An International HEI Experience: Human Resource Trends and Perspectives

Cognizant of the crucial reality on employee turnover particularly in private HEI’s, this research paper delved into the trends and perspectives of the 31 participants who underwent the exit interview. The study investigated on some variables that may have contributed to the phenomenon. Results of the study served as inputs for the organization in mitigating its occurrences, improve job satisfaction, and increase retention rate. Primarily, it considered the participants’ personal profile, and information about resignation; their “greatest satisfaction” and “greatest problem” in the organization; their recommendations on how to lessen employee turnover; and how to improve university’s practices along human resource. The results showed that the turnover rate was high on the Basic Education Unit. Turnover happened during the first three (3) years of service, and usually among the university’s own graduates. Regardless of profile variables, the reasons for resignation included the following: professional growth; better job opportunity, get employed in the government; and practical reasons that embrace the family. As to their plans, it is to work in a government unit and to go abroad. In terms of level of job satisfaction, it revealed that regardless of profile variables, the participants were generally satisfied. The participants’ greatest satisfaction included 19 factors, foremost of these are acquisition of skills that are job and personal-related. On the other hand, there were 23 greatest problems evolved which include office procedures, salary, and workload/load assignment. To promote employee retention, at least 24 measures were recommended. These include strengthening SPUP’s best practices.