Human Resource Policies and Employees Work Performance among Line-Agencies in Sulu

This study assessed the human resource policies and employees’ work performance of line-agencies in Sulu during the Fiscal Year 2023. With 200 samples taken through non-probability sampling method via purposive sampling, and with the use of weighted mean, standard deviation, t-test for independent samples, One-way ANOVA, and Pearson’s r, this study reveals the following findings: 1) Majority of the employees are female, within the age ranges of 30 years old & below, mostly have 5 years & below of work experience. 2) Line-agencies in Sulu are highly responsible for implementing policies related to the management of employees such that they have well-designed policy which can be used as a tool for attracting, motivating, and retaining employees within the agency; 3) On the average, line-agencies in Sulu possessed high ability of accomplishing role-specific tasks, contributing to organization’s technical core. 4) Variables gender, age, length of service, status of appointment, and educational attainment indeed significantly mediate in ways how employees assessed the extent of human resource policies of line-agencies in Sulu; 5) This study seems to uphold Gachie, C. (2011) model of Human Resource Management Policies and Putnaik, Subhra & Putnaik, Susmita (2017) Model of Employee Performance Dimensionality. Human Resource Management Policies constitutes the theories relative to Reward policy, Promotion policy, Training and development policy, and Health and safety policy. While Employee Performance consists of constructs such as Task Performance, Interpersonal facilitation, and Job dedication.