Submitted By:

SIA, JASON

TAMSI, NORLENCE

VIÑALON, MARIE FRANCES

UY, ADRIAN JAY

UY, KYTE CHANDLER

Submitted to:

Engr. James Anthony T. Toledo, MBA, MM

Instructor
CASE STUDY IN CEBU UNITED POLYMER CORPORATION

COMPANY BACKGROUND
CUPCO Brief History:
Cebu United Polymer Corporation (CUPCO) is a Philippine-based company, founded in
January of 1990. The Company is primarily engaged in manufacturing and selling
plastic products through the injection process. Their mission is to create delightful
experiences for 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.

STATEMENT OF THE PROBLEM

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

ALTERNATIVE COURSES OF ACTION

❖ Take corrective (and preventive) actions: to communicate with the employees on

how to improve behavior and performances The company gets to be open with
everyone’s side, they would be able to share, interact, and know more beyond
the skill and the environment would be calm with no questionable remarks and
judgments.
 ❖ Enhance the ability of the workers: to overcome performance problems, have on-
site professional seminars. This provides proper training and sets to try and find
out different combinations of tasks, strengths, and abilities of the employee.

❖ 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
ensure it happens. Attention areas might include committee assignments,
presentations, write-ups, and or chances to be a team leader. Employees will be
motivated in performing their job, productivity will rise.

❖ Human resources must hire an 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. The tasks will be disseminated properly and fairly,
productivity progress will arise.

RECOMMENDATIONS
They can start by 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 offers benefits.