School Heads' Ways Forward in Addressing Challenges in Recruitment, Selection, and Placement in Davao Region, Philippines

This study explores the Human Resource Management (HRM) practices of school heads in the Davao Region, Philippines, with a focus on Recruitment, Selection, and Placement (RSP) processes. Using a qualitative case study approach (Yin, 2014) and purposive sampling (Palinkas et al., 2015), data were gathered through a validated researcher-made interview guide from 22 school heads directly handling HRM functions. The study highlights school heads' strong commitment to transparency and merit-based recruitment, aligning with Department of Education (DepEd) guidelines through systematic job postings, Comparative Assessment Results (CAR), and structured ranking and reference checks. Institutional consistency and fairness are maintained, while onboarding programs promote staff integration and retention, with inclusive efforts ensuring opportunities for underrepresented groups. Despite these best practices, challenges remain, including a shortage of qualified applicants, procedural inefficiencies, financial constraints, and retention issues linked to migration and limited career advancement opportunities, alongside ethical concerns like favoritism. To mitigate these issues, school heads implement strategic solutions such as mentorship programs, capacity-building efforts, and the creation of Human Resource Merit Promotion and Selection Board (HRMPSB) sub-committees to reinforce fairness and transparency. These efforts emphasize the critical role of school leaders in cultivating an effective, inclusive, and future-ready educational environment, benefiting both educators and learners.