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(Edit2) Chapter-4.-GCP-MSIV-MBP
(Edit2) Chapter-4.-GCP-MSIV-MBP
MANAGEMENT ASPECT
INTRODUCTION
There are several fundamental management functions that any organization needs
to implement effectively to run smoothly and achieve goals and objectives. They can be
effectively categorized into planning, organizing, staffing, directing, and controlling.
Directing initiates action and it is from here actual work starts. Direction is said to
be consisting of human factors. In simple words, it can be described as providing
guidance to workers is doing work. In field of management, direction is said to be all
those activities which are designed to encourage the subordinates to work effectively
and efficiently. According to Human, “Directing consists of process or technique by
which instruction can be issued and operations can be carried out as originally planned”
Therefore, Directing is the function of guiding, inspiring, overseeing and instructing
people towards accomplishment of organizational goals.
Management according to Harold Koontz is the art of getting things done through
others and with formally organised groups. It is the key to a successful operation. All
five functions—planning, organizing, staffing, directing, and controlling—have to be
present. Few managers are naturally gifted in these areas. It is just as important to work
at management as any other area of the operation. Management can be learned, and
the rewards are significant.
performed, that it provides the required channels, point of origin and flow of management
direction and control. There are a variety of legal types of organizations, including
is a body that operates in both the public sector and the private sector simultaneously,
given consideration. The proponents has evaluated and analyzed the pros and cons of each
type of business organization, among this were sole partnership, partnership and
corporation.
contribute money, property or industry in to a common fund with the intention of dividing
The proponents as partners choose the General Partnership form of business, where all
partners contribute equal capital and are personally liable for the debts or liabilities of the
business. It has judicial personality separate and distinct from the partners.
Advantages:
1. Two or more persons can perform a partnership, it can be said that relative to a
2. The capital of the partners can be availed of, thus, a form of advantage compared to
a proprietorship.
4. The skills of the partners can be exploited to the fullest to the benefit of the
partnership.
5. There are no restrictions on how the profits would be distributed as long as they are
1. The death or retirement of the partner or any member of the partnership results in
2. One of the members of the partnership may betray the trust of the organization or
display poor ability and involve the partnership in heavy losses or debt.
3. No partner can sell his interest in the firm without dissolving the firm or obtaining
5. The unlimited liability of the partners for the debt of the firm.
ARTICLES OF PARTNERSHIP
That we, undersigned, all Filipinos, of legal ages, and residents of Metro Manila,
Philippines, have on this day, agreed to establish a general partnership, in accordance with the
laws of the Republic of the Philippines, under the following terms and conditions.
That the name of this Partnership shall be “Otoguard Parking hub” and shall operate and transact
business from the execution of this instrument, with the right of transfer or retirement of any
partner provided written notice and approval are made to and by the others.
II
That the main office will be located at Asilo de San Vicente de Paul, #1148 United Nations
Avenue, Paco, Manila Philippines, and may be changed from time to time upon agreement of the
partners.
III
That the names and addresses of the respective co-partners are as follows:
Name Address
IV
That the initial capital of this Partnership shall be six million (P6,000,000) Philippine currency,
Pratt P 2,000,000.00
Porqueriño 2,000,000.00
Valdez 2,000,000.00
V
That the purpose for which this partnership is established is to engage in high
standard parking space business that will cater for different households within the Manila. The
business strives to be the most known and patronized parking establishments in Paco,
Manila, based on top notch quality security system, operational efficiency, customer
fulfilment, significant facilities and financial stability. It aims to provide a great reliability and
VI
That Pratt, Margarita shall be designated as the General Manager of the Partnership, who shall
perform such acts and enter into transactions as may be necessary, in the name of the partnership,
for the conduct of its business; and who shall receive a monthly salary of P40,000.00
VII
That the profits and losses shall be divided equally among the partners:
IN WITNESS WHEREOF, we have hereunto set our hands this ____ __________ at the city of
Manila, Philippines.
_____________________ _____________________
PORQUIRINO, GIA LAYNE PRATT,MARGARITA
_____________________ ____________________
_______________________
_____________________ _____________________
WITNESS WITNESS
CAPITALIZATION
Capitalization would be based on the partners’ agreement of equal contribution. Each of the
general partners would give the same amount of money as contribution to the partnership.
NAME CONTRIBUTION
ORGANIZATIONAL CHART
General Manager
Secretarial
Accountant I.T. Management
PERSONNEL REQUIREMENTS
Table 27
Job Requirements
POSITION REQUIREMENTS
Female/Male, 23-30 years old
Candidate must possess at least a Bachelor’s
Degreein Business
Studies/Administration/Management.
General Manager
Must possess at least 3 years of experience in the
related field
Computer Literate
Must have good interpersonal skills
Female, 21-25 years old
Must possess at least a Bachelor’s Degree in
Business
Secretary
With at least 2 years of experience in related field
Computer Literate
Must have good interpersonal skills
Female/Male, 25-40 years old
Must be a graduate of BS Accountancy
Must have at least 3-year work experience in the
Accountant related field
Must have good interpersonal skills
Table 27 shows the job requirements for each position in the organization.
Stated above were the qualifications and traits of the works so that they may enjoy
and execute their jobs properly. It specifies the type of employee the job needs for in
terms of skills, experience and other qualifications. It serves as guidance and standards
in the recruitment and selection of employees in a particular job.
Table 28
Job Description
POSITION DESCRIPTION
General Manager Assumes general direction over the affairs of the
organization in accordance with the
mission/vision, core values, goals and objectives
of the organization.
Responsible to the Owners in all matters
pertaining to the governance of the entire
organization.
Secretary Provides clerical assistance to the Manager,
disseminate information to concerned person.
Responsible for keeping records of the business.
Responsible for preparing necessary financial
documents
Receptionist
Responsible for checking the up-to-date recording
of Cash receipts and Disbursement books and the
preparation of the financial reports.
Responsible preparing and processing of all
expenditures of the organization.
Accountant
Responsible for keeping and filing of Financial
documents.
Responsible for compliance of different
government regulations especially permits and
licenses of the organization.
Responsible for the physical control of daily cash
collections, securities and other documents of
cash value received by the office.
Cashier
Receives payments and issues corresponding
receipts.
Issues and verifies statement of accounts.
Responsible for all computer related activities.
Implements systems and provides for on-going
maintenance and enhancement of computer and
I.T. Manager
equipment.
Prepares and installs computer, program software
and other peripheral devices
Maintains the cleanliness, orderliness and
sanitation of the parking space and its vicinity.
Janitor Beautifies the premises
Reports all identified damaged equipment and
facilities.
Guard Responsible for promoting safety and protection of
persons and properties within the organization.
Facilitates the smooth flow of the ‘TRAFFIC’ –
coming and going of the cars.
Facilitates the compliance of the customers on the
traffic rules and regulations of the organization.
Table 28 lays the job description of the business organization’s list of positions.
The information stated above is an abstract derived from job analysis report
describing the scope of responsibilities and duties of each personnel in the organization.
Table 29
Personnel Compensation
NUMBER OF MONTHLY ANNUAL
POSTION
EMPLOYEES COMPENSATION COMPENSATION
General
1 40,000 360,000
Manager
Secretary 1 20,000 180,000
Accountant 1 30,000 360,000
I.T. Manager 1 30,000 360,000
Cashier 2 15,000 180,000
Janitor 3 13,000 156,000
Guard 9 13,000 156,000
Table 28 shows the monthly compensation of each employee involved in the business.
The compensation of each employee will be bases upon the job evaluation and
EMPLOYEE BENEFITS
from their regular pay. These additional benefits would motivate the workers to perform
their duties and responsibilities more efficiently. It is also the right of every employee to
With the objective of motivating employees to aspire for quality service, Car Spa On-
The-Go would voluntarily extend benefits and incentives to all of its regular employees
without the need for employee to ask or demand for it. Regarding this policy, Car Spa
On-The-Go will grant the following leaves and benefits to each of its personnel.
All qualified employees will benefit the privilege of the said organization such as
retirement benefit such that when an employee retires from work upon reaching
equivalent to the deceased member's monthly income benefit, plus a ten percent
(10%) fraction of the death benefit thereof for every listed dependent child, with
the list not exceeding five, beginning with the youngest to the oldest. The list may
Commission.
This benefit is given to employees before the last month of the year, amount of
The business will attempt to give its employees future increases in their salaries.
FRINGE BENEFITS
Meal Allowance
Every employee is entitled to receive this allowance since the company will not
Vacation Leave
The company should be considerate to give its employees a time to spend for
relaxation, rest, travel, or even a simple leisure time actively away from the
mundane business operation. They are entitled to have five days vacation leave
subject for approval and any exceeding days will be considered absent.
Maternity Leave
The company grants the following leave with pay for female employees.
caesarean birth.
birth.
Paternity Leave – male employees may be given 7 days leave upon the
Special Leave
Bereavement
The company respects the loss of loved ones immediate family, an employee’s s
COMPANY POLICIES
policies and procedures are in place to protect the rights of workers as well as the
policies and procedures establish rules regarding employee conduct, attendance, dress
code, privacy and other areas related to the terms and conditions of employment.
Customer service affects all levels of our retail operation, and everyone involved needs
Here are the basic policies our business should establish and enforce:
times..
Be professional. All employee breaks and personal business should be
conducted out of the view of customers, and cell phone calls or other personal
Dress appropriately.
Employees should inform their manager of their whereabouts so they may be reached
easily.
Extraordinary Service:
People Development:
2. The contribution of every person is important for the well-being of the company.
employee.
4. Every employee must be willing to grow and improve to be a part of our organization.
Building the Organization:
1. Working together as team is imperative for meeting the challenge of providing extra-
ordinary service.
encouraged.
accountable.
encourage each other to grow and improve. All employees should be well trained and
RECRUITMENT PROCEDURE
worth the effort to know and observe the proper procedure in hiring to ensure the
success in choosing the right man for the right job and avoid the snap judgment. The
responsibilities of procedure for the recruitment, selection, and hiring of the employees
The aim of this procedure is to ensure that a fair, consistent, non-discriminatory and
effective practice is adopted in all areas and at all stages of the organisation’s
recruitment process. This policy applies to the recruitment of permanent, fixed term and
sectional staff.
established post or, the creation of a new post approved by the management
committee.
1.2 Where the vacant post is a previously established post and the manager wishes to
recruit to the vacancy, (it is not automatically assumed that like for like’ recruitment
delay; the opportunity to make changes to the post), the manager should advise
the management committee of any changes required to the job description and/or
person specification. The senior manager/line manager will progress the vacancy
or give approval for this to go ahead – recruitment advertising; putting together the
maintained.
2. Where a need has arisen for a new post to be created and recruited to, a
request for a new post and why it is required. This appraisal requires details of the
strategic and financial implications of the post, any funding that may be available,
the length of time for which the post is required (permanent or temporary) and the
3. Recruitment advertising
3.1 All vacant posts will be advertised internally initially and where a suitable member
policy of equal opportunities and positively welcomes applications from all sections
of the community’.
appropriate newspapers and journals) if this is seen as the most effective way to
ensure that the recruitment is accessible to a wide section of the population as well
3.4 Care will be taken that nothing in any advertisement has the effect, albeit
Commission for Racial Equality's code of practice on race relations and to the
3.5 Copies of job advertisements will also be sent to voluntary organisations, and
3.6 All advertisements will state that the position is subject to a Criminal Record
Bureau Check
4.1 All positions with the organization are subject to a criminal records bureau check
4.2 The organization will not employ any person who will be working with children until
4.4 All advertisements should inform prospective applicants that the post is subject to
consultants to fill a particular post, attention shall be paid to ensuring that such
agencies or consultants have their own equal opportunities policy. Such agencies
opportunities policy and they will be required to operate in a way that will not
6. Application forms
6.1 The organization will use a standard application form for all posts.
application form.
6.3 The application form is designed in such a way as to preclude Equal Opportunities
information, name, address, age etc from the short-listing process. The EOP
information supplied with the application form is used for monitoring purposes only.
7. Information to applicants
7.1 All persons enquiring about a particular post will be supplied with an application
form, job description, person specification and any appropriate additional general