HUMAN RESOURCE MANAGEMENT PRACTICES OF THE PHILIPPINE NATIONAL POLICE: BASIS FOR AN ENHANCED RECRUITMENT AND SELECTION STRATEGY

Abstract

This study assessed the Human Resource Management (HRM) practices, specifically recruitment and selection, of the Police Regional Office Bangsamoro Autonomous Region (PRO BAR) to inform an enhanced strategic framework. Employing a descriptive-quantitative design, the research analyzed the level of implementation of current practices, their resulting effectiveness, and the degree of seriousness of challenges encountered. Findings reveal that PRO BAR's contemporary recruitment and selection practices are Largely Implemented, particularly regarding the use of the "Faceless and Nameless" system and comprehensive testing. This high-level implementation directly translates into Highly Effective personnel outcomes across all competency domains, including Job Knowledge, Cognitive Ability, Personality, Integrity, and Physical Fitness. Crucially, the analysis refuted the perception of a lack of qualified regional applicants. However, the efficacy of the system is severely threatened by Very Serious (VS) challenges that are structural and logistical. The most critical impediments are budgetary constraints limiting thorough background and medical investigations, geographical/security issues impeding on-the-ground vetting, and pervasive IT infrastructure deficiencies causing procedural delays. Challenges related to political intervention were rated as only Moderately Serious, suggesting the success of internal systemic buffers. The study concludes that while the policy framework is sound and effective, its full potential is constrained by resource scarcity and operational logistics in the BARMM environment. Recommendations focus on securing strategic funding and upgrading CORES infrastructure to ensure the integrity and speed of the personnel acquisition process.

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