House Law

AUTONOMOUS UNIVERSITY OF SINALOA
ACADEMIC BUSINESS UNIT
(Lic. International Relation Comercial)
Subject:
Administrative processes
Teacher :
Lic. María de Jesús Hamasaki Gálvez
Job:
Investigation of administrative processes
Team members:
Flores Esquivel Rosaura Sohemi
Silva Vega Dulce Yarely
Trujillo Araujo María Guadalupe
Núñez Izaguirre Patricia
Cortes Gregorio Jesus
Ramirez Soberanes Luis Miguel
Moreno Vargas Jesus Francisco
Gil Rosales Manuel Alejandro
LOS MOCHIS, SINALOA. MAY 2015

INDEX
INTRODUCTION…………………………………………………………………….1
PLANNING
COMPANY NAME………………………………………………………….
TURN……………………………………………………………………………………
LOCATION (MICRO AND MACROLOCATION)……………………………….
LOGO………………………………………………………………………….....
MISSION…………………………………………………………………………………
VISION………………………………………………………………………………….
AIM………………………………………………………………………………
GOALS (SHORT-MEDIUM AND LONG TERM)

……………………………………………….
STRATEGIES………………………………………………………………………...
RULES AND
POLICIES…………………………………………………………………… ...
PROGRAMS AND PROCEDURES………………………………………………
ORGANIZATION
ORGANIZATION
CHART……………………………………………………………………..
JOB PROFILES (FUNCTIONS, SKILLS AND REQUIREMENTS)

………………………………………………………………………………
ADDRESS
COMMUNICATION…………………………………………………………………….
MOTIVATION PROCESSES OR PROGRAMS…………………………………….
CONTROL
FORMS OF CONTROL…………………………………………………………….
SUPERVISION…………………………………………………………………….
INTRODUCTION
This work has been carried out with the purpose of knowing the stages that
make up the administrative process that is carried out in “LA
ADMINISTRADORA DE PERSONAL CASA LEY SA de CV” and with the
objective of knowing the type of planning, organization, management and
control that is carried out in each administrative area.
The personnel administrator CASA LEY SA de CV is a commercial store that

sells different products, both edible and non-edible in order to provide greater
satisfaction to all consumers.
The main objective of this company is to obtain a lucrative profit based on good
planning as the main step to know what the company is looking for, how it sees
itself in the future and what it establishes to achieve it.
In a good organizational structure that indicates positions and functions of each

collaborator within the company to maintain a good balance. Likewise,
communication is an important aspect, since it is the rudimental weapon on
which a leader relies to guide all subordinates to reach the objectives, using the
best motivation strategies so that the work performed flows smoothly.
harmonious and productive.
What is shown below is very important to be able to identify and know in depth
each operation that is carried out in the Casa Ley commercial store, to achieve
the objectives you expect from it.
PLANNING
COMPANY NAME
Personnel administrator Casa Ley SA de CV
TURN
COMMERCIAL (RETAIL STORE)
LOCATION (MACRO AND MICROLOCATION)
MACROLOCATION
MICROLOCATION
Los Mochis, without.
Law, Plaza Fiestas, Las Palmas
LOGO
“Law S House Personnel Administrator. A of C. “V.”
MISSION
We contribute to the well-being of Mexican families, satisfying their consumption

needs through the best product offering and constant improvement in service, in
accordance with our philosophy of always offering `` MORE THINGS AT
BETTER PRICES ''.
VISION
To be the chain of multi-format self-service stores with the highest levels of

utility, productivity and efficiency, through the exercise of processes appropriate
to the needs of our customers, the execution of the best category management
practices, the development of own brands and continuous improvement in the
education of our collaborators, to achieve higher standards of consumer
service.
GOALS
Increase sales year after year in their entirety based on previous years,
generating greater profits for the company and greater benefits for its
collaborators; among the best strategies to achieve the objectives is good
inventory management "reducing waste and expenses" .
GOALS (SHORT-MEDIUM AND LONG TERM)
SHORT:
Increase sales based on the previous year's sales by 5%, this may vary
depending on the objectives established in the company, a higher or lower
percentage may be required.
MEDIUM:
Opening new branches in states that are already established, making us a

larger and nationally recognized self-service store chain, is always not the
mission of satisfying the needs of our customers.
LENGTH :
To be the leading company, placing ourselves in the taste of the people and
expanding to other countries, becoming a transnational company.
STRATEGIES
 MARKETING
Use advertising in the mass media to make ourselves known as a company as

well as make our own brands known.
 CUSTOMER SERVICE
Approach our customers by offering our support so they can find and learn
about our products.
 ACCESSIBLE PRICES
We lower our prices in a way that does not affect us as a company or our clients
in their economy; generating increases in sales based on the results. The
increase in sales generates profits by adding enough capital necessary to invest
in new branches expanding in the republic.
 EXPANSION
Partner with a foreign company, managing to position ourselves as a

transnational company recognized in other countries as well as in Mexico,
placing us as a leading company.
RULES AND POLICIES

GENERAL POLICIES
It is a fundamental policy of the law to recognize that all employees must be
treated as honorable people, must be appropriately placed in positions that
correspond to their capacity and abilities, fairly compensated, encouraged in
their personal process and informed of all matters that arise. are related to their
function or that may affect them.
GENERAL CONDITIONS
In accordance with this policy, reliably reflected in the Code of Ethics of Casa
Ley, it will be necessary to provide the employee with
A) Safe and decent working conditions
B) Equal work opportunity for all people of whatever race, religion or belief, as
well as the disabled.
C) Competitive salaries in the labor market
D) Promotions based on merit and performance
E) Opportunity for your needs, opinions and beliefs to be known
F) Development of your skills to perform your job or future jobs of greater

responsibility at Casa Ley.
G) Recognitions for their services and for the quality of their work and
development
It is the purpose of each law to give validity and validity to these goals through
strict adherence to this code by its command personnel.
1. TREATMENT OF STAFF
• RESPECT FOR THE DIGNITY OF PEOPLE:
Respect the dignity of employees, refraining from bad treatment of work words.
• TOOLS AND SUPPLIES:
Timely provide your employees with the tools, uniform, equipment and materials
necessary to do their work.
2. INDUCTION
• WELCOME:
Give a warm welcome to new employees. Present them to your co-workers and
the establishment authorities.
• ROUTE:
Take a tour of the establishment's facilities; as well as inform you how the
company is organized and the different types of establishments it has.
• BASIC ENTERTAINMENT:
Train new staff, using the induction manual.
3. ENTERTAINMENT AND DEVELOPMENT
• ENTERTAINMENT METHOD:
Precisely determine the work of subordinates, the expected product, as well as

the way to measure it.
Explain to subordinates the reason for the work they do; Try to do it without
using complicated explanations.
Accompany the words with practical demonstration, if necessary, repeat the

demonstration as many times as necessary.
Encourage employees to speak up; ask the why, when, where and how of their
work; ask them to do it in your presence, while explaining what they are doing at
each moment.
Give them the opportunity to ask questions if necessary, anticipate them, even if
you assume that the employee already knows the answer.
Do this if it is about complicated or simple jobs.
It is always preferable to err on the side of excess than on defect.
• POSITION ROTATION:
Rotate positions periodically to the personnel under your charge according to

the possibilities of your department.
• TECHNOLOGICAL TRAINING:
Train your staff in the use of technological tools that they require to use due to
their work.
• CONSTANT TRAINING:
Detect shortcomings in the development of your staff's work and train them
accordingly.
4. SUPERVISION
• WORK SCHEDULING:
Prepare weekly (according to the needs of the department's operation) a work
plan that includes the programming of human resources, as well as the
corresponding schedules.
• DETAILED SUPERVISION:
Supervise the work of your staff in detail.
• TROUBLESHOOTING:
TECHNICAL: resolve technical work problems of the personnel in charge.
5. PAYMENTS, FEES AND VACATIONS
• EXTRA TIME:
Pay for extra hours worked. The use of overtime should occur exclusively when
strictly necessary to cover an eventuality or emergency of the department.
It is important not to systematically schedule overtime, so that staff do not

consider this extraordinary income as part of their normal salary or as a
presentation; also so that the staff does not overwork and their work is
productive during their normal working day.
• CORRECT AND TIMELY PAYMENT:
Resolve payment problems that arise for your staff. Salary is something highly
appreciated by all of us who work, so regardless of the system that is assigned
for its payment, bosses must always ensure that their staff receives correct and
timely payment, since if this is not the case, it is considered as a serious breach
of labor justice.
• WORKDAYS:
Respect the work schedules of your staff (work days). We people program
ourselves to fulfill our work obligations and carry out personal activities, so
sometimes changes in work hours can cause disruption in our personal
occupations, leading to a conflict of priorities that is sometimes difficult to
manage.
• LUNCH HOURS:
Respect your staff's meal times. To maintain health it is necessary to have

discipline in eating habits, so meal times and schedules must be strictly
followed.
• VACATION:
Schedule and respect your staff's vacation periods. Vacation periods are strictly
essential for all staff, so it will be the responsibility of the immediate boss to
ensure that all of his or her staff enjoys their vacations annually; considering
that these will be programmed according to the needs of the same worker.
6. GENERAL
• SERVICE ATTITUDE:
Promote an attitude of service in the staff, so that they carry out their work with
attention, careful responsibility, safeguarding the interests of our clients, our
own staff, our facilities and equipment, our shareholders and the general public.
• TEAMWORK:
Strengthen the individual dignity of each employee, conveniently motivating

their cooperation and daily effort to effectively meet the company's objectives,
thus achieving joint action and teamwork.
7. STRUCTURING
• PRODUCT:
Precisely determine the work of subordinates, the expected product, as well as

the way to measure it.
• MEASUREMENT AND STANDARDS:
Specify the way in which employees' work will be measured in order to stimulate
their competitiveness by establishing superior performance standards.
8. INFORMATION
• INVOLVE:
Learn about the functions, advances, technologies and problems of the

organization.
• OFFICIAL COMMUNICATIONS:
Inform staff of the content of bulletins, memos, (electronic) emails and other
official communications received.
9. MANAGEMENT OF DISCIPLINARY MEASURES
The following provisions should serve as a reference for making decisions on

disciplinary matters, recommending that these invariably comply with the legal
guidelines established in the federal labor law as well as the company policies
that correspond as the case may be. .
• INVESTIGATE FACTS:
In any disciplinary measure that is taken, it is very important to investigate and

listen to the subordinate so as not to make errors of judgment that lead us to
reprimand or sanction without reason, remembering that what is sought is to
address the employee's behavior and not punishment.
• ASK FOR EXPLANATION:
In any disciplinary situation that occurs for the first time, an explanation must be
requested and if it is not a major offense, only the subordinate will be pointed
out and reprimanded so that he or she does not incur the offense or sanction
again.
It is worth clarifying that the focus should be on the behavior and not the
personality of the employee.
• SECOND OCCASION:
If an offense is committed for the second time, it will be sanctioned after

explaining the reason for said sanction and the internal policy that is being
applied.
• REPETITION OF FOULS:
In the event of repetition of disciplinary offenses or during the occurrence of

major offenses, the sanction must be greater, proceeding in accordance with
the previous point.
• DISMISSAL:
Any decision to dismiss personnel must be duly and necessarily supported by

the company's internal policies and, where appropriate, by the provisions of the
federal labor law. If there is any doubt in this regard, whoever exercises the
authority may consult either with the human resources management and/or with
the legal department of Casa Ley and thus have the proper support for your
decision.
The above will serve to have any legal derivation after the fact.
• By accepting and assuming this code of conduct
For the exercise of authority, all those who have personnel under their
command recognize and acknowledge that the law applies the complaints
system, established in our code of ethics, which in its section “c” general ethical
standards, point 15 , establishes:
“It is prohibited to dismiss, demote, suspend, threaten, harass, interfere with the
right to employment or in any other way discriminate against an official or
employment, for providing information, helping to provide information, or
collaborating in an investigation where presumes non-compliance with any
provision established in the corporate policies of the law or in this code.”
CODE OF ETHICS
JUSTIFICATION
This code of ethics applies to all members of our organization, officials and
collaborators, in each and every one of the workplaces. To ensure its validity
and application, this code is based on the following:
BEGINNING
1: Adherence to ethical principles speaks of a sense of honesty, integrity and

respect, essential values for the harmonious unemployment of work.
2: These values constitute an essential part of our corporate culture and are a
fundamental piece in the life of our company. Therefore, all members of the
company assume it as their own in the exercise of their responsibilities.
3: Casa Ley carries out its commercial activities under the understanding that
they are governed by laws and regulations, the observance and compliance of
which are essential for them to exist and function optimally in their social
environment.
4: Although all these values are part of our organizational culture and the daily
work of our company, it is necessary to formalize them and establish a common
framework of reference that unifies the criteria and guides the actions of all the
people employed by Casa Ley.
5: Based on the above, the general direction of Casa Ley has approved and
authorized the issuance of this code of ethics.
RATIONAL: because we want a company with high principles and values,

training individuals who respect the society to which we owe ourselves; We
assume this code of ethics as an elementary guideline to conduct our
institutional work.
1: COMMITMENTS:
With us:
EMPLOYEES: guarantee respect for their dignity, their professional

development and provide an environment conducive to their well-being.
SHAREHOLDERS: provide reasonable profitability on a sustained basis.

SUPPLIERS: maintain and consolidate mutually beneficial relationships, on the
best terms and with long-term scope.
CUSTOMERS: provide a service that is recognized for its good quality,

deserving their loyalty and trust.
COMPETITORS: compete in the market vigorously and objectively, based on

real business practices.
SOCIETY: support the economic and social growth of the communities where
we are located.
2: OBJECTIVES
This code of ethics has the following objectives:
1: make the organization's officials and employees aware of their ethical

obligations towards the company, clients, creditors, suppliers, competitors and
authorities, in their capacity as representatives of the company.
2: establish basic criteria to regulate the ethical behavior of all the people who
work in our company.
3: share our ethical values with people interested in learning about our law.
4: point out the sanctions that those who commit offenses against our code of
ethics are subject to.
3. SCOPE
1: The scope of the code of ethics is intended to be generally observed within

the company.
2: this code is based on the fact that in most cases the correct action is clear,
regardless of whether or not it is incorporated into a code.
3: For the previous reason, this document is not, nor does it pretend to be,
exhaustive, including all situations where an apparent ethical conflict may arise.
4: this code describes general situations related to relationships with our

collaborators, clients, suppliers, authorities and the environment, considering
those in which there is a greater risk of a professional ethical conflict.
5: New topics may be incorporated to the extent necessary to address the

dynamics of business situations and the environment in general.
6: Situations not provided for in this code of ethics must be resolved in

accordance with sound management criteria. In this case of doubt, it is
necessary to consult the labor relations management in the human resources
department.
4: GENERAL ETHICAL RULES
• At home, we recognize the dignity of people and respect their freedom

and privacy.
• No one will be discriminated against on the basis of sex, marital status,

age, religion, race, physical ability, political preference or social class.
• Casa Ley officials and employees are required to comply with all laws,
regulations and ordinances that govern or limit their area of responsibility, as
well as the internal control standards and procedures established by the general
direction.
• Officials and employees of Casa Ley must observe loyal, respectful,

supportive and honest conduct.
• Those who are in charge of people who report to them have the moral
obligation to respect them and protect them as pertinent.
• Any act related to sexual harassment is prohibited, condemned and must

be reported, a conduct sanctioned by current Mexican laws.
• The financial information must be true and sufficient for the purposes of
its users.
• Officials and employees must refrain from making comments, whether in

family or social media, about activities they carry out within the company, that
are detrimental to the company or to other directors, managers or employees.
• No official or employee may use the name of Casa Ley or that of its
subsidiaries or subsidiaries, as well as the rest of its resources, in activities for
their personal benefit.
• All contact with dishonest people who intend or may harm the law must
be avoided.
• Officials and employees must refrain from disclosing confidential

information related to processes, methods, strategies, plans, projects, technical,
market or any other type of data.
• Officers and employees must make efficient, rational use of the work
equipment that the company offers for the best performance of their duties. In
the case of computer equipment, it must be used solely and exclusively for
business purposes, the above understood as having its data storage capacity
available for material (texts, photos, etc.) of sole business interest.
• Officers and employees must avoid developing an activity external to the

company that demands an amount of time and effort that may affect their
capacity and availability with the obligations they have towards the company.
• The internal communication network (email) is 'for the exclusive
exchange of information about the company's affairs, so officials and
employees will refrain from using it for personal purposes or purposes unrelated
to the function they perform within the company. the company.
• It is prohibited to fire, demote, suspend, threaten, harass, infer, with the

right of employment or in any other way to discriminate against an officer or
employee, for providing information, assisting in the provision of information, or
collaborating in an investigation where presume non-compliance with any
provision established in the corporate policies of the law or in this code.
• Officials and employees who participate in political activities of any

jurisdiction must take special care not to involve the law, clearly establishing
that they act in a personal capacity and not on behalf of the company, since it
does not influence, support or intervene. in any form of such activities.
1. RELATIONSHIP WITH CUSTOMERS
1.1 Officials and employees who serve clients must offer them fair and honest
treatment in each transaction, providing the products and services that
correspond to them with the highest quality and opportunity within their reach,
adhering at all times to official regulations and internal regulations. from home
law.
1.2 You should avoid making false or misleading comparisons with products or
services equivalent to those offered by competitors.
2. RELATIONSHIP WITH SUPPLIERS
2.1 Officials and employees who negotiate the acquisition of goods and
services required by law must establish relationships with suppliers under terms
of kindness, respect and professionalism.
2.2 Casa Ley considers for its portfolio of suppliers those who share the ethical
values it upholds and have a solid reputation for fairness and integrity in their
treatment.
2.3 Officials and employees who negotiate the acquisition of goods and
services that Casa Ley requires must offer and demand fair and honest
treatment from suppliers in each transaction, always seeking the best interests
of the company.
2.4 The acquisition of goods and services will be carried out through
transparent processes that ensure the equitable participation of suppliers and
their impartial selection, based on quality, profitability and service criteria.
2.5 Officials and employees of Casa Ley will refrain from discussing with a
supplier or with people outside the company, the problems or weaknesses
observed in another supplier.
3. COMPETITION
3.1 Casa Ley competes vigorously, complying with all laws and regulations on
fair competition existing in Mexico.
3.2 Casa Ley will not participate in any agreement that seeks to limit the free
play of the forces of the markets in which it operates and will not use improper
means to improve its competitive position in said markets.
3.3 Officials and employees of Casa Ley who have contact with representatives
of competitors will maintain a professional attitude, adhere to the principles and
values of the company they represent, and will take care of their personal image
and that of Casa Ley.
3.4 In all contacts with competitors, whether individual or in business or

professional forums and associations, officials and employees of Casa Ley
must avoid. issues that could generate risks or possible contingencies for the
company in terms of compliance with competition laws and regulations.
3.5 Officials and employees of the law must avoid making comments or
statements about the competition whenever possible, and when necessary,
these must be fair, objective and complete.
3.6 Under no circumstances will the law, nor its officials nor its staff, attempt to
obtain trade secrets or any other confidential information from a competitor by
improper means.
5 SPECIFIC RULES
4. ADVERTISING AND MARKETING
4.1- Communication through advertising and marketing of Casa Ley business

units must adhere to the following principles
a) legal, decent, honest, true and in accordance with principles of fair

competition and good business practice
b) prepared with a due sense of social responsibility and based on principles of

honesty and good faith
c) verifiable and free of elements that could lead to an erroneous interpretation

of the characteristics of the products and services that Casa Ley offers.
d) respectful of moral values, avoiding unethical circumstances that violate
human integrity and dignity, or use symbols that are culturally offensive to a
sex, race, religion, social class or political preference.
4.2- Law officials must ensure that advertising consultants and other agencies
for this purpose are duly aware of the content of this code, as well as that they
have full knowledge of the need to comply with it in the execution of any work
they carry out. in the name of the company
5. RELATIONSHIP WITH AUTHORITIES
5.1- Officials and employees of Casa Ley must scrupulously adhere to

applicable laws and regulations in the development of their activities.
5.2- They must collaborate at all times with the competent authorities for the full
exercise of their powers and act in accordance with the law in defense of the
legitimate interests of the law.
5.3- officials and employees who have a relationship with authorities must offer
friendly and respectful treatment, recognizing their quality as such, and seeking
an atmosphere of openness and trust that facilitates the discussion of matters
and the establishment of agreements.
5.4- the requirements and observations of the authorities must be fully attended
to, seeking to collaborate effectively and courteously in the fulfillment of their
mission, within the powers granted to them by laws or regulations.
5.5- all dealings, procedures, and relationships that are held on behalf of the
company with government agencies or officials, must be carried out in
accordance with the applicable laws as well as with the ordinary business
conducts carried out by companies within the same industry in the respective
country, state or municipality
6. ENVIRONMENT
6.1- each law recognizes, as part of its social responsibility, the protection of the
environment
6.2- Our environmental commitment is a responsibility shared by everyone and

no one in the law can assume that this is someone else's job.
6.3- Law enforcement officials and employees must take the necessary actions
to ensure that in their business units:
a) effective emergency response procedures are implemented to minimize the

impact of unpredictable incidents
b) emissions to air, discharges to drainage and the management and disposal
of solid waste do not cause an unacceptable environmental impact.
c) energy sources are used efficiently and that their consumption is monitored
d) environmental accidents are prevented
7. OCCUPATIONAL HEALTH AND SAFETY
7.1 each law considers health and safety to be as important as any other
function and objective of the company
7.2 those responsible for the different business units must take actions to
ensure that the following health and safety objectives are met:
a) provide and maintain a safe and healthy workplace
b) provide and maintain an adequate work environment
c) develop security awareness among staff
d) provide the appropriate personal protective equipment for each job
e) ensure that the facilities, equipment and work tools are in optimal operating
conditions so that accidents due to their malfunction are prevented.
8. CONFLICTS OF INTEREST
8.1- officials and employees may not have interests in businesses that buy, sell
or provide services to the law. Any transaction with related companies must be
reported to the general management through the human resources
management.
8.2- Officials and employees of the law must refrain from having interests or
investments that allow them to have a significant influence on competing
businesses.
8.3- each law must refrain from buying and selling companies that are owned by
relatives in the first and second degree by blood or by marriage (spouse,
parents, children, siblings, human cousins, nephews, etc.), officials and
employees of under the law, unless such companies are competitive in terms of
price, quality and service, they are outside the area of responsibility of the
director or family employee and this fact is brought to the attention of the
general management so that it can validate compliance with said requirements.
8.4- Law enforcement officials and employees must refrain from having patients
or family members working under their dependence, except in cases authorized
in writing by the general management.
8.5- When the Deva official or employee carries out surveillance, supervision,
auditing or control work on an area in charge of a family member, he must
inform his superior of this situation, to be replaced from said responsibility.
8.6-when an officer or employee does not feel they have the ability to fulfill their
responsibilities objectively, or receive pressure from third parties who are using
their position, authority or influence in the organization, they must immediately
report it to their superior or the human resources management.
8.7- officials or employees must refrain from satisfying requirements from

superiors, subordinates, co-workers, family or friends, if doing so harms the law.
9: INFORMATION MANAGEMENT
9.1- It is prohibited to distort records or accounting information or falsify

operations either to simulate the fulfillment of goals and objectives.
9.2- all information generated in financial records is confidential and can only be
delivered to duly authorized users.
9.3- people who have access to privileged information must take the necessary
measures to prevent the disclosure or leak of said information to unauthorized
persons.
9.4- It is prohibited to use privileged information under the law for personal
benefit or third parties.
9.5- officials and employees must refrain from carrying out actions that could
influence, exert cohesion, manipulate or deceive any internal or external auditor
or official who is in the performance of their duties.
9.6- officials and employees who carry out activities as professors, exhibitors or
students, must refrain from using confidential information under the law, only
allowing the use of public information.
9.7- officials and employees must use the necessary measures to protect the
confidential information to which they have access, in order to prevent it from
becoming known to persons not used for this purpose.
10: GIFTS
10.1- Casa Ley officials and employees must refrain from accepting valuable
gifts, advantageous conditions, salary, trips, commissions or any other form of
compensation from clients, suppliers, financial institutions, concessionaires,
contractors, companies or people with whom they deal. carry out operations.
10.2- If for reasons of courtesy in the business relationship it is decided to

receive a valuable gift, this must be handed over to management or human
resources where its final use will be decided.
10.3- When there is doubt as to whether or not a gift offered is valuable, the
employee must consult with the human resources department.
10.4- In the case of officials and employees of the commercial area, the
provisions of the company's code of commercial conduct will apply, which must
appear as an annex to this code of ethics.
11. RESPONSIBILITIES
1. GENERAL DIRECTION
1.1- approve the content of the code of ethics.
1.2- issue the code of commercial conduct
1.3- ensure the dissemination of this code, including its publication in the
appropriate official format or as well as any change in said code, or exemption
from it applicable to any director or executive
2. OFFICIALS
2.1 know the code of ethics and comply with its provisions.
2.2 ensure that both he and his collaborators know and annually endorse their
commitment to comply with the code.
2.3-takes the necessary measures so that the personnel reporting to it give due
importance to the content of this code in the development of their activities.
2.4- support your immediate collaborators to clarify doubts or comment and

resolve any difficulty that may arise in the interpretation of this code, or in its
application
2.5- comply with the laws applicable to the activities of the competition, as well
as the policies, standards, and internal provisions on their activities, products
and services in their area.
2.6- annually sign the letter of compliance with Casa Ley's code of commercial
conduct through which they inform that, in their management, they have
complied with the provisions of the code, and if they are aware of any non-
compliance on their own part or on the part of people at any organizational level
3. HUMAN RESOURCE DIRECTORATE

3.1- disseminate the code of ethics among personnel, especially new
employees, by delivering a copy of it to each employee, obtaining an
acknowledgment of receipt.
3.2-include in the induction programs the topics contained in the code of ethics,
code of commercial conduct and code of conduct for the exercise of authority.
3.3- disseminate to managers and employees the adjustments made to this

code.
3.4- disseminate the corporate policy regarding the whistleblowing system

among staff, through the means established in the policy itself.
12. SANCTIONS
1.1 –violations of this code will be subject to sanctions
1.2 – The severity of the aforementioned sanctions will depend on the

seriousness of the offenses committed.
1.3 –In cases of serious misdemeanors or crimes, sanctions may range from
dismissal to criminal complaint to the competent authorities.
1.4 –For illustrative purposes, the following actions are considered violations
of the code:
A) fail to comply with legal provisions that generate sanctions from the
authorities, property damage, or future contingencies for the company.
B) negligently neglect the policies, standards and practices for the good
administration of the company with serious damage to it
C) commit sexual harassment against company personnel
D) evidence of drug or alcohol intoxication and immoral conduct on company

facilities
E) discriminate, intimidate or harass another person because of race, color, sex,

age, origin, beliefs, sexual preference, illness or physical ability
F) breach safety regulations that put the lives of staff or company property at
risk
G) unfoundedly and in bad faith denounce an innocent person
H) consume, distribute, transport, sell and possess any type of prohibited drug.
I) legally commit the company without having authorization for such purposes
J) omit or fail to promptly report violations of the code

K) carry out operations for personal, family or third-party benefit to the detriment
of the company.
L) influence, coerce, manipulate or deceive any auditor carrying out an

investigation or review within the company.
M) distort counted records
N) report fictitious operations among others on sales, purchases, loans, credits

and expenses
O) cash checks by forging endorsements
P) falsify or alter receipts
Q) carry out unnecessary purchases of goods and services to the detriment of

the company
1.5-when there are doubts about the existence of a violation of this code, the
human resources department will proceed to validate and evaluate the available
evidence before the corresponding sanction is imposed on the possible
offender.
1.6-with the organizational support that is considered necessary, the sanctions

must be imposed jointly by the higher level of the person who committed the
offenses and the legal and human resources departments.
1.7-in the event that a breach occurs or is presumed, it must be notified

immediately through the complaints system established in each law.
13. TRANSIENTS
Any modification to the provisions contained in this code must be previously

approved by the general direction of the law, and said modification must be
notified no later than the fifth day of April following the date of its approval.
PROGRAMS AND PROCEDURES

PERISHABLES PROGRAMS:
SODA FOUNTAIN:
SAFETY: that all work equipment as well as the conditions of the area where
the activities are carried out are safe and in the best possible conditions to take
care of the integrity of our collaborators.
HYGIENE AND HEALTH: that all employees have the necessary work
instruments or health equipment such as: gloves, cap, gown, apron, boots. That
the foods prepared are with good quality ingredients and in a good state of
composition.
TRAINING: the collaborators of this department, before joining to carry out any
of the necessary activities in it, must be instructed or taught how to do the work
to maintain good service and quality as well as increase balanced efficiency,
achieving excellence.
SAUSAGES AND DAIRY:
the products displayed and processed are of good quality and in excellent
condition.
MEATS:
HYGIENE AND HEALTH: that all collaborators have the necessary work
instruments or health equipment such as: gloves, cap, gown, apron, boots,
knives, Mayan glove. That the product in stock for sale is in good condition and
of good quality.
achieving the excellence.
FISHERMAN AND SEAFOOD:

condition.
TORTILLERIA:
condition.
BAKERY:
instruments or health equipment such as: cap, gown, apron, boots. That the
products displayed and processed are of good quality and in excellent
condition.
FRUITS AND VEGETABLES:

instruments or health equipment such as: cap, apron, boots. That the products
displayed and processed are of good quality and in excellent condition.
 NON-CLOTHING AND GROCERY PROGRAMS:
OPEN ORDER:
SAFETY: the work area and its tools must be in the best conditions in order to
keep the integrity of our collaborators protected, always following a correct
safety pattern.
HYGIENE: Even when this type of department does not maintain an area for
perishable products, the department must be kept clean and impeccable in
order to show an impeccable image to our customers.
TRAINING: for the personnel of this area or department, all the processes of
how to use work tools, assortment, arrangement and signaling of products are
taught.
GROCERIES:
safety pattern.
perishable products, the department must be kept clean and impeccable in
order to show an impeccable image to our customers.
taught.
HOME:
safety pattern.
edible products or expiration dates, the department must be kept clean and
impeccable in order to show an impeccable image to our customers.
taught.
VARIETIES:
safety pattern.
HYGIENE: Even when this type of department does not maintain an area of
grocery products or handle expiration, the department must be kept clean and
impeccable in order to show an impeccable image to our customers.
taught.
HYGIENE AND BEAUTY:
safety pattern.
grocery products, the department must be kept clean and impeccable in order
to show an impeccable image to our customers.
taught.
BABYLAND:
safety pattern.
grocery products, the department must be kept clean and impeccable in order
to show an impeccable image to our customers.
taught.
 CLOTHING PROGRAMS:
CHILDREN:
SAFETY: that the work tool is in good condition to operate and the work area
does not maintain any anomaly that prevents carrying out the activities or
jeopardizes the safety of our collaborators.
ORDER: departments must be kept neat and clean in order to show a good
image.
TRAINING: collaborators in that area must be taught to properly supply

merchandise and integrate the merchandise using marketing methods to
persuade the customer.
GIRLS:
image.

YOU DRINK:
image.

GENTLEMEN:
image.

LADIES:
image.

 ADMINISTRATIVE AREA PROGRAMS:
RECEIPT:
SECURITY: the department must have the best security conditions since it is a
risk department where the greatest possible seriousness and care is taken.
HYGIENE: The best hygiene and health is required because in this place
merchandise is received from the different areas of the company, mainly
through the perishable area.
TRAINING: the best training is required because it is an area of many

processes and instruments are handled that can cause risks to the integrity of
the collaborators of that department, which is why seriousness and dedication
are required to be able to carry out the required activities.
MARKING:
Safety: the department must be kept under observation since it is an area

where there is dangerous machinery, as well as using work tools with the
greatest possible caution, so as not to put the integrity of our collaborators at
risk.
Cleanliness and order: everything found in this area must be kept orderly and in
good condition since it is an entry and exit area for merchandise and if it is not
organized it can obstruct personnel traffic.
Training: the personnel chosen to carry out the activities in this area must know
everything related to the processes required to carry out the activities,
increasingly improving the quality of the work and becoming an expert in it.
BOXES:
Safety: the person in charge of this area must ensure that all the equipment
used is safe to do a good job, thus avoiding physical harm to both our clients
and our collaborators.
Hygiene: all staff must be presentable since this area is where our clients end
up being satisfied with the service provided to them. The equipment used in this
case, computers and the sliding belt, must always be kept in good clean
condition since this is where the customer leaves our products to consume.
Training: from the highest level of this department to the lowest, they must
always adapt to new training changes because our company always seeks the
best strategy to serve our clients (collection, payment methods, adequate
attention, efficiency, presentation, and the new changes that occur at a certain
time).
PROCEDURES
 PERISHABLES AREA PROCEDURES:
SODA FOUNTAIN:
Internal purchases:
The merchandise used in this department is purchased in the same store and is
shipped from the distribution center. The merchandise that is purchased in the
store is made through transfers between departments, which in receipt must
capture the purchase of the items that are required to maintain the collection
made to the department and good inventory control is maintained.
Preparations for the day:
Prepare the department (chop the vegetables necessary to place orders on

time, display the food offered, and check that everything required is available to
make the day's sales).
Food preparation:
Everything that is prepared is measured in different portions that will be used to

prepare the food that is sold.
SAUSAGES AND DAIRY:
Merchandise check:
When the merchandise arrives through company distribution, the department

manager will have to verify that the merchandise that is being loaded to the
store or to their department is arriving complete as indicated by the transfers.
The merchandise must be at least 15 days old, otherwise a claim is made and
the merchandise is returned.
Assortment:
When the merchandise is supplied, the FIFO must be established or applied.

which is essential to avoid losses in shortages or balances of merchandise.
Sales:
Perishable merchandise has a very short life, so when the products are one
week close to expiration, a 30% discount is applied, when the product is 4 days
before its expiration, another sale is made (reduction on sale) of 50% discount,
and when the merchandise is two days old, the last settlement (reduction on
sale) of 70% discount is applied.
Merchandise processing:
The merchandise that is processed or packaged must be very accessible. What

does this mean? That in the process of cutting and packaging cheese, the
pieces should not have high prices since customers look for affordable prices.
Supervision:
Every day the expiration dates of the products must be verified and whether
they are in suitable conditions for the consumption of our customers.
MEATS:
Received of merchandise:
The head of this department must verify that the product being delivered by the
supplier is of the best quality and is in a condition to sell, as well as check that
the quantity requested to be supplied is delivered.
Checking showcases:
The collaborators of this department must remain alert to the opportunities that
arise in the products sold so that our customers always have options to choose
from and a greater assortment.
Assortment:
Supply empty spaces with the product required to maintain a good assortment
of our products.
Supervision:
Strict surveillance must always be maintained on the products of this

department (expiration dates for packaged products, various characteristics of
the meat).
FISH AND SEAFOOD:
Received of merchandise:
The head of this department must verify that the product being delivered by the
supplier is of the best quality and is in a condition to sell, as well as check that
the quantity requested to be supplied is delivered.
Checking showcases:
The collaborators of this department must remain alert to the opportunities that
arise in the products sold so that our customers always have options to choose
from and a greater assortment.
Assortment:
Supply empty spaces with the product required to maintain a good assortment
of our products.
Supervision:
Strict surveillance must always be maintained on the products of this

department (expiration dates for packaged products, various characteristics of
fish and shellfish).
TORTILLERIA:
Dough preparation:
10 liters of water are used for a bag of corn flour and mixed in the mixer until the
dough is formed. In the case of flour tortilla, 12 ½ liters of water are mixed for a
bag of flour and placed in the mixer until the dough is obtained.
Machine ignition:
For the corn machine, first turn on the electrical part, which would be the
collection mesh and the comales, then with a piece of paper you will quickly
light the burners from the bottom up. The same procedure will be used for the
flour machine.
PRODUCT REALIZATION:
Once the dough is prepared and the comales of both machines are heated, the
dough is introduced into the feeder and it is sent to the rollers, forming the corn
tortilla and sending it directly to the comales for cooking, becoming ready for
sale.
BAKERY
RECEIPT OF MERCHANDISE:
The entire product must be reviewed comparing it with the transfers that are
sent to the distribution center to avoid fictitious merchandise charges to the
department and to check that the merchandise arrives in good condition and
suitable for the production of the products.
PRODUCTION:
All products made in this department have strict measurement and steps to
make the products (production guide).
ASSORTMENT:
The most demanded products are supplied to maintain a good assortment of

merchandise and that there are no production opportunities.
FRUITS AND VEGETABLES
RECEIPT OF GOODS:
It is ensured that the fruit, vegetables and branches arrive in good condition and
of good quality.
TRANSPALOING ASSORTMENT:
The assortment supplies the merchandise that is needed on the sales floor as
long as it is in good condition.
During shoveling, merchandise that is in poor condition is checked and removed

from the sales floor and reduced.
GROCERY AREA PROCEDURE
The merchandise is reviewed with the transfers to verify that what is being
loaded is what is arriving.
CLAIMS:
In the event that there is a shortage of merchandise, a claim letter is made and
an email is sent to unload said merchandise.
ASSORTMENT:
Once the merchandise has been verified, it is supplied in its corresponding

spaces, always using the FIFO rotation method. (First In, First Out).
CLOTHING AND NON-CLOTHING AREA PROCEDURES
BOYS, GIRLS, BABIES, LADIES AND GENTLEMEN:
Assortment; The merchandise is taken out and integrated so that the new
clothes are displayed.
SOLDAGE:
The scanner manager must deliver the discount offer codes to the clothing
manager who must once place the discount label corresponding to each of the
garments.
DAMAGED OR OLD MERCHANDISE:
All clothing found in this state is subject to a one percent discount depending on
the authorization given by management or assistant manager of the area.
INTEGRATION:
All garments are arranged by sizes, prices, colors and models in order to
maintain a good image and presentation in order to attract the attention of
customers.
CONTROL
RECEIPT:
SUPPLIER IDENTIFICATION:
When entering the supplier, the security guard in that area must take your
information (name of the supplier, company and area), the supplier must give
an identification to the security guard and the security guard will give you a
badge that identifies the supplier.
Depending on the area to be received, priority will always be given to the

perishable area. Upon receiving the products that have been suggested to the
supplier, in the case of the above, it will be checked that the product is at least
15 days old and that it is in good physical condition, otherwise the merchandise
will be rejected.
In the case of general merchandise such as groceries and open orders, it will be
checked that the supplier supplies what was requested and that the
merchandise is in good condition, otherwise it will be rejected.
RETURNS:
Expired products that are from authorized suppliers for return at the time of
supply must review physical changes of said merchandise, replacing those
losses.
TRANSFERS BETWEEN DEPARTMENTS:
Those in charge of the different departments must collect the merchandise they
need to carry out their activities and present a receipt so that the manager can
capture it in the system and upload it to the different corresponding areas.
REVISION:
The security guard who is in the receipt area must verify that all the articles and
products in the different areas correspond to what is captured in the system by
the receipt manager.
MERCHANDISE EXITS:
The receipt manager will capture returns to the supplier of damaged, expired or
unfit for sale merchandise and the supplier will recommend it within a certain
time and the guard must verify that what the supplier is going to take out is only
the merchandise that was captured.
RECEIPT OF TRAILERS:
When the trailers arrive from the different distribution centers, both the security
guard and the receiving person must check the following:
- Box number.
- That the security seal is not violated.
- Driver's name.
- Photographs of the driver's cabin should be taken to eliminate any
possibility of theft.
- When the box is opened, you must verify that all the pallets of goods that
are arriving are the correct number and that they are in good condition.
ABOUT DIRECT TICKETS:

The receipt manager must capture in the system all the merchandise that
arrives for the marking area .
MARKING:
RECEIPT OF GOODS:
The marking manager must receive the packages delivered by the supplier, for
this he must do the following:
- Weigh each of the packages if they are from a different supplier.

- Gather the number of boxes and verify which department it belongs to
and give it to the receipt manager so that he can give direct entry to
packages.
TRANSFERS BETWEEN STORES:
The marking manager must capture transfers to the different stores as long as
the manager or assistant manager of that area is authorized by the buyer.
RETURNS AND SUPPLIERS:
The marking manager will capture a request to return to the buyer old
merchandise that was not moved, merchandise that arrived in poor condition
and is not suitable for sale, or merchandise requested by the same buyer.
RETURN APPLICATION:
To capture the return and have it discounted to the supplier at the time of
payment, it must appear as authorized by the buyer.
RETURN REVIEW:
The marking manager along with the guard must count the merchandise that
was captured in the system and it will be sealed in a box ready to be sent along
the freight line.
MERCHANDISE RECEPTION:
The captured order for receipt of the merchandise is printed following these
steps:
-- The quantities are noted in said worksheet of all the items that are ordered,
whether by sizes, models, colors and description, once finished it is compared
with the capture to verify that there are no shortages or leftovers, the quantities
are noted. Input data such as folio, date, number of packages, weight, invoice
number, date on which the capture was captured, total items and invoice
amount and finally it is captured in the system. In the event that there are
shortages or surpluses of merchandise, it will be captured in the system and the
folio will automatically be sent to you, you must contact protection to verify the
shortage or surplus is correct.
ORGANIZATION CHART.
MANAGER
DEPUTY
MANAGERS
PERISHABLES CLOTHING, NOT CLOTHING INVENTORY CONTROL

AND GROCERIES
BOSS BOSSES BOSSES
SYL 2 Emp.
GROCERIES 5 EMP. SPACEMA
MAINTENANCE PED. OPEN. 1 Emp.

SIRCA
MEATS 5 Emp. REG., H and 2Emp.

B R.O.T.
KITCHE VAR.LIN.BCA 1 Emp.
4 Emp.
MARKING 1
BAKERY 6 Emp. HOG., BCOS., 1 Emp.
BABYLANDCC P/COC 1
RECEIVED
PYM assistant
1 Emp.
1 EMP.
ALL CLOTHES
FTE.SODAS 2 Emp.
3 Emp. 1 deputy
PROT.
STORE chief
TORTILLERIA 1 Emp.
3 Emp.
1
F. And R. h
5 Emp.
U. 1 secretary
SCANNER General box
Boxes
Underbo 39 Emp.
sses
JOB PROFILES (FUNCTIONS, SKILLS AND REQUIREMENTS).
MANAGER.
REQUIREMENTS:
 Have career ended or truncated.

 Know how to manage personnel.
 Have knowledge of sales.
 Be of age.
 Schedule availability.
 Availability to change residence.
 Very eager to work.
SKILLS:
 Make your business easier.

 Be good at numbers.
 Who knows how to interpret progress and achievements in sales.
FUNCTIONS:
 Manage all store personnel.

 Review sales for the day to see if goals were met.
 Supervise the work carried out by the assistant managers of each of the
areas.
 Make changes in the store if necessary.
 Modify strategic actions according to the sales you want to achieve.
 Supervise that the work carried out in all areas of the store is of quality
and useful.
 Be aware of inventory control (authorization of internal purchases and
sales).
SUBJECTIVE PERISHABLES:
REQUIREMENTS:
 Have high school, completed or truncated career.

 Be of age.
SKILLS:
 Make it easier for you to manage personnel.

 Have good handling of numbers.
FUNCTIONS:
 Manage all personnel in this area.

 Supervise each of the departments in your area. (that the merchandise
being offered is in good condition, that the departments are clean and
orderly, that the heads of each of the departments work according to
their activity loads.
 Check that the departments in your area are achieving the sales that are
being requested.
 Address any problems that arise in the departments.
 Look for sales strategies to achieve them.
ASSISTANT GROCERY, CLOTHING, AND NON-CLOTHING, CLOTHING.
REQUIREMENTS:
 Have high school, completed or truncated career.

 Be of age.
SKILLS:

FUNCTIONS:
 Manage all personnel in this area.

 Supervise each of the departments in your area. (that the merchandise
being offered is in good condition, that the departments are clean and
orderly, that the heads of each of the departments work according to
their activity loads.
 Check that the departments in your area are achieving the sales that are
being requested.
 Address any problems that arise in the departments.
 Look for sales strategies to achieve them.
DEPARTMENT HEADS.
SAUSAGE AND DAIRY.
REQUIREMENTS:
 Older than 18 years-old.

 Minimum primary education (or know how to read or write).
 Have knowledge of the department.
SKILLS:

 That he has the ease of understanding (he learns quickly).
FUNCTIONS:
 Manage all department personnel.

 Supervise that employees carry out their workloads.
 Supervise merchandise entries to the department.
 Report merchandise shortages to the SCI
 Check that the apartment is clean.
 Check that the merchandise displayed on the sales floor is appropriate
for the customer.
 Place merchandise orders for both events and refills.
 Make temperature logs of the dairy display case as well as the cold meat
loaders and ships.
 Make action plans if required.
 Make department checklist.
MEATS.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
 Make temperature logs of the meat display case.
FISH AND SEAFOOD.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
 Make logs of temperatures in the cold room (chambers) and
merchandise display case.
BAKERY.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
 Make temperature logs of cold rooms (chambers) and cake display
cases
TORTILLERIA.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
 Make logs of cold room temperatures.
FRUITS AND VEGETABLES.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
 Make temperature logs of cold rooms (chambers) and exhibition cases.
SODA FOUNTAIN.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
KITCHEN.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
 Make cold room (chamber) temperature logs.
MAINTENANCE.
REQUIREMENTS:

SKILLS:
 Make it easier for you to repair machinery.
FUNCTIONS:
 Check each of the areas: that the machinery as well as electrical circuits
and pipes are operating in perfect conditions; if contrary conditions occur,
they will have to be repaired.
GROCERIES.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
OPEN ORDER.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
VARIETIES, APPLIANCES, BOOKS, ELECTRONICS, SPORTS.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
HOME, WHITE, BABYLANDIA, KITCHEN ACCESSORIES.
REQUIREMENTS:

SKILLS:
FUNCTIONS:

for the customer.
GIFTS, HYGIENE AND BEAUTY.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
CLOTHING IN GENERAL.
REQUIREMENTS:

SKILLS:

FUNCTIONS:

for the customer.
STORE.
REQUIREMENTS:

SKILLS:
 It is not required since you are trained for it.
FUNCTIONS:
 Unload trailers of merchandise from the clothing, non-clothing and
grocery area.
 Carry out the summary to check that the merchandise arrives complete
and if there is a shortage of merchandise, you will have to report it to the
SCI.
 Keep the warehouse organized by areas.
SCANNER, GENERAL BOX, BOXES.
REQUIREMENTS:

SKILLS:

FUNCTIONS:
 Supervise the work carried out by each of the departments in their area
(scanner and general cashier).
 Keep track of the sale of lotuses and recharges.
 Supervise the work carried out by cashiers (customer service).
 Plan shifts for each of the employees in that area.
 Increase bases in the sale of lotuses and recharges.
 Place consumer orders.
 Customer Support.
SPACEMAN.
REQUIREMENTS:

SKILLS:

FUNCTIONS:
 Make business plans.

 Make planograms of all non-clothing and grocery departments.
 Carry out a discount on merchandise that is out of balance or
discontinued and about to expire.
MARKING.
REQUIREMENTS:

SKILLS:

 Have good computer skills.
FUNCTIONS:
 Returns to suppliers.
 Reception or capture of merchandise (clothing, jewelry, records, gifts,
etc.).
 Surplus shortage report.
 Transfers between stores.
 Return requests to buyer.
RECEIPT.
REQUIREMENTS:

SKILLS:

FUNCTIONS:
 Capture of all merchandise entering the store.

 Authorized returns.
 Waste capture.
 Capture of external sales (plastic, cardboard and fat from the meat
department).
 Capture of trailers.
SIRCA.
REQUIREMENTS:

SKILLS:

FUNCTIONS:
 Tour of empty spaces.

 Ordering merchandise from the non-clothing, grocery and perishable
area.
 Merchandise ties.
 Stock capture.
 Route of out-of-stock merchandise.
 Merchandise claims.
PROTECTION.
REQUIREMENTS:

SKILLS:

FUNCTIONS:
 Take care of the interests of the company as well as the integrity of all
the company's collaborators.
 Check that industrial safety equipment is in perfect condition (fire
extinguishers, fire alarms, hydraulic pumps, and fire equipment).
 Check that the security guards carry out their activities according to their
workloads.
HUMAN RESOURCES.
 REQUIREMENTS: Over 18 years old.

SKILLS:
FUNCTIONS:
 Recruitment of personnel.
 Staff induction.
 Staff training.
 Schedule captures.
 Payroll captures.
 Settlements.
 Check that the protection and maintenance manager complies with the
security standards required by the company.
DISPLAY OR LABELS.
REQUIREMENTS:

SKILLS:
 Have a good command of writing.
FUNCTIONS:
 Make offer cards manually.

 Internal consumption order capture.
DEPUTY HEADS OF DEPARTMENT.
PROTECTION.
REQUIREMENTS:

SKILLS:

FUNCTIONS:
 Take care of the interests of the company as well as the integrity of all
the company's collaborators.
 Check that industrial safety equipment is in perfect condition (fire
extinguishers, fire alarms, hydraulic pumps, and fire equipment).
 Check that the security guards carry out their activities according to their
workloads.
SCANNER, GENERAL BOX, BOXES.
REQUIREMENTS:

SKILLS:

FUNCTIONS:
 Supervise the work carried out by each of the departments in their area
(scanner and general cashier).
 Keep track of the sale of lotuses and recharges.
 Supervise the work carried out by cashiers (customer service).
 Plan shifts for each of the employees in that area.
 Increase bases in the sale of lotuses and recharges.
 Place consumer orders.
EMPLOYEES.
SAUSAGES AND DAIRY.
REQUIREMENTS:

SKILLS:
 It is not required since in each of the areas you are trained or trained to
carry out its activities.
FUNCTIONS:
 Assortment of missing merchandise on the sales floor.

 Review of merchandise.
 Review of expiration date on merchandise.
 Processing and packaging of merchandise.
 Sales on merchandise close to expiration.
 Repackaging of merchandise if required.
MEATS.
REQUIREMENTS:

SKILLS:
FUNCTIONS:

FISH AND SEAFOOD.
REQUIREMENTS:

SKILLS:
FUNCTIONS:

BAKERY.
REQUIREMENTS:

SKILLS:
FUNCTIONS:

 Check that the merchandise is in good condition.
TORTILLERIA.
REQUIREMENTS:

SKILLS:
FUNCTIONS:

 Always maintain production ready for sale (corn tortillas and flour
tortillas).
FRUITS AND VEGETABLES.
REQUIREMENTS:

SKILLS:
FUNCTIONS:

 Shoveling of merchandise
 Shoveling the merchandise or selecting the best fruits and vegetables
and removing those that are not suitable for sale.
SODA FOUNTAIN.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Preparation of food for sale.

 Make internal purchases of merchandise that is needed for customer
service.
 Check that what is used to make food is in good condition.
 Make desserts for sale.
KITCHEN.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Preparation of food for sale.

 Make internal purchases of merchandise that is needed for customer
service.
 Check that what is used to make food is in good condition.
 Make desserts for sale.
GROCERIES.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Supply missing merchandise on the sales floor.

 Arrange the merchandise according to the entry date (FIFO)
OPEN ORDER.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Supply missing merchandise on the sales floor.

 Arrange the merchandise according to the entry date (FIFO)
VARIETIES, APPLIANCES, BOOKS, ELECTRONICS, SPORTS.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 supply missing merchandise on the sales floor or merchandise stored in

the warehouse.
HOME, WHITE, BABYLANDIA, KITCHEN ACCESSORIES.
REQUIREMENTS:

SKILLS:
FUNCTIONS:

the warehouse.
 Customer Support
GIFTS, HYGIENE AND BEAUTY.
REQUIREMENTS:

SKILLS:
FUNCTIONS:

the warehouse.
 Customer Support
GENERAL CLOTHING.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Supply the merchandise in its different departments.

 Keep clothing integrated (size, color, model).
 Take out the sold merchandise and place the corresponding discount
label on it.
 Take out clothing in poor condition so that it can be reduced.
 Hold sales on old or damaged clothes.
SCANNER AUXILIARIES.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Printing of offer cards.

 price checks on the sales floor.
 Capture of sales.
 Price changes.
 Request for offers.
CASHIER.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Collect general merchandise.

 Provide attention and good customer service.
 Sell lotuses.
 Sell or offer telephone recharges.
MARKING ASSISTANT.
REQUIREMENTS:
SKILLS:
 Make it easier for you to use the computer.
FUNCTIONS:
 Returns to suppliers.
 Reception or capture of merchandise (clothing, jewelry, records, gifts,
etc.).
 Surplus shortage report.
 Return requests to buyer.
RECEIPT ASSISTANT.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Unload trailers of merchandise in case the person in charge of doing so

is not available.
 Receive suppliers and enter merchandise.
 Make cardboard and rubber bales that are sold to suppliers.
 Make transfers in case the person in charge is not there.
RECEIPT CLERK.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Unload trailers of merchandise in case the person in charge of doing so

is not available.
 Receive suppliers and enter merchandise.
 Make cardboard and rubber bales that are sold to suppliers.
 Make transfers in case the person in charge is not there.
PROTECTION GUARDS.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Take care of the interests of the store.

 Stay alert for possible theft.
 Take care of areas of possible risks.
 Stay out of different situations.
HUMAN RESOURCES ASSISTANT.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Recruitment of personnel.
 Staff induction.
 Staff training.
 Schedule captures.
 Payroll captures.
 Settlements.
 Check that the protection and maintenance manager complies with the
security standards required by the company.
SECRETARY.
REQUIREMENTS:

SKILLS:
FUNCTIONS:
 Capture merchandise orders from the perishables area.

 Capture price checks.
 Keep appropriate personnel informed of possible notifications from
offices. (buyers, district managers, zone manager, general manager).
COMMUNICATION
1. CONSTANT COMUNICATION
 Have frequent conversations with your staff
about the development of your work; In companies, communication is more

effective when talking about work, although this seems obvious, it happens in
many bosses who talk to their employees about anything except their work.
 INTEREST IN JOB DEVELOPMENT:
Communication must be reciprocal; To do this, encourage employees to talk

about their work, showing interest in their work problems.
Stay aware of the main performance problem of each of your subordinates as

far as work is concerned.
 LISTEN ACTIVELY:
Actively listening to employees applies the ability to capture, define and respond
to the concerns you express when you talk with them, which promotes good
working relationships.
2. DECISION
 TIMELY DECISION:
Adopt well-defined measures and in time, that is, with opportunity.
 REPORTING DECISIONS:
Personally make decisions within your jurisdiction and explain them clearly to
your subordinates; explain the reasons for these and answer all questions
asked.
 DO NOT PROLONG DECISIONS:

Avoid prolonging the decision-making process, set a deadline, talk to
subordinates who can provide useful information, making it clear that you have
the final say.
3. CONSISTENCY
 EQUITY:
Act following general principles and rules, apply them equitably and without
distinctions.
 PREDICTABLE:
Ensure that employees can predict their decisions when applying company
policies.
 RESPECT FOR AUTHORITY:
Respect the exercise of authority by subordinate bosses, coordinating with

them.
4. FLEXIBILITY
 ADAPTABILITY:
Adapt to new situations by introducing appropriate changes.
 WILLINGNESS TO ACT:
It will show employees that you are aware of what is happening and willing to
take necessary steps to address it.
 RECOGNIZE ERRORS:
Be willing to recognize our errors and take corrective actions to safeguard the
integrity of the company at all times.
 DISCUSS ALTERNATIVES:
Talk daily with subordinates, discuss the alternatives of the new situation and
the facts in a positive way.
5. ACCESSIBILITY
 BE AVAILABLE:
Do not shy away from subordinates, make an effort to listen to and understand
them.
 INSPIRE CONFIDENCE:
Inspire confidence in employees, make yourself visible; Talk to them showing

interest in their problems even when you cannot offer specific help.
 REAL INTEREST:
Go to subordinates and make them feel real interest in their work and
understanding of their problems.
6. FRUSTRATION TOLERANCE
 FACE AND SOLVE PROBLEMS:
A boss's mission is to face, analyze and resolve the daily problems of his area
of responsibility. This defines part of his work, in which sometimes situations
arise that tend to make him desperate due to the conflict they imply; Therefore,
a positive approach to this problem will allow you to appreciate the opportunities
that exist in its solution. We must therefore turn problems into opportunities.
 STRENGTH:
A boss must be the strength of the spirit of his subordinates, having the ability to
resist the problems of work and undertake the task with enthusiasm, analyzing
the reasons for the lack of success and resuming the actions with new drive,
since strength is necessary. to always fulfill duties without allowing any pretext.
7. PROACTIVITY
 ANTICIPATE PROBLEMS:
It is the responsibility of every manager to anticipate problems and changes,

periodically reviewing the factors that may affect the development of the work of
his staff, his own and the company, preparing with possible solutions for when
they arise.
 VISION OF THE FUTURE:
Systematically evaluating the impact of our decisions on the future is also a

great responsibility of managers; Therefore, work plans and programs must
contain all experience and premises based on business facts.
 POSITION MISSION:
Being clear about the why and why of my position, that of everyone and that of
each one of those who depend on me is an obligation of every boss to direct
their actions towards the ends of the business and not towards the means. With
this in mind, the preventive actions taken will be successful.
 DO HOMEWORK:
When bosses take the initiative to make any business proposal, aimed at
increasing its efficiency and/or effectiveness, a rigorous analysis of its
implications must be carried out, considering the basic cost-benefit relationship,
which will serve as support for distribution and, where appropriate, approval;
This is doing homework.
8. GIVE THE EXAMPLE

 EXAMPLE OF POSITIVE ATTITUDE TOWARDS WORK:
The most effective way to earn the respect of subordinates and achieve a work
environment is by setting an example; There are countless occasions in which
the boss complains about the lack of work spirit of his subordinates, without
realizing that it is most likely a reflection of his own attitude towards work.
9. HANDLING COMPLAINTS
 HELP OPPORTUNITY:
Always remember that the “complaint” is an opportunity to help subordinates

and find out about their concerns and work problems.
 ATTENTION:
When a subordinate presents us with a “complaint” we must give them our full
attention and listen carefully to understand the reason or reasons for it.
 PROVIDE CONFIDENCE:
We must make the subordinate feel “trust” and not “fear” when planning the
complaint; since otherwise we will lose any future possibility of communication.
 VERIFY THE COMPLAINT:
Verify the complaint by asking for details and suggestions if deemed

appropriate.
 SOLVE:
Resolve the complaint honestly and communicate honestly, explaining it

carefully, whether one way or another in our conclusion or action. Address and
resolve complaints and suggestions from your staff.
MOTIVATION PROGRAMS.
BOXES:
The motivation programs used for the cashier area are the following:
 INCENTIVES: These are earned when the cashier is efficient and fast
when collecting.
 PUNCTUALITY: This is earned when the cashier checks in at the check-
in time or arrives 10 minutes before your check-in time.
 LOTUS SALE: This is earned when the cashier reaches the lotto sale
that is imposed on him.
BAKERY:
 The motivation programs used for the bakery area are as follows:
 PASTRY INCENTIVE: This is earned when the department produces
more than what is planned, sales are reached or exceeded, there is little
or no shrinkage, and you are punctual when entering.
PROTECTION:
The motivation programs used for this department are the following:
 EXTRA DAYS: In this program, protection guards earn this day as long
as they catch 10 thieves or one employee stealing.
Example:
10 clients = 1 extra day of rest.
1 employee stealing = 1 extra day of rest.
EMPLOYEES IN GENERAL:
 PUNCTUALITY BONUS: (1 extra day of payment per month) this is

earned as long as they check in at their check-in time or 10 minutes
before throughout the month.
TOTAL STORE:
 LOYALTY AND PERMANENCE BONUS: This bonus is provided by the
company to its collaborators for their stay and permanence in the
company.
 PRODUCTIVITY BONUS: earned when the store meets the following:
1).- Reach the sales goals that are established.
2).- Loss little or less than what is established.
3).- It is productive.
4).- Spending is reduced (reduction in internal purchases).
5).- Good inventory control is maintained.
6).- There should not be a shortage of merchandise in the inventories of
Perishables, groceries and general merchandise larger than
authorized.
SUPERVISION.
EXTERNAL SUPERVISIONS.
Managing Director:
Their intervention in the supervision of the stores is uncertain since they do not
have a defined time to appear in them, since most of the time there are
meetings of area managers in which problems, progress and new projects for
different stores are discussed. or appear at the inauguration of one of them.
Zone managers:
These managers supervise the work of the district managers. Their visits to the
stores do not have a defined time as they appear in stores that are not meeting
or achieving the established objectives.
District Managers:
These managers supervise the work of the store managers. Their visits to the
different stores in their district are indefinite. They make the decision of which
stores have the highest priority for visits and in the event that there is going to
be a visit from the store managers. area or general manager, all stores are
reviewed so that they are in the best possible condition when giving the tour.
Johnson delyverty:
Johnson supervises the entire perishable area that has the sanitation methods
required to operate, as well as the floor of the entire store that is clean and the
receiving department, which is where all the perishable merchandise enters.
DEPUTY MANAGER OF PERISHABLES.

TORTILLERIA.
BAKERY.
SAUSAGES AND DAIRY.
DEPUTY MANAGER OF GROCERIES, CLOTHING AND GENERAL
MERCHANDISE.
HOME, ENTERTAINMENT, GIFTS, HYB, WHITE, SPORTS, RECORDS AND
MAGAZINES.
BOYS, GIRLS, GENTLEMEN, LADIES.
FASHION
BABYLANDIA ACCESSORIES.
BABYLAND CLOTHING.
INVENTORY CONTROL DEPUTY MANAGER.
PROTECTION AND MAINTENANCE.
Conclusion
We came to the conclusion that administrative processes are very important for
a company since they tell us how to manage each of its areas.
Administration is a method to satisfy the demands and needs of man in which a

group of people follow methods and techniques of effective coordination,
through processes of planning, organization, direction and control through the
division of work and decision making.
Administration is important since it has certain characteristics such as

universality, instrumental value, temporal unity, its breadth, interdisciplinarity
and flexibility. This makes the administration essential in the social environment
to improve its functioning and aims to make its environment competitive, since
an administrator is responsible for ensuring that the entity in which he works
has a better functioning and this allows the socioeconomic entity to develop. to
be recognized before society.
The administrator must have certain attitudes and skills to carry out his work,
such as: leadership, reasoning, logic, professional ethics, knowledge of the
technologies that optimize their value, and he must also make decisions in favor
of the company. , you must be disciplined and committed, adapt to your
environment and be integrated into the work field to exploit all your knowledge
and evolve professionally.
Planning, organization, direction and control are essential in the operation of a

company as they indicate all the activities to be carried out. In the administrative
processes, all the objectives of the company are presented, as well as its
system of conduct, the goals that it intends to achieve in a given time and its
strategies. The administrative processes are the main ones because they are
the basis of a company by presenting the ideals. .
To have a company, whether small, medium or large, you need not only desire
but skill, intelligence but above all responsibility, since creating a company or
being part of it requires certain knowledge regarding the company, such as the
rules, obligations, rights of each worker regardless of their position and the
benefits that the company grants them.
This work allowed us to learn the different techniques and ways to carry out
optimal and timely administration. Since each of the administrative processes
are reflected in the company in a drastic way and these in turn allow the
company to achieve its objectives.
Bibliography
Web page:
 www.casaley.com.mx
Company:
Personnel administrator Casa Ley (branch 1017) Ley Plaza Fiesta las Palmas.

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AUTONOMOUS UNIVERSITY OF SINALOA

ACADEMIC BUSINESS UNIT

(Lic. International Relation Comercial)

Lic. María de Jesús Hamasaki Gálvez

Investigation of administrative processes

Flores Esquivel Rosaura Sohemi

Silva Vega Dulce Yarely

Trujillo Araujo María Guadalupe

Núñez Izaguirre Patricia

Cortes Gregorio Jesus

Ramirez Soberanes Luis Miguel

Moreno Vargas Jesus Francisco

Gil Rosales Manuel Alejandro

LOS MOCHIS, SINALOA. MAY 2015

LOCATION (MICRO AND MACROLOCATION)……………………………….

GOALS (SHORT-MEDIUM AND LONG TERM)

PROGRAMS AND PROCEDURES………………………………………………

JOB PROFILES (FUNCTIONS, SKILLS AND REQUIREMENTS)

MOTIVATION PROCESSES OR PROGRAMS…………………………………….

The personnel administrator CASA LEY SA de CV is a commercial store that

In a good organizational structure that indicates positions and functions of each

Personnel administrator Casa Ley SA de CV

COMMERCIAL (RETAIL STORE)

LOCATION (MACRO AND MICROLOCATION)

Law, Plaza Fiestas, Las Palmas

We contribute to the well-being of Mexican families, satisfying their consumption

To be the chain of multi-format self-service stores with the highest levels of

GOALS (SHORT-MEDIUM AND LONG TERM)

Opening new branches in states that are already established, making us a

Use advertising in the mass media to make ourselves known as a company as

Partner with a foreign company, managing to position ourselves as a

RULES AND POLICIES

A) Safe and decent working conditions

C) Competitive salaries in the labor market

D) Promotions based on merit and performance

E) Opportunity for your needs, opinions and beliefs to be known

F) Development of your skills to perform your job or future jobs of greater

• RESPECT FOR THE DIGNITY OF PEOPLE:

• TOOLS AND SUPPLIES:

Train new staff, using the induction manual.

3. ENTERTAINMENT AND DEVELOPMENT

Precisely determine the work of subordinates, the expected product, as well as

Accompany the words with practical demonstration, if necessary, repeat the

Do this if it is about complicated or simple jobs.

It is always preferable to err on the side of excess than on defect.

Rotate positions periodically to the personnel under your charge according to

Supervise the work of your staff in detail.

TECHNICAL: resolve technical work problems of the personnel in charge.

5. PAYMENTS, FEES AND VACATIONS

It is important not to systematically schedule overtime, so that staff do not

• CORRECT AND TIMELY PAYMENT:

Respect your staff's meal times. To maintain health it is necessary to have

Strengthen the individual dignity of each employee, conveniently motivating

Precisely determine the work of subordinates, the expected product, as well as

• MEASUREMENT AND STANDARDS:

Learn about the functions, advances, technologies and problems of the

9. MANAGEMENT OF DISCIPLINARY MEASURES

The following provisions should serve as a reference for making decisions on

In any disciplinary measure that is taken, it is very important to investigate and

• ASK FOR EXPLANATION:

If an offense is committed for the second time, it will be sanctioned after

In the event of repetition of disciplinary offenses or during the occurrence of

Any decision to dismiss personnel must be duly and necessarily supported by