GRADUATE SCHOOL
MEDICAL CENTER
An
Action Research
Presented to
NORTHEASTERN COLLEGE
Santiago City
In Partial Fulfillment
BY
RAQUEL D. AGUB
Summer 2018
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APPROVAL SHEET
RAQUEL D. AGUB
Researcher
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ACKNOWLEDGMENT
through their words of wisdom and encouragement, have helped her realize this
piece of work:
Dr. Tomas C. Bautista, the school president, for the infinite support that
Dr. Madeli R. Bautista, the dean of the graduate school, for her motherly
Her beloved parents for their continuous support since her childhood days up
to the present;
dissertations and other materials which were the sources of ideas for the completion
of the study;
And above, she extends her full recognition and thanks to the Creator for the
R.D.A.
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DEDICATION
R.D.A.
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TABLE OF CONTENTS
Page
DEDICATION -------------------------------------------------------------------------------- iv
CHAPTER
Introduction --------------------------------------------------------------------- 1
Assumptions --------------------------------------------------------------------
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Conclusions ------------------------------------------------------------------
Recommendations -----------------------------------------------------------
BIBLIOGRAPHY ---------------------------------------------------------------------------
APPENDICES
C. Questionnaire --------------------------------------------------------------------
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LIST OF TABLES
Table Page
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LIST OF FIGURES
Figure Page
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CHAPTER 1
Introduction
salaries and benefits and protecting their rights as well as the organization’s
reputation. It affects the morale of employees in the sense that they are assured
of just and regular timed total compensation. A payroll that reflects the rewards
booster and promotes positive effect to the employees and the organization as a
obligation spells high respect to the organization’s reputation. Not only that,
Inspired by this notion, the researcher who is part of the department that
examine the current state of the payroll system from computing the employee’s
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negatively. This particular function must be prepared with utmost care by the
people charged for this purpose. In short, Integrity is the bottom line to be
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Respondents profile;
Payroll practices in
Callang General
Continual
Hospital and Medical More efficient payroll
Center
examination of
system in CGHMC
payroll practices
Problems
encountered in the
payroll practices
FEEDBACK
practices.
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Output. This is the fruit of the interaction between the input and process.
further insights are revealed towards a more strengthened and improved level of
the respondents.
This study aimed to examine the current practices in the payroll of Callang
1. Age
2. Gender
3. Civil Status
5. Present Position
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Assumptions
1. That the current payroll practices in the Callang General Hospital and
payroll system.
This study was conducted at Callang General Hospital and Medical Center
located at Centro East Santiago City for the Calendar Year 201. It was aimed to
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payroll in the organization. This process involved the employees with their
seminars attended.
Definition of Terms
The following are the terms defined either operationally or as used in the
study.
insurance company. 4
4 http://www.dictionary.com/browse/benefit?s=t
5 https://en.wikipedia.org/wiki/Computation
6 https://www.accountingtools.com/articles/what-is-contribution.html
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under the Housing and Urban Development Coordinating Council responsible for
7 https://en.wikipedia.org/wiki/Home_Development_Mutual_Fund
8 https://en.wikipedia.org/wiki/Payment
9 https://www.ed.ac.uk/files/atoms/files/payroll_policy.pdf
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and accessible health care services for all citizens of the Philippines. 10
something.11
Salary Rate. Are the rates paid for nominal time of work, comprising basic
wages and salaries, cost-of-living allowances and other guaranteed and regularly
paid allowances.12
work or services.13
lost in the event of death, disability, sickness, maternity and old age. 14
10 https://www.philhealth.gov.ph/about_us/mandate.html
11 https://dictionary.cambridge.org/us/dictionary/english/remittance
12 https://stats.oecd.org/glossary/detail.asp?ID=4829
13 http://www.dictionary.com/browse/salary?s=t
14 https://www.sss.gov.ph/sss/appmanager/pages.jsp?page=ssbenefits
15 https://dictionary.cambridge.org/us/dictionary/english/wages
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CHAPTER 2
Research Design
Respondents
Validation of Instrument
Research Procedure
Research Design
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Taguinod Street, Centro East, Santiago City as seen on the vicinity map below.
VISION
MISSION
satisfaction.
hospital.
patients.
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serve.
BENCHMARK
To accept and maintain nothing less than the highest possible level of
ethics and professional standards from all those assisting in the accomplishment
of the mission.
QUALITY SERVICES:
Anesthesiology
Cardiology
• Adult Cardiology
• Pediatric Cardiology
Dentistry
Internal Medicine
• Gastroenterology
• General Internal Medicine
• Geriatrics
• Nephrology
• Pulmonology
• Rheumatology
Neurology
• Psychiatry
Obstetrics-Gynecology
• OB-Oncology
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• OB-Infertility
Otorhinolaryngologist/ENT
Ophthalmology
Orthopaedics
Pediatrics
• General Pediatrics
• Pediatric Cardiology
• Pediatric Hematology
• Pedia Intensivist
Surgery
• General Surgery
• Laparoscopic Surgery
• Neurosurgery
Urology
AVAILABLE FACILITIES:
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OTHER SERVICES:
Nutrition & Dietetics
• Osteorized Feeding
• Weight Management Program
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Figure 1
Vicinity Map – Callang General Hospital and Medical Center, Santiago City
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In gathering the needed data, the following instruments were used. These
were:
The Questionnaire. This was the primary tool in gathering relevant data.
The questionnaire was presented to the research adviser for comments and
Try – Out of the Questionnaire. This was done to determine if the items
Callang General Hospital and Medical Center, the following scale was used:
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interview to the respondents to gather more information was done to check the
of the contents of the questionnaire and the research as a whole were examined
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The researcher sought permission from the office of the Chief Executive
Officer of Callang General Hospital and Medical Center. After having been
F
P= x 100
N
Where:
about the Payroll Practices in Callang General Hospital and Medical Center. The
FX
WM =
X
Where:
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WM = Weighted Mean
F = Frequency
X = Weight
CHAPTER 3
This chapter presents the analysis and interpretation of the data collected
research.
Respondents Profile
Age of the individual has generally represented and one of the most
Table 1
Respondents by Age
26 – 30 3 30.00
31 – 35 1 10.00
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Total 10 100.00
age bracket 21 – 25 years old followed by age bracket 26 – 30 years old with 3
respondents or 30.00 percent and the least was on age bracket 31 – 35 years old
It can be deduced from the table that employees are in their transitional
age between the last year of college and the early years of working experience
Table 2
Respondents by Gender
Male 6 60.00
Female 4 40.00
Total 10 100.00
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There are jobs dominated by men or women. In this table it was revealed that
there are more female with 6 or 60.00 percent response than male with 4 or
It can be presumed that office works in this category are also meant for
Table 3
Single 5 50.00
Married 5 50.00
Total 10 100.00
for both single and married respondents. This implies that being single or
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Table 4
Total 10 100.00
As seen on the table, most of the respondents are college graduate with 7
or 70.00 percent response and 3 or 30.00 percent had finished their Master’s
degree. The table suggests that professional advancement is still part of the goal
of the employees. It can also be perceived that most of the respondents are still
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Years in service. The table below shows the number of years that the
respondents earned.
Table 5
1–5 7 70.00
6 – 10 3 30.00
Total 10 100.00
position. Three (3) respondents or 30.00 percent have the 6 – 10 service years in
service.
respondents are on their early stage of employment. The number was validated
during the interview wherein the salary rate is not appealing for the employees to
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present position.
Table 6
Nurse 4 40.00
Cashier 2 20.00
Pharmacist 1 10.00
Total 10 100.00
Position held by the respondents show that Nurse reflected highest score
response each and the least, info Clerk and Pharmacist with single or 10.00
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respondents.
Table 7
School/Local 3 30.00
District 1 10.00
Division 4 40.00
Regional 1 10.00
National 1 10.00
*Frequency of Mention
Table 7 reflects that there were 4 or 40.00 percent of the respondents who
had attended the Division level followed by the School/Local level with 3 or 30.00
percent response. And the rest are District, Regional and the International level
with one (1) or 10.00 percent response. The data indicates that all respondents
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the part of the employees, however, driven by desire to obtain more edge to
qualify for better jobs, they ask permission to attend seminars at their own
expenses.
Information Proper
The subsequent tables contain the tabulated and statistically treated
Table 8
Particulars WM QD Rank
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There are four (4) items ranked 2.5 with weighted mean of 3.90 each,
“SSS monthly contribution” with weighted mean of 3.70 was rank 5 and
leveled as “Very Satisfied”. The least are “Benefit packages” and “Salary rate
(conforms with labor law)” was rank 6.5 with weighted mean of 3.30 each leveled
as “Moderately Satisfied.”
It can be deduced from the table that the respondents are “Very Satisfied”
with the payroll practices reflecting and average weighted mean of 3.70.
payroll practices.
Pagibig contribution” with weighted mean of 1.40 as rank 3; “Delayed salary” with
weighted mean of 1.30 as rank 4; “Absence of payroll policy” with weighted mean
of 1.20 as rank 5 and rank 6 as the least, “Inaccurate computation of salary pay”
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Table 9
Particulars WM QD Rank
The average weighted mean of 1.35 reflects that even if there are
solutions for the betterment of their services and so it was leveled to “Least
Serious”.
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CHAPTER 4
Summary of Findings
were within the scales of 21 to 35 years old only, dominant were males, 50.00
percent of them were single and the other 50.00 percent, married. As to
educational attainment, 70.00 percent were college graduates and the 3 of them
were master’s degree holders, 70.00 percent have at least 5 years of experience,
dominant were nurses with 4 or 40.00 percent response, and most of them have
wages and mandatory deductions which reflected the same weighted mean
scores were described as “Very Satisfactory” while benefits packages and salary
rate came out to be the least felt by the respondents thereby categorizing these
the inaccurate remittances of mandatory deductions topped the survey and the
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Conclusions
Based on the findings, the respondents are young in age which means
they are in the aggressiveness stage of gaining work experience and at the same
time honing their work skills. With the short span of time they stayed with their
employer, Callang General Hospital and Medical Center, they already sense the
Recommendations
In the light of findings and conclusions arrived at, the following are
recommended:
retention rate of employees. In that way, lesser time, money and effort
will be spent for this purpose alone. The saved time in this process can
be used for other more productive task that will contribute to a high
quality of service.
government and how long it takes, so that by the time the employee
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agency, she has taken into consideration the duration of time that a
verification.
Center.
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BIBLIOGRAPHY
B. BOOKS
C. UNPUBLISHED MATERIALS
D. JOURNALS/MANUALS/OTHERS
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APPENDIX A
Dear Sir:
Greetings!
May I seek permission from your good office to allow the undersigned to conduct
a study titled: “PAYROLL PRACTICES IN CALLANG GENERAL HOSPITAL AND
MEDICAL CENTER”, in partial fulfilment of the requirements leading to the degree
Master in Business Administration (MBA) at the Northeastern College, Santiago City,
Summer 2018.
It is hoped that this will merit your favorable consideration and approval.
Respectfully yours,
RAQUEL D. AGUB
Researcher
NOTED:
APPROVED:
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APPENDIX B
Dear Respondent,
You are selected as one of the respondents for this study, “PAYROLL
PRACTICES IN CALLANG GENERAL HOSPITAL AND MEDICAL CENTER”,
and the information you will give will be treated with utmost confidentiality and
use solely for academic purposes. The findings and recommendations from this
study are likely to benefit CGHMCI employees, clienteles and the community at
large.
Thank you for sparing part of your valuable time to answer this
questionnaire.
Respectfully yours,
RAQUEL D. AGUB
Researcher
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APPENDIX C
QUESTIONNAIRE
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Particulars 5 4 3 2 1
1. Payment of salaries (released within 24 hours from
payday)
2. Computation of salaries and wages
3. Benefit packages
4. Salary rate (conforms with labor law)
5. SSS monthly contribution
6. Philhealth monthly contribution
7. Pagibig monthly contribution
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4 Very Serious VS
3 Moderately Serious MS
2 Slightly Serious SS
1 Least Serious LS
Particulars 5 4 3 2 1
1. Inaccurate computation of salary pay
2. Inaccurate remittance of SSS contribution
3. Inaccurate remittance of Philhealth contribution
4. Inaccurate remittance of Pagibig contribution
5. Delayed salary
6. Absence of payroll policy
Respectfully yours,
RAQUEL D. AGUB
Researcher
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References:
FOR SSS CONTRIBUTION
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CURRICULUM VITAE
PERSONAL DATA
EDUCATIONAL ATTAINMENT
ELIGIBILITY
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WORK EXPERIENCES
TRAININGS/SEMINARS ATTENDED
Peachtree System
June to October 2015
Saint Mary’s University
Bayombong, Nueva Vizcaya
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