COLITRONICS INCORPORATED

REINVENTING YOUR FUTURE

COMPANY LOGO
VISION

We, at Colitronics Incorporate (Inc.), truthfully envisions to create a whole new

structure of electronic applications that can be the foundation of the modern-
day technological innovation throughout the country.
MISSION

Colitronics Incorpored harnesses the power of optimism into a suitable form of

products and outputs through optimal synergy and series of conclusive ideas
that can be a solution to the future needs of the growing population.
QUALITY POLICY

Colitronics Incorporated applies state-of-the art modern technological

advancements from the hierarchical process to the produced outputs with the
hope of improving the way of living of the future generations.
SAFETY POLICY

We, at the company, ensures and foremost recognizes the workers as one of the
vital assets of the company. Colitronics Incorporated assures to use every user
and eco-friendly materials to create more sustaining and applicable gadgets
and electronic equipment. We, also, ensures to secure suitable working area
and condition for optimal improvement.
HR PRODUCTION STRATEGGY
INTRODUCTION TO HR PROCESS

• Planning and the development of an HR strategy is a critical part

of the HR process. It is important that all HR processes and
initiatives are developed as part of an overall people strategy
which is aligned with, and designed to assist in the achievement of,
the organizational strategy and goals
KEY ROLES OF HR DEVELOPMENT

• A key part of the HR planning role is the development of a workforce plan.

This plan is a design for the organisation to attract, retain and develop the
workforce required in order to the meet its present and future needs.

• Another key role of the HR function is the development and implementation of

policies and associated procedures. There are important aspects to include
when developing a policy to ensure it is interpreted and implemented
correctly when rolled out across an organisation.
SIX MAIN FUNCTIONS OF HR DEPARTMENT

• RECRUITMENT
-The success of recruiters and employment specialists generally is measured by
the number of positions they fill and the time it takes to fill those positions.
Recruiters who work in-house -- as opposed to companies that provide recruiting
and staffing services -- play a key role in developing the employer's
workforce.
• SAFETY
-Workplace safety is an important factor. Under the Occupational Safety and
Health Act of 1970, employers have an obligation to provide a safe working
environment for employees. One of the main functions of HR is to support
workplace safety training and maintain federally mandated logs for workplace
injury and fatality reporting. In addition, HR safety and risk specialists often
work closely with HR benefits specialists to manage the company's workers
compensation issues.
• EMPLOYEE RELATIONS
-In a unionized work environment, the employee and labor relations functions of
HR may be combined and handled by one specialist or be entirely separate
functions managed by two HR specialists with specific expertise in each area.
Employee relations is the HR discipline concerned with strengthening the
employer-employee relationship through measuring job satisfaction, employee
engagement and resolving workplace conflict.
• COMPENSATION AND BENEFITS
-Like employee and labor relations, the compensation and benefits functions of
HR often can be handled by one HR specialist with dual expertise. On the
compensation side, the HR functions include setting compensation structures and
evaluating competitive pay practices. A comp and benefits specialist also may
negotiate group health coverage rates with insurers and coordinate activities
with the retirement savings fund administrator.
• COMPLIANCE
-Compliance with labor and employment laws is a critical HR function.
Noncompliance can result in workplace complaints based on unfair employment
practices, unsafe working conditions and general dissatisfaction with working
conditions that can affect productivity and ultimately, profitability.
• TRAINING AND DEVELOPMENT
-Employers must provide employees with the tools necessary for their success
which, in many cases, means giving new employees extensive orientation training
to help them transition into a new organizational culture. Many HR departments
also provide leadership training and professional development. Leadership
training may be required of newly hired and promoted supervisors and
managers on topics such as performance management and how to handle
employee relations matters at the department level.
ROLE OF HR DEPARTMENT
• The human resources management team suggests to the management team
how to strategically manage people as business resources. This includes
managing recruiting and hiring employees, coordinating employee benefits
and suggesting employee training and development strategies.
• In this way, HR professionals are consultants, not workers in an isolated
business function; they advise managers on many issues related to employees
and how they help the organization achieve its goals.
WORKING TOGETHER

• At all levels of the organization, managers and HR professionals work

together to develop employees' skills. For example, HR professionals advise
managers and supervisors how to assign employees to different roles in the
organization, thereby helping the organization adapt successfully to its
environment. In a flexible organization, employees are shifted around to
different business functions based on business priorities and employee
preferences.
COMMITMENT BUILDING

• HR professionals also suggest strategies for increasing employee commitment

to the organization. This begins with using the recruiting process or matching
employees with the right positions according to their qualifications. Once
hired, employees must be committed to their jobs and feel challenged
throughout the year by their manager.
BUILDING CAPACITY

• An HRM team helps a business develop a competitive advantage, which

involves building the capacity of the company so it can offer a unique set of
goods or services to its customers. To build the an effective human resources,
private companies compete with each other in a "war for talent." It's not just
about hiring talent; this game is about keeping people and helping them grow
and stay committed over the long term.
PRODUCTION STRATEGY

• Colitronics promises legitimate parts from reliable suppliers and distributors to

provide quality products to satisfy the public’s hunger for cellphone
experience. But in selecting companies with outstanding records, we in
Colitronics do not disregard the economical value of of our products by
balancing the scales of having above the norm parts with a price in line with
the consumer’s budget.
MARKETING STRATEGY

• In the millennial era, we at Colitronics would love to cater to the public’s trend
mostly because in our era, we would rather buy things that we see on other
people’s hands. Our company provide products that guarantees upper-most
satisfaction that people will always want more.