Determinants of fit in faculty HR practices: A case study in Philippine university (PU)

• Main Author: Estillore, Imelda P.
• Format: text
• Language: English
• Published: Animo Repository 2020
• Subjects: College personnel management—Philippines; Human Resources Management
• Online Access: https://animorepository.dlsu.edu.ph/etd_doctoral/1420; https://animorepository.dlsu.edu.ph/context/etd_doctoral/article/2463/viewcontent/Estillore_Imelda_11382589_Edited.pdf
• Institution: De La Salle University

This case study identified the factors that influence the vertical and horizontal fit of three groups (i.e., training and development, performance management, and pay/incentives/benefits) of faculty development practices in Philippine University (PU). Using retroduction, it was able to uncover how such factors actually enhanced the alignment among the three groups, as well as their alignment to the strategic goals of PU. This study confirmed all the hypothesized determinants of fit proposed by Wei (2006), except for quantity of HR practices. The results of this study show that there are five determinants of fit in PU: 1) equal treatment; 2) quality of practices; 3) amount of HR budget; 4) faculty knowledge and skills; and 5) clarity and certainty of strategic goals. How these five factors result in the horizontal and vertical fit of the 3 groups of faculty development practices in PU can be understood by looking at the institutional mechanism (Vincent & Wapshott, 2014) at work: Collaboration among the University Management Team, School Management Team, and HR. Interestingly, three determinants of fit hypothesized by Wei (2006) - i.e., values system and culture; HR manager capability; and top management capability - turned out to be factors influencing the institutional mechanism.