Student Name: Mariveles, Franchesca Theresa M.

Student Number: 2023-161942

Section: FIN232

Human Resource Management

Part I. Case Study

Permaja Resources Corporation has the policy of promoting employees from within the organization
on a company wide basis. Seniority is based on the length of service and the performance ratings.

Rod Santos was hired as mechanical engineer trainee on March 20,2017 and got a performance
rating of very satisfactory. He was a trainee for six months before his promotion to Engineer I at
Section A of the machine shop section.

Roger Santiago was hired in January 2018 as engineer trainee in Section B of the machine shop had
a performance rating of very satisfactory for the last two years. Both Santos and Santiago are
mechanical engineering graduates of a prestigious school.

The position of supervising engineer in Section B was left vacant with the promotion of Art Real to
Plant Superintendent of both section A and B. Due to the seniority rule, Rod Santos was promoted to
the post. While Art would like to recommend Roger Santiago to the post, the HR department policy on
seniority rule had to be applied, hence the intention watered down when he talked to the HR manager.
Art talked to Rod Santos about his case and Rod Santos understood that Roger Santiago was also
interested in the position.

One month later, a major machine broke down and Roger Santiago single-handedly worked diligently
on the machine and completed it in due time to meet the customers’ demand. During a break time
after the successful repair of the machine, Rod Santos, in the presence of the other workers,
complemented the efforts and expertise of Roger Santiago. “Roger, thanks for the excellent work you
have done. You are the best engineer around here and I would like you to know that I appreciate your
effort very much. You have the knowledge, skills and experience around here and you are the number
one engineer along this line.”

With the compliment, Roger Santiago resorted a little sarcastically, “ I know how all these things run
here as I am one of those who installed that machine. I know more about this whole thing than you do.
If only the HR department knew how to recognize people with potential, you would not be here in the
first place.”
Questions:
1. Comment on the seniority rule of the company.
- The seniority rule, although may be quite unfortunate for equally skilled employees as
their seniors, served as a good point in Rod Santos and Roger Santiago’s case. The rule
enabled the management to filter the employees not only by their skills and potential but
also by their attitude and level of adaptability to the work environment. As a senior
employee in the company, Rod proved that he had a more developed leadership skill and
a more professional approach to his job.

Despite being aware of Santiago’s interest in the position, Santos did not hesitate to
recognize Roger’s excellent performance. This can be a manifestation of Santos’ priority
to maintain the quality of the company’s services rather than to protect his own personal
interests. The opposite was observed in Roger’s response.

In this case, the superiority rule was an effective policy for the company as it ensures that
competent, professional, and qualified employees take on the bigger roles in the
organization.

2. What would you feel if you were in the shoes of Rod Santos?
- If I were Rod Santos, I would honestly feel offended and humiliated by Roger Santiago’s
comment and opinion. Considering that we were exposed to other employees, it would
feel inappropriate to receive such unprofessional remarks from my junior. Although I
would have understood that Roger’s words may have been influenced by emotions and
personal interests, it would still be disappointing to receive such comments from an
educated and qualified individual.

3. What would you have done if you were Roger Santiago?

- If I were Roger Santiago, I would probably have thanked Mr. Rod Santos for his
compliments and recognition. I would have remained calm and professional despite
feeling proud and better qualified. Creating a scene that puts my senior and other
workmates in such uncomfortable situations will only diminish my chances of getting
recognized for my potential. Exemplifying a poor attitude in the workplace may hurt my
reputation and my relationship with my colleagues.

4. What course of action will you take in this case?

- Review of Company Policy: The management may take a look at the current policy, its
effectivity, any recently recorded instances that involved the policy, and any
recommendations or complaints being received by the department about the rule.
- Private Discussion: Rod Santos may request Roger Santiago to sit down and talk about
the matter privately. This may help Santiago to properly communicate any frustration he’s
having without directly projecting it to Santos in uncalled for situations.
- File a Report:The HR manager may call both Rod Santos and Roger Santiago for a
private meeting to discuss the incident. This may give floor to any necessary conversation
needed to prevent the case from happening again.
- Communication of Company Policy: Rediscuss the policies to current and incoming
employees. This ensures that all members of the organization are aware of the existing
company rules.

Part II. Selection of Human Resources

1. What is the relation between attitude and productivity?
- Attitude has a direct influence on productivity. Individuals with positive attitudes--
professionalism, commitment to excellence, and eagerness to learn and perform
efficiently, are bound to become more productive individuals. On the other hand,
employees projecting negative behaviors have a decreased productivity level, Highly
productive individuals are often those who are motivated and well-supported.

2. How would you determine the most appropriate candidate for the job?
- Before anything else, a Personnel Requirement Form must be provided by the operating
department to the HR department. This will serve as basis for the screening of candidates
 for the position. In reference to the form, the HR department must narrow down the
applicants to the ones with the most fit qualifications. Both skills and attitude count.
Although attitude may be an edge as it indicates the probable level of willingness and
commitment that a candidate can offer, the department must also invest in people who
are already equipped with the right skills. These things can be measured by reviewing the
application forms submitted by the candidates as part of the selection process.

3. How do we measure the validity of the selection process?

- The selection process must utilize reliable instruments that are carefully designed
depending on the requirements set forth by the asking department. The most common
initial instruments that can be used are bio-date and resumes, although the HRD must
practice not heavily relying on enticing resumes. It is still important to physically screen
and assess the applicant. The process must follow a structured set of stages to be
considered valid and credible.
o Preliminary Screening: involves an initial interview to assess obvious factors such
as voice, physical appearance, personal grooming, educational background, and
professional experiences.
o Application Form: Contains information needed by the company for conducting an
in-depth review of the applicant.
o Testing and Evaluation of Results: An objective selection instrument that
determines the qualifications and talents of the applications for the job.
o In-depth Interview: The most important part of the selection process as it focuses
on all the relevant information about the applicant. The final decision on whether
to hire or reject the applicant is made during this interview.
o Evaluating references: These are necessary to testify for the worth of the
applicant. It helps in providing a true and reliable image of the applicant in the job
position.
o Physical Examination: The applicants are asked to undergo a physical
examination at the company clinic or any authorized hospital to determine the
applicant’s physical fitness for the job.
o Placements: Final acceptance of the applicant as approved by the immediate
supervisor or manager.

4. Discuss the role of HRM in the selection process.

- The human resource manager accepts the Personnel Requirement Form from the direct
supervisor or manager of the operating department that has a position to fill. Based on the
form given to them, the HR manager screens and selects applicants who can potentially
fill in the job position. He submits the list of names of initially screened applicants to the
department’s manager for further approval. They also determine the selection procedure
on how to get the most qualified individuals, this procedure is to be reviewed and
approved by the operating department head.