Human Resource Management Practices and Their Influence on Employee Performance in Davao City Water District

The study looked into the Human Resource Management (HRM) practices and their effect on the employee performance in Davao City Water District (DCWD). It particularly assessed recruitment, selection and placement; performance management system; rewards and recognition; employee welfare and benefits; learning and development; and gender and development. It also looked at employee performance in terms of the quality and effectiveness of work, quantity and productivity, and timeliness. The research design used was quantitative, descriptive-correlational. The respondents of the study were 280 employees of DCWD. Data analysis was done using Frequency and Percentage, Mean and Standard Deviation, Pearson product moment correlation, Multiple Regression and Analysis of Variance. The results indicate that the perceived implementation of HRM practices was very high (M = 4.505, SD = 0.508) and the employee performance was very high (M = 4.727, SD = 0.401). The most highly rated HRM dimensions were found to be Gender and Development and Employee Welfare and Benefits. It was shown that all six HRM characteristics are positively associated with employee performance However, in the Multiple Regression Model with Heteroskedasticity-Consistent standard errors, only Employee Welfare and Benefits and Gender and Development were statistically significant positive predictors. The regression model accounted for 33.7% of the variance in employee performance. The perceived HRM practices and employee performance differ significantly across age groups, while the other profile variables do not differ significantly overall. The findings suggest that DCWD should continue its HRM programmes and should also strengthen employee welfare, inclusion and development initiatives. The findings reflect employee perceptions and statistical relationships and do not represent independently verified implementation or Causal impacts.