Human resource management (HRM) is a critical factor in the success of construction projects. For electrical contractors, effective HRM practices ensure productivity, cost control, and professional growth of employees. This study assessed HRM practices among 73 electrical engineers, supervisors, and project managers from contracting firms in Metro Manila focusing on four HRM dimensions: recruitment and selection, performance appraisal, compensation and benefits, and training and development. Data were collected through questionnaires distributed electronically and in print, and analyzed using weighted mean, t-test, and ANOVA to assess HRM practices and their contribution to career progression. Findings revealed that HRM practices are generally implemented. Training and development emerged as the strongest practice (mean = 3.77), followed by recruitment and selection (3.63), particularly in hiring licensed (4.16) and experienced personnel (4.22). Performance appraisal (3.46) and compensation systems (3.32) were only moderately implemented. In terms of career progression, training and development contributed most (3.67), while compensation (3.16) and performance appraisal (3.24) showed moderate influence. No significant differences were observed when grouped by age, gender, or company size, but differences appeared by position and years of operation. Results suggest that while HRM systems are present, appraisal and compensation mechanisms are not strongly integrated into career progression frameworks. This gap limits long-term professional mobility for electrical practitioners. Strengthening performance appraisal and compensation systems, alongside training and recruitment, is essential to enhance career progression in the construction industry. The study recommends an integrated HRM policy framework to support sustainable workforce development.

Keywords: Human Resource Management (HRM), electrical contractors, career progression, construction industry