Jennifer A. Quiroz

Schools Division Office Balanga City

Completed 2026

ABSTRACT

This study examined the factors influencing employee turnover and the effectiveness of human resource (HR) practices within the Schools Division Office of Balanga City. The purpose of the study was to analyze exit interview data to identify determinants of employee resignation and to propose enhanced HR policies for improved retention, satisfaction, and organizational effectiveness. A mixed-methods research design was employed, integrating quantitative survey data from 13 resigned personnel and qualitative responses from structured exit interview instruments. Descriptive statistics and thematic analysis were used to interpret the data. Findings revealed that employee turnover was influenced by job-role alignment, workload demands, compensation concerns, supervisory support, and personal considerations. Employees rated organizational commitment positively in terms of training opportunities, collaboration, and professional development; however, concerns were identified in workload management, communication, recognition, and salary structures. Key qualitative insights highlighted both positive experiences such as meaningful work and teamwork, and negative experiences including emotional exhaustion and limited career advancement. The study is limited by its small sample size, reliance on retrospective self-reports, and context-specific findings that may not be generalizable beyond SDO Balanga City. Despite these limitations, the study provides valuable insights into employee turnover behavior. Its originality lies in the integrated analysis of exit interview data as a strategic HR tool for policy enhancement. The findings have practical implications for strengthening HR systems through improved training, communication, compensation, and recognition frameworks, ultimately contributing to better employee retention and organizational performance.