TO : Hr
--
Group Head- New Project -
Question to be answered:
How can the performance: productivity and professionalism process of the new project be leveled up, improved
IT IS ALL ABOUT BEING BETTER (5 PS: PROFESSIONALISM, PRODUCTIVITY PROFIT, PROCESS AND PERSONAL IMPROVEMENT)
Situation, background reality
1. Very low sales the reason being the 3f has not approved the extension of
0 interest;
2. There are no additional staff the reason being that 3ffb has been slow to
act on applicants (the applicants sent did not pass qualifying exam). We have
approved the lease including the equipemtn
3. The response on Capt Mou has been US (Unsatisfactory)
4. The PDCA sent on #1 was insufficient and there were comments: the incumbent says that he has not corrected the same because there were no comments.yet. But the comments were sent as soon as the first PDCA was sent. When the comments were resent, the incumbent insisted that he has corrected but he hasnt. Because: the goals were not clear, the cost benefit analysis is non existent: ie comparison with old dev cost and new dev cost after buying the drainage outfall at whopping 2.7 million
There is late email today, "Akala ko di nabasa pa March 15 email." Even the March 15 was incomplete.!!
There is late email today, "Akala ko di nabasa pa March 15 email." Even the March 15 was incomplete.!!
5. It appears the emails are not being read (on the PDCA) and on responsibilities of CSS 2 and SFC. The incumbent and their staff have not responded (as is the case of majority with regards to text and emails)
COMPLICATIONS/RESOLUTION
A telecon was conducted by and among the incumbent, SMD and director in charge of new project.
1. Was the email regarding Admin Plan of SFC and CSS 2 read?
The incumbent said that he all ready instructed the staff to answer the email:
COMMENT:
1. IT IS NOT ENOUGH NA NASABI NAINSTRUCT. The head must follow up and see to it that his instructions have been carried out.
BESIDES AS WAS WRITTEN, the CMO has the primary responsibility over use of
cell phone and emails. Therefore again as is often mentioned: "The incumbent is
not aware
2. Can he make his subordinates obey. He said " I will talk to ______ (nickname - therefore friend niya staff) His main focus is friendship rather than execution
3. Did the CSS 2 read the Administrative Plan where it is written in red that there
are certain deadline to be observed in finishing the IF. The incumbent again could
not answer (because he has not read the adminstrative plan and therefore could
not be aware.
2. Preparing PDCA:
1. Does he know how to prepare a PDCA. The process is described in the
admin plan:
2. Deficiency:
1. Hindi clear ang inventory: beginning, sold, ending inventory: total amount
2. Ano ang iextend:
1. How many plots?
2. Ano location
3. Duration
3. Cost benefit analysis: (not discussed with the incumbent)
Under the pre Gonzales purchase, the development cost would be P91 million, under the post Gonzales, development cost would be P57 million
10,000 plots x 40,000/plot
Gross Sales 400,000,000 400,000,000
Net Lot sales 192,800,000 192,800,000
Development cost 91,000,000 57,000,000
GP 101,000,000 135,800,000
Gain: 34,800,000
The remaining inventory for the first part is about 1,400,x 30k = 42,000,000
interest for 5 years at 5% per annum = 25 % 10,500,000
possible promo price expense
% of the amount gained with the 0 interest 10,500,000/34,8000,000
= 30%
Is this justifiable: throwing away 30% of what was gained in
a project which involved purchase of property? Was it worth throwing
away P10,000,000.
This is not clear in DSM PDCA
SOME RESOLUTIONS:
1. HR the cmos must be strictly enjoined to read and answer emails. Allowances disbursement is our tool to leverage them to comply. Do this well
2. Responsibilities for incumbent or entirely removed. be lessened and we seriously consider ending his employment for being irresponsible and irreverent; and frequently answering not being aware. That he agreed to have MRS finish the PDCA is serious admission of incompetence
3. Dapat the incumbent trained him well. The trouble with HR and CDC they were not submitting progress report of training and the HR, including MC who failed on this assignment must be severely censured. T he current CMO must be censured for not doing a good job of training (well makasarili din)
4. Let us not over estimate (as I did ) the capability of ex big company officers. They are just small cogs in a big wheel and then all of the sudden they have big responsibility.
5. We have to grow our own officer. It takes time and accelerated MT program does not work.
6. Let us not only censure the current CSS but also subject him to CCD on record
THIS OFFICE AS OFTEN SAID BY PRRD30, WILL DESTROY IF YOU ATTEMPT TO DESTROY THE COMPANY I FOUNDED
THIS OFFICE AS OFTEN SAID BY PRRD30, WILL DESTROY IF YOU ATTEMPT TO DESTROY THE COMPANY I FOUNDED
FOR COMPLIANCE
P.S.
1. In the immedate dismissal interview conducted last Monday March 26 2018 in their office:
(and it was a big mistake in hiring, and being lax in having a training monitoring - not done
by current and past HR)
1. incumbent could not accept multi tasking; and insists that the other assignments are
not his. After we discussed "How to be a no limit person"
2. that he harbored ill feelings very negative towards superior;
3. that he did not consider corrections as learning and was very egoistical ie that he could
not do wrong;
4. that he used his leadership to lead his troops to failure and being negative
5. he did not act the way he should at his level, despite training, mentoring training
materials sent
2. That being ungrateful he and his kabaro would experience hardships and difficulties in life
We will discern applicants very well and interview him/her in depth and stay in touch until
puwede nang pakawalan. Knowing the applicant well is important - skype and distant interview
may not be enough.
3. That 3f jm staff, may be HR contributed to miscommunication and did not report the seeping
seething negativism. It did a very unsatisfactory job and must be replaced ASAP. Hindi
na nga nagperform, nakagulo pa.
HR MUST BE TRUSTED AND IT MUST DO ITS JOB WELL.
P.S.
1. In the immedate dismissal interview conducted last Monday March 26 2018 in their office:
(and it was a big mistake in hiring, and being lax in having a training monitoring - not done
by current and past HR)
1. incumbent could not accept multi tasking; and insists that the other assignments are
not his. After we discussed "How to be a no limit person"
2. that he harbored ill feelings very negative towards superior;
3. that he did not consider corrections as learning and was very egoistical ie that he could
not do wrong;
4. that he used his leadership to lead his troops to failure and being negative
5. he did not act the way he should at his level, despite training, mentoring training
materials sent
2. That being ungrateful he and his kabaro would experience hardships and difficulties in life
We will discern applicants very well and interview him/her in depth and stay in touch until
puwede nang pakawalan. Knowing the applicant well is important - skype and distant interview
may not be enough.
3. That 3f jm staff, may be HR contributed to miscommunication and did not report the seeping
seething negativism. It did a very unsatisfactory job and must be replaced ASAP. Hindi
na nga nagperform, nakagulo pa.
HR MUST BE TRUSTED AND IT MUST DO ITS JOB WELL.
PAGSASANAY SA TAGUMPAY (Training for Success)
SETTING THE STANDARDS IN INTERMENT SERVICE
Innovation creates more wealth and more customers
Jorge U. Saguinsin
Be a BIDDA now
RRURAC (Read, Reflect, Understand, Realize Act, Check)
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