Organizations regardless of type, structure, size, among other factors may have similar foundations in the development of HR policy but applicable factors for consideration may vary. Among the most common factor in the development of an HR policy is the culture of the organization. In making sure that the DWEA core values are working within the person in SVD educational institutions, it became the aim of this study to come up with an HR model that would be functional and best support the vision, mission, and goals of all Northern, Central and Southern SVD schools in the Philippines. Specifically, this study determined the level of integration and implementation of organizational leadership and excellence towards 3 HR practices namely:  employee relations, performance appraisal, and work-life balance.  While the results show that organizational leadership and excellence are integrated and implemented in the 3 human resource practices namely employee relations, performance appraisal, and work like balance, it is highly recommended that the administrators of the different SVD educational institutions must review the integration of the moderately rated practices in its employee relations, performance appraisal, and work-life balance in order to recalibrate its existing systems.  Furthermore, those integrated but moderately implemented should likewise be appraised for full implementation.

Human Resource (HR) policy is not a one-size-fits-all approach. Underpinnings and reasons for the development of HR policy may be parallel for most organizations, regardless of type and nature, but pertinent factors considered for such development may vary. The most common yet influential amongst the factors is the culture of the organization. Organizational culture is one of the most researched topics in organizational studies. It had been used as a construct in various settings, even in the education landscape. Previous studies show that organizational culture impacts the HR practices and policies of organizations. However, the literature is silent on its application in Catholic educational institutions’ HR practices and policies in the Philippines. This study used literature review as its method to integrate organizational culture and HR practices toward institutionalizing their HR policies. Society of Divine Word (SVD) educational institutions within the Philippines A standard HR Policy is aimed to be used across all SVD schools in the Philippines.

The central problem of this study was to determine the predictors of motivation, job satisfaction, and organizational citizenship behaviors (OCB) of the Contract of Service employees of Local Government of Unit (LGU) of San Jose, Magsaysay, Rizal, and Calintaan (SAMARICA). A mixed-exploratory methodology was utilized. The qualitative method was used to determine the challenges of the contractual employees while a quantitative research design was used to examine the level of motivation, job satisfaction, and OCB. The general evaluation was performed through 296 Contract of Service employees in the local government units of SAMARICA area. Job characteristics, compensation and benefits, and training and development emerged from the thematic analysis. These themes were used to predict respondents' attitudes and behavior in the workplace.Job characteristics and compensation and benefits were the only two antecedents that significantly predicted employees' internal motivation. Employees' integrated motivation was predicted only by compensation and benefits. Similarly, job characteristics and training and development were discovered to be predictors of identified motivation. Finally, job characteristics were the sole predictor of external motivation. Contract of service employees valued training and development and job characteristics the most in demonstrating internal job satisfaction. Employees valued job characteristics, compensation and benefits, and training and development when seeking external job satisfaction. It was revealed that job characteristics and training and development predicted altruism; job characteristics and compensation and benefits predicted conscientiousness, and job characteristics predict civic virtue. Finally, job characteristics as well as training and development were found to be predictors of employees' sportsmanship.

This concept of organizational culture had been the subject of numerous researches across all industries including schools; Catholic educational institutions are not exempted. The primary aim of this research is to evaluate the integration of evangelization as an organizational culture to the human resource practices of SVD educational institutions. One of the major drivers of organization success is culture and because of this, aligning strategies and decision-making with cultural ideals are indispensable. Due to these fluid characteristics of culture, organizations are induced to relentlessly reassess their values and norms in order to recalibrate their practices whenever a new organizational culture emerged due to the rapidly changing environment. In this manner, the organization can easily adapt, including its organizational culture and HR practices to reduce any unwanted effects to the operations of the organization. This study used descriptive research to analyze the data gathered from 405 respondents from 11 SVD educational institutions across the Philippines. The results show that evangelization as an organizational culture of SVD educational institutions is integrated into its HR practices namely: hiring, training & development, compensation & benefits, employee relations, performance appraisal, work-life balance, and health & safety.

The objective of this research is to determine the level of integration of 3 values namely integrity, commitment and corporate social responsibility which are part of SVD’s organizational culture to its 3 human resource activities namely hiring, training & development, and compensation and benefits The respondents of this research were employees of Divine Word College academic institutions located in different areas in the Philippines.  A self-made questionnaire that was subjected to validity and reliability tests was distributed online and 405 questionnaires were retrieved. The collected data were processed and analyzed using SPSS 22.0. Results show that the 3 values are integrated into the 3 major human resource activities such that integrity, commitment, and corporate social responsibility are integrated into the hiring, training & development, and compensation and benefits.