THE LEVEL OF AWARENESS OF PARTICIPANTS ON RESEARCH ETHICS:

BASIS FOR A DIVISION RESEARCH DEVELOPMENT PROGRAM

Dr. Nona Brizuela Veriña and Mr. Bonifacio D. Dullas IV

Schools Division Offices of Mandaluyong & Navotas

The Department of Education under the Rationalization

Plan of 2015 had a specific unit that takes care of research. The
Planning and Research as one of the units of the Schools
Governance and Operations Division had been existing for two
years now.
Context and
For the past two years, out of the 21 schools in the division
Rationale of Navotas, only 5 schools had researches funded by BERF,
(Cite Division while for the division of Mandaluyong, 10 schools out of 22
data that schools had researches. The data suggests the low production
supports the of research in the two divisions mentioned. Other than that, the
problem) capacity to do research does not necessarily mean that
researchers were aware of the research ethics.
RATIONALE OF THE ACTION RESEARCH

It is for these reasons that the researchers were

challenged to study the level of awareness of participants on
research ethics as basis for a division research development
program.

The Training Needs Analysis will be used to determine

the level of awareness of the participants.

PROPOSED
INTERVENTION,
INNOVATION,
STRATEGY
(Explain the Training needs analysis is primarily concerned with
intervention and addressing skills gaps at the different levels like the
cite literature organizational level, the group level, and the individual level, and
that supports/ falls under the responsibility of learning and development. It is
validate the advised that training needs analysis be conducted at all levels
to ensure the maximum return from training and skills
strategy to be
throughout the organization. A TNA pinpoints the required
used) skill/knowledge and the current level of skill/knowledge- the
ground in between is the gap. Training needs analysis is
designed to identify the most appropriate training to bridge the
gap. SWOT (Strengths, Weaknesses, Opportunities, Threats)
analysis is one of the variety of techniques used in training
needs analysis.
In addition, Drummond (2015) said that a training needs
analysis is a thorough review that can influence knowledge,
competencies as well as attitude of people whether individual or
by group in the place of work. The difficulties on performance
standards can be determined through training. This served as
the foundation in structuring or planning the latest work-based
training. TNA determines the gap between achieved
performance standard and the required performance standard.
The objective of determining the training gap is to increase the
output’s quality and productivity.
Furthermore, in terms of time, costing and other
resources, training is a costly process. It is therefore significant
to identify if there is a necessity for a training to happen.
Intervention will contribute to the achievement of the
organizational goal directly or indirectly? Another view of the
need for a training is that, the “inconsistency” between what is
and “what should be” necessary is that, it is the difference
between “what is” and “what should be”. Training needs
analysis is considered unique due to the reason that its basis is
the kind of training that is needed or necessary. The analysis
provides ideas of the kind of intervention are necessary,
knowledge or competency or even both. In certain cases, where
both if these were present and performance is still missing then
the problem may be motivational in origin. It thus features the
required and the suitable intervention which is vital to make the
training successful. www.managementstudyguide.com
Dr. Infande (2012) holds that the needs analysis is a
crucial activity in the training development process. All training
programs must start with a training needs analysis, thus needs
analysis is always the first and foremost step for the training
process. The goal of the needs analysis is to determine the
needed performance to be able to meet the goals and objectives
of the organization as well as to improve production, profits, and
quality of service rendered. The major reasons why a need
analysis must be conducted are the following: one is to
determine the necessary steps to be taken to be able to make
improvements or progress. Another one is, it will provide the
information to justify any expense one may incur as a result of
training. By determining training needs, the organization will be
the one to decide on the knowledge, competencies and attitudes
necessary to be able to develop and improve the performance
of the people aligned to the standards set by the company.
Training needs analysis will fill in the training gap
between the standard performance and the performance
required. Furthermore, Ormond and Williams (2013),
considered the overall nature of research capability, starting
from dictionary meanings extends up to the theoretical
standpoints in relation to capability technique. Its importance
was reflected on the operational definition stressing the
capability to provide answers to problems systematically.
Capability is considered as an essential part of life processes.
The next part shows the model of generation of knowledge and
further proves the improvement of capability as an essential part
of the research process particularly in the essential objective of
transforming theory and practice. For the last part, revisiting and
updating the activities, initiatives and the outcomes of the
capability programs.
 1. What is the demographic profile of the participants in terms
of:
1.1. Number of researches made, and
1.2. Number of research seminars attended?
2. What is the level of awareness of the participants in
research ethics?
ACTION RESEARCH
3. Is there a significant difference between the level of
QUESTIONS
awareness of the participants in research ethics when
grouped according to their demographic profile?
4. What division research development program can be
proposed based on the results on the level of awareness of
the participants on research ethics?

The participants of this study will be the 1,492 teachers of

~PARTICIPANTS
the division of Navotas and the 1,949 teachers of the division of
ACTION RESEARCH

~SOURCES OF
Mandaluyong. This study will make use of quantitative
DATA
METHODS

research, a non-experimental design with the primary purpose

INFORMATION
of describing the level of awareness of participants on research
~DATA
ethics. Research ethics survey questionnaire will be used to
GATHERING
gather data/information from the participants. The data
METHODS
gathered will be presented, analyzed and interpreted using the
~DATA
percentage, weighted mean, and analysis of variance.
ANALYSIS

1. Crafting of survey
IMPLEMENTATION

questionnaire.
2. Constructing Letter of
Request
PRE-

3. Making of Division July 2017

ACTION RESEARCH WORKPLAN AND TIMELINES

Memorandum

4. Posting of Division
IMPLEMENTATION

Memorandum
5. Gathering of Data
PROPER

6. Organizing Data
7. Analyzing Data August 2017
8. Interpreting Data

9. Disseminating Results of
IMPLEMENTATION

the Study
10. Utilizing Results of the
Study through a proposed September 2017
POST

division research
development program
 Items Cost per Qty. Total
unit Cost
Supplies and materials
(Printing of proposals Php.
and questionnaire 25.00 3441 Php 86,025
including ink and bond
papers)

Domestic Traveling Php 2pacs Php 3,000

Expenses 250.00 x
6times

Communication Php. 300. 2pacs Php 1,800

Expenses x
COST ESTIMATES 3mont
hs

Food and other incurred Php. 175 2pacs Php 2,100

expenses x
a. Researchers 6times

b. Participants Php. 85 2pacs Php 7,310

per
school
(43sch
ools)

Total Expenses Php. 100,235.00

Dissemination:
1. Research Conference
2. Executive Meeting

Utilization:
1. Conduct of a similar study in other divisions
2. Proposed use of the research development program in
schools

Plans for Dissemination

and Utilization
  Drummond, Ken. How to Conduct a Training
Needs Analysis. 2015.
http://www.e-trainingmanuals.com.au/pdf-
sample/Training%20Needs%20sample-
v1.pdf
 Infande, Al. The Four Methods for
Conducting a Training Needs
Analysis. 2012.
http://www.selfgrowth.com/articles/the-
four-methods-for-conducting-a-training-
needs-analysis
REFERENCES
 Ormond, A., and Williams, L.R. (2013).
Indigenous Research Capability in Aotearoa.
Australian Journal of indigenous Education.
Queensland, Australia.