GENERAL INFORMATION 1. Strategic HRM 1.1.

Mission Statement We operate worldwide for our clients in the USA, Latin America and Europe. We operate with state of the art technology, infrastructure and processes in all our locations. We are an amicable company and closely integrated with our client's processes at very competitive pricing. We maintain a working environment that promotes growth and positive values to our employees and communities where we operate.

1.2. Vision Statement To be the preferred partner for our clients in regards to business process and call center outsourcing, operating with values that transcends with our employees and communities where we operate.

1.3. Values/Goals/Objectives As a Qualfon Philippines Inc. Employee we expect you to embrace these personal leadership values: a. You should act with integrity. b. Treat others with dignity c. Work with high level of performance focused on excellent customer service. d. Teamwork e. Act spiritually and help others

2. Staffing Function 2.1. Recruitment and Selection Sources Internal - (promotion/application for higher applications) vs external - rank and file positons. Gather information from direct applicants and referrals Advertisement in newspapers and periodicals Employment agencies - Training Centers, Headhunters Colleges and universities through job fairs Electronic recruiting through online portals like Jobstreet.com and Mynimo.com

Methods of Selection Interviews -Initial interview, HR behavioural Interview, Account Interview Interviews References and biographical data - resumes Cognitive ability tests (verbal comprehension, quantitative ability, reasoning ability) Personal inventories (extroversion, adjustment, agreeableness, conscientious, inquisitiveness) **Aptitude test, Supervisory index **Medical Exams, Drug tests

2.2. Orientation Program Perform weekly orientation that discusses company's history, mission, vision, policies, rules and regulations, salary and benefits as well as organizational structure. Company Manuals Company manual is available employees via an online portal. We recommend that the company produce a hard copy of the manual for accessibility. Corporate Culture Professional environment that observes smart casual attire, decency in physical appearance (clean cut for males, no cross dressing, no miniskirts/shorts and slippers), and management maintains two-way communication in all departments.

2.3. Entry Salary and Benefits High entry salary. Salary is at par with other existing organizations offering the same services. Offers statutory benefits such as SSS, Pag-ibig, PhilHealth and other company benefits.

3. Development Function

3.1. Qualifications of Employees Job specific

3.2. Job Description JD is given to each employee immediately after acceptance of the job offer.

3.3. Job Specification Basic qualification are required and outlined for the positions available.

3.4. Job Evaluation Done semi-annual.

3.5. Training and Development Program Existing in the company but is not handled by HR. We recommend that they establish a Training and Development area under HR that will focus on the enhancement of employees KSA.

4. Motivation 4.1. Organizational Environment Strategically located in the premier IT hub in the city. Each department is given a designated office space as well as employees are given there very own work station, presence of a pantry where goods are reasonably priced and available parking space

provided that it is registered, existence of chapel, bathrooms and sleeping lounge as well as a game room .

4.2. Salaries and Benefits COMPENSATION SCHEDULE - paid twice every month. maintain an accurate record of all time worked. The time recorded will be used to calculate salary and maintain paid leave credits. BENEFITS: Health insurance, Social Security, 13th month pay, Performance bonus, annual increase, Paid holidays, 12 paid time off (vacation leave), 6 sick leaves, matrimonial leave, birthday leave, paternity leave, maternity, Parental Leave for solo parents, D. LEAVE FOR VICTIMS OF VIOLENCE AGAINST WOMAN AND THEIR CHILDREN (BATTERED WOMAN LEAVE), E. SPECIAL LEAVE BENEFITS OF WOMAN (MAGNA CARTA OF WOMAN),

4.3. Internal and External Equity We recommend that there be a dedicated (market research) team to perform benchmarking and research on current industry trends and practices

5. Maintenance Functions 5.1. Performance Management Performance appraisal is done by the supervisor and manager semi-annually for regular employees. Probationary employees are evaluated on the 3rd month.

5.2. Discipline and office behaviour Company policy is known to all, adherence.

5.3. Compliance to law Basic pay is above minimum; overtime pays and night differential are properly compensated; statutory deduction are.

5.4. Regularization, promotion, demotion, separation Regularization - 6 months probationary period, full employee benefits can be availed. Promotion - done through application process and screening of qualified applicants, perform evaluation is a major determinant factor by means of scorecards/performance metrics. Demotion - when applicable, it follows due process based on the Labor code. Separation - 30 day notice is to submitted to the superior and HR, are entitle to separation pay.

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