Workforce Planning Strategies and Employee Commitment in Construction Companies in the Province of Rizal
DOI:
https://doi.org/10.65339/ijsair.V2.I2.493Keywords:
Workforce Planning, Employee Commitment, Construction Industry, Organizational Commitment, Workforce Forecasting, Scheduling and Deployment, Human Resource Management, Rizal ProvinceAbstract
The construction industry plays a significant role in economic growth and employment generation; however, it continues to face persistent workforce management challenges, including irregular project demand, labor shortages, skills mismatches, and increasing competition from other industries. This study examined the workforce planning strategies and employee commitment of medium to large construction companies operating in the Province of Rizal, Philippines.Anchored on Workforce Planning Theory and Organizational Commitment Theory, the study investigated workforce planning practices such as recruitment and forecasting, scheduling and deployment, time and attendance monitoring, safety and compliance practices, performance appraisal systems, and learning and development programs. Employee commitment was assessed in terms of affective, continuance, and normative commitment. A descriptive-correlational research design was employed, involving engineers, foremen, skilled workers, and administrative staff selected through stratified random sampling. Data were gathered using a structured survey questionnaire and analyzed using descriptive statistics, correlation, and regression analysis.Findings revealed that workforce demand forecasting and supply analysis were moderately implemented, while scheduling and deployment practices showed a strong influence on employee commitment. Safety and compliance systems significantly supported normative commitment, performance appraisal systems enhanced affective commitment, and learning and development initiatives were strongly associated with continuance commitment. Overall, workforce planning practices were moderately implemented, with notable strengths in operational scheduling and safety compliance but weaknesses in strategic human resource alignment and employee engagement. Employee commitment was generally moderate, with continuance commitment being the most dominant due to job security concerns and financial necessity, particularly among contractual workers. The study concludes that while construction firms in Rizal possess functional workforce planning systems, gaps remain in strengthening employee engagement, retention strategies, and long-term workforce stability. It is recommended that companies adopt a more strategic and integrated workforce planning approach, enhance career development opportunities for contractual employees, improve monitoring systems, and strengthen communication and safety practices to foster stronger organizational commitment and reduce workforce turnover
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