Pamantasan ng Cabuyao

Laguna, Philippines

COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY

Case Study 1:

THE NEW HUMAN RESOURCE MANAGER

 
     The Prime Manufacturing Company is a garment factory that employs
about 1,250 employees of varied skills. About 75 percent are women who are mostly in the
production department.  Men employees are assigned in the maintenance department and as
operators of machines used in the garment production.  Women are mostly in sewing
department, packaging, and quality control. 
 
     Mr. Rod Santos was hired to head the HR department.  Prior to his assignment at Prime
Manufacturing Company, Rod was in a construction firm, a medium-size organization.  His
main concern was preparing the payroll and handling employee’s record. 
 
     The Human Resource Department is composed of 5 employees, a payroll clerk, a
personnel assistant and two supervisors and Mr. Rod Santos as manager.  The record of Rod
Santos in his academic achievements is quietly satisfactory.  His bachelor’s degree is in the
field of Engineering. Performance in the previous employment is quite satisfactory.  The
construction company of his previous employment closed shop due to an economic
slowdown, this cause his separation from employment. 
 
     The garment business is globally competitive, and customer’s satisfaction is of prime
importance.  Employee’s commitments to performance standard are high priority. In the
three-month span of Rod Santos’ employment, 20 percent of women employees and 12
percent of male employees resigned for unknown reasons, as there was no exit interview
conducted.  Production schedule was delayed and foreign customers were alarmed. 
 
    
 Pamantasan ng Cabuyao
Laguna, Philippines

COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY

The general manager, Mario Mabilangan, called Rod Santos regarding the problem.  He
noted Rod’s indecisive approach to the HR problem and actions that he failed to take.  He
pointed out to Rod Santos that he exactly did not know what to do regarding the current
situation.  His subordinates began to complain to Mr. Mabilangan about Rod Santos’
indecision. 
 
     Rod Santos became more withdrawn from his subordinates and other managers in the
plant.  He showed little interest in his job and concentrated in mental jobs concerning the
department.  In general he lost control of his job of managing the department. 

STATEMENT OF THE PROBLEM

1. Mr. Rod Santos graduated in a bachelor’s degree of Engineering. Prior to his

commitment to the Prime Manufacturing Company, which is garment factory, he
was assigned to the HR Department even though it is different from his field and
he does not have any knowledge about how HR Department works.
2. The company lose employee for unknown reasons upon the employment of Mr.
Rod Santos.
3. Mr. Rod Santos is not committed to his job as a HR Manager resulting a little
interest towards his job.
4. Mr. Rod Santos’ indecisive approach to the HR problem and lack of
responsibility and experience.
5. The Prime Manufacturing Company hired an employee which is not appropriate
character for the job as a HR Manager.
 Pamantasan ng Cabuyao
Laguna, Philippines

COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY

CASE FACTS

1. The Human Resource Management is the process of employing people, trainings,

provides compensation and benefits administration, developing of workplace
policies, and developing strategies to retain its employees. It was more of an
administrative role in the company.

2. The HR Manager positions requires a bachelor’s degree in Human Resource

Management or any courses equivalent. Being a HR, patience, well-developed
communication skills and flexibility are necessary as you interact with other
people with different levels of experience, intelligence, education, skills and
abilities.

3. Due to the academic achievements and the previous employment of Mr. Rod
Santos was both satisfactory he was immediately hired by the Prime
Manufacturing Company and appointed as a HR Manager but his background are
in the field of Engineering where he have expertise.

4. Mr. Rod Santos was being noted by his indecisive approach to the HR problem
wherein it is his responsibility to resolve conflicts through positive and
professional mediation.

5. As a HR Manager, Mr. Rod Santos insufficient efforts to engage and

communicate with his people causes to voluntary resignation of his people which
is a valid reason because of lack of good relation towards him and his people.
 Pamantasan ng Cabuyao
Laguna, Philippines

COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY

Miscommunication may lead to unsuccess organization just like what Mr. Santos
do in his company.

6. Mr. Santos showed little interest and commitment to his job and made him lose
control of his job managing the department. He concentrated in mental jobs
concerning the department which is unacceptable in the human resource field. He
should pay particularly attention to his people too.

SWOT ANALYSIS

Strength
 The Prime Manufacturing Company is a globally competitive garment factory.
 Able to take into employment consist of 1,250 skilled individuals.

Weakness
 Hiring someone who is not suitable and cannot perform its job description.
 Proper assessment of employees including the experiences, background, abilities,
and capabilities of the applicant defining the job qualifications.

Opportunities
 Develop trainings and skills for the employees to retain and making both employees
and the company competitive to remain the capabilities to work successfully in the
marketplace.

Threats
 Employees incompetency may lead to the downfall of the company.
 Pamantasan ng Cabuyao
Laguna, Philippines

COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY

ALTERNATIVES COURSE OF ACTION

Considering that Mr. Rod Santos is a newly hired in the HR Department and his
experiences and knowledge is not suitable for his job description. However, he can still be
able to pursue his job by attending trainings with dedication and willingness to learn to
adapt the new responsibility in the human resource field.

Here are some alternative action that may apply.

1. He may ask help and support from his superiors and inferior regarding his
performance.
2. Accept and learn from his mistakes.
3. Practice good communication skills with his people.
4. Execute his job accurately this time.

CONCLUSION

To sum up all, the human resource are designed for the management of people
within the organization. Basically, the purpose of the human resource management is to help
in maximizing the efficiency and productivity of an organization. Employees are the most
valuable assets of an organization so that human resource aim is to find competent
individuals. HRM requires exposure and experience in a specific job because not all degree
holders are qualified for the role. In order to identify the right people for a particular job,
they need to check if the person were suited for the job descriptions and specifications
required such as their academic and physical qualifications.
 Pamantasan ng Cabuyao
Laguna, Philippines

COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY

In the case of Mr. Rod Santos where the Prime Manufacturing Company hired him
because he’s performance was satisfactory from his previous company. The company did
not realize that Mr. Santos previous company differs from the assigned position for Mr.
Santos which results to a failed managerial skill that affects the company. He is impotent in
handling people that leads to a 20% female and 12% male who resigned for unknown
reason. However, it is alright to fulfill the position even though there is no experience but
the selected applicants must be passionate, dedicated and willing to learn as they being
provided with proper trainings for performing the duties and responsibilities. Altogether, the
most crucial responsibility of human resources personnel is to hire employee that is ideal
enough for the specific job position in order to fulfill the needs of the organization. Hiring
an individual who is unknowledgeable have an impact to the performance of the company.

RECOMMENDATIONS

In today’s competitive environment, wherein every organization desire is to have

skilled and competent people to increase the company’s competency and make it the best.
The human resource department are designed to assess people or applicants if they are
suitable for the job and the selected applicants were provided with trainings to acquired new
skills and learnings. In this specific instance, where Mr. Santos is a newly hired and were
appointed as a HR Manager of Prime Manufacturing Company which is out of his field and
experience.

These are following recommendations for Mr. Santos to help him became responsible
person as an individual and as a manager to his duties and responsibilities.
1. Being a HR Manager is out of the expertise of Mr. Santos with this he can undergo
trainings and seminars to obtain learnings and became knowledgeable in his current
field.
 Pamantasan ng Cabuyao
Laguna, Philippines

COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY

2. Mr. Santos was being noticed beforehand the position so that when he accepted the
job he should be committed and passionate to learn new information in order to
fulfill the needs of the organization.
3. As a HR Manager, Mr. Santos needs to have interactions with his subordinates more
often as he became the voice of the management to the employees. Mr. Santos needs
to act as an advocate for the employees to management, ensure that their point of
views are being presented to the management. Good listening, judgement and
sensitivity is essential.
4. Mr. Santos should practice more an effective communication because it can help
solve problems or stop them from developing in the first place. Employees turn to
their HR Manager whenever they have problems with their job or a personal
problem that may affect their job performance and vice versa.
5. To the Prime Manufacturing Company, they must be careful on assessing and
criticizing applicants if they are suitable and perfect for the position. Follow the
standards. Proper trainings and orientations or seminars should be held before
employing the selected applicants in the actual work. Hiring an incompetent
employee can lead to the downfall of the company
 Pamantasan ng Cabuyao
Laguna, Philippines

COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY

Case Study 2 
 
The Outsider 
 
Peter Movers Corporation was expanding its operation in its construction business
and trading activities.  Most of the employees come from technically trained manpower due
to the nature of work.  The management feel that they need to hire new and fresh executive
to bief up the growing work force. 
 
A nontechnical executive in the person of Roger Santiago was added to the working
teams of the managers.  He was assigned as assistant to the president and chief-executive
officer.  The work of Mr. Santiago covers analysis of manpower programs and cost related
activities and to give advice to the President of some management aspects that are not
generally handled by line managers. 
 
The appointment of Mr. Santiago was not received well by older managers.  They
felt that insider should have been placed instead as assistant to the president. Mr. Santiago
had difficulty getting some important information from line managers, without the
expressed orders from the president.  Nevertheless, Mr. Santiago continued to prove his
worth by instituting new work programs and managerial activities, that brought substantial
improvement in the company operation and profitability.  He worked for management
compensation systems that gave more benefits and produced more dedicated manpower.  He
made a lot of improvements in system design and work improvement programs. 
 
 Pamantasan ng Cabuyao
Laguna, Philippines

COLLEGE OF BUSINESS ADMINISTRATION AND ACCOUNTANCY

Five years later, Mr. Santiago was promoted to the position of vice president. 
During the period of proving his managerial competence, managerial employees slowly
began to like him as a person worthy to the position. His promotion to the position was well
received by all. 
STATEMENT OF THE PROBLEM

1. Mr. Roger Santiago a non-technical executive who are newly hired and assigned as
an assistant to the president and chief executive officer.
2. The eagerness of Mr. Santiago to prove his credibility, efficiency, and effectiveness
as the newly hired assistant.
3. Mr. Santiago is having a hard time to interact and communicate with the line
managers therefore he struggles to acquire important information needed.
4. The appointment of Mr. Santiago as an assistant to the president and chief executive
officer was not acknowledge by the older managers. They felt that insider or
employees who spend years in working the company deserves more the position
rather than Mr. Santiago who are just newly hired.
5. Mr. Roger Santiago’s promotion as a vice president.

CASE FACTS
1. The human resource provides the job analysis, job description and job

specifications .HR managers often play a role that is both strategic and

operational, with an overall goal of building and developing a workforce that is

capable of helping the company meet its goals.

2. Managing employees is critical as hiring skilled and suitable individual that will

perfectly fit in with the position. The HR managers requires experiences