Garton, E., & Mankins, M. (2020, December 1). The Pandemic Is
Widening a Corporate Productivity Gap. Harvard Business Review.
https://hbr.org/2020/12/the-pandemic-is-widening-a-corporateproductivity-gap.
Muslihat,
D.
(2013,
Productivity:
January
9
30).
How
Ground
To
Increase
Rules.
Work
Lifehack.
https://www.lifehack.org/articles/work/stay-ultra-productive-atwork.html.
Donohoe,
Important
A.
In
(2017,
the
September
Workplace?
26).
|
Why
Is
Bizfluent.
Productivity
Bizfluent.
https://bizfluent.com/info-7875311-productivity-importantworkplace.html
Abun, D., Ranay, F., Magallanes, T., Encarnacion, M., &
Alkalde,
F.
Engagement:
(2020,
The
November
Philippines
26).
Employee
Context.
Treatment
AndWork
hal.archives-ouvertes.fr.
https://hal.archives-ouvertes.fr/hal-02994669/document.
Maarleveld, M., & De Been, I. (2011). The influence of the
workplace on perceived productivity. In EFMC2011: Proceedings of
the 10th EuroFM research symposium: Cracking the productivity nut,
Vienna,
102 | P a g e
Austria,
24-25
May,
2011.
EuroFM.
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
https://www.researchgate.net/profile/Iris-DeBeen/publication/255910695_The_influence_of_the_workplace_on_per
ceived_productivity/links/545b8cce0cf249070a7a73ae/Theinfluence-of-the-workplace-on-perceived-productivity.pdf
Villa, Tina G. Santos, K. D. (2022, January 7). DOH: Keep
Work-from-home
Setup
|
Inquirer
News.
INQUIRER.net.
https://newsinfo.inquirer.net/1537253/doh-keep-work-from-homesetup.
Challenges Of HR And Its Shift Post COVID-19 Pandemic. (2020,
May 14). Nurture an Engaged and Satisfied Workforce | Vantage
Circle HR Blog. https://blog.vantagecircle.com/challenges-of-hr/.
Human Resource Department: What Is It?. (2020, December 12).
The Balance Careers.
https://www.thebalancecareers.com/what-is-
the-human-resource-department-1918141.
Bayat, M. S., and w. Fox. “Descriptive Research - ResearchMethodology.” Research-Methodology, research-methodology.net, 0 0
2007, https://research-methodology.net/descriptive-research/.
103 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Letter of Permission
104 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Sample Survey Questionnaire
105 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
106 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
107 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
108 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Jheff M. Go
Block 3 Lot 7 Yakal st. Addas IV B
Brgy Mambog III, Bacoor Cavite, Philippines
09957583419
jmgo.cba@gmail.com
EDUCATION:
Primary Education:
➢ Buhi, North Central School,
San Pedro, Buhi, Camarines Sur
(2012-2013)
Secondary Education:
➢ San Vicente National High School, San Vicente Buhi
Camarines Sur (2016-2017)
Senior High School:
➢ Arellano University Plaridel Campus,
53 Gen. Kalentong st.
Mandaluyong City
➢ Humanities and Social Sciences (2017-2019)
109 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Tertiary Education:
Eulogio Amang Rodriguez Institute of Science and Technology
Bachelor of Science in Business Administration major in Human
Resource Development Management Nagtahan st. Sampaloc Manila,
Philippines
Work Experience:
➢ Sweet Tooth - Service Crew, Mandaluyong City (2020-2021)
Seminar and Trainings Attended:
➢ Select Tax Issues Needing Academic or Practical Consensus
held on April 3, 2022, via CPA Facebook Page.
➢ Financial Perspective Variance Analysis held on April 21,
2022, via REO Review Facebook Page live.
References:
Mr. Christian Jay Garan
Customer Service Representative
110 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Rolando Jr. O. Orellano
52 – E Loreto st. Sampaloc, Manila,
Philippines
09164020688
Roorellano.cba@gmail.com
EDUCATION
Primary school:
General Licerio Geronimo elementary school
516 Geronimo st. Sampaloc, Manila
2007 – 2013
Secondary Education:
Junior high school
E. Rodriguez Vocational high school
Nagtahan, Sampaloc, Manila
2013- 2017
111 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Senior high school
Arellano University
2600 legarda st, Manila
2017 -2019
Tertiary Education:
Eulogio “AMANG” Rodriguez Institute of Science and technology
Bachelor of Science in Business Administration Major in Human
Resource Development Management
Nagtahan Sampaloc, Manila
Seminar and trainings Attended
•
Financial Perspective Variance Analysis
April 21 2022
•
Select tax issues Needing Academic or Practical Consensus
April 3, 2022
References:
Available upon request.
CECILLE B. PLATINO
112 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
333 Ycaza St. Barangay 639,
San Miguel, Manila, Philippines
09515945181
cbplatino.cba@gmail.com
EDUCATION
Primary Education:
Cabidian, Elementary, School
Cabidian, Mabini, Bohol
2008-2013
Secondary Education
Junior High School
Cayacay National High School
Cayacay, Alicia, Bohol
2013-2017
Senior High School
113 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
City of Malabon University
Longos, Malabon, Metro Manila
Accountancy, Business and Management
2017-2019
Tertiary Education
Eulogio “Amang” Rodriguez Institute of Science and Technology
Bachelor of Science in Business Administration
Major in Human Resource Development Management
Nagtahan St., Sampaloc, Manila
2019-Present
WORK EXPERIENCE
Hwa Lun Corporation
Site Secretary
Lincoln Ave., Parañaque, Metro Manila
2019-2020
114 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
SEMINAR AND TRAININGS ATTENDED
● "Servants Leadership Training" of the Young Peacemakers
Campus(Yup.Peace) Batch 20 Phase 1 and Phase 2 on October
25-27 and November 8-10,2019 held at the Merciful Sisters,
Mother Spirituality Center, Tagaytay City
● Jobstart Philippines Training Program (in collaboration
with Government of Canada,Asian Development Bank and PESO
Manila) August-October 2020 PESO Manila City Hall
REFERENCES
Mr. Pablito M. Durano,SSGBC
Six Sigma Green Belt Certified
Business Process Improvement Analyst
Mega Cellular Network Incorporation
Mobile Number: 0916-7611-582
115 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Aira Cordero. Polenio
107 Kasiyahan St.
Brgy. Holy Spirit, Quezon City,
Philippines.
+639205427671
acpolenio@gmail.com
EDUCATION:
Primary Education:
Holy Spirit Elementary School, Quezon City (2006-2013)
Secondary Education:
Judge Feliciano Belmonte,Senior High School (2013-2017)
Senior High School:
New Era University, Quezon City (GAS Strand) (2017-2019)
Tertiary Education:
Eulogio “Amang” Rodriquez Institute of Science and Technology
Bachelor of Science in Business Administration major in Human
Resource Development Management Nagtahan St., Sampaloc Manila,
Philippines
116 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
SEMINAR AND TRAININGS ATTENDED:
•
“Select Tax Issues Needing Academic or Practical Consensus”
held on April 3, 2022, via REO CPA Facebook Page.
•
“Financial Perspective Variance Analysis” held on April 21,
2022, via REO CPA Review Facebook Page live.
REFERENCES
Available upon request.
117 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Jan Rose Flores. Reyes
30 – D Poblete ext. project 4
Brgy. Milagrosa, Quezon City,
Philippines.
+639663203762
jrfreyes.cba@gmail.com
EDUCATION:
Secondary Education:
•
Ramon Magsaysay (Cubao) Highschool, Quezon City (2012-2015)
•
Juan Sumulong Highschool, Quezon City (2015-2016)
Senior High School:
•
St Joseph’s College of Quezon City, E.Rodriguez Sr. Avenue
Quezon City. (HUMSS Strand) (2016-2018)
Tertiary Education:
Eulogio “Amang” Rodriquez Institute of Science and Technology
Bachelor of Science in Business Administration major in Human
Resource Development Management Nagtahan St., Sampaloc Manila,
Philippines
SEMINAR AND TRAININGS ATTENDED:
118 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
•
“Select Tax Issues Needing Academic or Practical Consensus”
held on April 3, 2022, via REO CPA Facebook Page.
•
“Financial Perspective Variance Analysis” held on April 21,
2022, via REO CPA Review Facebook Page live.
REFERENCES
Available upon request.
119 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
James R. Salvatierra
Blk. 40 Barangay Addition Hills
City of Mandaluyong, Philippines
09090866940
jrsalvatierra.cba@gmail.com
EDUCATION
Primary school:
•
•
•
Bairan Primary School
Brgy. Bairan San Miguel Leyte
2007-2008
San Miguel Central School
Brgy. Libtong San Miguel, Leyte
2008-2009
Jaro 1 Central School
Bgry. 1 Jaro. Leyte
2009-2013
Secondary Education:
•
Junior High School Granja Kalinawan National High School
Brgy. Kalinawan Jaro, Leyte
2013-2016
• Mataas na Paaralang Neptali A. Gonzales
Brgy. Mauway Mandaluyong City
2016-2017
Senior High School
St. Augustine College
3/F Highway 54 Plaza, 986 Stanford St.
EDSA Mandaluyong City
Accountancy, Business, and Management
2017-2019
120 | P a g e
Republic of the Philippines
EULOGIO “AMANG” RODRIGUEZ
INSTITUTE OF SCIENCE AND TECHNOLOGY
College of Business and Public Administration
Tertiary Education:
Eulogio “AMANG” Rodriguez Institute of Science and technology
Bachelor of Science in
Business Administration
Major in Human Resource Development Management
Nagtahan Sampaloc, Manila
2019-present
Work Experience
Department of Agrarian Reform (MIMAROPA)
Work Immersion
Ortigas, Pasig City
Seminar and trainings Attended
● Financial Perspective Variance Analysis
April 21 2022
● Select tax issues Needing Academic or Practical Consensus
April 3, 2022
References:
Available upon request.
121 | P a g e