Page 97 - GS_Journal_2015

Urdaneta City University

opportunity for better service and client satisfaction. 3) The seriousness of problems encountered
affects the sustainability of the technological capability of the bank.
Taking into account the findings and conclusions of this study, the following
recommendations are forwarded: 1) Management should strive to entice its workers to maintain
loyalty to the bank by introducing a career development plan, offering attractive benefits
and maintaining a conducive working environment. 2) Management should invest in more
technological infrastructure in order to sustain its capability in providing fast, efficient, reliable
and accessible services to its customers. 3) Networking with other service providers would
ensure a continuous interconnectivity that would redound to the benefit of the bank and its
customers. 4) The adoption of the Proposed Intervention Measures would greatly contribute to
the sustainability of the technological capability of the bank.

WORK PERFORMANCE OF EMPLOYEES OF MICRO FINANCE SECTOR
HERNIELYN D. RABAJA

This study was conducted to assess the work performance of employees of the micro-
finance sector in Urdaneta City. It specifically sought to determine the demographic profile of
the respondents in terms of age, sex, educational attainment, status of employment and monthly
income. It likewise intended to determine the work performance of the employees along areas
of attendance and punctuality; communication, human relationship skills, customer service,
resourcefulness/sales skills; planning and organization and teamwork, and eventually know if
there are significant relationship and differences on the work performances of the respondents
and their variable profiles. The research employed the descriptive survey method through
the use of questionnaire. The study reveals that out of the 80 samples respondents, majority
(37.5%) are in the age bracket of 26-30 years old; males (76.25%), college graduates (85%)
permanent employees (72.5%) and have monthly income of P10,000.00 and below (71.25%).
As to the level of work performance, along attendance and punctuality, communications, human
relationship skills, customer service, resourcefulness/sales skills, planning and organization, and
teamwork were displayed an overall weighted mean of “A” . There are significant differences on
all work performances of the employees across age , but no significant differences across sex;
there are significant differences on Attendance and Punctuality, Communication and Teamwork
across highest educational attainment; no significant differences of Attendance and Punctuality,
Communication, Customer Service and Resourcefulness/sales skills across Employment Status
but no significant differences along Punctuality, Communication, Human Relations Skills and
Resourcefulness across monthly income. There are no significant relationships between work
performance of the employees on resourcefulness/sales skills; planning and organization
and teamwork and age, educational attainment status of employment and monthly income.
Likewise, there are no significant relationship between work performance. There is no significant
relationship between allwork performances of the respondent employees across variable profiles.

85