John Cedrick C.

Palayon BSIHM-CLOCA H228

Mr. Andre Joseph Anthony D. Alip July 13, 2021

THMN11H: “PRELIM REQUIREMENT”

Instruction:
1. Read the case thoroughly.
2. Identify who will be the person responsible in HR.
3. Discuss the action that should be taken in the scenario.

1. Employee Success

“Joanne was previously a food server at your restaurant, and because of her
outstanding performance, she was promoted to the position of the host person. Since
her promotion, she has repeatedly made mistakes in schedules and has had a series of
problems exercising her power, resulting in an increase in employee grievances. In
addition, customers have complained about her indifference. After six months of
monitoring Joanne’s performance and multiple counseling sessions with her, you feel
she clearly is not qualified for the position”.

• Joanne is progressed as the host, as she has been assessed by her association's
Department of Training and Development because of her dull appearance.
Taking everything into account, Joanne's absence of involvement with the said
position is the justification her terrible showing, so for her to be good for the
position, she ought to go through preparing in the preparation division to turn
out to be more proficient about that position. To achieve improvement in her
display, the Division of Preparing and Advancement will set up her for this
position and assurance that learning is a nonstop cycle. Joanne will get an
opportunity to attract with staff in an individual's personal development.

2. Maternity Benefit

“Ms. Nancy Flores is a regular employee of FJ Hotel; she was on maternity

leave for 2 months and did not receive her maternity benefit from Social Security
System SSS. When Ms. Flores came back to work, she complained at the HR for not
receiving her maternity benefit”.

• As should be obvious, Ms. Flores whimpered to HR about not tolerating her

two-month maternity benefit with the Social Security System (SSS). The
Compensation and Benefit Department is at risk for settling this dissent since
maternity benefits are requested by Philippine law under Republic Act 9710. A
development in pay may impact the genuine or authoritative remuneration for
 an expert's maternity. Nevertheless, if the Department of Compensation and
Benefit does not resolve the issue, the relationship with the delegates should be
viewed as dependable, so the Department of Compensation and Benefit and
Mrs. Flores will consent to ensure that all arrangements for maternity leave
benefit assent.

3. Carelessness/Negligence

George is a new bus person in your restaurant. He completed your two-

week Bus Training Program, and it is his first night on the job. Contrary to
established procedures, George pushes a fully loaded bus cart through the wrong
door leading into the main kitchen.

As a result, a food server coming out through the door trips over the cart
and knocks it over, drops her tray of orders, and falls, injuring her knee. The
injury results in a workers’ compensation claim. When asked what happened,
George says he forgot which door to use. Would George be subject to any corrective
disciplinary action?

• George had adequately completed his fourteen-day Transport Preparing

Project, which suggested he was fit to work since his HR would not permit him
to work except for if he completed his. In the present circumstance, the part of
getting ready and headway is trustworthy because before completing your
readiness and starting work, there is a capacities appraisal. Right when he was
asked what had happened, he communicated that he had neglected to recall
which doorway he should utilize. In this way, he asked me. They would be
centered around the activity, so the Department of Training and Development
would be asked concerning why, if the agent were interested about the overall
environment without a doubt, they should do and should not do. Likewise, this
office should ensure that all laborers think about or learned in their positions.