NAGA CITY SCIENCE HIGH SCHOOL

Senior High School Department

Balatas, Naga City

Policies & practices on recruitment,

promotion and firing.
Kinds of Marketing & Advertising
Policies & practice in Marketing and
Advertising

Presented to:
Mrs. Teresita S. Arlante
Business Ethics Teacher

Presented by:

Quimco, Ceasar Jay A.

SEPTEMBER 11, 2017

 Recruitment or Hiring
Employee recruitment and selection policy describes the process for attracting and selecting
external job candidates. This recruitment policy sample can serve as a rubric that recruiters and hiring
managers can use to create an effective hiring process.
What is the recruitment and selection process?
Generally, hiring teams could go through the following steps:
1. Identify need for an opening
2. Decide whether to hire externally or internally
3. Review the job description and compose a job ad
4. Select appropriates sources (external or internal) for posting the opening
5. Decide on the selection stages and possible timeframe
6. Review resumes in company database/ATS
7. Source passive candidates
8. Shortlist applications
9. Proceed through all selection stages
10. Run background checks
11. Select the most suitable candidate
12. Make an official offer
Stages may overlap. Hiring managers may remove/add steps as appropriate. The first five
stages are mandatory in every hiring process.
1. Posting jobs internally
Hiring managers can post a job opening internally before starting recruiting external candidates. If they
decide to post internally, they can:
 Set a deadline for internal applications
 Communicate their opening through newsletters, emails, word-of-mouth or an Applicant
Tracking System’s automated emails

2. Creating job descriptions

Hiring managers can create job ads based on full job descriptions of each role. Job ads should be clear
and accurately represent the open position. They should include:
 A brief description of our company and mission
 A short summary of the role’s purpose
 A list of responsibilities
 A list of requirements
 How to apply
The job ad’s style should be consistent with our company’s unique voice. It should be addressed to ‘you’
in a polite and engaging tone. Jargon, complicated phrases and gender-specific language should be
avoided.
3. Employee selection stages
A company has a standard hiring process that may be tweaked according to a role’s requirements.
Standard process involves:
 Resume screening
 Phone screening
 Assignment
 Interview
Hiring manager may choose to add/remove stages depending on the role they’re hiring for. For
example, they can add the following selection stages/methods:
 Assessment centers
 Group interviews
 Competency/Knowledge or other selection tests
 Referrals Evaluation
In most cases, the stages of resume screening and interview are compulsory.
4. Interview Feedback
Recruiters/ hiring managers should always inform candidates they interviewed that they decided to
reject them. Leaving candidates in the dark can be damaging to our employer brand.
Also, we encourage hiring managers to send interview feedback to candidates. They should first
though check with HR to make sure they won’t invite legal action. Being brief, respectful and keeping
feedback job-related are the general rules for writing feedback emails to candidates.
5. Revoked offers
In case when a formal has to be revoked, the hiring manager and human resources department
should draft and sign an official document. This document should include a legitimate reason for
revoking the offer. Legitimate reasons include:
 Candidate is proved to not be legally allowed to work for our company at a specific location
 Candidate has falsified references or otherwise lied about a serious issue
 Candidate doesn’t accept the offer within the specified deadline (deadline must have been
included in the offer letter)
Hiring managers and HR must notify the candidate formally as soon as possible.

HR Concerns for Terminating Employees: Law, Policies and

Suspensions
No matter the size of the business, terminating a worker’s employment takes preparation and
care. Employees have protected rights in the United States designed to keep them from suffering
under unfair employment. Most companies actively seek to avoid hurting their employees, although
termination is necessary in some cases.
1. Documenting Termination Processes
The first step toward the creation of an effective employee termination program lies in the
documentation of employment policies and processes. Employees can be held to many different
standards depending on their level of employment and various responsibilities. However, those
standards must be clearly delineated so that employees know what to expect from supervisors,
managers, and HR staff. Employers must have a specific path for notifying employees of documented
infractions, with instructions to escalate as necessary. This escalation may include:
 poor performance reviews
 verbal warnings
 written warnings
 employee suspension (with or without pay)
 termination
HR managers generally aim to minimize the likelihood of conflict between employees and department
supervisors or managers. With specific processes in place for employees and administrators, all parties
can keep work-related concerns professional and efficient.
2. Recording Incidents
Using documented employment policies, managers keep employees informed on their status
within the company. Properly recording incidents is vital to the overall termination process. With an
established pattern, supervisors and managers should notify employees of recorded infractions based
on tardiness, excessive absences, work behavior and treatment of other employees, as well as
violations specific to the business’s typical function. All instances of violation should be recorded to
establish just cause for employment termination, should it become necessary. HR representatives may
also maintain a log of these offenses for each employee for quick reference.
3. Attempting to Reconcile After Suspension or Termination
While employers may choose to engage employee suspension or termination for just cause, it is
a useful practice to first attempt to reconcile with the employee. The process to hire an employee,
provide necessary training, and manage employee concerns and benefits costs money beyond the
employee’s actual wage. Hourly wages only comprise about 70 percent of a business’s expenses to
maintain an employee.
Minimizing waste in this area often calls for solutions to common employee problems.
Employers should demonstrate that they have taken steps to encourage employee compliance through
additional training, attempts to mediate complaints, and clear, written statements of intent to
terminate if circumstances do not change. Supervisors and managers can directly communicate with
employees about underlying causes for recurring violations of established employment policies. HR
managers may choose to act as mediators to resolve conflicts between staff members and
management. If this approach is ineffective, administrators might elect to escalate to suspension or
employee termination.
4. Analyzing Relevant State Laws
Before beginning the process of firing an employee, designated HR representatives must
consult local laws for any restrictions. All states, except Montana, function as “at-will employment”
states. This means that state employment law dictates that businesses may, for the most part, choose
to hire or terminate employees as they see fit. There are exceptions to this general rule, tied to the
reasons for which employees are hired or terminated, and also related to individual state laws.
Employers are bound by federal and state laws as they pertain to any given sector of employment.

5. Avoiding Discrimination/Wrongful Termination

 Other specific exceptions to at-will employment fall under the category of discrimination, as
interpreted under federal employment law. During the employee termination process, HR should serve
as oversight to identify any possible examples of discrimination that employees may have experienced
by management or administration. The Equal Employment Opportunity Commission (EEOC) is an
independent federal agency that provides access to education, legal and other resources for workers
and employers, with an ultimate goal of discrimination-free employment. Per the EEOC, employers
may not engage in discrimination in their employment policies based on:
 age
 disability
 ethnic/national origin
 color
 race
 religion
 sex
6. Officially Terminating Employment
When all criteria for a proper employee termination have been met, the next step for HR
representatives is to notify the employee. Although employers may choose to terminate employees at
any time, many find that letting someone know they have been let go is best done right before a
weekend or other days off. Employees may be less likely to retaliate in anger if they can take a few
days off to calm down and reflect. HR should establish specific protocol for removing an employee
from the premises after termination. Depending on the severity of the employee’s conduct or
infractions, it may be wise to employ the services of security workers to help the employee gather all
belongings and leave the premises.
7. Completing Additional Termination Paperwork
Even after employees are terminated, they may continue to receive benefits from their former
employers under current employment law. HR managers usually supervise the completion of
paperwork related to these benefits. The most common examples include the continuation of health
care benefits, unemployment benefits, and retirement plans.

Policies and Practices in Promoting Employees

 Employers that observe best practice when promoting employees can ensure that employees
perform well when they are promoted, which can have a positive effect on business
performance and team motivation.
 Organizational and career structures have changed over recent years. To encourage employee
retention, employers should rethink which individuals might be suitable for a promotion and
what constitutes a promotion.
 Employers should consider sourcing candidates for vacant roles from as wide a group as
possible to reach a broader skill set. Requiring managerial support for internal applications can
help employees to succeed with their application and help managers plan.
 The manager of the target role holder should be involved in the decision-making process, but it
is also useful to involve other people from the organization.
 Identifying selection criteria before the recruitment process begins can help to ensure that the
right employees apply for the role and know how to prove their suitability for the role, and that
decision-makers make evidence-based decisions. 
  Employers should ensure that they give candidates for promotion a positive experience as they
will have an ongoing relationship with them.
 The assessment process should be rigorous to ensure that the best candidate for the role is
chosen. 
 Employers should communicate decisions quickly and give feedback to all internal candidates. 
 Promoting internal candidates can involve challenges, for example, judging whether or not the
applicant can perform at a higher level and whether or not he or she will fit in with the new
team. 
 Employers should provide support for all candidates once a decision had been made, to ensure
that the successful candidate performs well in his or her new role and the unsuccessful
candidates remain motivated.
 Opportunities for promotion should be part of a wider policy to develop all employees, so that
they remain motivated and have the chance to develop, ensuring the future success of the
organization. 

Part II.
Kinds of Marketing
Branding
Products and services need to have a focus, a target market, and a recognizable name, or "brand," to
become successful. Branding is a form of marketing that serves as the basis for future advertising. It
helps to make the product or service both attractive and well-known. Branding often includes
distinctive names, slogans, and graphics, such as a logo.
Public Relations
PR is the publicity that’s garnered from stunts, statements and newsworthy actions by a company.
Public relations is a form of marketing that works side-by-side with ad campaigns and promotions. It is
a way to promote a brand through thoughtful planning, and through issuing public relations
statements or press releases to news and information outlets such as radio, TV and newspapers.
Broadcast Advertising
Buying radio or television time is one of the most prevalent forms of paid advertising. Marketing to
potential customers through radio often relies on jingles and catch phrases to get attention. TV
marketing can easily be targeted towards the audiences of different programs through demographics
provided by the TV show producers and by companies that provide demographic information.
Point of Purchase
Packaging is vital to point-of-purchase marketing efforts, and often defines a product’s placement on
store shelves. Packaging is more than just creating a container that holds the product; it plays a role in
brand recognition, consumer safety and retail opportunities. For service companies, "packaging"
includes presentation and image.

Online Presence
The Internet and all its permutations is the latest frontier for marketers. An online presence is almost a
requirement in the 21st century as part of any marketing efforts. Marketing can be done in a huge
array of formats, from websites to social media and mobile applications, and can allow for
customization, content-based ads, and interaction from the audience.
Direct
When manufacturers deal directly with consumers, they participate in direct marketing. There are no
third-party intermediaries, such as middle retailers or wholesalers. Direct marketing takes place
through the mail, telephone and Internet as companies sell their products and services directly to
consumers.
Multi-Level
Multi-level marketing is a form of direct sales that involves a chain of connections through which the
company recruits and sells its products. Multi-level marketing is also called network marketing because
salespeople earn commissions on the products they sell as well as on the sales made by their network.
Street Teams
Street team marketing uses personal interaction to express the virtues of a product, service or event to
potential customers. Street marketing typically targets consumers directly in front of a venue or store,
and provides an entertaining way of getting across the seller's personality with costumes and antics
performed by the team.
Philanthropic
Companies use their support for charities and popular nonprofit groups to further their image and
promote their brands. Through sponsorship and particiaption in fundraising events, philanthropic
marketing creates a sense of community involvement appreciated by consumers.
Guerilla
Guerilla marketing can combine many of the other marketing types, but is typified by how it takes
consumers by surprise and makes a lasting impression. Guerilla marketing usually involves
unconventional uses of traditional marketing.

Policies and Practices in Marketing

Values-driven, morally compliant marketing programs are essential for maintaining an ethical company
culture. It’s not enough for a business to assume that a strong personal moral compass is sufficient to
prevent ethical misconduct in marketing. Ethical marketing is a package deal that starts with a strong
marketing policy statement. This policy then becomes a framework for creating marketing strategies
that align with marketing objectives and maintain the reputation of the business.

A marketing policy should seek to answer some fundamental questions about how a company and its
products and services should be perceived. For instance, how do you promote your products or
services to children, the poor or less privileged, the technologically deficient, vulnerable, and disabled
and even in religiously distinct societies.

Marketing Policy
A marketing policy is similar to a business code of ethics. Although some are more specific than others,
each addresses aspects of responsible marketing the business considers most important. For example,
the Friendly’s Ice Cream marketing policy focuses mainly on nutrition guidelines and guidelines for
marketing to children, while Coca-Cola’s marketing policy, which also focuses on children, includes
guidelines for the different marketing channels it uses as well as for product placement in schools and
youth organizations.

Kinds of Advertising
Product Advertising
Product advertising communicates the features and benefits of a product to customers and
prospects. Companies use product advertising when they want to launch new products, announce
changes to existing products or increase sales of those products. Product advertisements must reflect
the interests of the target audience. An advertiser developing a campaign for a food product, for
example, would create messages and select media that appeal to a wide consumer audience. A
campaign for a business product, such as a machine tool, would use media that appeal to different
groups influencing the decision to buy, including plant managers, production engineers and finance
directors.

Corporate Advertising
Corporate advertising campaigns play an important part in business-to-business marketing,
particularly for companies trying to win a major sale or contract. Prospects evaluate the company as
well as the product when they are choosing a supplier. They look for suppliers that have the capability
to deliver quality products on time. Corporate advertising helps to build confidence among customers
and prospects by communicating messages about your company’s capability and resources, your
market position and financial stability.
Direct Response Advertising
Direct response advertising encourages prospects to register their details, typically in return for
an incentive offer, such as a free gift, special discount or a copy of a business report for business
prospects. The advertisement includes a response mechanism, such as a reply coupon, telephone
number, email address or website address. The information that you capture from responses provides
leads that your sales force or telemarketing team can follow up to create news sales opportunities. You
can also use direct response advertising to sell products directly to customers. Include information on
the product, together with a price and contact details for ordering the product.
Financial Advertising
Financial advertising can help your company attract funds if you are planning to grow your
business or make a major investment. Advertising in the financial or business sections of newspapers
and magazines can raise awareness of your company among analysts, shareholders, potential investors
and advisers. Publishing financial results, together with important developments, such as major
contracts or new product launches, keeps your audience up to date with the company’s performance.
Policies and Practices in Advertising
Prohibited Content, Products, and Services
 X You must not promote anything that is offensive, threatening or inappropriate.
 X You must not promote anything that is dangerous or promotes dangerous behavior.
 X You must not promote anything that includes false promises, scams or illegal activity. 
Restricted Content, Products, and Services
 V All content, products and services on the restricted list must comply with the additional
restrictions listed and the applicable laws and regulations of every location they target.
Prohibited Campaign Practices
 X You must not use any false or misleading practices.
 X You must not violate any laws.
 X You must not directly capture any personally identifiable or sensitive user information
without the user's express consent.
 X You must not target or advertise to children under the age of 13.
Title, Thumbnail and Branding Text Policies
 V All titles, thumbnails, and branding text must comply with all Advertising Policies.
 V Branding text must accurately reflect the source of the content.
 X Thumbnails must not show before/after photos.
 X Thumbnails must not be of poor quality or very low resolution.
 X Titles must not be misleading and must accurately reflect the subject of the landing page.
 X Titles must not be in all capital letters or contain excessive punctuation. 
Other Third Party Content Policies
 All Advertisements and other third-party content must comply with all Advertising Policies.
 All advertisements and other third-party content must disclose that they are advertisements. 
 Any content or links on the landing page that are sponsored by a third party must clearly and
conspicuously be labeled as sponsored.