Rizal Technological University

College of Business and Entrepreneurial

Technology Entrepreneurship
Department

Case Study 4
THE CASE OF MR. PEDRO DELA CRUZ

Submitted by: Jhesthony S. Payno

Submitted to: Dr. Jessie F. Sergote

 Rizal Technological University
College of Business and Entrepreneurial
Technology Entrepreneurship
Department

I. INTRODUCTION

Mayor Punongbayan strongly encouraged Mr. Pedro Dela Cruz to apply for a position at
the Municipality's ABC Company. Mr. Dela Cruz had recently graduated from the management
program at the municipal college in his community, whose president was the mayor. His
transcripts of record indicate that he is an average student and did not participate in any
extracurricular activities while in school. The mayor has his father's support in his political
endeavors. Due to his weak communications skills, Mr. Dela Cruz failed the test that was
administered by the company.

II. POINT OF VIEW

When choosing the employee, political issues were brought up. Despite the fact that Mr.
Dela Cruz did not deserve the job, the human resource manager nonetheless succeeded in
hiring him. The HR Manager needs to exert pressure just to comply with the mayor's request.
However, when Mr. Dela Cruz forced himself to take the job he wanted despite the fact that he
didn't really deserve it, a violent reaction occurred.

III.TIME CONTEXT

Mr. Dela Cruz was recommended to work for the company after graduating. Immediately
after that, he took the company's examination but failed it. As time passes, he exhibits violent
behavior in response to the job he was given.

IV. STATEMENT OF THE PROBLEM

Here is the issue I have with this scenario. First, Mr. Dela Cruz claims that he has
authority over that particular position because the mayor recommended him for it. The second
instance is when he failed the exam but insisted that he wanted the administrative position the
mayor had recommended.
 Rizal Technological University
College of Business and Entrepreneurial
Technology Entrepreneurship
Department

IV. STATEMENT OF THE OBJECTIVES

To resolve the conflict between Mr. Dela Cruz's decision to insist on his desired position and
to disclose and analyze the issue that will result in a clearer company vision for hiring the best
employee for the position.

V. AREAS OF CONSIDERATION (SWOT ANALYSIS)

STRENGTH

 The strength of the ABC Company was they are able to give the right process on
giving Mr. Dela Cruz an examination even though it is strongly recommended by the
Mayor.
WEAKNESS
 The use of political connection is the weakness on this scenario. We all know that
political issue must be set aside when it comes to this concern.
OPPORTUNITIES
 One greatest opportunity on this is that the connection of college to the ABC
Company. They can hire fresh graduates and make a training directly to the company.
THREATS
 The threats is the continous connection of all the voters or supporters of the mayor, he
can easily recommend many employee to the company who is part of his candidacy
and political career.

VII. ALTERNATIVE COURSES OF ACTION

Alternative Course of Action #1

The Human Resource Manager should make a and follow a proper selection procedure.
 Rizal Technological University
College of Business and Entrepreneurial
Technology Entrepreneurship
Department
Alternative Course of Action #2
Give Mr. Dela Cruz a job in the management department as soon as possible and provide
training
Alternative Course of Action #3
The Human Resource Department will give a feedback to the Mayor about the outcome of
hiring Mr. Dela Cruz.

VIII. STRATEGY FORMULATION

ACA 1 and ACA 3 would be the group's recommendations for the final choice. The
Human Resource Department will develop an effective planning strategy for the right selection
process and adhere to the right selection method.

IX. ACTION PLAN

TASK PERSON RESPONSIBLE TIME IMPLEMENTATION

Following the selection process Human Resource Manager Full Implementation

is necessary to ensure that the
organization hires only the most
competent candidates. Deciding
on and selecting the instruments,
predictors, and selection criteria
to be employed.
Gathering and Evaluating Human Resource Manager Full Implementation
information about applicants.
Making communication
decisions to select or reject.
 Rizal Technological University
College of Business and Entrepreneurial
Technology Entrepreneurship
X. CONCLUSIONS Department

The human resource manager should always use the correct recruiting process. They
can't rely their choice on what their municipality's political leaders decide. Human
resources must make the right choice, not rely on the judgment of a single politician. All
areas of the municipality must be well informed about the right option, and everyone must
be made aware that they must abide by the rules if they wish to apply.

XI. ONLINE REFERENCES

 https://www.comeet.com/resources/blog/employee-selection-process#:~:text=There
%20are%20approximately%20five%20to,testing%2C%20and%20making%20an
%20offer.
 Rizal Technological University
College of Business and Entrepreneurial Technology
Entrepreneurship Department