A CASE STUDY OF

CHRISTIAN CORPORATION

PRESENTED TO
EVA MARIE SAM, MBA

UM DIGOS COLLEGE

IN PARTIAL FULFILLMENT OF THE REQUIREMENTS IN

ESSENTIALS TO BUSINESS PRINCIPLES AND PRACTICE
(247_20221_DBA_BA 100)

Submitted by:
247_Sarno, Kissel Jade B.
247_Redoble, Ahljien Rose
247_Baldevia, Ivy Jane
247_Hingania, Kim Angela Marfe
247_Bordios, Cyvil Joy

BSBA-FM 03

November 2021
BACKGROUND OF THE STUDY

Over time, the concept of job participation has gotten more attention since,

according to many academics, it helps predict employee outcomes, organizational

performance, and organizational success. The importance of being involved is that it

is at the heart of the functional relationship because it addresses what individuals do

and how they behave in their roles and what makes them behave in other ways to

achieve both their goals and the goals of the organization; service quality, customer

contentment, high productivity, sales, higher profitability, and competitive advantage

are just a few of the benefits (Madi, 2014). Because people differ in their perceptions,

thoughts, values, and wants, businesses must be aware of the variables that increase

employee involvement and dedication to both the job and the company. In Christian

Corporations, the absence of high-quality supervisors was the main problem which

was the main reason for their 40% loss which is why the department manager of the

corporation paid more attention to their staffing and selection process. However, some

managers focus more on recommendations instead of undergoing the prescribed

qualifications that suit an effective and efficient supervisor. In order to find suitable

for the position of supervisor, applicants must undertake the staffing and selection

process. Since the major goal of this process is to select the best persons to fill open

roles by choosing individuals, it is regarded the most essential human resources

management technique that gives individuals an indicator that the organization is

giving the required assistance whose characteristics (abilities, skills, experience, and

training) correspond to the requirements of vacant jobs, which leads to placing people

in professions that allow them to pursue their goals and needs (Ojochide, Charity, &

Cletus, 2017). Najadat (2014), Gamage (2014), Ekwoaba, Ikeije, and Ufoma (2015)
stated that the staffing process enables organizations to obtain the best qualifications,

as well as contributes to preventing the appointment of an unqualified person who

would cost the organization a lot in terms of salary, allowances and other costs

resulting from losses committed due to wrong staffing decisions, which may cause the

organization to lose its ket share. The staffing process is the natural extension of the

human resources planning process, through which the organization can achieve the fit

between the individual and his job, and the values and culture of the organization, on

the other hand, which creates a sense of satisfaction and makes employees more

committed to the organization.

Furthermore, Al-Salem and Al-Salih (2006) defined selection as the process of

selecting people for certain roles inside an organization who possess the necessary

and appropriate traits. Additionally, the selection is a crucial procedure because good

resources can assist the organization's overall success. In contrast, if a poor hire

occurs as a result of a weak selection procedure, the work will be harmed, and the cost

of replacing that substandard resource would be substantial. The selection process is

considered the most sensitive and dangerous process of staffing because it selects

applicants through various stages and procedures that ultimately result in the

exclusion of individuals whose qualifications for open positions will not be confirmed

based on the organization's vacancy requirements (Florea & Mihai, 2014).

Organizations may use additional methods of selection such as written tests and oral

interviews, whether they were structured or unstructured, in order to assess the

individual's verbal interaction and communication skills, as well as his ability to

respond quickly to questions during the interview and explain his views eloquently

(Durra & Al-Sabbagh, 2008).

 As a result, organizations must seek to improve the effectiveness of all

procedures that enable employees and jobs to fit, the most significant of which is the

staffing process, which is primarily concerned with placing individuals in jobs that

match their knowledge, abilities, and ambitions. According to studies, the hiring

process will make the employee believe that he and his job are a great match; any

flaws will be highlighted in this process. This is usually one of the most critical

factors that make an individual feel dissatisfied, reduce his motivation to show

positive behaviors inside the workplace, and thus increase his desire to leave the job

and find another that achieves the fit he seeks.

I. TIME FRAME: March 2014

II. VIEW POINT: Department Manager

III. STATEMENT OF THE PROBLEM:

The problem of this study was people staffing in the Christian Corporation for the

year 2007. It answers the following questions in particular:

1. What is the profile of the suggested individuals for supervisory roles in Christian

Corporation in terms of age, gender, civil status, greatest educational attainment, and

the number of children in the family?

2. Why does Christian Corporation's department manager always convene a regular

staff meeting with her four section heads?

3. How do the four section heads of the Christian Corporation choose and hire the

twenty supervisors?

4. In the Christian Corporation, is there a link between the twenty supervisors' profiles

and the four department heads' consideration for selection/staffing? What method

could be designed to improve the company's poor record of selecting and staffing

qualified supervisors?

5. How can a strategy be devised to enhance the poor track record of choosing and

hiring good supervisors?

IV. OBJECTIVES

The goal of this research is to establish whether Christian Corporation will hire

twenty supervisors in 2007.

A. Must or short-range objectives

1. Identify the reasons why the department manager in Christian Corporation always

has a regular staff meeting with her four section heads in Christian Corporation when

selecting and staffing the twenty supervisors as a must or short-term target.

2. To detail the factors of Christian Corporation's four-section heads in selecting and

employing twenty supervisors.

B. Want or long-range objectives

3. To create and implement a plan of action in order to improve the poor track record

in choosing and employing good supervisors.

V. SWOT ANALYSIS

 STRENGHT

- 6 outstanding supervisors

- high qualifications

 WEAKNESSES

- poor quality supervisors

-loss of corporate control

-growth without direction

 OPPORTUNITY

-the possibility to hire high-quality supervisors

-expand core business through new marketing strategies

 THREAT

- corporations with high-quality supervisors

-companies with a high salary rate

-increase of industrial rivalry

VI. ALTERNATIVE COURSES OF ACTION

The following alternative courses of action were drawn based on the analyst's

areas of consideration/analysis:

1. Profiles in terms of age, gender, civil status, highest educational attainment, work

experience, and several children in the family should be considered as bases in the

selection or staffing of personnel in Christian Corporation as supervisors since their

ability and performance towards work are dependent on them.

2. Determining the status of Christian Corporation's activities and production can be

done by information distribution and/or reports from the various section heads.

3. Once the criteria/considerations for selection/staffing have been notified/exposed,

the criteria for selecting supervisors can be examined.

4. The section heads' thoughts and or reasons for selecting and staffing employees

may have a substantial relationship with the profile of the personnel to be picked for

staffing.

5. Staffing employees for supervisory positions require the development and

implementation of an action plan.

List of Advantages and Disadvantages

Aca#1 Profiles in terms of age, gender, civil status, highest educational attainment,

work experience, and some children in the family should be considered as bases in the

selection or staffing of personnel in Christian Corporation as supervisors since their

ability and performance towards work are dependent on them.

 Advantage

It helps in selecting the right personnel in your company.

 Disadvantage

Personnel sometimes worry about the privacy of their personal information.

Aca#2 Determining the status of Christian Corporation's activities and production can

be done by information distribution and/or reports from the various section heads.

 Advantage

Help increase the overall performance of the organization and supports the company

to achieve faster levels of growth.

 Disadvantage

Failure of selecting the right staff that affects the companies’ success.

Aca#3 Once the criteria/considerations for selection/staffing have been

notified/exposed, the criteria for selecting supervisors can be examined.

 Advantage

It helps in comparing the different candidates in terms of their capabilities,

knowledge, skills, experience, and work attitude.

 Disadvantage

The selection of the wrong candidate will be a huge loss to the employer in terms of

money, effort, and also time.

Aca#4 The section heads' thoughts and or reasons for selecting and staffing

employees may have a substantial relationship with the profile of the personnel to be

picked for staffing.

 Advantage

This can help the organization screen its progress toward accomplishing its expressed

objectives and destinations in the personnel.

 Disadvantage

In selecting and staff some acquaintances have favoritism.

Aca#5 Staffing employees for supervisory positions require the development and

implementation of an action plan.

 Advantage

It helps the plans and techniques identified with workers which ought to fit into the

organization’s more extensive key plans.

 Disadvantage

The organization can keep running into major issues on the off chance that overlooks

the workers are more than members.

VII. OBJECTIVE ANALYSIS

On scale: 1-5 (1 is lowest; 5 is highest)

1. Identify the reasons why the department manager in Christian Corporation always

has a regular staff meeting with her four section heads in Christian Corporation when

selecting and staffing the twenty supervisors as a must or short-term target.

Criteria Aca1 Aca2 Aca3 Aca4 Aca5

Productivity 5 4 4 4 5

Effectiveness 4 3 3 4 5

Security 5 5 5 5 5

Total 14 12 12 13 15

2. To detail the factors of Christian Corporation's four-section heads in selecting and

employing twenty supervisors.

Criteria Aca1 Aca2 Aca3 Aca4 Aca5

Connectivity 3 3 4 3 4

Maintainability 4 5 3 3 4

Growth & Advancement 5 3 4 3 4

Total 12 11 11 9 12
3. To create and implement a plan of action in order to improve the poor track record

in choosing and employing good supervisors.

Criteria Aca1 Aca2 Aca3 Aca4 Aca5

Effectiveness 5 3 4 4 5

Consistency 3 4 3 3 5

Workability 4 3 3 3 5

Total 12 10 10 10 15

VIII. CONCLUSION

Based on the analysis on the alternative courses of action we, therefore, conclude

that ACA #1 - “To determine the profile of the twenty supervisors in Christian

Corporation in terms of age, gender, civil status, highest educational attainment, and

the number of children in the family” is the best Aca because it meets all the criteria

that are given with the average score of 88% and also for the following advantages it

helps in selecting the right personnel for the company.

IX. RECOMMENDATION

From the alternative courses of action, it is recommended that the profile in terms

of age, gender, civil status, highest educational attainment, work experience, and the

number of children in the family of the personnel be selected and or evaluated for the

staffing supervisor’s position may be considered to assure quality output performance.

 X. IMPLEMENTATION

Detailed Action Plan

Actions Undertaken Person’s responsible Time frame Estimated Budget

Staffing supervisors CEO 6 weeks 200,000

position

Meeting of the -Department manager Bi-weekly 20,000

department manager

with the section heads.

Interview with the -Section heads Bi- weekly ????

section heads.

Interview with the - Department manager Bi- weekly ????

department manager.

Final selection process. -Department manager 3 weeks 50,000

-Section heads

-Personnel subjected for

staffing supervisor’s

position

REFERENCE
 Al-Salem, M., & Al-Salih, A. (2006). Human resources management: strategic

approach. Modern Book House, Jordan.

Durra, A., & Al-Sabbagh, Z. (2008). Human resources management in the 21st

century. Wa’il House for Publishing and Distribution, Jordan.

Florea, N., & Mihai, D. (2014). Analyzing the influence of IE factors on

recruitment and selection performance using KALMAN filter. Journal of Science and

Arts, 4(29), 299-320. Retrieved from https://docplayer. net/28618759-Analyzing-

theinfluence-of-ie-factors-on-recruitment-and-selection-performance-using-kalman-

filter.html

Gamage, A. (2014). Recruitment and selection practices in manufacturing SMEs

in Japan: An analysis of the link with business performance. Ruhuna Journal of

Management and Finance, 1(1), 37-52. Retrieved from http://

www.mgt.ruh.ac.lk/rjmf/pdfs/ RJMF0101_JA_p37.pdf

Madi, A. (2014). Impact of organizational support on developing the job

involvement among employees in the UNRWA’s Gaza regional office. Master thesis,

the Islamic University, Gaza, Palestine.

Najadat, M. (2014). Human resources planning and its impact in achieving the

effectiveness of staffing process at King Abdullah University Hospital. Master thesis,

Jadara University, Jordan.

 Ojochide, M., Charity, E., & Cletus, O. (2017). Personnel selection and person-

organization, job-fit, implication for employees’ performance in Nigeria. International

Journal of scientific Research and Management, 5(11), 7361-7369. Retrieved from

https://

www.researchgate.net/publication/321304863_Personnel_Selection_and_Person-

Organization_ Job-Fit_Implication_for_Employees’_Performance_in_Nigeria

GROUP EVALUATION:

Leader: Sarno, Kissel Jade (ACTIVE) 247

Members:

Redoble, Ahljhein Rose (ACTIVE) 247

Baldevia, Ivy Jane (ACTIVE) 247

Hingania, Kim Angel Marfe (ACTIVE) 247

Bordios, Cyvil Joy (ACTIVE) 247