APPLIED MANAGEMENT

Questions:
1. PREPARE A CASE STUDY USING your company or any company
a. Brief Description/introduction
b. Background of the study ( Company ) – describe the history, nature of
business, type of business, Ownership, and their internal and external
environment.
c. Prepare the Case Presentation using the Harvard School of Business Case
Study format/method.

Introduction
Human Resource Department is the heart of every company while employees are the
asset of companies. In my 6 years with the company i have felt the feeling of starters
and old employee. When i started as a rank and file, i always work hard but i also
expect something from the company like rewards and benefits. As the years go by a
lot of good employees are resigning and the company will re -hire again to fill up the
vacant position. Within the years i stayed with company, the situation keeps on
repeating. Employees don’t stay long. It was very hard for me to look for replace
them then train again then after the employee learns she/he will leave again. We hire
fresh graduates with no experience then train them to become a good employee
however in just a matter of time that employee you trained well will file a resignation
letter. Turnover rate is very high that affects the system especially knowledge
transfer,knowledge retention and gaps where the position keeps on changing.
It has been a year since i was promoted as an Admin/HR manager in our company. I
have taken a lot of trainings to improve and help the company regarding this situation.
It sadden me that my co workers left so i have decided to take the situation seriously,
but one thing i notice is the top management including the owner has accepted the
scenario as a normal situation. Employees are leaving because according to them
there is no growth, no appreciation, over worked but has no increase in salary and no
appreciation. These becomes worst in the COVID 19 lockdown where employees got
no any support and help from our company. HR and Supervisors are the once
suffering much everytime a employee leaves, its very hard to keep on training people
because its keeps on changing. If employees are happy they become productive and
inspired that they give more than what is expected.

HISTORY
Mariana Maritimes Center Inc. was stablished in August 2013 as a Maritime Training
Institution with limited accreditations offering 5 training courses these are
SSBT,SDSD,MARPOL,ECDIS and MLC. For a year, the company seems have no
good future, it has no captured market or client, no connection with shipping
companies, no backer and no partnership with any in the maritime industry. However,
in 2015 the company invested more to expand and add many more services like
onboard trainings and Maritime Assessment. Within that year the company has been
accredited for many more trainings and assessment for both MARINA,TESDA and
other Inhouse Courses. In the same year, it got its very first partner and client for
domestic onboard training, the 2GOGroup Inc., catering the needed hands on training
of students having their OJTs on board their vessel. In 2017 it was accredited by
Dep-Ed for Senior High School K11-K12 offering Pre- Baccalaureate Maritime.
Mariana Maritime Center Inc then changed its name to Mariana Academy of
Maritime Studies Inc.
The company become the top of the line and Number 1 Assessment Center in the
Maritime Industry in the country. MARIANA has complete Assessment from ratings
to management with 9 different assessment which is the main butter of the company.
It also added a lot other training and assessment like TESDA (NC1,NCII,NCIII,
TM1), onboard courses that are designed for students/ojt for both maritime and
hospitality industry. The company originally occupying half floor of the building with
500sq meter becomes occupant of 6floors in the building. MARIANA has started with
10 employees back in 2013, and as of the current year 2020. Employees have a total
of 100.

Case Title : High Turnover Rate of Employees

Time frame : July 2020 - December 2020

Point of View : Company President

Statement of the Problem : Employee High turn over rate

Objectives : To retain employees for longer period

Areas of Consideration:

I. Internal Environment

 Environment - Discomfort towards the other department .Ambience in the

work place makes employees happy and comfortable, a toxic place and a toxic
co-workers makes the employee leaves. In the office what makes some distance
of the employee is the department where they belong. The I.T department has
discomfort toward the technical working group. These issue has remained up to
now.

 Managers - conflicts of department heads. there are Nine managers in our

company, managers like other companies has different opinions and different
kind of leadership. Most managers concentrate of their department and their
 people, however there is always conflict when it comes to issue. Office has
politics too and these issue affects much the employees. Conflicts between
managers also means conflict in their department. 8 out of 9 managers value
people and concentrate on their job, but there is a manager who has different
perspective in the company.

 Workers - resignation of one makes other resign too. Most employees

became friends as they stay in the company. This is very good in the work
environment as they can get along with each other. However, the downside is
when someone leaves the rest will follow especially when the first to be hired
outside will have a positive feedback, the others will
 work relationship is good in the office, in fact these good relationship makes
others stay for some time. However, if the head of the two department has
conflict this also affect relationship of the two department. I.T department with
registrar department has no established good relationship with the training
director and to his team. This makes the employee avoid each other.
 Customer - Abrupt changes that makes trainees complain. There are issue
arises with the admission and registrar when it comes to customer, sometimes
when the MARINA changes some guidelines in the training and documentation
procedure this causes delay of services like delay of trainings schedule and delay
of releasing of certificates. The frontliners of the company became so stressed in
this situation. This sometimes causes the employee to receive some memo and
disciplinary action due to his temper or anger management issue. When the
employee recieves a memo for explanation he /she sometimes takes it personally
and files for a resignation. However this incident is not a daily happenings.

II. External Environment
 Economic - inflation rate of our country is getting higher, which means salaries
must also go up to feed a family. A minimum rate offered by the company is not
a very convincing offer to make employee stay. Cost of living in Manila is very
high and if the employee is just renting with a family the minimum wage is not
enough for their needs. Office work does not have other way of income like “tip”
so the worker will have extra money. The employee then will look for another job
 Political and Legal Influences - The Maritime Industry Authority keeps on
changing Board of Directors and so as their guidelines. The difficulty in this
situation is there always changing when the people there are changing. The
employees then has to adjust and sometimes require back jobs. It causes
confusion because sometimes MARINA has no advisory, the staff are just
surprised when they will return the documents and ordered to revise.
 Demographic Factors - Change of Status / Marriage and Change of Residency .
The company prefer woman in selecting candidates for the job. This has always
been a practice for the purpose also of marketing. However woman has issue in
job retention, most woman when they get married resign same if they became
pregnant. Most of the woman employee will then move outside manila then stays
 outside Manila like Laguna or there provinces then will go home every weekend
for their children. However this arrangement will not last long, the employee will
resign in a few months.

 Social Factors - most employee are young and fresh graduate. They are very
sociable outside. They hang out with their friends and meet a lot of people, some
of them are still have the college life syndrome. Sometimes this lifestyle affects
their performances. Tardiness, absenteeism and social activities influences their
concentrations. Since she or he may found some happy companions outside, this
may influence the employee to join their companions wherever they are working.
Discussions about work is normal during social gathering, that employee may be
interested to her friends company.

Alternative Courses of Action ( ACA )

ACA-1 - Employee Survey

Propose plan Procedure Purpose

Establish the criteria Gather the information of the
Employee Survey
and questions for the employees opinion of the company,
survey. Criteria must their status, their environment and their
cover environment, co expectation
work relation,
managerial
relationship,
treatment, policy and
expectations grom the
company

Time Frame

November to

December 2020
Before signing of To simply know the reason why
Exit interview clearance a exit employee leaves the company. Many
interview must be part employees dont open the real reason
the process when an why they leave however an exit
employee resign. interview will help in determining some
Result will be possible issue in the company. It can
analyzed the HRD also help in pointing improvements for
employee and organization relationship.
Time Frame
 November to
December 2020

ACA-2

 Annual recognition plan

Program Criteria Reward Purpose

Annual evaluation  Most Punctual Gift Certificate,  Recognition makes
recognition  Perfect Plaque of the employee feel
attendance appreciation, appreciated for their
 Employee of Certificate of effort in that year.
the year recognition, cash Bonuses are good
 Best in form of reward
customer during Christmas
service party
 Rookie of the
year
 5s award
 Loyalty award
Annual Php 2,000 salary Salary increase means the
Increment
performance increase or management is aware of
evaluation allowance the employee sacrifices
for doing a job well done.
Increment makes the
employee stay as he/she
has progress.
 Team building Winners award  The essence of team
Team building
activity building is to make
 Karaoke night employee appreciate
every other teamwork while
month enjoying.Team
building Activities
may help in bringing
the employee closer
together.
Outreach Bahay Ampunan Games with Kids Appreciation of helping
Program Home for the aged Group other people and
Entertainment awareness that there are a
lot of other unfortunate
people. Helping each
 other in every situation
gives joy in every heart

ACA-3 Benefits
Budget
Benefit Plan
Health Care Health card that provides good 14k Annual per
coverage of hospitalization for the employee with a
employee and its dependents minimum of 4years in
*Maxicare healthcare Package the company
Insurance Accident and death insurance 8,000 annual per
coverage for their daily travel at qualified employee
work and field work. With a minimum of
6years in service
Reward for years of *10 years of service = 2 travel * worth Php 150,000
service package to Japan with cash
allowance ** Toyota Corolla
**15 years of service= Car
***20 years or more = 500,000 and ***Php 300, 000 +
pension monthly pension up to
88 years old
Scholarship for their 1st Child full scholarship College scholarship
children

Decision Matrix

ACA-1 ACA-2 ACA-3

 
 Competency. 10  9  7

Cost. Low  medium  High

 Viability. 9  9  8

 Desirability. 8  8  7

Alignment. 9  10  8

Total points 36  36  30