PAGSASANAY SA TAGUMPAY
1. Determine what you want from your sales team:
Audacity
Competitiveness
Energy
2. Have a script/playbook, how to sell, a manual
3. Most effective training
1. Energetic trainer;
2. Live sales appointment
3. Live sales call
4. Role playing
5. Ask permission to have sales call to serve as training video
6. Develop the discipline of follow up
7. Measure performance of sales people: behavior and results
Track accountability say sales call and results: daily weekly, monthly quarterly
8. Tools: 24/7. We are limited to train sales people
1. Video
2. Manual
3. Sales book
9. Create sales environment that makes people to compete
1. Prizes
2. Gas cards
3. Gift checks
4. Movie card
10. A sales office with sales bulletin updated daily
Showing posts with label recruitment. Show all posts
Showing posts with label recruitment. Show all posts
January 05, 2019
December 27, 2018
Miniscule sales force
It saddens me that hard work is a rare commodity in the sbu when it comes to sales force recruitment and training
Maybe with regards to prospecting too. No wonder our sales results are disappointing. Can we do better next year 2019. Ating bantayan?
Aba. Ang laki ng gastos sa mga party at mga event... Ganito lang ang nagbebenta sa atin. Baka nga hindi pa iba niyan eh.
--
PAGSASANAY SA TAGUMPAY (Training for Success)
Jorge U. Saguinsin
YOUR OFFICES ARE TO REFER TO THESE ON QUESTION ABOUT PRODUCTS information and pricing. Please RRURAC
Holy Gardens One Stop Shop (Master Brochure)
1. LET US WORK TOGETHER TO CREATE BEAUTIFUL LIFE STORIES (not worries)
2. BIDDA: BELIEVE, INSPIRE, DREAM, DO AND ACT
3. Read and answer all email and texts. Be responsible
4 RRURAC (Read, Reflect, Understand, Realize Act, Check) # 3
5. Makipag TIPAN - iGALANG ang mga nasusulat: CCD handbook at MC
Pag uusapan sa am talk
YOUR OFFICES ARE OBLIGED ORDERED TO UPDATE THEIR POSTS AT THE FOLLOWING SITES: (they have been placed here for your easy reference)
Weekly posting at HolyGardens Communications and Best Pictures
Notice: This email address is a private property of Holy Gardens Group and its contents are private and confidential. Its contents and attachment may not be copied nor forwarded to parties other than the ones intended to, nor can the contents be used other than the original intent You are advised to delete the message you received if in case it may have been wrongly sent to your good office
September 10, 2017
Improvements in the output of Human Resources needed
Kindly attend to these. As we improve the action (remove delays or batching efforts that stymie our recruitment efforts) the nearer we come close to achieving our goals. ASSIST, SUPPORT, COUNSEL THE INCUMBENT HR: (MM, MRS)
--
1. Recruitment:
1. For Calapan : CSS 1, CSS 3, GT new TS
2. For Calamba: CSS 2, CSS 3, New TS, Embalmer, CSS for CMS
3. For LUMP: CSS 1, CSS 2, CSS 3, TS
4. For 3ffb:
1. Rewards Assistant; BPI
2. Accounting Assistant MLII (Insurance and Funds)
3. Records Assistant
4. CSS Destiny Financials
I WANT TO SEE MORE DETERMINATION FASTER AND DEDICATED
EFFORTS
2. Pending items:
1. PAI
2. Bulletin Board, mottos to be posted;
3. Sharing of 3f AM talk with SBUs
4. Update of the videos: remove the aimersoft, lengthen interval for important post
5. Final Admi plan/ appointment papers
6. PDCA for Performance Evaluation
cc: 201 file of Maricar.
She needs to improve:
1. Her planning;
2. Followership/execution
3. Faster execution
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)
Please visit the following sites:
Notice: This email address is a private property of Holy Gardens Group and its contents are private and confidential may not be copied or forwarded to parties other than the intended parties. nor can the contents be used other than the original intent You are advised to delete the message your received if in case it may have been wrongly sent to your good office
December 08, 2016
Proposed Incentives for Destiny Planners;
BE a BIDDA: "BELIEVE, INSPIRE, DREAM, DO ACHIEVE"
A servant can only serve one master at a time; only be pure Holy Gardener or Destiny Planner:
For sales Destiny Planners:
Draft Proposal
Objectives:
1. To recruit more sellers;
2. To motivate and reach sales targets
3. To encourage sellers to stay long with the company
Definition of terms:
Total Cash Receipt: Gross Receipt of customer payment which include the com, discount and Travelling allowance.
Net Cash receipt is Cash receipt: less
com
vat
insurance
transportation allowance.
Many of our additional incentives is based on the NCR
1. Recruitment and training incentive
P200.00 for every trainee who pass the exams and the recruiters
free food (lunch for trainees for 3 days)
P1,000 + certificate for top notchers in exam, 500 for the Sales Director
2. Sales:
1. Monthly
Ice breaker award - P1,000 for every branch, first sale for the month
Full dp (20%) - P300.00 for plots (or annual payments for memorial plan
Spot cash - 2% of NLP provided the discount is less 5% or less, 1% only if sagad or higher ang discount
Small achievers award
Monthly
BASED ON NET CASH RECEIVED (net of com if spot cash, PC, VAT, IF, Transportation Collection allowance
NCR P20,000 a month P500.00 cash award (eq to 0.05% of sales
NCR of 50,000 a month 1,250 cash award (eq to 0.05 of sales, 2.5% of NCR
NCR of P100,000 a month 2,500 cash award (eq to 0.05 of sales, 2.5% of NCR
For individuals reaching sales target 0.5% of total sales or 2.5% of NCR
NCR of 500,000 12,500 cash or travel equivalent/hotel gadgets
NCR of P1,000,000 25,000 cash or travel equivalent, hotel gadgets
NCR of 2,000,000 P 50,000 cash or travel, gadget equivalent
NCR of 2,500,000 62,500
Quarterly and and semestral awards (group for incentives) assuming there are five members to a team. There could be more
P2,500,000 P62,500
5,000,000 125,000
10,000,000 250,000
12,500,000 312,500
Annual awards
Trophies, certificates, announcement in social media, mass media
Warrior awards:
For sales topnotchers
Millionaires award
Based on NCR (cumulative) for say 2 years)
Lifetime achievement award:
Chairman;s circle - millionaire for the past 5 years
Presidential circle - millionaire for the past 2 years
Health Insurance
Free health card for those who bring in business monthly for 2 years NCR of P100,000 per year
Term life insurance for those who bring in business of at least NCR of P200,000 per year
Total costs would be about 5 to 7% of sales. 5% would come from ME, and 2% would come from GAI
Targets and incentives (based on cumulative NCR for a period)
95% - 0.75
100% 1.00
110 1.5
120 1.75
130 2.00
Incentive Rate (monthly based on NCR, pay out is quarterly)
NSM - 1%
RSM - 1.5
BSM 2%
(Proposal for them is to have some allowances)
Targets per month
" NSM - 2,000,000
RSM 1,000,000
BSM 500,000
Simulation:
Assume 130 % performance:
Month Qtr
NSM 2,400,000 x 1x 2 = 48,000 144,000
RSM 1,200,000 x 1.5 x 2 = 36,000 108,000
BM 500,000 x 2 x 2 = 20,000 60,000
A servant can only serve one master at a time; only be pure Holy Gardener or Destiny Planner:
For sales Destiny Planners:
Draft Proposal
Objectives:
1. To recruit more sellers;
2. To motivate and reach sales targets
3. To encourage sellers to stay long with the company
Definition of terms:
Total Cash Receipt: Gross Receipt of customer payment which include the com, discount and Travelling allowance.
Net Cash receipt is Cash receipt: less
com
vat
insurance
transportation allowance.
Many of our additional incentives is based on the NCR
1. Recruitment and training incentive
P200.00 for every trainee who pass the exams and the recruiters
free food (lunch for trainees for 3 days)
P1,000 + certificate for top notchers in exam, 500 for the Sales Director
2. Sales:
1. Monthly
Ice breaker award - P1,000 for every branch, first sale for the month
Full dp (20%) - P300.00 for plots (or annual payments for memorial plan
Spot cash - 2% of NLP provided the discount is less 5% or less, 1% only if sagad or higher ang discount
Small achievers award
Monthly
BASED ON NET CASH RECEIVED (net of com if spot cash, PC, VAT, IF, Transportation Collection allowance
NCR P20,000 a month P500.00 cash award (eq to 0.05% of sales
NCR of 50,000 a month 1,250 cash award (eq to 0.05 of sales, 2.5% of NCR
NCR of P100,000 a month 2,500 cash award (eq to 0.05 of sales, 2.5% of NCR
For individuals reaching sales target 0.5% of total sales or 2.5% of NCR
NCR of 500,000 12,500 cash or travel equivalent/hotel gadgets
NCR of P1,000,000 25,000 cash or travel equivalent, hotel gadgets
NCR of 2,000,000 P 50,000 cash or travel, gadget equivalent
NCR of 2,500,000 62,500
Quarterly and and semestral awards (group for incentives) assuming there are five members to a team. There could be more
P2,500,000 P62,500
5,000,000 125,000
10,000,000 250,000
12,500,000 312,500
Annual awards
Trophies, certificates, announcement in social media, mass media
Warrior awards:
For sales topnotchers
Millionaires award
Based on NCR (cumulative) for say 2 years)
Lifetime achievement award:
Chairman;s circle - millionaire for the past 5 years
Presidential circle - millionaire for the past 2 years
Health Insurance
Free health card for those who bring in business monthly for 2 years NCR of P100,000 per year
Term life insurance for those who bring in business of at least NCR of P200,000 per year
Total costs would be about 5 to 7% of sales. 5% would come from ME, and 2% would come from GAI
Targets and incentives (based on cumulative NCR for a period)
95% - 0.75
100% 1.00
110 1.5
120 1.75
130 2.00
Incentive Rate (monthly based on NCR, pay out is quarterly)
NSM - 1%
RSM - 1.5
BSM 2%
(Proposal for them is to have some allowances)
Targets per month
" NSM - 2,000,000
RSM 1,000,000
BSM 500,000
Simulation:
Assume 130 % performance:
Month Qtr
NSM 2,400,000 x 1x 2 = 48,000 144,000
RSM 1,200,000 x 1.5 x 2 = 36,000 108,000
BM 500,000 x 2 x 2 = 20,000 60,000
December 02, 2016
Proposed Sales Incentives for Holy Gardens Sellers
BE a BIDDA: "BELIEVE, INSPIRE, DREAM, DO ACHIEVE
For Holy Garden Memorial Plots sales
Draft Proposal
Objectives:
1. To recruit more sellers;
2. To motivate and reach sales targets
3. To encourage sellers to stay long with the company
1. Recruitment and training incentive
P200.00 for every trainee who passes the exams; for the trainee and the recruiter
free food (lunch for trainees for 3 days)
P1,000 + certificate for top notchers in exam, 500 for the Sales Director
2. Sales:
1. Monthly
Ice breaker award - P1,000 for every branch, first sale for the month
Full dp (20%) - P300.00 for plots (or annual payments for memorial plan
Spot cash - 2% of NLP provided the discount is less 5% or less, 1% only if sagad or higher ang discount
Small achievers award
Monthly
BASED ON NET CASH RECEIVED (net of com if spot cash, PC, VAT, IF, Transportation Collection allowance
NCR P20,000 a month P500.00 cash award (eq to 0.05% of sales
NCR of 50,000 a month 1,250 cash award (eq to 0.05 of sales, 2.5% of NCR
NCR of P100,000 a month 2,500 cash award (eq to 0.05 of sales, 2.5% of NCR
For individuals reaching sales target 0.5% of total sales or 2.5% of NCR
NCR of 500,000 12,500 cash or travel equivalent/hotel gadgets
NCR of P1,000,000 25,000 cash or travel equivalent, hotel gadgets
NCR of 2,000,000 P 50,000 cash or travel, gadget equivalent
NCR of 2,500,000 62,500
Annual awards
Trophies, certificates, announcement in social media, mass media
Warrior awards:
For sales topnotchers
Millionaires award
Based on NCR (cumulative) for say 2 years)
Lifetime achievement award:
Chairman;s circle - millionaire for the past 5 years
Presidential circle - millionaire for the past 2 years
Health Insurance
Free Philhealth for consistent sellers for 12 months; minimum of one plot per month, 2 plots/month at Holy Gardens NCR of P50,000 per year
For Holy Garden Memorial Plots sales
Draft Proposal
Objectives:
1. To recruit more sellers;
2. To motivate and reach sales targets
3. To encourage sellers to stay long with the company
1. Recruitment and training incentive
P200.00 for every trainee who passes the exams; for the trainee and the recruiter
free food (lunch for trainees for 3 days)
P1,000 + certificate for top notchers in exam, 500 for the Sales Director
2. Sales:
1. Monthly
Ice breaker award - P1,000 for every branch, first sale for the month
Full dp (20%) - P300.00 for plots (or annual payments for memorial plan
Spot cash - 2% of NLP provided the discount is less 5% or less, 1% only if sagad or higher ang discount
Small achievers award
Monthly
BASED ON NET CASH RECEIVED (net of com if spot cash, PC, VAT, IF, Transportation Collection allowance
NCR P20,000 a month P500.00 cash award (eq to 0.05% of sales
NCR of 50,000 a month 1,250 cash award (eq to 0.05 of sales, 2.5% of NCR
NCR of P100,000 a month 2,500 cash award (eq to 0.05 of sales, 2.5% of NCR
For individuals reaching sales target 0.5% of total sales or 2.5% of NCR
NCR of 500,000 12,500 cash or travel equivalent/hotel gadgets
NCR of P1,000,000 25,000 cash or travel equivalent, hotel gadgets
NCR of 2,000,000 P 50,000 cash or travel, gadget equivalent
NCR of 2,500,000 62,500
Annual awards
Trophies, certificates, announcement in social media, mass media
Warrior awards:
For sales topnotchers
Millionaires award
Based on NCR (cumulative) for say 2 years)
Lifetime achievement award:
Chairman;s circle - millionaire for the past 5 years
Presidential circle - millionaire for the past 2 years
Health Insurance
Free Philhealth for consistent sellers for 12 months; minimum of one plot per month, 2 plots/month at Holy Gardens NCR of P50,000 per year
January 30, 2015
Authority for Recruitment of staff and officers at the North
CONFIDENTIALITY NOTICE/disclaimer: The information contained herein is strictly confidential in nature and is the property of Holy Gardens Group and intended only for the intended recipient and its reuse,reprinting or taking action other than the intended party is strictly prohibited. Holy Gardens assume no responsibility liability arising from such unauthorized use.
Google.com+/HolyGardensGroup
---------- Forwarded message ----------
From: Holy GardensGroup <holygardens.group@gmail.com>
Date: Thu, Jan 29, 2015 at 3:48 PM
Subject: Recruitment of staff and officers at the North
To: hgmpgreenhills <hgmp.calamba@gmail.com>
From: Holy GardensGroup <holygardens.group@gmail.com>
Date: Thu, Jan 29, 2015 at 3:48 PM
Subject: Recruitment of staff and officers at the North
To: hgmpgreenhills <hgmp.calamba@gmail.com>
Memorandum:
TO : Ms. Cynthia Cartago
Subject: Recruitment of officers and staff
You are hereby assigned to do and complete the following:
1. Find replacement for Ms. BGG from within or outside the company. As much as possible try to get replacement who are homegrown.
2. Recruit for Holy Gardens La Union. RCC committed to hire since August and is uncompleted up to now.
Please explore use any or all of the following tools:
FB
Job Portals
Newspaper ads
LSM ads
Please execute and update this office
For compliance
July 28, 2014
Revised recruitment ads for 3ffb
We are a management company in charge of 5 memorial parks in the country with inventories over a billion.
We are in need of team members (MANAGEMENT TRAINEES) who can help us manage these memorial parks. They must be skilled, capable and high level of motivation and leadership
ARE YOU OUR MAN/WOMAN? Do you desire to be leader/manager?
Job openings:
Accounting positions: treasury, accounts receivable,
Records and documents management
Administration and human resources
See us, contact us soon:
Telephone: 02 651 4201
Email: majorem.lending@gmail.com
xxxxxxxxxxxx
Please lay out nicely and change our posters
CONFIDENTIALITY NOTICE/disclaimer: The information contained herein is strictly confidential in nature and is the property of Holy Gardens Group and intended only for the intended recipient and its reuse,reprinting or taking action other than the intended party is strictly prohibited. Holy Gardens assume no responsibility liability arising from such unauthorized use.
RRURAC: Read, Respond, Understand, Reflect, Apply and Check
BIDDA: BELIEVE INSPIRE DREAM DO ACHIEVE
Google.com+/HolyGardensGroup
Jorge US
Holy Gardens Group
Please visit:
CONFIDENTIALITY NOTICE/disclaimer: The information contained herein is strictly confidential in nature and is the property of Holy Gardens Group and intended only for the intended recipient and its reuse,reprinting or taking action other than the intended party is strictly prohibited. Holy Gardens assume no responsibility liability arising from such unauthorized use.
Google.com+/HolyGardensGroup
April 14, 2014
We at Holy Gardens group feel and think that committing the soul of our beloved is a sacred task
Thus if you are outgoing, are sympathetic to the lives of others, especially to those who are in grief, then it is the time to join us and be of service to others
If you are religious and God fearing, then you agree that the best way to serve God is to serve his creatures.
February 14, 2014
5 traits to look for to get outstanding employees;
4. Ownership and pride
5. Ability to work hard.Integrity too
February 13, 2014
Completion of Recruitment to implement NSS
TO : Concerned SBUs
Calapan
Oton
La Union
Pangasinan
Subject: RECRUITMENT
To execute our strategies, we need people.
We need to recruit.
We have been following this through text and we do not get response (subtraction to communication for performance evaluation. Many are all ready zero in this department)
There are incentives that are outlined published like signing bonus and referral fee and many may not have been motivated.
There are selected companies that can qualify for NSS but cant if they have incomplete staff.
For action
Jorge US
Holy Gardens Group
CONFIDENTIALITY NOTICE/disclaimer: The information contained herein is strictly confidential in nature and is the property of Holy Gardens Group and intended only for the intended recipient and its retransmittal , reuse,reprinting or taking action other than the intended party is strictly prohibited. Holy Gardens assume no responsibility liability arising from such unauthorized use.
Google.com+/HolyGardensGroup
December 12, 2013
HR Policies Part I Recruitment - Pen and Paper Tests
"Pag gusto, may paraan; pag ayaw, maraming dahilan "
BIDDA: " believe, inspire, dream, do, achieve"
Pen and paper tests (written exams) are given to the applicant to have a documented basis for his passion, attitude, and knowledge.
The pen and paper test consists of:
1. The obedience and compliance test.
The applicant is given a sheet of paper, and it is clearly stated, to follow the instructions and read the instruction carefully. The applicant is supposed to do a thing at the end of the instructions. If he does anything foolish during the exam, he is asked to stop and discontinue taking the exam (strictly)
2. The one word exam
The applicant must choose any two of the five word. He is asked to write everything he knows about the word (tags, sentences, paragraphs about the word/s he selected.
Suggested 5 words: learning, work, business, determination, problems solving
Grading: thorough and incomplete, average, fail
3. Reading and comprehension exam
The applicant is asked to read two articles in the blog (related or not to the job) Better still to go to some of the employee handbook stuff, and is asked to summarize in his own handwriting. He must answer the following:
1 What are 2 or 3 important things that I learned
2. What is the relation of this article to what I all ready know?
3. How can this article help me in my personal and professional life
Grading: thorough and complete, average, fail (did not follow instruction, is not comprehensive and shallow)
4. Work attitude exam
Answer Yes or No, Y/N
There are 25 questions and this tests the applicants view of work, the world, the country
1. Typhoon Yolanda is Gods punishment to people of Visayas for all their sins.
2. The passage of RH bill caused the Habagat and Pablo floods, including the Bohol earthquake
3. The world owes you everything
4. What are important in life are your rights, privileges, and what the law allows you to do.
5. If the employer does not recognize your rights as an employee, you can sue him at DOLE
6. Generally, as the recent survey says, business has the lowest trust rating and therefore are bad
7. The church and schools are generally good and respectable institutions
8. Problems and difficulties are to be avoided at all cost.
9. Your main job is to go to work and follow instructions
10. Generally bossses are there because they are sipsip and are pro management
11. Obeying and being told to do things generally sucks
12. Bosses who are meticulous, demanding, and strict are to be avoided.
13. Bosses should not scold employees on the job and in the workplace
14. Bosses generally do not have to be told what you are do.
15. If you are the boss, you have privileges and that includes exemption from following company policies/procedures
16. You can do much about your life, because God predestines what is going to happen to you. We are born, we get married, we have children and grandchildren, and then we die.
17. If something happens bad in your life, it is because somebody caused it.
18. Businesses generally are for profit and exploit their people and customers.
19. Most of the things that are bad in business are generally caused by inept fellow employees, bosses and arrogant customers.
20. The customer is not always right
21. It is irritating to seek approvals and have your work checked.
22. It is the job of your boss to see to it that production targets are met, not that of the workers
23. Because of PDAF, we should not pay our taxes
24. In the Philippines, the government provides you the opportunity and the chance to move forward.
25. In times of crisis, looting for survival is OK
Rating: More than 10 __ answers disqualifies the applicant
5. Honesty and integrity exam
Answer yes or no, Y/N
1. Policemen, govt officials are generally corrupt and dishonest.
2. If you are working in a company it is ok to have sidelines and other part time employment
3. Teachers generally have sidelines on the job like selling clothes, paiyakan because they do not have enough income
4. If you are in HR, you can through reference access first your friends, relatives, and kakilala
5. In malls, stores, buses, cashiers do not give small change like 25 cents or 50 cents. This is OK
6. We deserve to get paid for what we do.
7. If we are asked to come early, and you got home late because you did extra work the night before, it is wrong to come early the following day; dapat bawe.
8. What others do not know does not hurt.
9. God is really not watching us from a distance; He does not punish the wicked;
10. It is better to wealthy than be honest.
11. Generally good people finish last.
12. Many people got to their position because they are dishonest.
13. I envy wealthy people.
14. The goal of higher education is make people and the country wealthy.
15. Business make money by making patong and shoddy, inferior cheap materials and labor
16. People generally and habitually lie; it is ok to commit white lies.
17. When the supplier gives you gifts and food, travel it is OK it is not a bribe
18. If you can offer materials and services to the company which are cheaper and your husband and or relatives can do for you, this very beneficial to the company because it is more convenient and the money can save money
19. God helps who helps themselves; if you must do business, and the company is job creation, our relatives and friends must benefit first.
20. There is a lot of corruption and wrongdoing going in the company, and generally, top management is clueless to what is going on.
21. Honesty, theft, crimes against property are situational and generally, protagonist is innocent.
22. It is funny that there is the 11th commandment "Do not be caught"
23. Generally management do not know what is happenning in their branches.
24. Many wrongdoers generally go unpunished.
25. There are many gray areas in morality, ethics and law, and we can test their limits
Grading/assessment
If the applicant answers more than __Y, he cant be allowed to work
Pen and paper tests (written exams) are given to the applicant to have a documented basis for his passion, attitude, and knowledge.
The pen and paper test consists of:
1. The obedience and compliance test.
The applicant is given a sheet of paper, and it is clearly stated, to follow the instructions and read the instruction carefully. The applicant is supposed to do a thing at the end of the instructions. If he does anything foolish during the exam, he is asked to stop and discontinue taking the exam (strictly)
2. The one word exam
The applicant must choose any two of the five word. He is asked to write everything he knows about the word (tags, sentences, paragraphs about the word/s he selected.
Suggested 5 words: learning, work, business, determination, problems solving
Grading: thorough and incomplete, average, fail
3. Reading and comprehension exam
The applicant is asked to read two articles in the blog (related or not to the job) Better still to go to some of the employee handbook stuff, and is asked to summarize in his own handwriting. He must answer the following:
1 What are 2 or 3 important things that I learned
2. What is the relation of this article to what I all ready know?
3. How can this article help me in my personal and professional life
Grading: thorough and complete, average, fail (did not follow instruction, is not comprehensive and shallow)
4. Work attitude exam
Answer Yes or No, Y/N
There are 25 questions and this tests the applicants view of work, the world, the country
1. Typhoon Yolanda is Gods punishment to people of Visayas for all their sins.
2. The passage of RH bill caused the Habagat and Pablo floods, including the Bohol earthquake
3. The world owes you everything
4. What are important in life are your rights, privileges, and what the law allows you to do.
5. If the employer does not recognize your rights as an employee, you can sue him at DOLE
6. Generally, as the recent survey says, business has the lowest trust rating and therefore are bad
7. The church and schools are generally good and respectable institutions
8. Problems and difficulties are to be avoided at all cost.
9. Your main job is to go to work and follow instructions
10. Generally bossses are there because they are sipsip and are pro management
11. Obeying and being told to do things generally sucks
12. Bosses who are meticulous, demanding, and strict are to be avoided.
13. Bosses should not scold employees on the job and in the workplace
14. Bosses generally do not have to be told what you are do.
15. If you are the boss, you have privileges and that includes exemption from following company policies/procedures
16. You can do much about your life, because God predestines what is going to happen to you. We are born, we get married, we have children and grandchildren, and then we die.
17. If something happens bad in your life, it is because somebody caused it.
18. Businesses generally are for profit and exploit their people and customers.
19. Most of the things that are bad in business are generally caused by inept fellow employees, bosses and arrogant customers.
20. The customer is not always right
21. It is irritating to seek approvals and have your work checked.
22. It is the job of your boss to see to it that production targets are met, not that of the workers
23. Because of PDAF, we should not pay our taxes
24. In the Philippines, the government provides you the opportunity and the chance to move forward.
25. In times of crisis, looting for survival is OK
Rating: More than 10 __ answers disqualifies the applicant
5. Honesty and integrity exam
Answer yes or no, Y/N
1. Policemen, govt officials are generally corrupt and dishonest.
2. If you are working in a company it is ok to have sidelines and other part time employment
3. Teachers generally have sidelines on the job like selling clothes, paiyakan because they do not have enough income
4. If you are in HR, you can through reference access first your friends, relatives, and kakilala
5. In malls, stores, buses, cashiers do not give small change like 25 cents or 50 cents. This is OK
6. We deserve to get paid for what we do.
7. If we are asked to come early, and you got home late because you did extra work the night before, it is wrong to come early the following day; dapat bawe.
8. What others do not know does not hurt.
9. God is really not watching us from a distance; He does not punish the wicked;
10. It is better to wealthy than be honest.
11. Generally good people finish last.
12. Many people got to their position because they are dishonest.
13. I envy wealthy people.
14. The goal of higher education is make people and the country wealthy.
15. Business make money by making patong and shoddy, inferior cheap materials and labor
16. People generally and habitually lie; it is ok to commit white lies.
17. When the supplier gives you gifts and food, travel it is OK it is not a bribe
18. If you can offer materials and services to the company which are cheaper and your husband and or relatives can do for you, this very beneficial to the company because it is more convenient and the money can save money
19. God helps who helps themselves; if you must do business, and the company is job creation, our relatives and friends must benefit first.
20. There is a lot of corruption and wrongdoing going in the company, and generally, top management is clueless to what is going on.
21. Honesty, theft, crimes against property are situational and generally, protagonist is innocent.
22. It is funny that there is the 11th commandment "Do not be caught"
23. Generally management do not know what is happenning in their branches.
24. Many wrongdoers generally go unpunished.
25. There are many gray areas in morality, ethics and law, and we can test their limits
Grading/assessment
If the applicant answers more than __Y, he cant be allowed to work
December 11, 2013
HR (People) Policies Part I - Recruitment V.2 December 11, 2013
"Pag gusto, may paraan; pag ayaw, maraming dahilan "
BIDDA: " believe, inspire, dream, do, achieve"
Guiding principle: "To be better than before, better than others, and to be the BEST ALWAYS!
People connect strategies and processes. People come before strategies. The commitment, teamwork of people assures strategic success.
Get the right people on board, get off the wrong people off the bus.
Get people with the right mindset and attitude. You cant change attitude. It is either you are born with it or not. People are born, grow with their families in a particular situation over several decades. You cant expect to train him to be productive overnight. or in a couple of months. Even without defining moments, even in interviews and in meals, people will reveal their selves to you.
Whom do you hire:
1. Office staff
2. Contractors
3. Agents
Who has the responsibility to hire?
SBU heads, chiefs, or whoever is in charge; most especially Marketing Coordinator, HR head, and Managing Director
People policies cover 4R
Recruitment
Retaining
Rewarding
Removing
A. Recruitment:
1. Channels:
1. Walk in - as seen in tarps, facebook, small bond paper ads. The applicant just wants to have a job, any job.
2. Referral - the Chinese way. They will only get employees who have been referred by a friend, relative or employee themselve or business associate. It is safe that way because you can run after the one who referred the applicant to you. There is no charge for referral
3. Job fair - A number of job fairs are held by local PESO, or an organization, or a recruitment company, or newspaper whose breadbasket is job wanted ads.
4. Job portal - Sometimes we place ads on jobfinder, skills pages. Link in is a rich source of recruitable personnel
5. Facebook and social media. - People do respond to FB, blog posts
6. Newspaper ads - this used to work before and it cost a lot.
2. What to look for in a job seeker?
PIC
1. Passion - Does he love what he do and loves what he do?
1, Does he have hobbies?
2, Does he have record of achievements? Honors in college?
3. Is he willing to work for free for as long as he like it? Is he a member of civic or religious org? Does he volunteer for free for relief and rescue? Does he have advocacy?
4. Is he steadfast in people he loves? Does he love to be people?
5. Does he stay long on the job? Is he a job or relationship butterfly?
2. Integrity?
1. Is there an internal consistency between his belief system and what he says? What he does?
2. Is honesty still the best policy, or species, especially human lie all the time?
3. What does he think of being prompt?
4. Does he maintain high standards of ethics and behavior?
5. What does he think of thinking only of self? Is it Ok to get rich at all cost?
6. What is the meaning of success for him? Being rich or something else?
7. What does he think of milliionaire japayuki, BIR examiners?
8. Given a choice, would you be a casino dealer? Or a good paying job, that does not require you to work hard?
9. Do you dream of winning in lotto? What would you do if you win in a casino? Lotto?
10. Would you do something against your principle for P500,000? P1M? P5M P10million
C. Competence?
1. What is his major? Why did he take this major?
2. Does he still remember what he took up in college?
3. How are his grades? Below average? Average? Above average?
4. What is his favorite subject? Why?
5. Who is his favorite professor? Why?
6. Who is his role model? Why?
7. What did he learn from his past job?
8. Is he engaged in lifelong learning?
9. What are his skills? Computer: blog, excel, power point?
10. Machines operated?
11. Can he demo 9 and 10
12. Can he show samples of his work?
13. Test his problem solving abililty
14. Give him puzzles
15. What were his problems in his past job and how did he solve them
16. Did he lead people? Describe his relationship
17. Did he lead a project? What did he learn?
18. Tell us a book you have read?
19. Does he have planning and execution skills?
20. How about analytical skills
3. Steps/ Processes
No nos for applicant:
1. In street clothes
2. Wearing tatoos
3. Body and face piercing
4. Smoking
5. Scantily dressed, unusual attire
1. Initial interview, prequalification
Ask the applicant:
1. Where did he find out the vacancy? Why is he applying? (Most of the time, he is shopping around) You really have to dig deep into his motivation.
2. Where did he work before? Why did he quit? (You can find about his attitude)
3. What does he know? What can he do for the company?
4. Is he healthy and in general check out his CV. Are they well done? Are there grammatical errors, spelling? Did he sign his BP
If everything matches out, he can be given an application form to fill out without the CV.
2. Check his application form vs CV. Clarify the portion is he willing to work in the provinces, work on Sunday, join the PE
2. Exam: Schedule, preferably on an afternoon, and when the HR is not loaded exams:
1. Coverage:
1. One word exam. Write as much as you can on one word.
2. IQ exam: verbal, math, reasoning
3. Obedience exam. If he wrote something else or did something else, send him home. He is hopeless.
4. Honesty exam
5. Hemann total brain thinking exam. (to determine his inclination)
What to look for in the exam?
1. Errors and erasure - bad sign. Do not hire;
2. Not finishing the exam - lacks patience and persistence
3. The one word exam. If he wrote 2 or 3 sentences, he cant think or lacks thoroughness
3. Interview - the most important part of the interview.
1. Serial interview - the applicant is sent to series of interview. Any one who objects stops the interview process
2. Panel interview - a panel of three interviews the applicant. This puts a lot of pressure on the applicant. The panel must be unanimous
What to watch for the interviewee?
1. Before the interview - did he come before time? Does he look prepared? Did he give importance to this interview? Did he wear nice clothes? Did he shine shoes. NO further interview if he comes late or did not come on the scheduled date, or he sets his own schedule of interview, or leaves while waiting for interview.
2. Behavior - does he text a lot, play games on his smarthphone. Not a good sign
3. During the interview:
1. Does he look directly to the interviewer?
2. Does he take long to answer (he does not know, he is lying?)
3. Is he answering the question (tells much about his comprehension and communication skills
4. Doe he have good communication skills?
5. Is he confident?
6. Is he organized? Does he ramble? Does his mind wander?
4. The job offer:
1. Salary and the job
2. Signing the job offer.
3. Giving him/her the list of requirements and the deadline
5. The background investigation. This is 50% of the recruitment process. This is a make or break for the applicant. Reality bites. Applicants lie.
Fill out all the blanks on the BI.
NO one starts with out the BI
6. Documentary requirements and the 201 file:
The applicant, before starting the training must submit the following requirements:
1. Photograph
2. Medical examination: CBC, X ray and an MD certification that he is fit to work. He must spend for his PE
3. Transcript and diploma verified when submitting photocopy.
4. Certificate of employment (see original if he submits xerox) Obtain copy of clearance.
5. Barangay clearance
6. Police clearance
7. NBI clearance (if he can not submit asap, he must submit prior to being promoted to Prob 2
8. Character reference and surety. from at least 3 persons. It contains this statement: " I personally know _____________to be of good moral character, and I can vouch for him and I will stand as a surety for any liability he may incur now and in the future, with your company. It must be addressed to a company officer
Policy for 201 files must be strictly inteviewed. 201 file must be checked and reviewed for change in status, performance review, and submission of book reports. Dummy 201 files are maintained at SBUs
Guiding principle: "To be better than before, better than others, and to be the BEST ALWAYS!
People connect strategies and processes. People come before strategies. The commitment, teamwork of people assures strategic success.
Get the right people on board, get off the wrong people off the bus.
Get people with the right mindset and attitude. You cant change attitude. It is either you are born with it or not. People are born, grow with their families in a particular situation over several decades. You cant expect to train him to be productive overnight. or in a couple of months. Even without defining moments, even in interviews and in meals, people will reveal their selves to you.
Whom do you hire:
1. Office staff
2. Contractors
3. Agents
Who has the responsibility to hire?
SBU heads, chiefs, or whoever is in charge; most especially Marketing Coordinator, HR head, and Managing Director
People policies cover 4R
Recruitment
Retaining
Rewarding
Removing
A. Recruitment:
1. Channels:
1. Walk in - as seen in tarps, facebook, small bond paper ads. The applicant just wants to have a job, any job.
2. Referral - the Chinese way. They will only get employees who have been referred by a friend, relative or employee themselve or business associate. It is safe that way because you can run after the one who referred the applicant to you. There is no charge for referral
3. Job fair - A number of job fairs are held by local PESO, or an organization, or a recruitment company, or newspaper whose breadbasket is job wanted ads.
4. Job portal - Sometimes we place ads on jobfinder, skills pages. Link in is a rich source of recruitable personnel
5. Facebook and social media. - People do respond to FB, blog posts
6. Newspaper ads - this used to work before and it cost a lot.
2. What to look for in a job seeker?
PIC
1. Passion - Does he love what he do and loves what he do?
1, Does he have hobbies?
2, Does he have record of achievements? Honors in college?
3. Is he willing to work for free for as long as he like it? Is he a member of civic or religious org? Does he volunteer for free for relief and rescue? Does he have advocacy?
4. Is he steadfast in people he loves? Does he love to be people?
5. Does he stay long on the job? Is he a job or relationship butterfly?
2. Integrity?
1. Is there an internal consistency between his belief system and what he says? What he does?
2. Is honesty still the best policy, or species, especially human lie all the time?
3. What does he think of being prompt?
4. Does he maintain high standards of ethics and behavior?
5. What does he think of thinking only of self? Is it Ok to get rich at all cost?
6. What is the meaning of success for him? Being rich or something else?
7. What does he think of milliionaire japayuki, BIR examiners?
8. Given a choice, would you be a casino dealer? Or a good paying job, that does not require you to work hard?
9. Do you dream of winning in lotto? What would you do if you win in a casino? Lotto?
10. Would you do something against your principle for P500,000? P1M? P5M P10million
C. Competence?
1. What is his major? Why did he take this major?
2. Does he still remember what he took up in college?
3. How are his grades? Below average? Average? Above average?
4. What is his favorite subject? Why?
5. Who is his favorite professor? Why?
6. Who is his role model? Why?
7. What did he learn from his past job?
8. Is he engaged in lifelong learning?
9. What are his skills? Computer: blog, excel, power point?
10. Machines operated?
11. Can he demo 9 and 10
12. Can he show samples of his work?
13. Test his problem solving abililty
14. Give him puzzles
15. What were his problems in his past job and how did he solve them
16. Did he lead people? Describe his relationship
17. Did he lead a project? What did he learn?
18. Tell us a book you have read?
19. Does he have planning and execution skills?
20. How about analytical skills
3. Steps/ Processes
No nos for applicant:
1. In street clothes
2. Wearing tatoos
3. Body and face piercing
4. Smoking
5. Scantily dressed, unusual attire
1. Initial interview, prequalification
Ask the applicant:
1. Where did he find out the vacancy? Why is he applying? (Most of the time, he is shopping around) You really have to dig deep into his motivation.
2. Where did he work before? Why did he quit? (You can find about his attitude)
3. What does he know? What can he do for the company?
4. Is he healthy and in general check out his CV. Are they well done? Are there grammatical errors, spelling? Did he sign his BP
If everything matches out, he can be given an application form to fill out without the CV.
2. Check his application form vs CV. Clarify the portion is he willing to work in the provinces, work on Sunday, join the PE
2. Exam: Schedule, preferably on an afternoon, and when the HR is not loaded exams:
1. Coverage:
1. One word exam. Write as much as you can on one word.
2. IQ exam: verbal, math, reasoning
3. Obedience exam. If he wrote something else or did something else, send him home. He is hopeless.
4. Honesty exam
5. Hemann total brain thinking exam. (to determine his inclination)
What to look for in the exam?
1. Errors and erasure - bad sign. Do not hire;
2. Not finishing the exam - lacks patience and persistence
3. The one word exam. If he wrote 2 or 3 sentences, he cant think or lacks thoroughness
3. Interview - the most important part of the interview.
1. Serial interview - the applicant is sent to series of interview. Any one who objects stops the interview process
2. Panel interview - a panel of three interviews the applicant. This puts a lot of pressure on the applicant. The panel must be unanimous
What to watch for the interviewee?
1. Before the interview - did he come before time? Does he look prepared? Did he give importance to this interview? Did he wear nice clothes? Did he shine shoes. NO further interview if he comes late or did not come on the scheduled date, or he sets his own schedule of interview, or leaves while waiting for interview.
2. Behavior - does he text a lot, play games on his smarthphone. Not a good sign
3. During the interview:
1. Does he look directly to the interviewer?
2. Does he take long to answer (he does not know, he is lying?)
3. Is he answering the question (tells much about his comprehension and communication skills
4. Doe he have good communication skills?
5. Is he confident?
6. Is he organized? Does he ramble? Does his mind wander?
4. The job offer:
1. Salary and the job
2. Signing the job offer.
3. Giving him/her the list of requirements and the deadline
5. The background investigation. This is 50% of the recruitment process. This is a make or break for the applicant. Reality bites. Applicants lie.
Fill out all the blanks on the BI.
NO one starts with out the BI
6. Documentary requirements and the 201 file:
The applicant, before starting the training must submit the following requirements:
1. Photograph
2. Medical examination: CBC, X ray and an MD certification that he is fit to work. He must spend for his PE
3. Transcript and diploma verified when submitting photocopy.
4. Certificate of employment (see original if he submits xerox) Obtain copy of clearance.
5. Barangay clearance
6. Police clearance
7. NBI clearance (if he can not submit asap, he must submit prior to being promoted to Prob 2
8. Character reference and surety. from at least 3 persons. It contains this statement: " I personally know _____________to be of good moral character, and I can vouch for him and I will stand as a surety for any liability he may incur now and in the future, with your company. It must be addressed to a company officer
Policy for 201 files must be strictly inteviewed. 201 file must be checked and reviewed for change in status, performance review, and submission of book reports. Dummy 201 files are maintained at SBUs
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