Case Study

(Chapter 1)

Keeping Up with IT
Samuel is in his mid-40s and has worked for Andres Enterprises for almost 20
years. Samuel has seen the enterprise grow from just over 20 employees when he
started to work for the enterprise to over 200 today. Even though Samuel has been
promoted over the years and his responsibility has increased, he has recently become
worried about his future at the enterprise. This has something to do with his uneasiness
in the use of computers. For the past five years, this was not much of a concern since
computers were not used in any HR applications. But with the Internet gaining so much
popularity especially in its application in the field of HR, Samuel is starting to be
restless. He feels he is no longer young to learn the new technology aside from the fact
that he is having a hard time understanding the system. Because Samuel is so far
behind his colleagues when it comes to using the new technology, he is shy to ask for
help. To make matters worse, a memo was issued by the head of HR informing
everyone to actively use the HRIS in different HR functions, including the processing of
applicants, payroll computations, and the employees’ benefits administration.

Help Samuel solve his problem by following the steps below:

1. State Samuel’s main problem.
___________________________________________________________________
_____________________________________________________________
2. Discuss the areas of consideration following the guide below.
Samuel’s Strengths: ________________________________________________
________________________________________________________________
Samuel’s Weakness: _______________________________________________
________________________________________________________________
Possible Opportunities for Samuel: ____________________________________
________________________________________________________________
Possible Threats for Samuel: _________________________________________
________________________________________________________________

3. Give your proposed solutions/alternative courses of action or ACA (minimum of

three) to help Samuel overcome his problem.
a.

___________________________________________________________
___________________________________________________________
b.

___________________________________________________________
___________________________________________________________
c.

___________________________________________________________
___________________________________________________________
4. State your recommendation based on your ACA.
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5. Discuss the implementation of your chosen recommendation following the guide
below:
Specific Activity Person Time Frame Budgetary
Responsible Requirements

Case Study
(Chapter 2)

Reyes Department Store

Based on the review of the store, Nicole, the general manager concluded that
one of the first things she has to attend involves developing the job description of her
store supervisors. During her first few weeks on the job, Nicole found herself asking one
of her supervisors, Jet, why he was violating what she knew to be part of the company
policies and procedures. Jet’s only response was that he was not aware of that policy
and was not aware it was part of his job.
Nicole knew that a job description, along with the set of standards and
procedures that specify what was to be done and done to do it, will go a long way
toward alleviating the problem.
Discuss the process that Nicole should follow to solve this problem.
 Case Study
(Chapter 3)

Recruiting a New Production Manager

Javier’s Enterprises manufactures a variety of food products. Analisa Rafol had

been the production manager for the past two years after being promoted to the
position. Unfortunately, she is failing in her job. She has been with the company since it
started 18 years ago and because of her exceptional performance record, she had been
promoted many times.
Javier’s Enterprises started as family business and has followed a policy of
promotion from within to motivate employees and give them new opportunities to learn
and grow.
The company is continuing to expand into foreign markets and it is essential that
the production department adopts the latest technology and production processes.
Top management is convinced that the job demands someone who has been
educated in manufacturing technology and who has at least two years of experience.
They are divided, however, on how to handle this problem.
One executive thinks the job should be given to one of the production
supervisors who is bright and capable and could probably acquire the knowledge and
skills needed to be a good production manager and still preserve the company’s
tradition of promoting from within.
Another executive thinks the company should advertise the job to solicit a large
number of applicants with excellent qualifications.

Answer the following questions:

1. How valuable is the tradition of promotion from within and how disruptive will it be
deviate from the tradition? What are the advantages and risks of promoting from within in this
situation?
______________________________________________________________________
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__________________________________________________________
2. As head of HR, how are you going to handle the problem of the incumbent production
manager, Analisa Rafol, considering she rose from the ranks because of exceptional
performance record?
______________________________________________________________________
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__________________________________________________________
3. If the company decides to recruit from the outside, what are the best external recruiting
sources for finding a new production manager?
______________________________________________________________________
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 Case Study
(Chapter 4)

Test Scores versus Letter of Recommendation

Vangie Villela, the personnel officer of Caffmaco Feeds, quickly realized

the dilemma she faced as she received the application file of Angel Joy. Angel
Joy had applied for a position at the sales and marketing department because
several openings in that department still remained. However, Vangie was unsure
whether Angel Joy would be able to learn the job and do it well.
Angel Joy’s application indicated that she was a recent commerce
graduate who never had a full-time job. Her best recommendation was a letter
from Mr. Max Ditangan, the general manager of the company. Max described
Angel Joy as an excellent worker and “the kind of person our company ought to
employ.” Angel Joy had been a babysitter for the Ditangan family and lived on
the same street.
Although Angel Joy’s application and letter of recommendation were very
positive, Vangie doubted that she would succeed at the department. Her test
scores were way below the normal cutoff levels.
Angel Joy probably would be a very pleasant and cooperative employee
and hiring her would please Mr. Ditangan. But could she do the job?

1. Should Vangie disregard the test scores and hire Angel Joy? Explain your decision.
______________________________________________________________________
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2. Would it be kind to hire or not to hire Angela Joy?
______________________________________________________________________
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3. What is your recommendation to help Vangie solve this problem?
______________________________________________________________________
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 Case Study
(Chapter 5)

On-the-Job Training at Buenaobra’s Machine Shop

Buenaobra’s Machine Shop employs about 300 people. During the summer
months, production volume significantly increases and the company needs to hire about
40 new employees to handle the heavy workload. Most of these new employees are
college and high school students who are on summer vacation.
All newly hired employees are asked to fill up the company’s application form
then instructed to go directly to the manufacturing site ready to start in their first day of
work. They receive no orientation. The workers are shown to a workstation and after a
minimum amount of on-the-job training, they are expected to start performing the jobs.
Most of the jobs are quite simple and hence, training is competed within 5 to 10
minutes.
The company has had an excellent experience with the students over the years.
Much of the success can be attributed to the older workers coming to the aid of the new
employees when trouble or difficulties arise.
One summer, the company experienced a rash of injuries to its employees.
Although most of the injuries were minor, the company felt it imperative to conduct a
series of short training programs on safe material-handling techniques. The company
was at a loss as to who should conduct the training. Out of desperation, the president
asked Jonathan Andres, one of the first line supervisors to conduct the training.
Jonathan had recently attended a training program on safety and was active in the Red
Cross. Jonathan reluctantly agreed to conduct the training.
In the first training session, Jonathan nervously stood up in front of 14
employees, many of whom were college students and read his presentation in a
monotone voice. His entire speech lasted about 7 minutes.
After Jonathan’s speech, the employees immediately returned to work. By the
end of the day, however, everyone in the plant had heard about the training fiasco and
all, except the president, were laughing about it.

Help the company president solve the problem by following the steps below:
1. State the main problem of Buenaobra’s Machine Shop.
______________________________________________________________________
________________________________________________________________
__________________________________________________________
2. State the different areas of consideration following the guide below: Strengths of the
Company:
______________________________________________________________________
________________________________________________________________
__________________________________________________________
Weaknesses of the Company:
______________________________________________________________________
________________________________________________________________
__________________________________________________________
Opportunities:
______________________________________________________________________
________________________________________________________________
__________________________________________________________
Threats:
 ______________________________________________________________________
________________________________________________________________
__________________________________________________________
3. Give your proposed solutions/alternative courses of action or ACA (minimum of three)
to help the company president overcome the problem.
Don’t forget to state the advantages and disadvantages of each solution.
a.

___________________________________________________________
___________________________________________________________
___________________________________________________________
b.

___________________________________________________________
___________________________________________________________
___________________________________________________________
c.

___________________________________________________________
___________________________________________________________
___________________________________________________________
4. State your recommendation based on your ACA.
______________________________________________________________________
________________________________________________________________
__________________________________________________________
5. Provide a conclusion or detailed action plan to implement your recommendation using
the guide below:
Specific Activity Person Time Frame Budgetary
Responsible Requirements
 Case Study
(Chapter 6)

Why the Need to Change

Artermio was appointed CEO of Rafol’s Enterprises upon the death of his father.
The company went public under the leadership of Artemio and had to adapt to being
open and transparent to outside investors. There were pressures from the shareholders
to reduce costs and increase profits. In response, Artemio implemented cost-cutting
measures including downsizing by means of enforcing early retirement of employees
who he felt could not cope in the move to digitize the operation of the business.
As expected, most of the employees were not happy and this affected the morale
of their employees. Artemio sought the assistance of Ely Buenaobra, the VP of HR. Ely
suggested a comprehensive program wherein it is not just the managers who would be
evaluated based on achieving results but even the employees by means of
demonstrating to their employees that their performance affects company results. This
in turn will show to the shareholders that the company’s primary objective is to increase
performance.

1. Do you agree with the proposal of Ely? Explain your answer.

______________________________________________________________________
________________________________________________________________
__________________________________________________________
2. If you were an employee of Rafol’s Enterprises, how would you react to the new
evaluation system that will measure your performance vis-à-vis predetermined outcomes or
objectives?
______________________________________________________________________
________________________________________________________________
__________________________________________________________
3. Who should be involved in developing employee outcomes/objectives?
______________________________________________________________________
________________________________________________________________
__________________________________________________________
 Case Study
(Chapter 7)

Employee Layoffs at the University Medical Center

The University Medical Center is a medium-sized, 300-bed capacity hospital in

Dasmariñas City. The facilities have grown gradually over the years and considered one
of the largest in the city. Although it is unionized, it has never experienced an employee
layoff since its inception.
Sister Lallaine Buenaobra, the Chief Executive Officer of the hospital for eight
years, presented a rather bleak financial picture during the most recent quarterly
meeting of the board of directors or BOD. This, according to her, is the result of the
declining occupancy rate brought about by the opening of the biggest government
hospital in the province. This has affected the income of the hospital posting a net loss
in its latest income statement. Such declines have not been unusual for this industry
because of increasing competition. So far, the only response to these changes has
been a tightening of requirements for equipment and supply purchases. The projected
deficit for the coming year is around P1,300,000.00 unless some additional revenues
are identified or some additional savings found. The BOD’s recommendation is
employee layoffs, which according to the board is the only realistic alternative. They
recommend laying off up to 25% of the hospital’s employees.
Melinda Dumael, the HR director of the hospital was given the task to implement
the recommendation of the board.

Help Melinda and Sister Lallaine solve this problem by following the steps:
1. State the main problem of the hospital.
______________________________________________________________________
________________________________________________________________
__________________________________________________________
2. State the different areas of consideration following the guide below. Strengths of the
Hospital:
______________________________________________________________________
__________________________________________________________
Weaknesses of the Hospital:
______________________________________________________________________
__________________________________________________________
Opportunities:
______________________________________________________________________
__________________________________________________________
 Case Study
(Chapter 8)

The Unsatisfied Department Chair

Dr. Ronald Pancho is chairperson of Business Management Department

in the College of Business Administration at a large university in Dasmariñas
City. He has been a member of the department for 15 years and a full professor
for 1 years. Last summer, he was asked to assume the position of the chair after
a screening committee conducted interviews and reviewed resumes of all the
prospective candidates for the position.
Dr. Panco was very excited about the new challenge and has begun
several innovative projects to enhance faculty research. The teaching function in
the department has always been first rate while research has been weak. Dr.
Panco has continued to be very productive, publishing three articles for a
national journal and two books.
The university’s policy is that salary increases are based on length of
service and merit Dr. Panco had developed a very sophisticated performances
appraisal system for his faculty to help him quantify salary recommendations. His
point system considers and weighs different items in the areas of teaching,
research, and service. Teaching and research were given weighs of 40% each,
with service at 20%. Dr. Pancho felt he had good documentation for all hs
recommendations.
Dr. Pancho submitted his recommendation to Dean Lacap and was
pleased when all these recommendations were accepted.
Dr. Pancho then submitted his own annual report detailing his
accomplishments as chair as well as his more personal accomplishments. From
his perspective, he felt he deserved at least a 15% increase since his department
had made major strides in a number of areas while the other department had
made major strides in a number of areas while the other departments had been
standing still in status quo. Moreover, none of the other chairs were
professionally active on the national level and none had published in the past
year. His teaching evaluations were also outstanding for the past five years.
Dean Lacap sent out letters to all department chairs in May and Dr.
Pancho was shocked to learn that his salary increase was just 7%. He received
information through the “grapevine” that all the chairs had received the 7%
increase. He also learned from one of the other chairs that the dean always gives
the chairs equal percentage increases each year. Contrary to the official
university policy, there were no distinctions based on merit.
Dr. Pancho was visibly upset about what he considered to be a major
inequity. He then called the dean’s secretary to schedule an appointment to
discuss the situation with Dean Lacap.

Help Dean Lacap and Dr. Pancho solve this problem by following the
steps below:

1. State the main problem of Dr. Pancho.

______________________________________________________________________
______________________________________________________
2. State the difference areas of consideration following the guide below. Strengths of Dr.
Pancho
 ______________________________________________________________________
______________________________________________________
Weaknesses of Dr. Pancho
______________________________________________________________________
______________________________________________________
Opportunities
______________________________________________________________________
______________________________________________________
Threats
______________________________________________________________________
______________________________________________________
3. Give your proposed solutions/alternative courses of action or ACA (minimum of three)
to help Dean Lacap solve the problem raised by Dr. Pancho. State also the advantages and
disadvantages of each ACA.
a.

___________________________________________________________
___________________________________________________________
___________________________________________________________
b.

___________________________________________________________
___________________________________________________________
___________________________________________________________
c.

___________________________________________________________
___________________________________________________________
___________________________________________________________
4. State your recommendation based on your ACA.
______________________________________________________________________
________________________________________________________________
__________________________________________________________
5. Provide a conclusion or detailed action plan to implement your recommendation using the
guide below:
Specific Activity Person Time Frame Budgetary
Responsible Requirements
 Case Study
(Chapter 9)

The Employee’s Pregnancy

Cristina Andres is the supervisor of a department in a small manufacturing

company of precision tools. Four operators who are mostly men, except Ching who is
five months pregnant, competently operate the machinery at the production department.
She had been there when Cristina was hired and has maintained an excellent work
record.
The job requires very little physical exertion and most of the time, employees
simply have to push buttons. Occasionally, however, it is necessary to lift boxes
associated with work. Ching’s fellow workers had been doing this for her during most of
her pregnancy but one day, all were extremely busy and no one had time to help her.
Thus, a bottleneck was created. Cristina Andres reprimanded Ching for not keeping the
work flowing steadily.
On the next day, Ching walked into the office of the supervisor and told her that
she had read that lifting heavy objects might cause miscarriage. She requested that the
supervisor assign another worker to do all of the lifting of her. She also wanted other
workers to refrain from smoking for fear it might harm her baby. The supervisor was
caught off-guard by her request and did not know who to follow. Perhaps she should be
sent home on an unpaid leave of absence, or maybe, she could transfer her to another
job where lifting was not required, but this would mean a reduction in Ching’s pay by
P35.00 per hour. All of these thoughts raced through her head as stared up the ceiling
in her office hoping a solution would magically appear. After a few more moments of
silence, Cristina Andres looked at Ching’s and said “I better check with my boss on this
one.”

Help Cristina Andres and Ching solve this problem the steps below:
1. State the main problem of Dr. Pancho.
______________________________________________________________________
______________________________________________________
2. State the difference areas of consideration following the guide below. Strengths of the
company
______________________________________________________________________
______________________________________________________
Weaknesses of the company
______________________________________________________________________
______________________________________________________
 Opportunities
______________________________________________________________________
______________________________________________________
Threats
______________________________________________________________________
______________________________________________________
3. Give your proposed solutions/alternative courses of action or ACA (minimum of three)
to help Cristina Andres overcome this problem. State also the advantages and disadvantages of
each.
a.

___________________________________________________________
___________________________________________________________
___________________________________________________________
b.

___________________________________________________________
___________________________________________________________
___________________________________________________________
c.

___________________________________________________________
___________________________________________________________
___________________________________________________________
4. State your recommendation based on your ACA.
______________________________________________________________________
________________________________________________________________
__________________________________________________________
5. Provide a conclusion or detailed action plan to implement your recommendation using
the guide below:
Specific Activity Person Time Frame Budgetary
Responsible Requirements
 Case Study
(Chapter 10)

Reality Bites in the Labor Movement

For many of our countrymen, a job that will feed them and their families and
provide for a decent roof above their heads is the first step in finding poverty. And for
those who already have jobs, seeking higher wages is the next step to improving their
standard of living.
During the last decades, however, our workers have learned that the route to
receiving higher take-home pays – even if just to keep up with inflation – is not
something that they can get from government, especially with changes in labor laws that
ultimately favoured business.
The decentralization to regional levels of wage boards, for example, that would
hear and grant wage increases had weakened the strong militant labor union movement
of the 1960s and 1970s.
Labor also lost its fight against “contractualization”, which grants legitimacy to the
concept of contract day-to-day work. This ultimately threatened job security of workers
and even led to decimating the ranks of organized labor.
The rise of industrial estates that have the support of local governments
promising the absence of labor problems has bred a docile breed of workers. During the
recent financial global crisis, factory workers accepted without fuss management’s
decision to layoff or reduce work days.

New working environment

This is not saying, though, that our workers are being coerced to accept these
condition. In the electronics industry, for example, workers realize that their livelihoods
are intimately linked with the health of countries that require the production lines to keep
moving.
Recently, with Japan’s tsunami and earthquake problems, orders for electronic
components for automobiles and electronic gadgets had temporarily slowed down. Our
affected workers have accepted their resulting fate without rancor.
Perhaps the biggest factor that has changed workers’ views, especially in the
electronics industry, is the more transparent relationship they enjoy with the
management of the companies they work in. The rules are clearly defined, and are
followed in accordance to what the law dictates.
Irrelevant and inconsistent
The face of our domestic labor force and its operating conditions have changed
so much that we are forced to question the relevance and effectiveness, even the
appropriateness, of today’s labor laws. There are about 40 pieces of legislation that fal
under this category.
Instead of opening discussing, for example, the concept of job security and its
significance (or insignificance) in today’s world order, our lawmakers have chosen to
look the other way. Instead, they have tacitly come up with supplemental laws that skirt
around these controversial statuses in an attempt to attract companies to set up their
businesses.
In many industrial estates, the right to organize and the right to strike are
blatantly disregarded, which is directly in violation of basic tenets in our Constitution.
Also, is there a need for a minimum wage law? Undeniably, experience tells us
that any increase in the minimum wage causes an inflationary cycle in the economy
they ultimately negates any initial benefits that workers get from the few pesos they get.

Insufficient and lacking

In other areas, the state’s executive and legislative houses have been remiss in
protecting our migrant workers, not only when they get into trouble with their host
countries’ laws, but also in receiving fair wages and being accorded humane working
conditions.

As one of the countries that have a large migrant work force in the global arena,
the Philippine government should take a more active role in defining international laws
that govern the dignity of the transient work force and its rights.

We should also be more vigilant against illegal labor traffic that largely concerns our
women and children. Most crimes that involved cross-border prostitution can be traced
to weak immigration rules that allow rampant smuggling of people.

Overall labor program

Finally, there is need for a truly appropriate policy that will guide government in
overseeing the affairs of our overseas Filipino workers in relation to national growth.

Our OFWs continue to account about a billion dollars a month in remittances.

This precious money has not just kept the economy afloat, but also saved the country
from strife caused by hunger and discontent.

These remittances represent an asset that should be channelled more effectively

to spur economic growth in more sustainable terms, and not just as money that is spent
on non-productive consumables. Are there programs in place to assist, encourage and
motivate our OFWs to use their earnings for more productive endeavors?

In the same breath, there is a need to look at new industries or sectors that will
provide employment to Filipinos who choose to stay in the country or who are
repatriated back for any reason. Again, how is the current administration doing in its
promise of creating more jobs for Filipino workers staying behind or are returning from
abroad?

Bigger challenges for labor leaders

It is not sufficient for today’s labor leaders to merely agitate and demand for
higher salaries. They have a bigger challenge. They have to join hands with the
government and private sector to sort out all these realities in our changing labor front in
order to move forward and provide for a better future to the workers and the nation as a
whole.

This article gives clear picture of the status of labor movement in the Philippines.
Give your reaction on the article as future employer, future employee, as student of
labor management relation and possibly, as future lawmakers.

Analyze and investigate the growth and decline of Philippine labor movement.

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