03786nam a22001577a 4500003000400000005001700004008004100021040000900062100003100071245017300102260005400275300004800329500310900377500008703486504005503573OSt20250320101250.0250319b        |||||||| |||| 00| 0 eng d  cNVSU  aDel Mundo Jr., Fernando C.  aTraining and development practices and the work behaviors of employees in selected private higher educational institutions in Nueva Vizcaya/ cFernando C. Del Mundo Jr.  aBayombong:bNueva Vizcaya State University,c2016  axiii, 107 leaves :billustrations ;c28 cm.  aHuman resource training and development is one way of sharing necessary knowledge and skills to human resource professionals in the organization. This is necessary for a number of reasons why HR professionals are very important in the organization. They need continuous upgrade of their skills and attitudes, necessarily training them to bring them at par with the organization's goals and in tune with the industry trends for well-equipped HR professionals are the means to ensuring optimal performance from the organization's employees (Stuart, 2013).

	In order to attain quality competent-performance, it is imperative that the members of the human force be highly competent and be at par with the standards of professionalism

	It was in this context that this study was conceptualized, by embracing the training and development as an integral part of the human resource management among selected private higher educational institutions in Nueva Vizcaya, and how these practices influence the work behaviors of both non-teaching and teaching staff.

	This study is anchored on determining the relationship of the training and development practices and work behaviors of employees in selected private higher educational institutions in Nueva Vizcaya.

	The descriptive correlational method was used to determine the relationship of profile variables to training and development practices and work behavior

	In view of the data gathered, the following major findings and conclusions are drawn 1) Age and gender had a significant positive influence on the determination of an employee to succeed, 2) Highest educational attainment had a significant positive influence on accommodating change, 3) Gender had a bearing on the cooperation in overcoming a problem and willingness to accept responsibility among employees, 4) Source of funding of training and development had a significant positive influence to show enthusiasm, determined to succeed, wanting to accept responsibility and motivation to work.

	Training and development practices which include orientation, coaching, short term trainings and team building had significant positive influence on the work behavior of respondents. On the other hand, delegation and mentoring had no significant influence to the work behaviors of the respondents.

	Based on the forgoing findings and conclusions, the following were recommended)) The Commission on Higher Education may formulate policies and procedures to monitor Private Higher Educational Institutions regarding their training and development practices 2) School administrator, and human resource officer may conduct orientation, coaching, short term trainings and team building for school personnel's since these practices greatly influence the work behaviors of employees and 3) Future researchers may conduct related researches in other private HEI's to validate the results and determine other possible demographic attributes which were not included as predictors of the training and development practices and the work behaviors of employees in private higher educational institutions.   aThesis (Master of Arts in Public Administration - Local Government Administration)  aIncludes appendices and bibliographical references