Case Study 3: Seniority in the Organization

Permaja Resources Corporation has the policy of promoting employees from within
the organization on a company wide basis. Seniority is based on the length of service and the
performance ratings.

Rod Santos was hired as mechanical engineer trainee on March 20, 2017 and got a
performance rating of very satisfactory. He was a trainee for six months before his promotion
to Engineer I at Section A of the machine shop section.

Roger Santiago was hired in January 2018 as engineer trainee in Section B of the
machine shop had a performance rating of very satisfactory for the last two years. Both
Santos and Santiago are mechanical engineering graduates if a prestigious school.

The position of supervising engineer in Section B was left vacant with the promotion
of Art Real to Plant Superintendent of both section A and B. Due to the seniority rule, Rod
Santos was promoted to the post. While Art would like to recommend Roger Santiago to the
post, the HR department policy on seniority rule had to be applied, hence the intention
watered down when he talked to the HR manager. Art talked to Rod Santos about his case
and Rod Santos understood that Roger Santiago was also interested in the position.

One month later, a major machine broke down and Roger Santiago single-handedly
worked diligently on the machine and completed it in due time to meet the customers’
demand. During a break time after the successful repair of the machine, Rod Santos, in the
presence of the other workers, complemented the efforts and expertise of Roger Santiago.
“Roger, thanks for the excellent work you have done. You are the best engineer around here
and I would like you to know that I appreciate very much your effort. You have the
knowledge, skills and experience around here and you are the number one engineer along this
line.”

With the compliment, Roger Santiago retorted a little sarcastically “I know how all
these things run here as I am one of those who installed that machine. I know more about this
whole thing than you do. If only the HR department knew how to recognize people with
potential, you would not be here in the first place.”

Instruction: Answer the case study on ½ sheet of yellow paper using the case analysis
format bellow. Please follow instruction or your paper will not be accepted. To be submitted
upon resume of class.

Case analysis format:

1. Problem/s
2. Courses of action taken (as an HR or HR Manager)
3. Recommendation/s
Case Study 4: The Case of Mr. Pedro Dela Cruz

Mr. Pedro Dela Cruz was strongly recommended by Mayor Punongbayan to work at
the ABC Company located in the municipality. Mr. Dela Cruz was a new graduate of
management of the local municipal university where the mayor himself as the President. His
transcript of records reveal that he is an average student and had no extracurricular activity in
school. His father happens to be the supporter of the mayor in his political career. Mr. Dela
Cruz took examination given by the company and be failed to make it due to his poor
communication skills.

To give in to the mayor’s request, the human resource manager gave him a position in
the production department as machine operator and not a clerical position that the mayor
would like him to have. But Mr. Dela Cruz did not want to accept the position and insisted
that he should get the job because of the mayor’s recommendation.

Instruction: Answer the case study on ½ sheet of yellow paper using the case analysis
format bellow. Please follow instruction or your paper will not be accepted. To be submitted
upon resume of class.

Case analysis format:

1. Problem/s
2. Courses of action taken (as an HR or HR Manager)
3. Recommendation/s
Case Study 5: The ABC Training Program

The ABC Corporation has been engaged in the manufacture of electronic components
for automobiles for the last five years. The company employs 350 employees and about 30
supervisors and managers. The increase in technology requires that employees be sent to
training to cope with the increasing demand for updated new products consistent with the
demand of local and foreign customers.

The HR manager suggested that three of the manager and eight supervisors be sent to
the mother company in Japan for updates in technology on car electronics. The vice president
for finance and the operation manager opposed the recommendation on the basis of cost-
cutting and lack of personnel to handle the operations while they were away for two months.
They suggested that techniques from the mother company be invited instead to handle the
training on the Philippines. The cost of training by the mother company would double the
cost of the training as they are paid higher allowances and salaries that will be charged to the
local company.

Instruction: Answer the case study on ½ sheet of yellow paper using the case analysis
format bellow. Please follow instruction or your paper will not be accepted. To be submitted
upon resume of class. .

Case analysis format:

1. Problem/s
2. Courses of action taken (as an HR or HR Manager)
3. Recommendation/s
Case Study 6: The Evaluation for Managerial Positions

The chairman of the board of directors of Jonadel Corporation has proposed that all
managerial positions be included in the corporate job evaluation program. The idea came
from several friend in other companies of the Chamber of Commerce and Industries where he
is a member of the board of directors. The inclusion of the managerial positions in other
companys’ job evaluation program has been found successful and helpful. There are
differences in the pay systems based on the job evaluation in these companies and the
chairman is convinced that these will work also with the company where the chairman is and
has the greatest shares of stocks.

In one of the special meetings of the Board of Directors, he proposed the idea to the
chief operating officer. The chief operating officer said that the programs be held in abeyance
until he had consulted his line and operating managers who will be affected by the changes
due to the job evaluation system that will be implemented.

In the meeting called by the chief operating officer, most of the managers opposed the
idea. They argued that their positions cannot be rated with other positions due to the
complexity of their responsibilities. They pointed out further to the CEO that no job
evaluators can possibly know the extent of their jobs and compare the same with subordinate
position. The objections of the managers were that the qualities for such positions were
varied and salaries were differently structured based on experience and length of service in
the company.

The CEO while being neutral, feared that if the job evaluation would include the
positions of his line and operation managers, he would be losing his best people in the
organization. He also thought that developing new manager takes time and those operations
might suffer due to changes in the organizational system.

The Human Resource Manager in his talk with the chairman of the board was in favor
of the idea. He discussed the same with his staff and also supported the idea of including the
managerial positions.

The CEO called the president to prepare a memorandum for the Human Resource
Department to study the program and implement the Job Evaluation Program for managerial
positions. The program should give details of the advantages of the program and the process
of what is to be done and how it should be done.

Instruction: Answer the case study on ½ sheet of yellow paper using the case analysis
format bellow. Please follow instruction or your paper will not be accepted. To be submitted
upon resume of class.

Case analysis format:

1. Problem/s
2. Courses of action taken (as an HR or HR Manager)
3. Recommendation/s
Case Study 7: The Unhappy Supervisor

Miss Joan Santos, a computer programmer in Mannadel Corporation for more than six
years now, was discussing her salary situation with Mr. Roderick Santiago, her manager.
Miss Joan was unhappy because she did not receive any salary increase last salary evaluation,
while some employees who were recently hired got an increase from ten to fifteen percent.

Miss Joan’s performance has been considered very satisfactory for the last five years
and previous to this she got very substantial increases in salary due to the important programs
that she made for the corporation related to accounting and personnel matters. She made a lot
of improvements in the purchasing systems and systematized inventory records in materials
management.

The management had recently started a comprehensive job evaluation program and
some positions are aligned within the salary grade approved by the management committee,
where Mr. Roderick Santiago is also a member. Mr. Santiago explained to Joan that her
salary was already way above the salary grade for the position evaluated and allocated in the
salary plan; hence, she will not get any increase at the moment until salary range can catch up
to her level in the salary plan. Mr. Santiago also explained that she is the most senior among
the programmers and that instead of cutting her salary back to the job range, they are
considering her for an incentive bonus, which is not as substantial as that of her co-worker’s
in the department who are new in the position.

Miss Joan is not satisfied with the program explained by Mr. Santiago. The whole
night she planned to file leave of absence despite the many rush programs assigned to her.

Instruction: Answer the case study on ½ sheet of yellow paper using the case analysis
format bellow. Please follow instruction or your paper will not be accepted. To be submitted
upon resume of class.

Case analysis format:

1. Problem/s
2. Courses of action taken (as an HR or HR Manager)
3. Recommendation/s
 Restaurant Phone Call Reservation
BASIC VOCABULARY FOR RESTAURANT RESERVATION
1. Booking
To ask that a service or product is available only for you at a particular time.

 I’d like to make a booking for tonight at 7 pm. My name is (name).

 I’d like to book a table for tonight at 7 pm.
2. Reservation
A synonym of booking, these words can be used similarly.

 I’d like to make a reservation for tonight at 7 pm. My name is (name).

 I would like to reserve a table for tonight at 7 pm.
3. Cancel
When you don’t want the booking or reservation made previously.

 I would like to cancel the booking/reservation I made for tonight under the name
of (name).
4. People
The plural of person, it is used to specify how many people will be coming.

 I need to make a booking for 23 people. My name is (name).

5. Menu
The list of food and drinks that are served at the restaurant.

 Before I make a booking, what kind of menu do you have, seafood or meats?
6. Non-Smoking / Smoking
To say whether you want to sit in an area of the restaurant that allows cigarettes or not.

 I would like a table in the non-smoking section, please.

7. Area Selection – Window / Inside / Outside

 We want a table by the window if you have one.

 We would like to be seated inside.
 Can you reserve one of your outside tables for us, please?
8. Booth
A booth is a table that has long cushion chairs around it. The chairs have backs that separate
each table from one another. This kind of seating is normally found in cafes.
  I would like a booth, please.
9. Availability
A word used to ask if there are tables that can be reserved or not.

 Do you have any tables available this afternoon?

 What is your booking availability for a large group of 50 people for tomorrow at
lunch?
10. Booking Times
What is the earliest/latest time I can make a reservation?

 Please reserve a table for me at (time). My name is (name).

 Do you have any times available to make a booking for tonight?
 What time does the restaurant open this evening?
 Do you allow bookings?
11. Special Occasions

 It is our Ten-year wedding anniversary next month, and I wanted to see if you
have any special offers or arrangements before I booked a table with you?
 Can I please reserve your best table for Friday next week? I am planning on
proposing to my Girlfriend during the evening; can arrangements be made to have
the ring brought to our table in a Champagne Glass?
Booking a table at a restaurant is easy if you remember the three most important things you
need to include in your request.

1. Your Name
2. Time
3. How many people.
Where you would like to sit is an additional detail, include it when you make the booking,
especially if you would like a particular table.

SAMPLE PHONE CONVERSATION

Staff: Good morning. This is Gordon College Steakhouse, Albert speaking. How may I help
you?
Customer: Good morning Albert, I would like to make a reservation.
Staff: Yes, of course sir/ma’am. May I know your name, please?
Customer: I’m Marina Lopez.
Staff: Alright Ms. Lopez. Should I put your name under the reservation?
Customer: Yes please.
Staff: Ms. Lopez, when would you like to book your table and for how many guests?
Customer: Can you book it this Sunday, May 10th at 5:00pm? We need a table for 4.
Staff: Where would you like to sit ma’am? We have a smoking and a non-smoking area.
Customer: I’ll take the smoking area.
Staff: Please allow me to put your call on hold, while I check the availability.
(Check reservations book and return to the caller)
Staff: Sorry to keep you on hold, Ms Lopez. May I have your mobile number?
Customer: Its 09101234567.
Staff: Do you have any special requests?
Customer: None as of this moment.
Staff: Alright ma’am. May I please repeat your table reservation details. You booked for a
table for 4 people on May 10th, Sunday at 5:00pm in the name of Ms. Marina Lopez and you
prefer a smoking area. Your mobile number is 09101234567. Is that details correct?
Customer: Yes
Staff: I am now confirming your reservation. Please arrive at the restaurant not later than 30
minutes after 5:00pm. We are going to call your mobile number one hour before your time of
arrival to reconfirm your booking. Would that be alright?
Customer: Yes, of course.
Staff: Thank you very much for calling, Ms. Lopez. We look forward to seeing you then.
Have a great day ahead.