Case Background

Mr. Pedro de la Cruz was strongly recommended by Mayor Punongbayan to work at

the ABC Company located in the municipality. Mr. Dela Cruz was a new graduate of
management of the local municipal university where the mayor himself as the president. His
transcripts of records reveal that he is an average student and had no extracurricular activity in
school. His father happens to be a supporter of the mayor in his political career. Mr. Dela Cruz
took the examination given by the company and he failed to make it due to his poor
communication skills.
To give in the mayor’s request, the human resource manager gave him a position in the
production department as a machine operator and not a clerical position that the mayor would
like him to have. But Mr. Dela Cruz did not want to accept the position and insisted that he
should get the job because of the mayor’s recommendation.

Case Study: The Case of Mr. Pedro Dela Cruz

• Time Context
Mr. Dela Cruz failed the examination and was offered a job as a machine
operator.operator.
• Viewpoint
Human Resource Department

• Statement of the Problem

• Uncertainty about the recruitment and placement process
• Attempting to get out of the recruitment process by following the mayor's advice
• Mr. Dela Cruz's rejection to accept the machine operator position
• Statement of Objectives
To find the best competent worker
To become adamant about hiring new staff by adhering to the hiring process.
• Areas of Consideration

Internal Strength Internal Weakness

• Employees who have been properly
trained
• Integration with members in the future
• Exceptional operational effectiveness
External Opportunities
• Possess the ability to create new
products
• Economies of scale and larger volumes
• Warehouses for production are being
expanded.
• The management department is open to
the padrino system or string pulling.
• Despite failing the selection process, Mr.
Dela Cruz was nonetheless granted a
job..
External Threats
• Competitors who are keen and
formidable
• Concerns about the environment
• Some products are subject to
legal restrictions.
• Alternative Courses of Action
(ACA) ACA 1
The Human Resource Department will follow the proper procedure for selection.
ACA 2
Give Mr. Dela Cruz a job in the Management Department and a training program.
ACA 3

The Human Resource Department will devise a strategy for conducting a proper selection
process.
ACA 4
• The Mayor will get input from the Human Resource Department on the outcome of Mr.
Dela Cruz's hiring.
• Final Decision
• ACA 1 and ACA 3 are the group's final recommendations for the ultimate conclusion. The
Human Resource Department will follow the proper selection procedure and will adopt an
effective selection planning approach.
• Detailed Action Plan
• The following selection procedure is used to find the most competent
candidate: Stage 1: Establishing the Selection Procedure
• Stage 2: Identifying and selecting the appropriate selection criteria,
predictors, and instruments.
• Stage 3: Gathering and evaluating applicant information
• Stage 4: Selecting or rejecting communication options.
• The following are the steps in the selection process that must be
followed: 1st – Preliminary Screening
• 2nd – Fill out the application form
• 3rd – Result Testing and Evaluation
• 4th – Extensive Interview
• 5th – Reference Evaluation
• 6th – Physical Evaluation
• 7th – Placement