Case 5: Kundiman Communication Corporation: Mr.

Lonely

Leader: De Chavez, Frances Marie C. Members: Andal, Kimberly Jane R Basilan, Jossan Espineli, Rheyna Nieves, Bianca Joahnna Nisortado, Ryan Polintang, Manilyn Ramirez, Kristine Danielle FACTS Kundiman Communication Corporation (KCC) is a local company with more than 2000 employees. Its top management is composed of president and vice president for marketing, operations and administration. One member of the staff is Engr. Lorenzo de Guzman, who is an electronics engineering graduate. He was ordered by his immediate supervisor to head the newly built telecommunication facility in Antipolo, Rizal. Engr. De Guzman has been working with KCC for ten years, therefore he is very familiar with many aspects of the firms operation. PROBLEMS 1. How will Engr. De Guzman recruit qualified persons to occupy the various positions that will be created, if his trainings and experiences have not provided him with experiences to do so? 2. How will he able to know the information about the number of needed personnel and their job descriptions? OBJECTIVES 1. 2. 3. 4. To make the new telecommunication facility operational after 3 months To recruit the qualified and skilled personnel for the newly created facilties To acquire the needed trainings and experiences in hiring and recruitment To know the number of positions to be created

ACTIONS/SOLUTIONS For human resource planning, Engr. De Guzman should consider the forecasting which is a monitoring method. KCC has 2000 employees and its large enough for the company to remain stable even if there will be a layoff. These employees are good source of skilled personnel. For recruitment, Engr. De Guzman should propose to the top management the transfer of some of its personnel from head office to the new facility so that the tie it would take the new facility operational will be attainable and there will be enough supervisors to provide trainings for the new employees that will be hired. For entry-level personnel, the company can rely on printed advertisement and selection. After the selection of qualified applicants, induction and orientation step can be provided by the human resource management unit. Trainings and development is performed by the HR unit with the supervision of Engr. De Guzman. For non-managers, on-the-job training is highly recommended and for executive position, they are given a little time of adjustment period to make them familiar with the new working environment. Engr. De Guzman can also seek help from his friends and ask them for their referred professionals that will occupy the designated jobs, and also he can gain experience and knowledge in recruiting through certain seminars offered elsewhere. CONCLUSION AND RECOMMENDATIONS Poor communication with the top management of the company may lead to different problems. By solving this, it could help him a lot with the specified number of employees needed to be hired. Proper selection of applicants is an important matter therefore must be proper selection screening process. Incoming employees should be tested and undergo trainings.