Emilio Aguinaldo College -Manila

1113-1117 San Marcelino St.

Ermita, Manila

Performance Task 1: Management Aspect of Triad Bazaar Supplies Company

Adia, Maxine M.
Isip, Job Ivan G.
12 ABM 1

12- ABM 1

School Year 2022-2023

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MANAGEMENT ASPECT

I. Key business operations

This Triad Bazaar Supplies Company manufactures and sells innovative school supplies

products in both target market and non-target markets. Planning helps the business to determine

how best to allocate resources (people, time, money, information, and equipment) to make the

greatest contribution to achieving its goals. This business has focused on developing plans and

adjusting tactics to achieve its goals. One of the products that this business can produce and sell

is a Bookmark that can also be used as ruler. Soon, this business will sell and produce more new

school supplies in the target market and even outside the target market of the business. The store

is located near schools in Ermita, Manila where the supplies can be bought by the users. One of

the business goals is to provide the needs and wants of the end users as well as satisfying them

with the quality school supplies and service provided by the business.

II. Type of business

The nature of the Triad Bazaar Supplies Company is a manufacturing business and is a

sole proprietorship type of business. There is only one owner and the company is composed of

different department structures that are tasked with day-to-day operations of the business. All

capital is shouldered by the owner of the business.

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III. Organizational structure

The organizational chart of the company is managed by the highest authority, CEO.

Under the CEO are the departments that are hands-on on the operations of the business. Every

department has its manager or the one who manages and controls the department and under

him/her are the employees or the manpower tasked and responsible to also carry out the

company’s operations. This organizational chart is a way of workflow within an organization,

allowing groups within individual tasks and functions to work together to manage tasks. It also

provides guidance to all employees by setting up formal reporting relationships that govern the

company's workflow.

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IV. Job description

Chief Executive Officer - The CEO or Chief Executive Officer is responsible for developing

high-quality business strategies and plans and ensuring that they align with short and long-term

goals. The CEO's primary responsibility is to be responsible for the company's success or failure,

serving the needs of employees, customers, investors, and while managing operations, finance,

marketing, sales, human resources, legal, compliance, production, etc. And to oversee the

various functions of the other departments.

Qualifications:

 At least a bachelor's degree in business administration

 Extensive business and industry experience

 Ability to inspire and gain trust

 Experience in a senior management position

 Has a quality of a true leader

Marketing Department- The marketing department is tasked with monitoring market trends,

creating advertising campaigns, developing demographic, pricing, targeting and marketing

strategies, and working with the company to better understand what it can offer to its target

market.

Marketing Manager - Marketing managers are tasked with understanding trends and customer

preferences, developing marketing strategies and budgets, overseeing the creation of marketing

materials and content, and performing all other related tasks essential to increasing company

sales.

Qualifications:

 Bachelor’s degree in BSBA Major in Marketing Management

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 Extensive knowledge of marketing strategies, channels and branding

 At least 1-3 years experience in marketing or sales

Promotion Agent - Promotion agents are tasked with working with department heads/managers

and employees on carrying out the planned and prepared advertisement and promotional

materials, budgets and contracts, marketing plans, strategies, and selection of promotional media

to increase sales of products and services.

Qualifications:

 Bachelor's degree BSBA Major in Marketing Management

 Excellent verbal communication skills

 Persuading Skills

 The ability to sell products and services

Market Analyst - Market Analysts are the one who gather and interpret information about market

conditions and consumer behavior to help companies or businesses make less risky decisions in

new product launches, product and service pricing, and marketing strategy and campaign

execution. Additionally, designing and conducting markets and surveying the target market.

Qualifications:

 Bachelor's degree in BSBA Major in Marketing Management

 Knowledgeable in Statistics

 At least 1-3 years of experience

 Excellent research, analytical, and data interpretation skills.

Finance Department- The finance department is responsible for overseeing the company's

financial transactions. In addition, they are tasked with preparing financial reports and

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maintaining records of assets, liabilities, income and expenses, payments, and other financial

activities.

Chief Finance Officer - The CFO's (Chief Financial Officer) responsibilities include tracking

cash flow, analyzing strengths and weaknesses to suggest plans for corrective action where

necessary, and helping the business make informed decisions about future investments and

cutbacks. The CFO’s also manage all aspects of finance and decision making. The CFO oversees

all financial operations of the business, including accounting and financial reporting.

Qualifications:

 Bachelor’s degree in BSBA Major in Financial Management

 Knowledgeable in the field of Economics

 Must have managerial and decision-making experience

 At least 1-3 years of experience

 Solid knowledge of financial and accounting procedures

Finance Officer - A finance officer's job is to control the budget, prepare financial reports, and

ensure that all financial transactions are conducted legally and ethically. In addition, Finance

Officers are tasked with maintaining records and receipts of all daily transactions and providing

regular/periodic financial analysis to identify and resolve issues.

Qualifications:

 Bachelor’s degree in BSBA Major in Financial Management

 Has knowledge in the field of Economics

 Must have strategic and analytical skills

 Solid knowledge of financial and accounting procedures

 Must be able to create financial statements

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Operations Department - The operations department is charged with planning and managing

projects and contributing to product innovation. Track operating expenses to maintain profit

margins. This department manages capital, budgeting, financial reporting, cost savings, and other

factors that affect an organization's cash flow.

Operations Manager - Tasked with maintaining constant communication with managers,

employees and suppliers to ensure the proper operation of the company, and also by leading,

guiding, motivating, and supporting the team in a time-sensitive and demanding environment,

including career development planning and problem solving for their direct reports. The manager

must be hands-on with the day-to-day operations of the business.

Qualifications:

 Bachelor's degree in Operation Management

 Must be able to work under pressure

 At least 1-3 years of experience

Operations staff - Responsible for analyzing and maintaining operational data and monitoring

product inventory. Monitor compliance with policies and processes across the companies or

businesses, In the manager's absence, the staff is tasked to take care of all the duties of manager

and can assist the manager with operational issues.

Qualifications:

 Bachelor's degree in Operation Management

 Extensive experience in an operations management position

 In-depth knowledge of project management and strategic planning

 Must be able to juggle multiple tasks

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Production Department - The production department is tasked with gathering raw materials,

turning them into products or goods, assembling products on production lines, and overseeing

the process.

Production Manager - A production manager oversees the production process and coordinates

all activities to ensure that sufficient resources are available. They also monitor the

products/service to check product quality and maintain production. They clean and run the

facility, work on the assembly line, and meticulously assemble the products to meet all safety

guidelines.

Qualifications:

 Bachelor's degree in Business Administration

 In-depth knowledge of production management

 Knows how to follow safety regulations

 Experience operating manufacturing machinery

 Excellent Time management skills

Workmen - The workmen are responsible for planning, coordinating and supervising the work of

all field personnel, ensuring that all work is completed safely, on time and within budget, and

managing the necessary equipment and materials. These workers are the people who assemble

the goods on the production line and supervise the process.

Qualifications:

 Experience working in a factory

 At least High School Graduate

 Knows how to follow safety regulations

 Experience operating manufacturing machinery

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 Available for Shift Work

Human Resource Department- The human resources department is tasked with monitoring

employee performance and attendance. Advising supervisors and other employees on

employment law and the employer's own employment policies and procedures. Human resource

department is also responsible for tasks within the organization, from recruiting and training

employees to ensuring employees receive fair pay and benefits throughout the year.

Human Resource Manager - Responsible for leading and directing day-to-day Human Resources

(HR) functions, including hiring and interviewing employees, managing payroll, benefits, leave,

and enforcing business policies and practices.

Qualifications:

 Bachelor’s Degree in BSBA Major in Human Resource Management

 At least 1-3 years of experience in Human Resources Management

 Excellent verbal and written communication skills.

 Ability to build and maintain good relationships with colleagues.

Recruiting Team - The recruiting team is tasked with interviewing and evaluating potential

staff/employees, matching them to vacancies at client businesses, and identifying future hiring

needs, and preparing job descriptions.

Qualifications:

 Bachelor’s Degree in BSBA Major in Human Resource Management

 Excellent oral and written communication and team leadership skills

 Experience in interviewing (phone and in person), screening and evaluating candidates

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Training Group - A training specialist or training group is responsible for conducting training

needs assessments, designing and delivering curriculum and learning materials, and managing all

phases of training activities.

Qualifications:

 Bachelor's degree in BSBA Major in Human Resource Management

 Excellent leadership and motivational skills

 Excellent Time management skills

 Excellent oral and written communication and team leadership skills

 Meticulous attention to detail

 Knows the standard when training a applicant

V. Salaries and benefits

The salary table consists of the monthly wages of each employee with the deductions of

Pag-IBIG, SSS, PhilHealth, and as well as the Monthly Tax of each employee. The salary of

each employee is based on the minimum wage for NCR provided by the government which is

Php 570. However, the salary as well as the deduction of each employee depends on their

position and actual job in the company. In this case, the highest paying personnel in the company

is the CEO which is the one who handles the day-to-day operations of the business. The number

of hours per working day is a maximum of eight (8) hours. Every employee is entitled to be paid

for working beyond their work hours. In addition, employees only have to work six (6) times

consecutively in a week (e.g. Monday-Saturday, Tuesday-Sunday, or Wednesday-Monday) and

the seventh (7th) day should automatically be their rest day. The release of the salary of every

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employees will be every 15th and 30th of the month. The total salary table of an employee for

every month can be seen on the table below:

Monthly Monthly Pag- SSS SSS PhilHealth Monthly

Position
Salary Tax IBIG (ER) (EE) (4%) Income

CEO 47,025 9,405 940 1,900 900 1,881 33,899

Marketing
Manager 25,650 3,847 513 1,900 900 1,026 19,364

Promotion Agent 21,375 3,206 427 1,900 900 855 15,987

Market Analyst 21,375 3,206 427 1,900 900 855 15,987

Operations
Manager 27,360 4,104 547 1,900 900 1,094 20,715
Operations
Employee 23,940 3,591 478 1,900 900 957 18,014
Productions
Manager 27,360 4,104 547 1,900 900 1,094 20,715
Workmen 23,940 3,591 478 1,900 900 957 18,014

Human Resource
Manager 25,650 3,847 513 1,900 900 1,026 19,364
Recruitment
Team 21,375 3,206 427 1,900 900 855 15,987

Training Group 21,375 3,206 427 1,900 900 855 15,987

Chief Finance
Officer 25,650 3,847 513 1,900 900 1,026 19,364

Finance Officer 21,375 3,206 427 1,900 900 855 15,987

1. Employee Minimum Wage

Region Minimum Wage

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NCR: P570 (Effective as of June 04, 2022)

2. Daily pay

 CEO: Php 1,567.50

 Production and Operations Manager: Php 912.00

 Employee under Production and Operations Department: Php 798.00

 Marketing, Human Resource, and Finance Manager: Php 855.00

 Employee under Marketing, Human Resource and Finance Department: Php 712.50

3. Overtime Pay

Every exceeding hour/s beyond the working hours of an employee should be paid by at

least 25% premium of the hourly rate of the employee.

 Hourly rate*1.25 = OT Pay/hr

4. Premium Pay

It is a payment for the employee who works even if it is their rest day, special non-

working holiday, or regular holiday.

Regular Holiday - It refers to the fixed holidays that happens every year. For instance, Christmas

Day, Independence Day, Labor Day, and etc.

 Hourly rate*2*8 = Daily Pay

 OT: Hourly rate*1.30*8 = OT Pay/hr on Regular Holiday

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Special Holiday - These are the holidays that are flexible and preceded by the president

depending on the circumstances. One example of a Special Non-Working Holiday is the last day

of the year, December 31.

 Hourly rate*1.30&*8 = Daily Pay

 OT: Hourly pay*1.30= OT Pay/hr on Special Holiday

Rest day and Special Holiday - In most times that the companies need manpower during special

holidays, even when the employee has a day off, they have to comply. However, there are both

pros and cons in a company. Pros is that they will have enough manpower to serve the customers

while the cons is that they will have an increase in how much they will pay their employees by

the end of the day.

 Hourly rate*2.50*8 = Daily Pay

 OT: Hourly pay*1.30 = OT Pay/hr on Rest Day and Special Holiday

Double Holidays - There is a rare occurrence that a regular holiday is a special holiday too. For

example, the Araw ng Kagitingan, a regular or fixed holiday, last April 9, 2020 falls on the same

day of Maundy Thursday, a special non-working holiday.

 Hourly rate*3*8= Daily Pay

 OT: Hourly pay*1.30 = OT Pay/hr on Double Holidays

Rest Day - Employees should be compensated for working for the company even on their day

off.

 Hourly rate*1.30&*8 = Daily Pay

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 OT: Hourly pay*1.30= OT Pay/hr on Rest Day

5. Salary + Bonus

 Employee gets bonus every time he/she exceeds his/her quota sales per month.

Meanwhile if he/she did not exceed the monthly quota, he/she will just receive her

salary and other benefits.

Employee Benefits

 Leave Benefits

1. Parental Leave - There are three (3) types of paternal leave and it consist of the following:

Paternal - According to the DOLE, every father working under a company or government is

eligible and entitled to have a paternity leave with 7 days paid off work even if they don’t report

to work. This is a benefit granted to every father for the first four (4) deliveries of their wife.

Maternal - According to the Labor Law, maternity leave benefits are leave benefits granted to

covered female employees who may wish to use them during their pregnancy and even after

delivery in order to continue receiving pay during such absence from work. The benefits include

one hundred and five (105) days of paid leave, with the option to extend for an additional thirty

(30) days without pay.

Solo Parent - According to the Labor Law, solo parent leave benefits are leave credits given to

covered employees who are single parents, and who may desire to use them anytime they take a

leave of absence from work to take care of parental responsibilities so that they continue to be

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compensated. The perk is available to all single parents. Seven (7) working days of paid leave

are included in the benefit.

2. Service Incentive Leave

These are leave credits given to employees whenever they want to take paid leaves. This

can be used for their vacation or sick leaves. The leave consists of five (5) paid leave credits with

a minimum of one (1) year service.

Government Mandated Benefits

Benefits are vital in the working life of an employee. These are the benefits that they

usually save and can be used for future purposes. For instance, an employee can use his/her

contribution in Pag-IBIG to provide affordable shelter for his/her family.

1. Home Development Mutual Fund (HDMF)

HDMF or known as Pag-IBIG is an investment fund that helps the employees in the

Philippines save money and gives affordable shelter for its members. Based on the Pag-IBIG

contribution table provided by the government, employees are entitled to have a 2% contribution

to Pag-IBIG based on their gross earnings.

2. Social Security System

In the Philippines, the Social Security System is a government-run social insurance program for

employees in the private, public, and unorganized sectors. Republic Act No. 1161, also known as

the Social Security Act of 1954, is what created SSS. Later, in 1997, Republic Act No. 8282

changed this law. In this case, the company or the employer will shoulder the 8% contribution

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while the employee will shoulder the 4% contribution based on the gross earnings of an

employee to the Social Security System or SSS.

3. Philippine Health Insurance Corporation

It is a government-owned insurance company that helps every Filipino or employees in the

country in terms of health, to pay for the sick and for them to afford their accumulated hospital

bills. The employee of the company is responsible to have a deduction of 4% based on their

gross earnings for their contribution to PhilHealth.

4. 13 month pay

According to DOLE, by virtue of Presidential Decree No. 851, all qualifying employees must

receive 13th-month salary on or before December 24 of the current year in order to allow for an

appropriate Christmas and New Year's celebration.

5. Separation Pay

According to DOLE, for each year of service, separation compensation shall be equal to

either one-half (1/2) month or one (1) month of salary, depending on the allowed reason for

termination; a fraction of at least six (6) months is regarded as one (1) entire year.

6. Retirement Pay

A covered employee who is retiring will get additional compensation known as

retirement pay. In the private sector, 22.5 days are equal to one-half of a month's wages in

retirement benefits. Five (5) years of service are necessary to get retirement benefits. At age sixty

(60), retirement is optional; at age sixty-five (65), it is mandatory. (Labor Code, 2022)

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VI. Codes of Right Conduct of the Employees

In this set of principles conducted to guide employees to act with integrity and proper

working behaviors, in all actions on behalf of the company. It is one of the vital things in the

company that must be observed everyday during work hours. This Code of Conduct must be

followed by all individuals, regardless of their position or status.

Employees must/should:

 Abide by the law.

 Be at work on or before time.

 Wear proper dress code during working hours.

 Separate personal matters with work matters.

 Be accountable for their own actions.

 Be transparent and fair with their co-workers.

 Follow all rules and regulations that the company implemented.

 Have the ability to do what they do best.

 Follow any health and safety instructions and training they receive from the company.

 Pass their respective tasks and work on the time given.

 Be professional and respective all the time.

 Communicate with co-workers all the time.

 Maintain confidentiality within the company.

 Maintain punctuality.

 Be competent and competitive.

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Other code of right conduct that employees must know and abide by:

 Unauthorized overtime is not allowed.

 Do not participate in inside jobs.

 Do not take an absence without prior notice and permission.

 Strive to grow.

 Do the morally right things

 Always have the initiative and sense of urgency.

VII. Hiring of personnel

1. Identify the vacant job

Before the actual hiring occurs, it is important for the company to identify the hiring need

in the organization. In that case, they will know what information they will convey to th people

regarding the vacant position that they will be offering.

2. Create a Recruitment Plan

After identifying the hiring need, the organization should create and start the recruitment.

They will devise a recruitment plan consisting of goals and objectives in conducting the

recruitment of employees.

3. Write the Job Description

The job description will help the people identify who are the needs in an organization.

Job descriptions should consists of the overview of the vacant position like the tasks of the

employee and most importantly the qualifications of the employee need for the job,

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4. Advertise and Recruit the Position

It is important for the company to advertise the hiring need to the potential applicants.

The marketing department should create a comprehensive publication material regarding the job

hiring and have it posted on the company’s website and social media accounts. And if possible,

the company can use flyers consisting of information about the application for vacant positions

and have it be given to the people on busy streets.

5. Review the Applications

The company must review the applications that they received thoroughly. Through this,

they will eliminate the applicant who they think doesn’t fit the role. After the elimination, they

will have a prospect list that will proceed with the initial screening.

6. Initial Screening

In initial screening, the assigned employee under the HR department will call the

applicants one by one and ask them if they are determined to apply for the position. The

employee will ask a few questions and after that, the schedule for the interview will be given to

the applicant and they must abide by the time and date given to them to avoid disqualification.

7. Interview

Every applicant should wear formal, semi-formal, or any attire that is suited for someone

who is being interviewed. The interview will happen online (e.g. Skype, Google Meet, or Zoom)

or face-to-face that consist of three (3) phases or parts and every applicant should undergo it

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together with the Human Resource Manager for the 1st and 2nd part whilst for the 3rd part, the

employee will have an interview with the owner of the business.

For the first interview together with the Human Resource Manager, the applicants will be

asked with questions regarding the following:

 Self Background

 Educational Background

 Family Background

 Brief history of past jobs

For the second interview, the human resource manager will asked the applicants regarding the

following:

 Core competencies and strengths

 What they can contribute for the betterment of the company

 Personal behavior and attitude

 Expectations

 Career goals

 Other matters and concerns

For the last interview, any questions related to the job will be asked by the owner of the

business and answered by the applicant. Applicants must answer the questions with full sincerity

and

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The three interview sessions and the form passed by them will be the basis if an applicant

will be qualified for the vacant position. After the interview, the human resource department will

re-evaluate and select the applicant that is most qualified for the hiring need. Moreover, the

applicant who will pass the application will be asked by the company and will be asked to

answer a personality exam. After the validation through the mentioned exam, the applicant will

be hired and will proceed to the training for the betterment and for their contribution to the

company and that will be led by the training group under the human resource department.

VIII. GANTT Chart

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References

Pavlou, C. (2017, February 17). Recruitment Manager job description. Recruiting

Resources: How to Recruit and Hire Better.

https://resources.workable.com/recruitment-manager-job-description

Marketing Analyst Job Description. (n.d.). Betterteam.

https://www.betterteam.com/marketing-analyst-job-description

Marketing Manager Job Description. (n.d.). Betterteam.

https://www.betterteam.com/marketing-manager-job-description

Retirement Pay, Private Sector - Labor Law PH. (2022, May 29). Labor Law PH.

https://laborlaw.ph/retirement-pay/10913/

Working Conditions, B. O. (n.d.). DOLE-Bureau of Working Conditions. DOLE-Bureau

of Working Conditions. https://bwc.dole.gov.ph

Yanuaria, J. (2022, December 24). New BIR Tax Tables for 2023 Onwards. MPM

Consulting Services Inc. https://mpm.ph/bir-tax-tables-2023/

Yanuaria, J. (2022, December 29). 2023 SSS Table for Employer and Employee. MPM

Consulting Services Inc. https://mpm.ph/2023-sss-table/

National Capital Region | National Wages Productivity Commission. (n.d.). National

Capital Region | National Wages Productivity Commission.

https://nwpc.dole.gov.ph/regionandwages/national-capital-region/

Maternity Leave - Labor Law PH. (2022, May 29). Labor Law PH.

https://laborlaw.ph/maternity-leave/10898/

Hiring Process Steps for 2022 | SmartRecruiters. (2018, August 9). SmartRecruiters.

https://www.smartrecruiters.com/resources/glossary/hiring-process-steps/

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“Hiring Process Steps for 2022 | SmartRecruiters.” SmartRecruiters, 9 Aug. 2018,

www.smartrecruiters.com/resources/glossary/hiring-process-steps.

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