IS 5 – Organization and Management Concepts

ACTIVITY NO. 2
Organization Name:
Brilliant Skin Essential Inc.

Organizational Structure:

First-line managers or the Heads

None-Managerial Employees such as Coordinators Seniors and Staffs.

Heads

Coordinators

Staffs
Departments
•Executive Department
Under Executive department there are types of executives

I. Executive Director (Manage Executives / overall operations)

II. Executive Secretary ( more focused in CEO )
III. Executive Assistant ( more focused in directors )
IV. Internal Auditor ( overall expenses )
•Admin ( company properties and events )
•Creative ( company overall designs )
•Finance and Accounting ( expenses )
•Human Resource ( employee concerns )
•Logistics ( transportations and shipments )
•Machinery ( automation / innovation )
•Marketing ( public relations and promotions )
•Production ( products )
•Quality Control ( quality assurance )
•Research and Development ( product creation )
•Sales ( client relationship ex. franchisees, distributors and resellers )
•Warehouse ( Storage )

Research and Quality

Executive
Development Control

Human
Sales Production
Resource

Admin Marketing Machinery

Finance and
Creative Logistics Warehouse
Accounting

STAFFING STRATEGY/STRATEGIES:
Brilliant Skin Essential Inc. strategy in their company first they will look internally if there
is a qualified staff in other departments for the open position. If none, the only
requirement is as long as the applicant can do the job correctly.

• Posting Job Hiring – The company will post a notice to inform job candidates about a
new opening and attract them to apply. In Brilliant Skin Essentials Inc, job
advertisements can be seen on their company website and their other social media
platforms.

• Filtering Qualified Candidates – Filtering candidates is done to sort out potential job
candidates that can do the job better. The process of filtering staffs is like making a list
of the criteria that they will have to meet to make it to the next round at each interview
stage - this could be anything relevant to the job role, which can be evaluated in that
specific screening round. Examples: Education, certifications, experience, skills, etc.

• Initial Interview – Initial interviews are very common in staffing strategies. They are
sometimes referred to as screening interviews, first-cut job interviews, or pre-interview.
It enables the employer to determine if an applicant's skills, experience and personality
meet the job's requirements. It also helps the employer assess whether an applicant
would likely fit in with the corporate culture. In Brilliant Skin Essentials Inc. Head
Managers or Coordinators do this job.

• Technical Exam - The technical test is designed to determine if you have the
necessary technical skills to succeed in the position. Companies use these tests to
determine the technical job knowledge and experience of an individual to understand
how they might align with a specific role. This type of test may be used with Retail and
Accounting staff, financial job roles and public relation employees.

• Final Interview - A final interview is generally the last interview you will encounter
before learning whether a company has decided to make you an offer of employment.
This decision is made by the Head Manager or the person in-charge of hiring new
employees.

TRAINING STRATEGY/ STRATEGIES:

• COMPANY POLICY - It is a guideline for all the employees that they should follow.
And a guideline for appropriate behavior of employees. Establish the rules of conduct
within the company, outlining the responsibilities of both employees and employers.
Company policies are in place to protect the rights of workers as well as the business
interests of employers.

• COMPANY RULES DISCUSSION – They discussed the rules to the employees to

guide them in doing the right thing. And more highly engaged productive and less of
making mistake. And it is a set of internal guidelines that establish the rules and
expectations of your company. They help you communicate to employees what they
can and can't do and how they should do it.

• INTRODUCING TO TEAMS – It provides an opportunity for the new employee to get

and to know the team members. This helps the new employee to know the team
members better and feel more comfortable working with them.

• ONBOARDING WITH THE TEAM – it helps new employees acclimate to their new
work environment. Used to help new hires acclimate to the work environment. The
goals of onboarding are to help the new hire feel comfortable in the workplace, earn
their commitment to the company and help them start producing and contributing.
• TECHINICAL TRAINING – a type of training meant to teach the new employee
typically require the use of certain tool and technologies required to use those tools.
Teaches what to learn, develop, implement, maintain support, product or service.

Performance Evaluation:

Setting Key Performance Indicators

(Quality, quantity and technicality)
1) Efficiency Indicator – Productivity
It is responsible for measuring how many resources are needed to carry out production.
With this diagnosis, it is possible to identify wastes that should be avoided and allow
greater productivity.
It is important to know the number of times something needs to be redone or a resource
used during a process, for example. This directly impacts budget reviews and delivery
schedules.
2) Impact Indicator – Customer Satisfaction and Fidelity
Elaborating on research to know if customers are satisfied, if they would buy again and
would recommend your service is imperative to the success of your business.
3) Effectiveness Indicator – Value
How do you know if your product or service actually works? This indicator will help you
understand the influence and relevance that what you offer has in the life of customers.
4) Customer Service Indicator – Customer Complaints
Customers are the business thermometer. If they are complaining a lot, it’s a sign that
things are not going well at all.
Take control of the organization internally, as this is reflected externally.
Make sure the “cogs” of the company are working properly and if employees are
performing their tasks successfully and striving to provide the best care.
5) Safety Indicator – Quality
This indicator is essential as it regards the effect your company has on the health or
physical integrity of customers.
How is it calculated? Test before product launch.
Verify that your product meets all safety measures and certification requirements and
national and international standards.

Performance Review a formal assessment in which a manager evaluates an employee's

work performance, identifies strengths and weaknesses, offers feedback, and sets
goals for future performance. Performance reviews are also called performance
appraisals or performance evaluations. Usually done by Department heads.
 5
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0

Recommendation/s:

Additional time off

Fifty-eight percent of workers would agree to a salary reduction if they could get extra
vacation time. Time off gives employees the chance to maintain work-life balance and
can greatly increase motivation. Encourage them to take the paid leave they have only
35% of employees actually use all the PTO they earn and offer extra vacation time and
flexibility if employees meet certain goals. Additional time off can also help with rising
employee burnout and disconnection.
Employees don’t necessarily need paid time off, either. Most people say they’d take a
lower paying job if it meant having more flexible working arrangements.

Flexible working hours

Flexible work arrangements are alternate arrangements or schedules from the
traditional working day and week. Employees may choose a different work schedule to
meet personal or family needs. Alternatively, employers may initiate various schedules
to meet their customer needs

Members:
Dacunes, Jhon Reynald
Gorospe, Edlyn
Seballe, Ellina Jhen