TECHNOLOGICAL UNIVERSITY OF THE PHILIPPINES

Ayala Blvd., Ermita, Manila, 1000 Metro Manila

College of Engineering

Civil Engineering Department

Engineering Management (BES4-M)

CASE 5: KUNDIMAN COMMUNICATIONS CORPORATION: Mr. Lonely

Submitted by:

De Guzman, Lester S.

BSCE- 3B

Submitted to:

Engr. Arnolfo G. Arcibal

Date of Submission:
10 November, 2021
 CASE 5: KUNDIMAN COMMUNICATIONS CORPORATION: Mr. Lonely

The Kundiman Communications Corportation (KCC) is a local company with more

than 2000 persons in its payroll. The company’s top management is composed of the
President, the Vice President for Marketing, the Vice President for Operations, and the
Vice President for Administration.
A member of the staff, Engineer Lorenzo de Guzman, an electronics engineering
graduate, has just received an order from his immediate supervisor, the VP for
Operations, to head the newly built telecommunication facility in Antipolo, Rizal. So far,
he is the only company personnel identified with the new facility. He was given three
months to make the facility operational.
Engineer de Guzman appraised that for the Antipolo unit to operate, it will require
the services of a number or persons skilled in various activities that will be undertaken.
As he has been working with KCC for ten years(five years in the field and five years
in the head office), Engineer de Guzman is familiar with many aspects of the firm’s
operation. Some of the supervisors and three of the key officers are his friends.
Engineer de Guzman felt that the various trainings KCC provided him had really
prepared him well for the technical aspects of his new job. His exposure to the different
units at the head office will also be useful in some ways to the administrative aspects of
his position. However, his trainings and experiences have not provided him with the
expertise to recruit qualified persons to occupy the various positions that will be created.
To begin with, he does not even have information on the number and nature of the
positions to be created.
As he was inspecting the building in Antipolo wherehe will hold office, Engineer de
Guzman wondered if he could convince the top management to transfer some of his
acquaintances in the head office to his new assignment.
Engineer de Guzman knows that his next promotion will depend much in the
success of the new facility undes his direction. He thought that if he could only get the
right persons, his job would not be too difficult. With this in mind, he pondered on what
his first move must be.
 CASE ANALYSIS

I.1 Human Resource Planning

Human Resource Planning (HRP) is the process of forecasting the future human resource
requirements of the organization and determining as to how the existing human resource capacity
of the organization can be utilized to fulfill these requirements.
In the case of Engineer de Guzman, as he will request top management to transfer some of
his acquaintances in the head office to his new assignment, one of them should be a human resource
officer. Engineer de Guzman will have to involve himself with human resource planning before
they open their new facility. With this, it will help the management of the organization in meeting
the future demand of human resource in the organization with the supply of the appropriate people
in appropriate numbers at the appropriate time and place. For instance, Engr. De Guzman would
want someone who has prior management experience and a great understanding of the discipline
to be the engineering manager, so the qualification could be the person with 5 years of experience
with MBA and engineering degree.

I.2 Recruitment
Acquiring the best applicants for a role can be a competitive advantage for an organisation
whereas ineffective recruitment and selection can result in enormous disruption, reduced
productivity, interpersonal difficulties and interruptions to operations, customer service and long
term costs.
In this case, the human resource department can use newspaper advertising, campus
recruitment, and referrals for entry-level personnel. On the other hand, the reliable sources for
managers are on-job recruitment, recruitment firms, and competitors.

I.3 Selection
Once a pool of candidates has been identified through the recruitment process the most
appropriate candidate, or candidates are identified through a selection process including but not
limited to interviewing, reference checking and testing. The purpose of the selection process is to
ensure that the best person or people are appointed to the role or roles using effective, fair and
equitable assessment activities.

PROFESSIONAL STAFFERS

A Division of Kundiman Communications Corporation

A local company which is poised to revolutionize the electronics technology, our client is
offering rewarding career opportunities to highly driven professionals who can assume the post
of:

NETWORK ENGINEER

Responsible for providing network support technical services such as Network operations
monitoring, installation and troubleshooting. Provides project implementation and problem
resolution based on customer needs and network support available resources. The background
we seek consists of:

 Graduate of Computer Engineering, Computer Science or any IT related course

 Must have knowledge in network support operations, Cisco Routers and Switches
 Must be able to configure internal switching and routing protocols
  CCNA Certified (good to have)

Job Description
 Monitors and maintains efficiency in network operations through implementation of
network analyzers, network management software and network monitoring systems.
 Operates, configures and maintains modems, internet appliances, multiplexers and
modems.
 Handles the configuration, operation and maintenance of networking systems hardware
(incl. routers, switches, modems & other network equipment) and software (access
servers).
 Speaks of ideas clearly and articulately in all presentation and situation may it be for
internal or external clients; ensures that the point or idea is well expressed and
understood.

I.4 Induction and Orientation

Workforce orientation is a process by which a new employee recently selected is made
familiar to a workplace. Being a new employee he/she might be unaware of the company’s
policies, objectives, rules, etc and will require time getting familiar to.
This is hastened by giving orientations to make the employee step into his position
comfortably and with complete commitment and awareness. Being a new company’s facility, it
may be required. The new employees will be introduced to the working environment and co-
workers. The hr department will discussed to them the rules, equipements, procedures, and training
plans. They will also be paired-up with one another to undergo socialization process and will have
a one-on-one discussion with Engr. De Guzman.

I.5 Training and Development

If the newly-hired employee is assessed to be lacking the necessary skills required by the
job, training becomes a necessity.
In this case, the newly-hired employee will undertake training programs such as a
Competency in Advance TCP/IP-Based Industrial Networking, Competency in Programmable
Logic Controllers(PLCs) & SCADA systems which are inclined with the type of business the
company does.

I.6 Performance Appraisal

Mere employment and training of employees is not the end of staffing function it also
involves the function of appraising the level of performance of each employee. At the same time,
appraisals benefit employees by providing them with recognition, feedback, career guidance and
development.
In this case, Engineer de Guzman will be involved as he is the one who will meet his staff
members on a one-on-one basis at regular intervals(at least annually) to discuss their work
performance in relation to execution of roles and resposibilities and the requirements of the
organization and individual’s contribution to the achievement of the organization’s objectives.

I.7 Employment Decisions

Employment decisions go beyond determining which employees are due for raises.
Through regular, objective performance appraisals, managers acquire information to make and
implement decisions about promotions, transfers, demotions, separations, and compensation.
In this case, outstanding employees will be recognized for their hard work and outstanding
performances, and will be offered for promotions. Their can also be upsizing through transfering
into the head office instead of promoting employees. Moreover, employees that aren’t adapting
well to their jobs and may need fewer responsibilities will be demoted or reassigned to a lower
rank.

I.8 Separations
The departure of an employee from an organization is referred to as separation. Separation
may be voluntary or involuntary. Resignations and retirements are voluntary separations.
Involuntary separations are layoffs and/or firings.
In this case, an employee will be terminated because of his/her poor performance. It can be
his/her attendance, accountability, and work-related responsibilities. The dismissal of an employee
in the company will occur only on the basis of just cause and only after all reasonable steps to
rehabilitate the employee have failed.