The Impact of Human Resource Management Practices on Teachers' Job Satisfaction

This study explores the impact of Human Resource Management (HRM) practices on teachers' job satisfaction, focusing on 224 permanent teachers in the Norala District, Schools Division of South Cotabato. Utilizing a descriptive-evaluative research design and adapted survey questionnaires, the study assesses the extent of HRM practices implementation across key domains such as recruitment, performance management, training, compensation, career planning, and employee welfare. The findings reveal that HRM practices are generally "Very Well Implemented," with high mean scores indicating strong implementation. Teachers report significant job satisfaction, with a grand mean score of 4.45, suggesting that their roles are well-matched to their skills. However, areas such as fringe benefits, and the fairness of performance reviews were noted as needing improvement. A positive correlation (0.534808) between HRM practices and job satisfaction highlights the critical impact of effective HRM. The study aligns with Herzberg's Two-Factor Theory, showing that motivators like recognition and personal development enhance satisfaction while addressing hygiene factors like compensation can prevent dissatisfaction. The study recommends that schools continuously improve HRM practices, focusing on both motivators and hygiene factors, to further boost job satisfaction and enhance educational outcomes and organizational success.