EXERCISE 11

Human Resource Management

HNF 132 B-1L Group 1
Delfin, Julienne
Inso, Karla Denice
Matiezo, Patricia Isabel
Noriega, Clarice
Zamora, Shernafel
Objectives:
1.
Discuss the employment process.
2.
Identify methods of employee motivation.
3.
Explain the performance appraisal.
Activities:
1. Employment Process
Hiring
For the hiring approach, Bugong management posts in free websites and establishments
for service crew positions. For managerial and other related positions, they post in jobstreet so
that more professional applicants will see their hiring memo.
For managerial position, they must be college graduate and has a work experience in food
industry as a minimum requirement before they can get through the interview.
In general, application form is being filled up by applicants as a first step in their application
process. After the application form, there follows an examination which is mostly Mathematics
for the service crew. Initial interview follows which is conducted by the human resource person
wherein questions may include their educational attainments, abilities, skills and interpersonal
relationship towards other employees.
Orientation
Orientation starts with the human resource for half day only. Soon after, they are being
introduced to the different products of Bugong which can last for 6 days, for 8 hours a day in a
classroom type set up.
Training
The said orientation is done by sir JP a training assistant in Bugong. The apprentice/
trainee will be accompanied by a crew for 26 days until they get used to their work.
There are also instances wherein trainees are not being accepted because of violation of
rules and Bugong is very particular with this case since they do not want any employee who do
not meet their minimum standard for personnel that will represent their food establishment.

For supervisors, and higher positions, they have a 2-month training with sir Kevin the vice
president of bugong to ensure that they get the best employees in their respective fields.
For regular employees, there is an annual training endorsed by store managers to make sure that
they are still working efficiently and effectively. If there is a need for improvement of work
performance, the employees are transferred to another branch or location for more training.
Promotion
The promotion inside Bugong is based on the educational attainment of employee. Those
with higher education attained like masteral degree has a more tendency to be promoted. In
addition to this, work attitude is also given importance if the employee can work well both
individually and in a group. Years of stay is another priority in promotion since it is understood
that they are already exposed to how the food establishment works and is being managed.
Punishment
First offense is punished by written warning. Second offense involves 3 days suspension. Third
offense, 6 days suspension, fourth offense, 15 days suspension and for the fifth offense,
dismissal is already the punishment.
If for instance an employee tells a co-worker to sign in him in work even if he is absent,

dismissal will be the penalty for the said action.

Figure 1. Application form for the applicants of Bugong.

Figure 2. Checklist for pre-hiring requirements of Bugong applicants.

2.
One senior employee was the only one in the Human Resource office at the time of our
interview. Her name is Ms. Shiela and she has been working in Bugong for many years now.
According to her, the main reason why she has stayed and remained loyal to Bugong is her
accessibility to the working place. She only lives in Los Banos, Laguna and so getting to work
has been less of a hassle for her ever since. Second to this are the benefits that Bugong has for its
employees such as SSS, PAG-IBIG, Philhealth and monthly pay that is essential for an
employees needs. Another reason is how their bosses treat them which according to her is much
more than they need from a boss. She said that sir Armando Erguiza who is the president and
owner of Bugong is very nice to them and treats them equally. The salary also is just enough for
her needs that is why she has remained loyal to Bugong.
3. Evaluation
Bugong supervisor conducts a monthly evaluation of their employees. This activity is
arranged beforehand and the schedule is arranged according to the type of work assigned to each
individual employee, It is usually done at the end of the day or after working hours, and is
facilitated by the store manager. According to the HR manager, an employee will be assessed
according to his/her performance for the day. Some of the factors considered are punctuality,
working relationship with co-workers, ability to handle customers properly, and mastery and
accomplishment of assigned tasks for the day.

Meanwhile, for the employee applicants, they are evaluated after completing 26 days of
training. They make use of the Interview Appraisal Report form in the assessment of the
applicants. The factors considered include:
a. Self Presentation (20%) - appearance, body built, health, manner,
complexion and grooming
b. Educational Attainment (10%) - Scholastic Achievement, relevant
degrees obtained, training
c. Work Experience (10%) - relevant work experience, work records,
progress, relations with peers and superiors, accomplishments
d. Mental and General Abilities (15%) - comprehension, alertness,
response, quality of reasoning and judgement
e. Personality Traits and Motivation (15%) - maturity, confidence,
tolerance, interpersonal relations, drive, goals, career interest
f. Communication Ability (20%) - Oral/Speech, quality of language
and choice of words
g. Job Dimensions (10%) - specific characteristics and traits essential
for access in the job (e.g. obedience, extroversion, honesty, respect, etc.)
The position they applied for will be taken into consideration when giving remarks and
grades. In this regard, the applicant who gains a score of >85% will have their forms forwarded
to the HR manager and be recommended for hiring. On the other hand, an average score of 85%
in the evaluation will most likely mean that they are on hold for comparison for others. They
have a 50/50 chance of being dismissed or accepted depending upon the assessment results of
other employees. If 79%, dismissal will be immediately implemented.

Figure 3. Evaluation form of the employees.

For the salary of the employees, the service crew earns P 356.15/ day and for the
manager, the salary to depends on his load. For the part-time workers, they are allowed to work
in Bugong and their salary rate is the same as other employees but on an hour basis. They are not
allowed to work for 8 hours which is a regular working time for employees.