HR Effectiveness

in Private and
Public Health
Institution
Reiner T. Librado
Ezel A. Consigna

Statement of the Problem

1. What is the level of effectiveness of the roles of
HR managers from:
1.1 Private health institution
1.2 Public health institution
2.

Is there a significant difference in the level of

effectiveness of
the role of HR
managers from the private and public health
institution?

Null Hypothesis
There is no significant difference in the level of
effectiveness between human resource managers
from the private and public health institution.

Alternative Hypothesis
There is a significant difference in the level of
effectiveness between human resource managers
from the private and public health institution.

Significance of the Study

The result of the study can be very helpful to the
human resource managers, students and future
researchers.
HR managers will gain information on which HR
function/role they need to observe so that they can
maintain an effective planning and better decisionmaking.
Students will acquire insights on the strengths
and weaknesses of HR managers.
Future researchers will gain knowledge in
studying the functions and roles of HR managers.

Research Paradigm
Private
Health
Instituti
on
Public
Health
Instituti
on

HR
Effectivene
ss

Chapter 3
Methodology
Research Design
The research design was a comparative study. Comparative
study is the comparison of outcomes, result, responses, etc. for
different techniques approach or other inputs.
Research Environment
The research was conducted among a private and public
hospital. The private hospital is the Adventist Medical Center
Valencia located at FACOMA Subdivision, Poblacion 8709,
Bukidnon. It is a privately owned hospital which is an affiliated
member of the Adventist Health System in Asia which is
operated by the Seventh-Day Adventist. Thorough integration,
clustering and centralized management hospital is better
equipped, better prepared and more efficient in delivering
quality health care to its constituents.
The public hospital is the Bukidnon Provincial Hospital-Maramag;
it is a government-owned hospital which is located in Purok 2,
Maramag, Bukidnon. The hospital has seventy-five bed space
capacity and a total of one hundred thirty-two working

Research Subject
The respondents of this study are the doctors,
nurses, technicians, office workers and the support
staff which composes the organizational structure
of both the private and the public hospital.
Research Instrument
The instrument that was used in conducting the
study was the Human Resource Role-Assessment
Survey adopted from the study of David Ulrich and
Jill Conner (1997). Its is composed of 40 question
where in every four (4) question corresponds to a
HR function. The instrument is answered using a 5point scale in which 1 as not effective and 5 as
highly effective.

Data Gathering
In gathering the data the researcher sent a
request letter to the HR office requesting for the
study to be conducted, then the researcher asked
for the copy of the list of all regular employees. The
questionnaires was distributed to them and was
collected and the data were analyzed and
interpreted.
Data Treatment
The data that answered question 1 was treated
by finding the average score of each HR function in
per category and then adding the score of each HR
function to find the overall performance of the HR.
T-test was used to analyze the answer in question
number 2.

Chapter 4
DATA PRESENTATION, ANALYSIS AND
INTERPRETATION
This chapter talks about the presentation, analysis
and interpretation of the data relating to this study.
The variables were the comparison of HR function
in private and public health institution. The specific
questions followed in sequence as stated in chapter
1.
The first question states: What is the level of
effectiveness of the roles of HR managers from
private and public health institution?

Table-1: Average score of Private and Public Health

Institution on current level of HR functions.

Private Health Institution

Public Health Institution

Total score

Interpretation

Total score

Interpretation

Strategic Partner

35

Moderate

39

Moderate

Administrative Expert

35

Moderate

39

Moderate

Employee Champion

33

Moderate

38

Moderate

Change Agent

34

Moderate

37

Moderate

Total

137

Moderate

152

Moderate

Interpretation
Overall:
Score above 160 considered a perception of high quality
Score between 91 and 159 considered a perception of moderate
quality
Score below 90 considered a perception of low quality
Per Category:
Score above 40 considered a perception of high quality
Score between 24 and 39 considered a perception of moderate
quality
Score below 23 considered a perception of low quality

Table-2: Level of difference among the public

and private health institution on the current
service level of HR functions.

T-Value

P-Value

Interpretation

Strategic Partner

-4.81

0.000

Significant

Administrative Expert

-4.06

0.000

Significant

Employee Champion

-2.84

0.005

Significant

Change Agent

-2.62

0.010

Significant

T-test was carried out to observe significance of

difference among the two health institution on the
current level of service effectiveness of HR function.
The P-value has been found to be significant at .05
level. The result shows a significant difference
among the public and private health institution. It
can be inferred that the two health institution have
different level of HR function.
The significant difference implies that even
though both health institutions falls on the same
level of effectiveness which is the moderate quality,
public health institution scored higher than the
private health institution. The public health
institution's score almost reach the high quality
level while private health institutions score lies on

Chapter 5
Findings, Conclusion and
Recommendation

According to the findings both the private and public health

institution lies on the scale of moderate quality in applying the
HR function in their organization. The private health institutions
score showed a good and positive result in total; it appears that
the private health institutions dominant function that is being
used are the strategic partner and the administrative expert,
which tells us that HR, really is with a great value to the
companys improvement. The HR also contributed to the
organization development as they maintain the level of quality as
a health institution.
The public health institutions score also showed a good result,
and their score is higher than the private health institution which
is almost at the high quality level. The public health institutions
highest score also is as a strategic partner; these indicate that HR
helps in developing a solution to the organization for them to gain
more competitive advantage. The findings indicate that the two
health institutions have a good HR in their organization and they
apply their knowledge well in helping build the organization and
in maintaining good and quality employees.

Conclusion
Human resource policies of an organization are
important for its existence. For them to continue
and develop as a quality health institution HR must
frequently refresh their knowledge in their field,
they must acquire new information for them to help
the organization as well as deliver an effective HR
function. With that it will help organization in
achieving new heights in terms of productivity, cost
effective, high morale of employees, team work and
public image.

RECOMMENDATION
The following recommendations are then proposed:
For the hospital administration conduct HR
orientation to employees for them to fully
appreciate the HR function.
Further studies be conducted using more subjects
and in different research environment.