Management Aspects

EXECUTIVE SUMMARY

RESUS is the name of the business.

RESUS is derived from the word recycle and sustainable, the facilities are designed to

minimize the use of new paper and promote the use of recycled paper.

The proponents proposed a partnership form of business.

The company will only hire 19 employees: General Manager (1), Sales/Marketing

Supervisor (1), Engineering/Maintenance Supervisor (1), Operation Supervisor (1),

Quality Control Inspector (1), Accountant (1), Auditor (1), Human Resource Officer (1),

Machineries Operator (2), Advertising Officer (1), Sales Associate (1), Plant Mechanic

(1), Electrician (1), Plant Utility (1), Security (2), Utility Driver (2).

The business will start on January 1, 2021.

The establishment will start operating from 8 a.m. to 5 p.m. from Monday to Saturday.

The plant operates 7 days a week.

The company will give benefits to regular employees such as SSS, PhilHealth, and Pag-

IBIG for their insurance, and will also be given a 13th month pay.

RESUS has its own policy in accordance to the company’s vision-mission statement.
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COMPANY NAME

The company name is one of the most important components in an operation. It serves as

the company’s identity and the trademark to all its product or service offered. The company

name sometimes goes before the owners it is often the first component that the consumers will be

exposed to1.

The company name is not only its brand; it also gives the consumers a brief and simple

thought as to what product or service the company offers. It’s one way of giving impact to

consumers in getting their attention. Company names must be set in its greatest image in order to

earn good public critics and exposure to the consumers.

The name “RESUS” projects a strong impression to the customers in which, it gives a

hint about the product’s what’s and why’s. With a modern world orientation set with an

exponential growth of solid wastes, customers will be satisfied with the product and at the same

time, raised with awareness that papers aren’t made for firsthand use only, but the main focus

and objective of the business is to improve the country’s wastepaper recovery and recycling rate,

and provide best quality of newsprints to offices, printing press companies, and schools.
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VISION-MISSION STATEMENT

VISION

“To be the best producer and provider of recycled newsprint in the Philippines.”

RESUS makes sure to be that paper company at which printing establishments and

people will constantly look for. It sees itself as the leading recycled paper product company not

only in Mindanao, but also around the Philippines.

MISSION

“To bring out the best quality product of a recycled paper that RESUS can offer, and

never lose its purpose to remind the customers about how recycling could create such impact in

environment.”

COMPANY LOGO

As the company's major graphical representation, a logo anchors a company's brand and

becomes the single most visible manifestation of the company 2. It serves as the company’s

identity and the trademark to all its product or service offered. The company name sometimes

goes before the owners it is often the first component that the consumers will be exposed to1.

Even without letters or words, it creates a brand that is associated to the company,

especially if the logo is remarkable and can be easily remembered. Recognition is one of the
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most important purposes of a company logo, since it keeps the company in the

customers’ mind. It is necessary to have a quality logo, since it is the face of the company.

Figure 4.1: RESUS Logo

The company uses the tagline “Don't throw it away, it can be used in some other way.”

This is to emphasize that instead of throwing it away, papers should to be utilized properly for it

could still be useful through interventions that could save the environment as well. With RESUS,

problems like this would be minimized.

OWNERSHIP

The form of business ownership is one of the first decisions that is made to be concerned

in establishing the business. There are four forms of business ownership. The forms can be a sole
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or single proprietorship, partnership, corporation and cooperative. In relation to the

proposed business, the establishment chooses partnership specifically general partnership.

FORM OF BUSINESS ORGANIZATION

From the various kinds of ownership, corporation will be the sole definition of the

relationship of the owners for this company. A corporation is a business entity that is owned by

its shareholders, who select a board of directors to oversee the organization’s activities. The

corporation is liable for the actions and finances of the business—the shareholders are not.

Corporations can be for-profit, as business are, or not-for-profit, as charitable organizations

typically area. Table 4 shows the initial investment of the owners to the proposed business.

Table 4.1
Sources of Funds
PROPRIETORS INVESTMENT

Baculio, Rommel ₱

Hongoy, Cleo Mallyn ₱

Larida, Blessy Joy ₱

Mejias, Niño ₱

Pido, Cathleen Marcy ₱

Sandigan, Markim ₱
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ORGANIZATIONAL STRUCTURE

Organizational structure is important in any company to provide guidance and clarity on

specific human resources issues, such as managerial authority1. It displays the assigned roles of

each employee3.

Figure 4.2: Organizational Structure

The board of directors, as the highest governing authority within the management

structure at a corporation, are responsible for evaluating the attractiveness of and pay dividends,

recommend stock splits, and approve the company’s financial statements 4. Next to it is the

general manager, at which s/he oversees most of the firm's marketing and sales functions as well

as responsible for the overall management and teamwork of the employees to achieve the goals

that the organization has set, and the day-today operations of the business. Branched with four
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(4) main departments, specifically administration, sales/marketing management,

production, and engineering and maintenance, the administration is involved in a deal of

multitasking. They work with teams, manage groups, coordinate with management and engage in

planning according to the needs of the company. The finance department is responsible for

budget and financial analysis functions, human resource department is responsible for personnel

sourcing and hiring, applicant tracking, skills development and tracking, benefits administration

and compliance with associated government regulations5. Next to administration is

sales/marketing, which takes the lead in setting strategies and decides what marketing

communications it needs to support its efforts, and recommend modifying or dropping products

or services or adding new ones to the company’s mix, based on what customers want6, and

followed by production department, where they set standards and targets for each section of the

production process. The quantity and quality of products coming off a production line will be

closely monitored7. And lastly, at engineering and maintenance, they are responsible and

accountable for maintenance, and for the way equipment runs and looks and for the costs to

achieve the required level of performance. Engineering involves alterations and improvements in

existing equipment and building to minimize breakdowns8.

PERSONNEL PLANTILLA

EMPLOYEE ANNUAL SALARY (2021)

General Manager 577,200.00

Sales/Marketing Supervisor 286,560.00
Engineering/Maintenance Supervisor 308,280.00
Operation Supervisor 249,000.00
Quality Control Inspector 160,560.00
Accountant 280,680.00
Auditor 208,320.00
Human Resource Officer 216,000.00
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Machineries Operator 155,640.00

Advertising Officer 240,000.00
Sales Associate 164,040.00
Plant Mechanic 210,000.00
Electrician 156,000.00
Plant Utility 139,680.00
Security 196,440.00
Utility Driver 114,000.00

JOB DESCRIPTION AND QUALIFICATIONS

Owners

 A group of people who owns the company or the stockholders.

 In-charge in the entire operations of the corporation.

Company President

 One of the directors or stockholders

 In-charge on the whole operation of the industry

 He or she has been elected by the board of directors and has a largest amount of

stocks.

Board of Directors

 In-charge in the establishments of audit and compensation.

 Protects the stockholder’s asset and ensure a decent return in their investments.

 He or She has been elected by the stockholders.

General Manager
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 Oversees most of the firm's marketing and sales functions as well as

the day-today operations of the business.

 Responsible for effective planning, delegating, coordinating, staffing, organizing,

and decision making to attain desirable profit-making results for the organization.

Qualifications:

Must be a graduate of BS Business Administration major in Management, with

master's degree with at least three (3) years of working experience. He/she must be at

least 30 years of age and at most 40 years of age.

Sales and Marketing (Finance) Supervisor

 Officer in charge of all the financial aspects and functions within the company

such as managing budget, general accounting, cost accounting, payroll, financial

planning, forecasting, and sales.

 Supports the Manager in providing financial advice and support to clients and

colleagues to enable them to make sound business decisions.

Qualifications:

 S/He must be a Certified Public Accountant (CPA) with work experience of at

least 3 years in any firm or company. S/He must be at least over 30 years old.

Accountant

 In-charge in accounting services such as financial records, taxes and issuing of

financial reports.

Qualifications:
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 S/He must be a Certified Public Accountant (CPA) with work

experience of at least one (1) year in accounting services.

 Must have good communication skills.

Auditor

 Responsible for ensuring the company’s financial statements and money matters

such as bank liabilities and others.

Qualifications:

 Must be a graduate of BS Accounting, BS Economics or BS Management degrees

with at least one (1) year working experience.

 Should be at least 23 years of age.

Operations Supervisor

 Officer in charge in all manufacturing process.

 Supports manager in supervisory areas.

Qualifications:

 S/He must be a professional engineer, preferably has a knowledge in industrial

processes; with at least 2 years working experience in any industrial companies.

 Should not be less than 25 years of age. Engineers are highly needed to supply the

needs of the company since most of the processes involved are in engineering

fields.

Engineering and Maintenance Supervisor

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 Responsible in all the machine operation.

 Supervise the whole machine operation.

Qualifications:

 Must be a graduate of BS Mechanical Engineering.

 Has at least 3 years of working experience in machine industry.

 Should be at least 28 years of age.

Quality Control Inspector

 Responsible for the finished products monitoring hazardous chemicals checking

of exported and locally distributed products as well as to check some failures in

the production process.

Qualifications:

 Must have the degree in BS Chemistry or BS Chemical Engineering.

 Must have at least 3 years working experience in chemical industry.

 Should be at least 25 years old.

Machineries Operator

 In-charge in operating machine directed by the supervisor and make a report

regarding defectives during the operation and list of gears needed by the machine.

Qualifications:

 A degree holder or a graduate of two (2) years automotive degree.

 Must be at least 30 years of age, with or without any work experience.

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Advertising Officer

 Responsible in making contracts with other industry, increase sales and reports the

condition of sales in marketing.

Qualifications:

 A degree holder or undergraduate with knowledge in marketing operations.

 Has a pleasing personality, with good written and communication skills and

knowledge in Microsoft applications.

 With at least one (1) year working experience.

Sales Associate

 Representative for dealing products to the costumers

Qualifications:

 A degree holder, with at least 35 years of age.

 Has work experience, is computer literate, and with pleasing personality.

Human Resource Officer

 Responsible for the applications of the applicants and screenings, researching for

the innovative techniques and strategies and even studying development

programs.

Qualifications:

 A graduate of BS Management or any related course

 With working experience of at least one (1) year in human resource management
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 Must be at least 30 years of age with good communication skills

Security

 Responsible in peace and order inside or within the plant premises

 Secures the security of the company regarding any abusive actions.

Qualifications:

 Must be coming from a reputable security agency

 Must have a working experience of at least 1 year

 At least 25 years of age, hardworking and with proficient communication skills

Plant Mechanic

 Perform mechanical works as directed by the supervisor

Qualifications:

 A certified plant mechanic with working experience

 Must be at least 40 years of age

Electrician

 Responsible in all electrical works

Qualifications:

 A Registered Master Electrician (RME)

 With working experience and with not more than 45 years of age

Plant Utility
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 In-charge in maintaining cleanliness of the industry’s premises

Qualifications:

 At least college level

 Not more than 35 years old

Utility Driver

 Loading, transporting, and delivering items to clients or businesses in a safe,

timely manner.

 Reviewing orders before and after delivery to ensure that orders are complete, the

charges are correct, and the customer is satisfied.

 Assisting with loading and unloading items from vehicles.

Qualifications:

 High School Diploma or equivalent.

 Valid driver's license issued by the state where you intend to work.

 Clean driving record.

 Special licenses may be required to operate certain vehicles.

COMPANY POLICY

Company policy is one of the most essential factors in operating businesses. It is a series

of requirements, rules and guidelines needed to be followed in order for a company to run its
Management Aspects

operations effectively, and at the same time, meeting any forms of legal

requirements in order for the company to continue its operation. Moreover, company policy

exists to establish a good company-client relationship. These are also the established rules and

regulations outlined for both employees’ and employer’s responsibilities to protect the right of

the workers and business interest of the employees.

RESUS Company Policy

Working and Rest Day, Meals and Rest Periods for Regular Employees

Every regular employee has a paid thirty-minute break in a day

Employees will not be paid during an hour break in a day

Employees are assigned on a schedule but will still be working 48 hours per week

Employees assigned for closing should make sure that everything is clean,

arranged and ready for next day’s work

Attendance Policy

Employees are expected to report and work as scheduled and on time always

If it is not possible for an employee to work as scheduled, employees must call or

contact the manager a day before its schedule with the exception if emergencies

happen

If they have been a regular employee of the company for at least one year, they

are already eligible to apply for unpaid leave of absences.

The general manager will be the one to assess and make the decision on the leave

request.

Allowable number of absences for employees are three (3) days per month
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Compensation Policy

Regular employees will be given their 13th month pay at every end of the year

Regular employees who render service with at least one year of service will have

an annual service incentive leave of five days with pay

Employees will be provided with sick leave, vacation leave, maternity or paternity

leave and insurance

Resignation

Employees who wish to resign from his/her work must pass a resignation letter

addressed to the General Manager thirty (30) days before the intended date of resignation

in order to notify the company of his/her voluntary resignation.

Burial Assistance

Employees are given three (3) days of with pay if the deceased is the employees’

immediate family. A photocopy of the death certificate should be submitted and

presented to the manager

In case of the death of the employee, employee’s immediate family or his/her

dependent shall receive the burial assistance from the company

Claims for burial assistance shall be made within fifteen (15) days reckoned from

the date of death of the employee’s dependent

Company Uniform and ID Policy

Employees must wear their identification card (I.D.) at all times and must be

visible while on duty

Management Aspects

Employees are required to wear the prescribed company uniform

inside the facility while on duty at all times

All regular employees will be provided by the prescribed company uniform

Part time workers will be provided by the prescribed company uniform but it will

be deducted from their salary

Identification Card for the Employees

Figure 4.4: Company Identification Card

Shown in Figure 4.4 is the official Identification Card of the company, in which workers

are required to wear when on duty.

Dress Code Policy

Employees must keep themselves clean at all times while on duty

Wearing of the prescribed uniform while on duty is mandatory

Employee’s uniform must be clean and in good repair

Wear of clothes with stylish rips, tears or holes while on duty is not tolerable

Clothes for workout, outdoor, sleep, home, outdoor or other recreational activities

are strictly not allowed

Management Aspects

Rubber slippers or barefoot while on duty is strictly not allowed.

Closed shoes are much preferable and recommended.

Clothes that are too revealing and inappropriate for specific situation are

prohibited

Clothes with prints or stamps that might be perceived as offensive or

inappropriate is strictly not allowed

Clothes that are appropriate for office and the facility is highly recommended and

encouraged

Figure

4.5: Company Uniform

Do’s and Don’ts

Wearing of the prescribed uniform

Wearing of the identification card

Wear only light make up

Nails should be trimmed

Employees is strictly not allowed to be involved sexually with his/her co-worker

Management Aspects

Romantic relationships are not allowed between employees

Manager should be pleasant while dealing with customers at all times

Using of phones while on duty is strictly prohibited. Phones should be put on

silent mode

Employees should always be attentive and should not sleep while on duty

Attendance will be strictly monitored. Employees should always come on time

Eating while on duty is prohibited. There will be an allotted time and a designated

area for such activity

CLASSIFICATION OF EMPLOYEES

Regular Employees

Regular employees also known as permanent are those employees who has unlimited

work duration whose contract last for twelve (12) months and over. The number of working

hours for regular employee is a maximum of eight (8) hours in a day. Regular employees are

entitled with benefits provided by the employer such as paid sick leave, holiday payment, SSS,

PhilHealth and Pag-ibig.

WORKING POLICY

Section 1. Working Days and Hours

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RESUS operates 6 days per week and 8 hours a day. Employees report five

(5) minutes before 8:00 AM. Punctuality is very important for an RESUS employee should

possess.

1. Work – week: Monday to Saturday, 8:00 AM to 5:00 PM.

2. Work Interruptions

Two (2) thirty-minute snack breaks and one (1) hour lunch break is given to

employees. Slacking off and foregoing of lunch breaks to shorten working period is

strictly not allowed.

Section 2. Identification Card and Dress Codes

Employees are obliged to wear both identification card (ID) and uniform, the dress code

of the company, for both security purposes and easy identification by the customers. Dress code

is a company’s protocol to show unity and formality. Employees are provided by the company

with a set of uniforms.

Section 3. Company Properties

Destroying or damaging of materials, equipment, tools or any belongings of the company

is strictly prohibited. Employees’ actions will be monitored through the installed CCTV cameras

inside the company’s premises.

Section 4. Sexual Harassments

Any forms of sexual acts within the company’s premise are strictly prohibited and will

not be tolerated.

Section 5. Stealing
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Stealing of company properties and is strictly not allowed and tolerable.

Section 6. Lost and Found

All found money or property or belongings shall be surrendered to the manager.

Location, date and the exact time must also be reported to easily trace and identify the owner.

Section 7. Drug Free Workplace

The quality of service depends on the people giving the service. Employees are required

to report to work with a healthy body and mind. Any employees who are under the influence of

drugs and alcohol is strictly prohibited and is not tolerable. Also, alcohol is not allowed inside

the facilities and drug transactions also.

Section 8. Proper Hygiene

Employees should maintain proper hygiene all the time while on work, since they will be

dealing and facing customers at all times.

IN CASE OF FIRE POLICY

Employees are mandated to report immediately to the manager through phone calls, text

message or other means of communications, as per contents from the plant’s fire contingency

plan. Fire alarm should be immediately pressed to control and notice everyone. Employees

should make sure to control the fire, using fire extinguisher, if not then with the use of the

sprinkler system. Once under control, the manager should see any retrievable assets. Anyone

who is injured or wounded during the incident should be given immediate treatment.
Management Aspects

IN CASE OF ACCIDENT POLICY

Any wounded customer or employees should be treated immediately whenever there are

accidents. If the injury is severe or at critical state, it should always be reported to the manager.

Injured customer or employee will be rushed to the nearest hospital.

JOB PERFORMANCE EVALUATION

A performance evaluation will be used as a measure on how accordingly the employees

do their task. It enables the company to evaluate the overall performance of each of the workers

being paid. The performance evaluation basis and its form are shown figure 39 below.

Table 4.
Performance Evaluation Basis
RATING RATING DESCRIPTION

Exceptional performance and consistent; always exceed agreed

5- Outstanding
requirements for this competency.
Performance always meets agreed requirements and often exceeds
4- Exceeds Expectation
expectation.
3- Meets Expectation Performance is regularly competent and dependable.
Performance does not consistently meet agreed requirements.
2- Needs Improvement
Improvement in some specific areas is necessary.
1- Unsatisfactory Performance is consistently unacceptable.

The RESUS performance assessment is being categorized into eleven sections. The

assessment is done by checking the corresponding box that best describes the performance of the

employee in each factor that has been given. The ratings are from 1 to 5, with 5 as the highest

and 1 as the lowest.

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 Knowledge of Work. Considers employee’s skill level, knowledge and

understanding of all phases of the job and those requiring improved skills and

experience.

 Communication. Measures effectiveness in listening to others, expressing ideas, both

orally and in and writing and providing relevant and timely information to management,

coworkers, subordinates and customers.

 Teamwork. Measures how well this individual gets along with fellow employees,

respects the rights of other employees and shows cooperation.

 Decision Making. Measures effectiveness in understanding problems and making

timely, practical decision.

 Customer Responsiveness. Measures responsiveness and courtesy in dealing with

internal staff, external customers vendors; employee projects in a courteous manner.

 Personal Appearance. Measures neatness and personal hygiene of the employees.

 Dependability. Measures how well the employee complies with instructions and

performs even without supervision.

 Job Knowledge. Measures effectiveness in keeping knowledge of methods, techniques

and skills required in on job and related functions.

 Managing Change and Improvement. Measures effectiveness in initiating changes,

adapting to necessary changes form old methods when they are no longer practical.

 Safety Measure. Measures individual’s work habits and attitudes as they apply to

working safely.

 Employee Responsiveness. Measures responsiveness in completing job task in a timely

manner.
Management Aspects

Table 4.
Performance Evaluation Sheet
PERFORMANCE RATING SHEET
Name of Employee: Department:
DESCRIPTION 1 2 3 4 5
Knowledge of Work
Communication
Teamwork
Decision Making
Customer
Responsiveness
Personal Appearance
Dependability
Job Knowledge
Managing Change
and Improvement
Safety Measure
Employee
Responsiveness
TOTAL RATING

EMPLOYEE BENEFITS

Benefits are one way of letting the workers know that they are being valued by the

organization and a way to pay back to their efforts that contributed greatly to the business. These

are the following benefits that the employees could get in the company:

13th Month Pay

Thirteenth-month pay is a monetary benefit which usually given to

the employee before December 24. It should be not less than one-twelfth

(1/12) of the total salary earned by an employee in a calendar year as

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stated in the Labor Code of the Philippines. The computation

of thirteenth-month pay of an employee is done by adding the total salary

earned in a year divided by 12 months.

Sick Leave

Sick leave is not specifically stated on the Labor Code. But it is

stipulated in the Labor Code Article 95 that an Employee who rendered at

least one (1) year of service is entitled to have Service Incentive Leave

(SIL) of five (5) days with pay. Sick leave is intended for workers who

cannot attend to their work due to a certain medical illness.

Overtime Pay

Overtime pay is the additional compensation for employee who

work beyond the normal working hour which is eight (8) hours a day. The

additional compensation for the overtime on regular day is equivalent to

the employee’s regular wage plus at least twenty-five percent (25%) while

for the overtime during holiday or rest day the overtime pay is equivalent

to the rate of first eight hours plus at least thirty percent (30%).

SSS Benefits

Social Security Systems (SSS) provides help to private employees

who encounter illnesses and sickness that leads to disability and death and

also in the events of maternity and old age. The SSS contribution depends

on the salary range of an employee. The table below presents the

employee and employer of the RESUS monthly and annual contribution of

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Social Security System (SSS) which based on each worker’s

salary.

Pag-IBIG Benefits

Pag-IBIG is also known as The Home Development Mutual Fund

is a mutual provident savings system for private and government

employees and other earning groups, supported by matching mandatory

contributions of their respective employers with housing as the primary

investment.

PhilHealth Benefits

The National Health Insurance Program was established to provide

health insurance coverage and ensure affordable, acceptable, available and

accessible health care services for all citizens of the Philippines. It shall

serve as the means for the healthy to help pay for the care of the sick and

for those who can afford medical care to subsidize those who cannot. The

program shall include a sustainable system of funds constitution,

collection, management and disbursement for financing a basic minimum

package and other supplementary packages of health insurance benefits by

a progressively expanding proportion of the population.