University of San Carlos

Nasipit, Talamban, Cebu City

Department of Industrial Engineering

CASE STUDY IN CEBU UNITED POLYMER CORPORATION

Submitted by:

SIA, JASON

TAMSI, NORLENCE 

VIÑALON, MARIE FRANCES

UY, ADRIAN JAY

UY, KYTE CHANDLER 

Submitted to:

Engr. James A. Toledo, MM, MBA

COMPANY BACKGROUND

CUPCO Brief History:

Cebu United Polymer Corporation (CUPCO) is a Philippine based company, founded on
January of 1990. The Company is primarily engaged in manufacturing and selling of plastic
product through injection process. Their mission is to create a delightful experiences for the
people, homes and communities. It always provides the best possible value to our customers
who care about quality plastic products and intends to concentrate on bringing the best value
product to the market.
CUPCO has their HR department centralized from a bigger company, Miesto International
Foods Corporation, which is known as the top manufacturer and exporter of ice pops, jellies,
and drinks.

STATEMENT OF THE PROBLEM

Mr. Rolando Caballero, the Plant Manger does all of the major works eg: Human Resource
Management, Production Manager & etc.

ALTERNATIVE COURSES OF ACTION

Common HR problems are hiring of qualified and best applicants for each position that over-
experienced candidate will be less interested in the job and organize how to recruit and have
succession planning. Enforcement of company policy and bylaws is weak that it is to maintain
regulatory compliance to ensure that the workers would comply the relevant laws, policies and
regulations of the company. Lack of support for production workers, especially worker’s benefit
is also one of the common HR problems, so management should produce Aligned Reward
Strategy and formulate Total Rewards Strategy and have recognition programs such as
employee-of-the month as their incentive for motivation. Lack of support to conduct trainings,
management should implement training programs and use a gold standard rational training
process.

 Take corrective (and preventive) actions: to communicate with the employees on how
to improve behavior and performances
Advantage: the company gets to be open with everyone’s side, they would be able to
share, interact and know more beyond skill and the environment would be calm with no
questionable remarks and judgements.
Disadvantage: too many suggestions can often end up chaotic, others may use this
 opportunity in a bad way and drama may arise any moment.
 Enhance ability of the workers: to overcome performance problems, have on-site
professional seminars.
Advantage: provides proper training, and sets to try and find out different combinations
of tasks, strengths, and abilities of the employee.
Disadvantage: release of employees for lack of ability, job reassignments, and may be
costly.
 Have an attention plan: many employees’ desire recognition and attention. Ask the
employees what kinds of exposure he or she wants and plot out a plan to insure it
happens. Attention areas might include committee assignments, presentations, write ups
and or chances to be a team leader.
Advantage: employees will be motivated in performing their job, productivity will rise
Disadvantage: employees might slack in their work if there is no recognition in their
work, competition heat
 Human resources must hire additional competitive manager: must be a pre tested
utilized manager in order to see if what you intended actually will filter through to the
employees.
Advantage: tasks will be disseminated properly and fairly, productivity progress will
arise
Disadvantage: costly if you hire the wrong person, additional credit? Hahaha or laibility?

RECOMMENDATIONS
The company would like to apply for ISO, but considering the factors in the HR alone it would be
hard for them to pass the accreditation. So they can start small which is from ensuring that they
have enough workers to do specific job scopes and to properly disseminate the task and to
improve performance productivity. Up next is for them to provide enough training and seminars
to practice, enhance and improve their knowledge and skills for them to apply it in the
workplace. They should also give incentives, compensation and appraisal to complex workloads
to employees like the plant manager himself this is to narrow down the high rate of managers
leaving the company for a better one and offer of benefits.