Case Study 1

“The New Human Resource Manager”

Case Analysis by: Group 1 – CBM 0005-8

Group Leader:
Rojas, Jhoane Andrea M.
Group Members:
Polintan, Ma. Rosalyn M.
Pascual, Alyssa Jean S.
Sotto, Joanne Shimie Keith M.
Amaya, Earl Christian O.
Navarro, Joveila Lee M.
Cayago, Trisha Mariz A.
Cunanan, Criska Alexi L.
Baniel, Kristine T.
Almendras, Shane Angelo B.
Omugtong, Ma. Angelica Graciel S.
Dacuma, Pry Mar Zen L.
 THE NEW HUMAN RESOURCE MANAGER

Title of the Case: The New Human Resource Manager

Time Context
Mr. Rod Santos has been hired as a Human Resource Manager. His bachelor's degree is in
engineering. His last job was at a construction firm and then he moved to Prime Manufacturing
Company as a Human Resource Manager without any qualifications. Therefore, after Mr. Rod
Santos was employed for three months, 20% of the women and 12% of the men resigned.
Viewpoint
The viewpoint of the case is Mr. Mario Mabilangan or the general manager of the company
since he was the one explaining that Mr. Rod Santos is having difficulties because of his
incompetence in his department that caused his employees to suddenly resign due to unknown
reasons. Mr. Mabilangan is also the one who called Mr. Rod Santos for his failure of his leadership
in his department but after his call with Mr. Santos, he continued to be incompetent and slack off
his work.
Statement of the Problem
This study concerns the company’s insufficient hiring policy that leads to mismanagement
of the new manager in the Human Resource Department. Mr. Rod Santos as an ineffective Human
Resource Manager led to unfavorable consequences, as follows:
• It resulted in mass resignations, with no specific reason given because no exit interview
was conducted.
• It had caused the delay of production, and the foreign customers were beginning to be
alarmed.
• Withdrawal of Mr. Rod Santos from his subordinates and other managers in the plant
showing a slight interest in his job.
Objectives
Short Term:

1. To inform and give assurance regarding the delay in the production schedule to local and
foreign customers, to avoid the possible massive effects it can cause to the sales of the
company.
2. To revise and improve the company’s policies in terms of hiring, training, and resigning.

Long Term:

• To have a more efficient evaluation and set the right qualifications before hiring.
• To hire a new human resource manager with a strong background in the human resource
field and to hire more people in place of those who have resigned.

• To organize activities, such as team building and sensitivity training, in such a way that
will help improve the connection, confidence, and satisfaction of the employees.

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 THE NEW HUMAN RESOURCE MANAGER

Areas of Consideration

Strengths Weaknesses

• The Prime Manufacturing Company is
globally competitive.
• The company has about 1250 skilled
employees.
• The company has a good work setup
where women were placed on the
production and men were placed on
the maintenance and operations of
machines.
• The educational background of Mr.
Rod Santos and his experiences are
one of their strengths.
• The company hire Mr. Rod Santos
who has great experience but because
the company did not conduct training,
he became not suited for the position.
• The company’s policy in terms of
hiring, training, and resigning is
lacking.
• The company only rely on Mr. Rod’s
background and not on his actual
management skills.
• Since there is a problem in the
company management, the employees
become their weakness.

Opportunities Threats

• There will be an improvement in the • Their competitors will take the

Human Resource Department through the company’s issue as an advantage to
help of PMAP. perform better.

• The number of applicants will arise • There is a possibility that their

because many employees resigned.
• Technology can be used to increase
productivity and efficiency.
competitors will hire those employees
who resigned.
• Current or potential customers may
have reasons to not purchase their
product.

• Prospect of losing sales and economic

slowdown.

Alternative Courses of Action

1. Redeploy Mr. Rod to another job and department where he can effectively use his academic
background and previous work experience.
2. Conduct a diagnostic activity.

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 THE NEW HUMAN RESOURCE MANAGER

3. Revise company’s policies about hiring, training, and resigning.

4. Hire new Human Resource Manager and employees and conduct training.
5. Inform and assure local and foreign customers about the delayed products and adjust the
operations of the company.
6. Conduct teambuilding and sensitivity training.
7. Provide incentives to employees.
Decision Matrix

Cost Benefit Ease on Risk TOTAL

Implementation Involved SCORES
RATING SCALE

7 - Least 7 - Most 7 - Easiest 7 - Not risky

costly beneficial 1 - Hardest 1- Riskiest
1 - Most 1 - Least
costly beneficial

1. Redeploy Mr.
Rod Santos to
another job and
department
where he can
6 1 6 4 17
effectively use
his academic
background and
previous work
experience.
2. Conduct a
diagnostic 7 6 7 7 27
activity.
3. Revise the
company’s
policies in terms
5 7 5 1 18
of hiring,
training, and
resigning.
4. Hire new Human
Resource
Manager and 4 5 4 2 15
employees and
conduct training.
5. Inform and
assure local and 3 4 2 3 12
foreign

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 THE NEW HUMAN RESOURCE MANAGER

customers about
the delayed
products and
adjust the
operations of the
company.
6. Conduct team
building and
1 3 1 5 10
sensitivity
training.
7. Provide
incentives to 2 2 3 6 13
employees.

Results of the Survey on Decision Matrix Among Group Members:

ACA 1 ACA 2 ACA 3 ACA 4 ACA 5 ACA 6 ACA 7

ACA 1 ACA 2 ACA 3 ACA 4 ACA 5 ACA 6 ACA 7

ACA 1 ACA 2 ACA 3 ACA 4 ACA 5 ACA 6 ACA 7

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 THE NEW HUMAN RESOURCE MANAGER

ACA 1 ACA 2 ACA 3 ACA 4 ACA 5 ACA 6 ACA 7

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 THE NEW HUMAN RESOURCE MANAGER

Conclusions
This documentation, entitled "The New Human Resource Management," resembles certain
events that a company commonly encounters as no company ever have been perfect. The viewpoint
of this case is the general manager of the company, Mr. Mario Mabilangan, stating the
incompetence of Rod Santos' in handling the Human Resource Department and not being able to
respond to the current state of the department and continued the attitude of being withdrawn to its
co-employees. The root of these battles commenced when the company appointed Rod Santos far
from his previous employment and eventually dropped his interest after three months of being
employed in the designated position due to lack of training and orientation about the given task.
One reason obstacle occurs, deficiency in their workforce is gradually affecting the management
of their business production that they had to appoint someone who can manage the administration
right away. The dilemma suddenly affects the productivity of their employees that most of them
quit their professions without any consultation or clarification of their intentions. The production
schedule was delayed, and their foreign clients were alarmed by the company's sudden loss of
connection to them.
If there are predicaments, of course, there are ambitions to inaugurate anew with proposed
objectives. Instantly, the company should fix the delays and conflicts among their foreign
customers. And revise the implemented policies that indicate the exact characteristic of an
employee secondary to its desired position. Proper allocation of training to magnify their
capabilities and skills as a competent employee of the company. And the correct process of various
concerns such as resigning from work. In addition, for long years of the trouble-free company, our
group decided that the company must have a more reliable evaluation and right qualifications in
hiring a new employee. Hire new employees that fit the eligibility of being in Human Resource
Management. And organize activities that will strengthen the relationship, enhance confidence,
and build trust among employees, such as team building and sensitivity training. The company has
its areas of consideration, strengths that they are globally competitive from employees up to the
performance itself of the company and their proper dissemination of tasks based on the rights of
each employee. Their weak spot is they lack actual training and orientation, and only relied on a
person's background, which ignores the relation to specific job requirement they are searching for.
Nonetheless, opportunities arise after those weaknesses that there would be an advancement in the
department with the guidance of the Personnel Management Association of the Philippines
(PMAP) and the possibilities to hire a more and improved character for employees with the
assistance of innovative technologies. The threats they might encounter are the prospect of losing
negotiations and economic slowdown because their existing customers may discourage. And the
competitors will take advantage of their issues and may associate with those employees who left.
To conclude, all those dilemmas and areas of consideration, from the majority, result in
brainstorming for resolutions in the decision matrix, it is resolved to execute a scheme to carry a
diagnostic activity consulting the company. The company should conduct interviews or get the
employees feedbacks with their co-workers, monitor their mental stability, and spread awareness.
These are implemented through various observations, interviews, meetings, and base on the
information gathered from employees' feedback, the company will know its status and downside.

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 THE NEW HUMAN RESOURCE MANAGER

Recommendations
After completing the evaluation and drawing the conclusion, the following
recommendations were made.

1. Redeploy Rod Santos to another job and department where he can effectively use his
academic background and previous work experience.

Regardless of the dispute that occurred in the Human Resource Department when he
was the manager, Mr. Rod Santos is a person of good qualification to begin with. Since he
was hired for a job that is not aligned with his original expertise, a redeployment will be
reasonable. Redeployment, or assigning an employee to a different position or department
within a company, is considered a strategy to save human capital, and is done through
internal recruitment and retraining. In Mr. Rod's case, reassigning him to a new job which
fits his capabilities better can be a benefit not only for him but also for both his subordinates
and the company.

2. Revise Prime Manufacturing Company's Human Resource Policies in terms of hiring,

training, and resigning.

Within the company, three Human Resource concerns can be noticed: first, Rod
Santos was hired as the head of HR even though it is not his expertise; second, he was not
trained about the basics of the job as a Human Resource Manager, and last; there was no
policy for resigning employees, since it was stated that no exit interviews were conducted
for them. Company policies and procedures, in general, were being reviewed between one
and three years. It is the company's duty to proactively review those in scheduled time.
However, if the policies and procedures being implemented are lacking and in instances
create predicaments, the company should take the initiative to review it and make changes
as soon as possible.

3. Hire new batch of employees in replacement for those who resigned and a new Human
Resources Manager in replacement for Mr. Rod Santos. An appropriate training
should be applied to the recent workforce.

Being short staffed will not do the company any good. Since 20 percent of the female
employees who work in the sewing department and 12 percent of the male employees who
work in the maintenance department resigned, it is unprevented that the production
schedule was affected. If this arrangement continues, it can severely affect the company in
a negatively manner. Thus, the company should hire more willing workers to keep the
production running. As for Rod Santos who's supposed to be redeployed to another
department, the company should consider hiring a qualified HR Manager who can address
all the issues left by the previous head. To avoid the recurrence of the previous issue, new
hires must undergo training.

8. Inform and assure local and foreign customers about the delayed products and adjust
the operations of the company.

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 THE NEW HUMAN RESOURCE MANAGER

As a delay in production schedule took place, it was stated that foreign customers
were alarmed. Thus, it is safe to assume that the company's image and sales were put at
risk. A notice must be given to customers for them to understand the inconvenience. It is
not necessary to disclose administrative issues which can taint Prime Manufacturing
Company's corporate identity. In general, the company should take this as an opportunity
to promote customer satisfaction. They should also be able to bring back, and to improve,
if possible, the standard operation of the company.

Action Plan
Prime Manufacturing Company’s
Action Plan

Department
Resources
or Time
Tasks Objectives &
Persons Frame
Costs
Responsible
1. Machineries
2. Packaging
Equipment
3. Raw Materials
4. Labor
• To produce Start date:
5. Utilities
products that October 1,
Expense
will meet the 2021
(Electricity,
local and
Water, Internet
1. Adjust foreign End date:
6. Transportation
operations customers’ Production November
Vehicles
of the demand and Department 30, 2021
(Truck, Van)
company. satisfaction
7. Office
while going Duration:
Supplies
under major 43
(paper, folder,
changes in the working
pens and
company. days
pencils, etc.)
8. Office
Equipment
(Desktop,
Printer)

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 THE NEW HUMAN RESOURCE MANAGER

1. Office
Equipment
(Desktop
Computer,
Start date:
Laptop,
2. Inform and • To update October 1,
Projector,
assure local foreign 2021
Printer)
and foreign customers.
2. Furniture
customers • To apologize Sales and End date:
(Desk, Chair)
about the for the Purchasing October 8,
3. Utilities
delayed inconvenience Department 2021
Expense
products that had (Electricity,
and its new happened. Duration:
Internet)
schedule. 6 working
4. Office
days
Supplies
(Paper, folder,
pens, pencils,
printers etc.)
1. Office
Equipment
(Desktop
Computer,
• To hire Printer, Start date:
qualified Projector) October 1,
3. Revise
employees. 2. Utilities 2021
company’s
• To train Expense
policies in
employees (Water, End date:
terms of Board of
before putting Electricity, October 8,
hiring, Directors.
them to work. Internet) 2021
training,
and • To have an 3. Furniture
exit interview (Meeting Duration:
resigning.
before Table, Chair) 6 working
resigning. 4. Office days
Supplies
(Paper, Folder,
Pens, Pencils,
Whiteboard.)

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 THE NEW HUMAN RESOURCE MANAGER

1. Office
Equipment
(Laptop)
Start date:
2. Furniture
October 1,
• To gather all (Desk &
2021
the data from Chair)
4. Interview the interview. 3. Utilities
Human End date:
some • To know the Expense
Resource October 8,
remaining reason behind (Water,
Department 2021
employees. why many Electricity,
employees Internet)
Duration:
resigned. 4. Sets of
6 working
Stationary
days
Supplies
(Paper, folder,
pens, pencils)
1. Office
Equipment
(Desktop
Computer)
2. Furniture
(Desk, Chair)
3. Utilities
Start date:
• To redeploy Expense
October
Mr. Rod (Water,
Human 11, 2021
where he can Electricity,
5. Redeploy Resource
effectively Internet,
Mr. Rod to Department End date:
use his Telephone)
another job and October
academic 4. Office
and Engineering/ 12, 2021
background Supplies
department. Technical
and previous (includes
Department. Duration:
work paper, folder,
2 working
experience. pens and
days
pencils, etc.)
5. Technical
tools (includes
compass, ruler,
drawing board,
mechanical
pencil,etc.)

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 THE NEW HUMAN RESOURCE MANAGER

1. Office
Equipment
(Desktop
Start date:
Computer)
October
2. Furniture
13, 2021
(Desk, Chair)
6. Conduct
• To orient and 3. Utilities
orientation Human End date:
train Mr. Rod Expense
and Resource October
before (Internet,
training for Department 21, 2021
working. Electricity)
Mr. Rod.
4. Office
Duration:
Supplies
7 working
(includes
days
paper, folder,
pens and
pencils, etc.)
1. Office
• To analyze Equipment
the data that (Laptop,
have been Projector)
Start date:
gathered from 2. Utilities
October
an interview Expense
22, 2021
on the (Water,
7. Conduct
remaining Electricity,
Human Human End date:
employees. Internet)
Resource Resource October
• To inform the 3. Furniture
Department Department 22, 2021
new Human (Meeting table,
meeting.
Resource Chairs)
Duration:
Manager 4. Office
1 working
about the Supplies
day
delayed (Paper, Folder,
production Pens and
schedule. Pencils,
Whiteboard.)
1. Furniture
Start date:
(Long table,
October
Chair)
25, 2021
2. Utilities
8. Hire new • To hire the Expense
Human End date:
Human new Human (Water,
Resource October
Resource Resource Electricity,
Department 25, 2021
Manager. Manager. Internet)
3. Office
Duration:
Supplies
1working
(Pens, Paper,
day
Pencil)

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 THE NEW HUMAN RESOURCE MANAGER

1. Office
Equipment
(Desktop
Computer,
Laptop,
Projector, Start date:
Speakers, October
9. Conduct
Microphones) 26, 2021
orientation
• To orient and 2. Furniture
and
train the new Human (Desk, Chair) End date:
training for
Human Resource 3. Utilities November
the new
Resource Department Expense 3, 2021
Human
Manager. (Internet,
Resource
Telephone, Duration:
Manager
Electricity, 7 working
Water) days
4. Office
Supplies
(Paper, Folder,
Pens and
Pencils.)
1. Office
Equipment
(Desktop
Computer,
Laptop, Start date:
Projector) November
• To inform the
2. Furniture 4, 2021
10. Inform the new Human
(Desk, Chair)
new Human Resource
Human 3. Utilities End date:
Resource Manager
Resource Expense November
Manager about the
Department (Internet, 4, 2021
about the delayed
Telephone,
past issue. production
Electricity, Duration:
schedule.
Water) 1 working
4. Office day
Supplies
(Paper, Folder,
Pens and
Pencils.)

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 THE NEW HUMAN RESOURCE MANAGER

1. Furniture
(Long table, Start date:
Chair) January
2. Office 10, 2022
• To hire new Supplies
11. Hire new employees. (Paper, Folder, End date:
Human
employees • To recover Pens and August
Resource
(men and the Pencils.) 31, 2022
Department
women). company’s 3. Utilities
workforce. Expense Duration:
(Internet, 168
Telephone, working
Electricity, days
Water)
1. Office
Equipment
(Desktop
Computer,
Start date:
Laptop,
January
Projector)
10, 2022
12. Conduct 2. Furniture
orientation (Desk, Chair)
• To orient and End date:
and Human 3. Utilities
train the August
training for Resource Expense
newly hired 31, 2022
the newly Department (Internet,
employees.
hired Telephone,
Duration:
employees. Electricity,
168
Water)
working
4. Office
days
Supplies
(Paper, Folder,
Pens and
Pencils.)

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 THE NEW HUMAN RESOURCE MANAGER

1. Office
Equipment
(Desktop
Computer,
Laptop,
Start date:
Projector,
• To conduct August 1,
All Speakers,
13. Set a activities that 2022
Department Microphones)
meeting could help
2. Furniture
about Team build positive End date:
Headed by (Desk, Chair)
Building and strong August 5,
the General 3. Utilities
and connections 2022
Manager Expense
Sensitivity among people
Mr. Mario (Internet,
Training. in the Duration:
Mabilangan Electricity,
company. 5 working
Water)
days
4. Office
Supplies
(Paper, Folder,
Pens and
Pencils.)
1. Equipment
(Laptop,
Projector,
Start date:
Speakers,
September
Microphones)
1, 2022
• To improve 2. Furniture
the (Table, Chair)
End date:
14. Conduct company’s 3. Team Building
All September
Team functioning Facility
Department 3, 2022
Building. through 4. Necessities
participation (Food, Water)
Duration:
of its people. 5. Transportation
2 working
Vehicle (Bus,
days plus
Van)
Saturday.
6. Cash
(approximately
P25,000)

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 THE NEW HUMAN RESOURCE MANAGER

1. Utilities
Expense
(Internet,
Electricity, Start date:
Water) September
• To improve 2. Equipment 8, 2022
the (Laptop,
15. Conduct company’s Projector, End date:
All
Sensitivity functioning Speakers, September
Department
Training. through Microphones) 9, 2022
participation 3. Furniture
of its people. (Table, Chair) Duration:
4. Necessities 2 working
(Food, Water) days
5. Cash
(approximately
P15,000)
Start date:
September
1. Equipment
Human 30, 2022
• To monthly (Desktop)
Resource
16. Provide reward 2. Furniture
Department End date:
incentives employees for (Table, Chair)
& September
to their 3. Cash
Accounting 30, 2022
employees. outstanding (approximately
and Finance
performance. P15,000)
Department Duration:
1 working
day

Click the link to see the “Gantt Chart”

https://drive.google.com/drive/folders/1Mz0ACF3ScQ-oW0gDyl9rkM7Ho0ZejllZ?usp=sharing

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