Professional Documents
Culture Documents
1. The town mayor of Sta. Catalina, where the plant of Ruiz Manufacturing
Company is located, sent to Mr. Ruiz, general manager, his private secretary the
two former domestic helpers. They arrived at the company compound in a police
car, and the secretary told Mr. Ruiz that the two maids were compromise
recommendees of the mayor. What would you do if you were Mr. Ruiz? If you
were the personnel manager, what would you do if the general manager referred
the maids to you?
The above case calls for a compromising situation on the part of Mr. Ruiz being
the general manager as against to the recommendation of the town mayor of Sta.
Catalina. If I were Mr. Ruiz, I will accede to the request of the mayor because in
business there is some sort of a goodwill. Meaning, the company should not
only be a profit oriented but rather should a take little risk in order to establish a
goodwill among the officials of the town, in this respect the mayor of Sta. Catalina
where my business is located. Because I believe in the long run, I will benefit
from it like in the processing of my business permit which is the primordial
concern of my manufacturing company.
On the other hand, if I was the personnel manager and Mr. Ruiz, the owner,
referred to me the two domestic helpers, being in that position I presumed that I
have great responsibilities that are very vital to the success or failure of the
organization. My decision to whether accept or not is somehow a turning point to
draw the lines.
It is more difficult to be a personnel manager than being a general manager
because my discretion is very limited. Here, I have to evaluate if the two
compromise recommendees have meet the standard of the company. If they do,
there is no harm but if otherwise, then that is the problem because strictly
speaking I should not employ them if they do not meet the standard because that
will pose disadvantages on the part of the company. But on the other hand,
turning them down will put the company into bad light considering that I might
insult the mayor of the town.
So, the best solution to the problem at hand is, I will employ the two maids
according to their qualifications. If they need training and seminar in order for
them to be equipped with the necessary skills needed I will send them. During
the orientation process, I will give emphasis on the output base since this is a
manufacturing company and production is very essential to the survival of the
company.
wages to make him more enthusiastic on the next level. But if the desired result
is not favorable, the company should not hesitate not to renew them on the job
so that the companys standard should not be compromised.
3. You are task to develop a benefits program for a new call-center company that
was recently set-up. The company expects to quickly hire teams of call center
customer relations officers on a 24-hour basis, with the peak time set at the work
time of the West Coast in the United States. Therefore, working hours maybe
demanding to your target employees, with your better-skilled ones assigned to
the 12 midnight to 9 a.m. slot on a five-day worksheet.
The Customer Relations Officers are in their 20s and would probably be in their
first or second or third jobs. Facility with the spoken English language, quick
thinking, customer orientation, teamwork are key competencies.
There are many other call center operations that have been set up in the last two
years, so your company expects competition from them. The current industry
turnover rate is 20%. It is important that the benefits package of your companys
call center is at least comparable to those others.
Benefits are one aspect of compensating employees aside from basic salary that
an employee may receive. And if it is property managed, an organization is a
better place to work. The more attractive the benefits packages are the more
chance of keeping the employees and the end result would be minimizing
turnover cost.
The above case concerns about a 24 hour business operation and it demands
skilled employees particularly Customer Relation Officers working at the peak
hours of between 12:00 midnight to 9:00 A.M. in five-day worksheet. And the
present trending of this kind of business especially the turnover is around 20%.
Moreover, there are already established businesses of same nature ahead of you
for two years.
Question, what is our edge against our competitors in order to keep our
employees in the company? Considering the stiff competitions between and
among call centers, there is a really a need to strengthen the benefits package of
the organization. The company should introduce more innovative offerings that
are more attractive to entice employees to stay especially given more preferential
attention to those assigned at nighttime. Example, aside from those legally
required benefits like social security system, employees compensation,
thirteenth month pay, Pag-Ibig and paid vacation, paid sick leave and paid
holidays, the company should offer other benefits like a sponsored social and
recreational events like outing, picnics, song and dance parties on a scheduled
basis (giving the employees choices where they can avail of such benefit) in
order not also to hamper the operation of the call center since it is a 24 hour
with the National Conciliation and Mediation board (NCMB) at least 15 days
before the intended date of the strike or lockout if the issues raised are unfair
labor practices, or at least 30 days before the intended date thereof if the issue
involves bargaining deadlock. The issue here about the declaration of deadlock
because it should be done at least 30 days before the intended date thereof if the
issue involves bargaining deadlock.
6. A semiconductor company was able to maintain a no-union status for 25 years.
It gives its employees above-average pay and benefits plus stock options. It
trains its supervisors and managers in good people management and
communications. It has always been operating profitability. One day, a group of
employees wrote a letter asking management to recognize the union they have
organized. One week after, citing retrenchment as a reason, the company laid off
20% of its employees including most of the organizers of the union. Is the act of
management a case of union avoidance or a case of anti-union action prohibited
by law? Why?
The act of management is anti-union act that is prohibited by law because under
Section 3, Article XIII, second paragraph of the Labor Code, it shall guarantee
the rights of all workers to self-organization, collective bargaining and
negotiations, and peaceful concerted activities, including the right to strike in
accordance with law. They shall be entitled to security of tenure, humane
conditions of work and living wage. They shall also participate in policy and
decision-making processes affecting their rights and benefits as may be provided
by law.
So, citing retrenchment as a reason for the company to lay off 20% of its
employees including most of the organizers of the union is very shallow and very
apparent of an anti-union act as prohibited by law. The employees have a good
chance of winning the case because if there is seemingly dispute between the
rights of the labor and the rights of the employer, it shall be construed in favor of
the labor (Article 4, Labor code of the Philippines).
7. In one year, in the Quality Department of a non-unionized pharmaceutical
company, five good Chemists and Pharmacists resigned citing as reason in their
exit interviews the highhandedness of the Manager. If you were the HR Manager
what would you do?
Exit interview is one practices of business organization to find out from an
employee the actual reasons for his quitting the present organization.
If I evaluate the above case there is something alarming on the situation at hand
because five employees resigning on the job at one time is not a joke. The
reason revealed by the employees is very appalling on the part of the company in
general. Being an HR Manager one of my tasks is to convince employees to
retain on their job. I should try my best to persuade them to stay in order to
minimize the cost because turnover is more costly than undergoing the process
of hiring and training.
If the alleged claim is correct, being the HR Manager I should institute some
measures and recommendation to the top management according to the
established code of ethics of such organization in order to have some sort of
damage control in the future should same situation arises. Unethical practices
will definitely do no good to the company especially if the employees are good
performing. The manager should be subjected to some disciplinary action so
that future managers will not emulate the act of said manager.
8. Your company has a limited budget allotment for a computerized human
resource information system. It will be conducted in phases, and the budget is
good for only one module for this year. You have been asked to recommend to
the Executive Committee which of the following modules will be targeted first
(see Computerized HRIS section for detailed description):
Personnel Management
Benefits Module
Recruitment Module
Training Module
Performance Management and Administration Module
Medical Information/Wellness Module
Time and Attendance Module
Safety Management Module
employees is minimized. How will you go about it? What steps, programs and
communication plan will you utilized?
11. A reputable computer company has the policy of attracting the best and the
brightest among the graduates of leading universities. It trains them rigorously
as System Engineer or Sales Engineers. After two to three years, these cream of
well-trained, productive, and high potential engineers normally resign and join
other competing companies. What could be the reasons for this high turnover?
If you were the CEO, what would you do to stem this loss if valuable human
capital.
12.
13. There is no job analysis program at XYZ Company. The personnel work without
knowing exactly their specific duties and responsibilities.
The company
executives think it is cheaper this way. What are probably the bases for the
company executives on the matter.
14.