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1 Business Profile
2.1.1 Business Name
Owe Me Cash Lending Corporation is inspired by the expression "Oh My Gosh"
which is widely used by the people to express extreme emotions. The proponents want
to catch the attention of the people and instill to their minds the name of the business for
it would be an aid to the solution of their financial issues. Each word represents an
element of the company, such as the word "owe" means to repay the company the
amount lent, the word "me" stands for the lending company and the word "cash" means
ready money that the client and the company are bound into.
The proponents would like to believe that at the time when people kept saying
"Oh My Gosh" with regards to financial problems, mind the solution of it through "Owe
Me Cash".
2.1.2. Type of Business Organization
In accordance to the Lending Company Act of 2007 also known as RA 9474,
which states that a lending company shall be established as a stock corporation, Owe
Me Cash Lending Corporation would be adopting this type of business organization. A
corporation is an artificial being created by operation of law having the right of
succession and the powers, attributes and properties expressly authorized by law or
incident to its existence.
Name
Nationality
Residence
9-15 Cadena De Amor Street,
Filipino
CHES I
Trece Martires City Cavite
221 Malagasang 1- E
Ivern S. Bautista
Filipino
Filipino
Amadeo Cavite
125-4 Phase 3 Paliparan III
Filipino
Filipino
Sabang
Dasmarinas City, Cavite
10-7 Yellowbell Street CHES I
Filipino
Since interaction to clients will be the main focus of Owe Me Cash Lending
Corporation, it would use the participative management style also termed as employee
involvement. The objectives of this type of management are:
1.
2.
3.
4.
Fast and Quality Services Provide a quick and standard services and
transactions to customers through practicing timeliness and accuracy of
perform well in their work. A positive work environment makes employees feel
good about coming to work, and this provides the motivation to sustain them
2.1.6 Vision
Owe Me Cash Lending Corporation envisions itself as the top trusted lending
corporation in the province of Cavite, committed on building a constructive environment
within the organization in order to provide clients an alternative source of finance.
2.1.7 Tagline
The proponents aim to establish a mark on peoples minds through the use of
tagline. Owe Me Cash Lending Corporation uses the phrase Turning problems into
Solutions to give emphasis to the benefit that the company will be providing to its
clients.
2.1.8 Principle
Enrooting the guiding principle of mutual benefit will be an aid for the
development of the company and its people. The proponents believe that in establishing
a business, one should have in mind the parity within the environment. There should not
be a one sided benefaction.
2.1.9 Our Values
Discipline
The manner of controlling the employees behavior vests entirely upon the enforcement
of the companys rules and regulations. A well-disciplined employee knows what, when
and how to act in various work circumstances.
Unity
In the process of achieving the mission, the company appreciates the harmony of its
employees for they will be considered as the asset of the company. The state of being
together would effectuate an effective environment worthy of praise.
Credible
In part of the companys nature, credibility would top the list of its values. Since money
would be engaged in this type of business, the organization should practice art of
responsible lending. The organization shall take the burden of proving the people about
its credibility and reliability.
Ideal
Searching for a perfect company to trust would be challenging for the clients. For this
reason, the company will be offering its effort for the people to perceive its potentiality in
providing great business and services to everyone.
Accommodating
Considering the companys engagement with people as its principal thing, being able to
show ones willingness to serve is an important factor for the company in attaining good
relationship with its clients.
Ready
In every company, the act of showing readiness can also be considered as a
competitive advantage over its competitors, especially in this type of business where
walk in clients is appreciated. The company should possess all angles of readiness, in
terms of the employees, the money being lent and the contingencies that it might
encounter.
You
Above all of the values that the company will be practicing, valuing its clients would be
considered as its bottom line. The proponents make use of the word You to symbolize
its clients. The company would not function the way it should, if it could not build a
proper connection to the people engaged and will be engaged on it.
2.2 Organizational Structure
2.2.1 Organizational Chart
The business will be needing five (5) starting employees in the office: one
Manager/Operations Head, one Loans Supervisor, one Marketing Officer, and two Loan
Clerks. In addition, we will also be hiring three (3) part-time employees, one in charge
as a Legal Officer, and two more as Marketing Assistants.
Board of Directors
Operations Head
Loan Supervisor
Loan Clerk
Legal Officer
Loan Clerk
Marketing Assistant
Marketing Assistant
Marketing Officer
Interview loan applicants in order to obtain personal and financial data, and to
documents.
Assemble and compile documents from loan closings, such as title abstracts,
rejection of applications.
Contract credit bureaus, employers, and other sources in order to check
Job Qualifications
-
Operations Head
Job Descriptions
Job Qualifications
Loans Supervisor
Job Descriptions
account. Verify that the loan package conforms to the company policies.
Prepare and type loan applications, closing documents, legal documents, letters,
Job Qualifications
-
Legal Officer
Job Descriptions
Search for and study legal documents to investigate facts and law of cases, to
determine causes of action and to prepare cases.
Review and file pleadings, petitions and other documents relevant to court
actions.
Job Qualifications
-
Computer literate
Marketing Officer
Job Descriptions
Gather data on competitors and analyze their loan rates, and method of
marketing.
Devise and evaluate methods and procedures for collecting data, such as
surveys, opinion polls, or questionnaires, or arrange to obtain existing data.
Job Qualifications
-
Computer literate
Marketing Assistant
Job Descriptions
Implement the training programs in addition to spending time with the Marketing
Officer as mentor.
Constitute seminars regarding loans and credits to every barangay near the
location.
Assist the marketing officer in gathering data and giving out surveys to potential
customers.
Job Qualifications
-
1. Job Description
2. Job Specification
3. Vacancy Advertisement Draft
2.4.1.1.3 Vacancy Advertisement
The vacancy advertisement should be comprehensive enough for all the readers
to attract aspiring individual to apply on the job. The advertisement should include
necessary information such as the vacant job position/s, qualifications, requirements
and contact number and e-mail address of the company or even the location of the
place to provide more accuracy.
2.4.1.2 Selection Process
Reception of Applicants
Due to the increasing demand of technology, the company will be receiving
applicants through electronic mail and text messages although walk-ins and
appointment methods are also entertained.
Interview
Interviews will be scheduled after the applicant has done all the necessary job
application. The Operation Head, who will assess if the applicant really suits the job
vacancy, shall conduct this process.
Background Check
Interview is not sufficient to consider the applicant qualified. Interview passers
would have their background checked by the Operation Head for the companys
that are assigned to the individual. It will help the organization measure the
effectiveness of the employees in their workspace.
2. Accountability this indicator involves the transparency of the employees
transactions with the clients and their responsibility to account for all of its
activities within the scope of the organization.
3. Communication- this indicator involves the capability of the employees to
express and communicate their ideas and perform their job effectively and
efficiently through writing with clarity and accuracy employed in their reports and
electronic messages.
4. Decision Making- this indicator involves the capability of the employees to work
on their own capacity in dealing with decisions that are to be made for work
purposes and whether the employees are effective in representing himself to the
clients or need regular assistance from the management.
5. Flexibility- this indicator involves the versatility of the employees in working with
different kinds of people.
6. Job Skills- this indicators involves the necessary skills possessed by the
employees and the capability to acquire skills to maximize the organizations
labor force.
7. Productivity- this indicator includes the capability of the employees to be
effective and efficient on their assigned tasks and their reliability towards thereof.
8. Professional Growth- this indicator involves the extension of knowledge of
employees and contributing to their growth through trainings and exposing them
to work related situations.
9. Work Habits- this indicator involves the practices of the employees towards work
including their capability to manage time to accomplish work with reliability.
2.4.2.4 Performance Appraisal
Evaluation Legend
informing employees about their work schedule and maintaining a just and reasonable
consideration with the proper implementation of Schedule Adherence Policies.
2.4.3.2 Attendance Policy
Regular attendance and punctuality are vital for the smooth operation of the
company. Therefore, Owe Me Cash Lending Corporation obliges itself to establish a
reasonable uniform guidelines that will ensure a consistent and just approach in solving
attendance policy problems and meet the objectives and needs of the business.
Rules:
1.
3.
Head.
4.
Employees are presumed to be at their best condition and ready to work at the
Work activity shall begin and continue until the designated lunch break and the
end of work.
6.
Head or other people with authority at least an hour prior to the commencement of their
work.
7.
certificate duly signed by a legitimate physician in the case of frequent absenteeism for
medical reasons.
8.
Failure to comply with the preceding rule shall be deemed unexcused absence.
11.
Any additional incidents after seven (7) unexcused absences and after the
A day of absence will be considered one (1) incident. The next or second day of
absence is considered a second incident, and so on. But if the absentees physician
releases the employee from work in writing or provides a medical certification, the entire
time of absence is only counted as one (1) incident.
14.
also occurs when an employee leaves prior to the end of their work time without former
notice and approval. Tardiness of less than one (1) hour will be considered one-half
(1/2) incident. Tardiness of one (1) or more hours will be considered one (1) incident.
15.
An employees request for early leave from work is subject to the evaluation of
Operations Head shall keep and maintain a record of the attendance, absences
and tardiness of employees and give advice to the latter about the said record.
2.4.3.3 Overtime Policy
Work may be performed beyond eight (8) hours a day. Any employee may be
required by the employer to perform overtime work if the completion or continuation of
the work started before the eighth hour is necessary to prevent serious obstruction or
prejudice to the business or operations of the employer. Employer may also require
work on a rest day considering in the event of abnormal pressure of work due to special
circumstances, where the employer cannot ordinarily be expected to resort to other
measures; where the nature of the work requires continuous operations and the
stoppage of work may result in irreparable injury or loss to the employer; and under
other circumstances analogous or similar to the foregoing as determined by the
Secretary of Labor and Employment. (Labor Code of the Philippines)
The Operations Head must be properly notified with the overtime work. The
request shall be in writing unless some circumstances provided that the letter of request
could be created at the last minute. The Operations Head must evaluate every request
in case-by-case basis. The employee who does not follow the preceding requirements
is subject to corrective action.
2.4.3.4 Leave Policy
Employee absences that are still paid are termed as leave. Employees shall file
their leave applications subject to the evaluation and approval of the Operations Head.
Leave are subject to the provisions of the following policies.
2.4.3.4.1 Vacation Leave
Owe Me Cash Lending Corporation recognizes the importance of providing
compensation to employees to bring encouragement and enthusiasm to their
workplace. Vacation Leave is granted to employees for personal reasons. The approval
of which is contingent upon the necessities of their service.
The company provides every regular employee ten (10) vacation leave credits,
with additional one (1) credit every succeeding year starting on the second year of
service. One (1) vacation leave credit means one (1) vacation day. Unused vacation
leave is convertible to cash at the end of the year. The maximum total annual leave is
fifteen (15) days.
2.4.3.4.2 Sick Leave
"Sickness" means any illness definitely accepted as an occupational disease
listed by the Commission, or any illness caused by employment subject to proof that the
risk of contracting the same is increased by working conditions. For this purpose, the
Commission is empowered to determine and approve occupational diseases and work-
(4) weeks after normal delivery or abortion with full pay based on her regular or average
weekly wages. The employer may require from any woman employee applying for
maternity leave the production of a medical certificate stating that delivery will probably
take place within two weeks. The maternity leave shall be extended without pay on
account of illness medically certified to arise out of the pregnancy, delivery, abortion or
miscarriage, which renders the woman unfit for work, unless she has earned unused
leave credits from which such extended leave may be charged. The maternity leave
provided in this Article shall be paid by the employer only for the first four (4) deliveries
by a woman employee after the effectivity of this Code. (Labor Code of the Philippines)
Maternity Leave of sixty (60) days for normal delivery and seventy-eight (78)
days for caesarian section delivery for every pregnant employee in the private sector,
whether married or unmarried. A female employee should be an SSS member and must
have paid at least 3 monthly contributions within the 12-month period. (RA 1161, as
amended by RA 8282)
time that she gives birth or suffers a miscarriage; He has applied for paternity leave with
his employer within a reasonable period of time; and His wife has given birth or suffered
a miscarriage.
2.4.3.4.5 Solo Parent Leave
Owe Me Cash Lending Corporation recognizes seven (7) days Solo Parent
Leave is granted to a solo parent to enable him/her to perform parental duties and
responsibilities where physical presence is required provided that He/she has rendered
at least 1 year of service, whether continuous or broken; He/she has notified his/her
employer that he/she will avail himself/herself of it, within a reasonable period of time;
and He/she has presented to his/her employer a Solo Parent Identification Card, which
may be obtained from the Department of Social Welfare and Development (DSWD)
office of the city or municipality where he/she resides. (RA 8972)
2.4.3.4.6 Anti-Victims of Violence against Women and their Children
Owe Me Cash Lending Corporation recognizes ten (10) days leave for Victims of
Violence against Women and their Children (VAWC), granted to women employees who
are victims of physical, sexual, psychological harm or suffering, or economic abuse. The
leave benefit shall cover the days that the woman employee has to attend to medical
and legal concerns. (RA 9262)
In order to be entitled of such provision, the victim woman employee should
present to her employer a certification from the barangay chairman (Punong Barangay)
or barangay councilor (Barangay Kagawad) or prosecutor or the Clerk of Court that an
action relative to the matter is pending.
The use, possession and sale of illegal drugs or alcohol on the Companys
premises or while the employees are performing their work and assignments.
The use, possession and sale of illegal drugs or alcohol away from the
Companys premises if such influence will affects the employees, their work and
performance or the Companys reputation.
2.4.6.1 Principles
All employees and workers will be treated consistently and fairly in line with this
policy.
The rules on alcohol and drugs will be strictly enforced.
All matters concerning alcohol and drugs shall be treated as confidential.
disciplinary action to any employees who will not act in according to the drug and
alcohol policy. When there is reasonable belief that an individual is under the influence
of alcohol or drugs on reporting for work or during the course of work, they must be sent
home immediately.
2.4.7 Smoking Policy
Owe Me Cash Lending Corp. wants to protect and enhance the indoor air quality
and to contribute to the health and well-being of all employees by restricting the same to
smoke in the companys premises. Additionally, the use of all tobacco and smoking
products, including chewing tobacco and electronic cigarettes (E-cigarettes), is banned
from the employees workplace, except as designated in this policy. All employees,
contractors and visitors are requested to abide with this policy when performing
activities in the Company premises as well as to comply with the non-smoking policy in
force in any other place where they may be called to perform activities for the Company.
2.4.7.1 Implementation
Smoking is strictly prohibited within all company work areas including conference
rooms, private offices, restrooms, hallways and workstations, as well as all other
enclosed areas.
This policy applies to all employees, clients, contractors and visitors.
Smoking is not allowed in any part of the Company premises, except in any
restricted smoking area(s) designated by the Company.
free areas.
Smoking is prohibited at all times.
In any place, except in restricted smoking area(s), right of no-smokers to breathe
clean air prevails over the right of the smokers to smoke.
Smokers may have reasonable smoking breaks, provided these are approved by
their Supervisor.
Violations of this policy may result in disciplinary action up to and including
discharge.
Therefore,
employees are advised to keep items out of the work place if they are private,
personal, and not business-related.
Employees are not permitted to install or run personal programs, documents,
files, copied software that violates licensing regulations, etc. on their computer
without the express permission of company management.
All company property is subject to inspection, monitoring, and searching by the
Company, with or without notice to the employee, at any time.
Therefore,
employees are advised to keep items out of the work place if they are private,
personal, and not business-related.
2.4.8.3 Human Resources Responsibilities
Human Resource has the responsibility to interpret this policy and to authorize
searches of company property.
2.4.8.4 Employee Responsibilities
business. In our work environment, clothing should be pressed and never wrinkled.
Torn, dirty, or frayed clothing is unacceptable.
2.4.9.3 Casual Business Attire Recommendations
In a casual work setting, employees should wear clothing that is comfortable and
practical for work, but not distracting or offensive to others. Any clothing that has words,
terms, or pictures that may be offensive to other employees is unacceptable. Clothing
that has the company logo is encouraged. Sports team, university, and fashion brand
names on clothing are generally acceptable if the logo is small and does not dominate
the article of clothing. Employees may wear plain tee shirts, dress shorts, jeans (clean
with no rips or tears) and sandals for casual attire.
2.4.9.4 Hats and Head Covering
Hats are not appropriate in the office. Head Covers that are required for religious
purposes or to honor cultural tradition are allowed.
disciplinary action.
disciplinary action being taken, what that action would be and what further action would
result if there is no improvement or a recurrence takes place.
2.4.10.2 Informal Action
Cases of minor misconduct or unsatisfactory performance may be dealt with
informally. The employer may have a quiet word of caution or advice and
encouragement with the employee in order to improve an employees conduct or
performance. This informal approach may be used in dealing with problems quickly and
confidentially. There will, however be situations where matters are more serious or
where this informal approach has been tried but is not working. In these circumstances,
the employer will use the formal procedure.
2.4.10.3 Investigations
The purpose of an investigation is for the employer to establish a fair and
balanced view of the facts relating to any disciplinary allegations against the employee,
before deciding whether to proceed with a disciplinary hearing. The amount of
investigation required will depend on the nature of the allegations and will vary from
case to case. It may involve interviewing and taking statements from the employee and
any witnesses, and/or reviewing relevant documents. The employer will usually appoint
an investigating officer to carry out the investigation.
2.4.10.4 Types of misconduct
The following list shows examples of the type of rules/offenses which the
employer has categorized for each level of misconduct. This is not an exhaustive list
and management reserves the right to decide how any other misconduct shall be
categorized:
A. Minor Misconduct
Regular incidents of absence
Poor Timekeeping
Failure to comply with Absence Notification and Certification Procedure
Careless work and poor effort at work
Minor breach of safety/hygiene/security rules
Extended tea and meal breaks
Failure to maintain a tidy and safe working environment
Misuse of telephone
Excessive time away from the job
B. Major Misconduct
Neglect causing damage to or loss of employers, customers or other employees
property/ equipment/tools
Serious neglect of safety/hygiene/security rules
Smoking in the workplace
Consuming intoxicants during working hours or bringing intoxicants into the
C. Gross Misconduct
Theft
Physically violent behavior
Leaving the premises or site without permission
Refusal to carry out a reasonable work instruction
Deliberately ignoring safety/hygiene/security rules and thereby endangering ones
employees property/equipment/tools
Undertaking work in competition with own employer
Falsification of records
Gross misuse of companys internet/e-mail system
2.4.10.5 Formal Procedure
When taking formal disciplinary action, the employer will comply with the
Statutory Procedures by ensuring that the following steps are taken at all stages of the
formal disciplinary process.
Step 1 Statement of grounds for action and invitation to meeting
The employer will provide to the employee a written statement of the alleged
misconduct, which has led to the consideration of formal disciplinary action or dismissal.
The employer will also inform the employee what the likely range of consequences will
be if the employer decides after the hearing that the allegations are true. The employer
will invite the employee to a hearing to discuss the issue.
Step 2 Meeting
Prior to the hearing the employee will be informed what the basis was for
including in the correspondence under Step 1 the ground or grounds given in it. The
employee will be given reasonable opportunity to consider his/her response to that
information before any hearing takes place.
You will be given a verbal warning. It will be recorded and retained on file
for a period of 6 months.
Stage 2
If the same or similar offense is repeated within 6 months you will be given
a first written warning. It will be recorded and retained on file for a period
of 12 months.
Stage 3
Stage 4
employee or where the work or service to be performed is seasonal in nature and the
employment is for the duration of the season.
An employment shall be deemed to be casual if it is not covered by the preceding
paragraph: Provided, That any employee who has rendered at least one year of service,
whether such service is continuous or broken, shall be considered a regular employee
with respect to the activity in which he is employed and his employment shall continue
while such activity exists.
2.4.12.4 Probationary employment
Probationary employment shall not exceed six (6) months from the date the
employee started working, unless it is covered by an apprenticeship agreement
stipulating a longer period. The services of an employee who has been engaged on a
probationary basis may be terminated for a just cause or when he fails to qualify as a
regular employee in accordance with reasonable standards made known by the
employer to the employee at the time of his engagement. An employee who is allowed
to work after a probationary period shall be considered a regular employee.
2.4.12.5 Termination by employer
An employer may terminate an employment for any of the following causes:
1. Serious misconduct. Serious misconduct is an improper conduct willful in
character and of such grave nature that transgressed some established and
definite rule of action in relation to the employees work.
2. Willful disobedience to lawful orders. The employees are bound to follow
reasonable and lawful orders of the employer which are in connection with their
work. Failure to do so may be a ground for dismissal or other disciplinary action.
3. Gross and habitual neglect of duties. Gross negligence has been defined as
the want or absence of or failure to exercise slight care or diligence, or the entire
absence of care. It evinces a thoughtless disregard of consequences without
exerting any effort to avoid them.
Salary
P 12,000
8,400
20,000
7,728
7,728
2,800
Annual Salaries
2017
2018
2019
2020
2021
P144,000
100,800
240,000
92,736
92,736
33,600
P144,000
100,800
240,000
92,736
92,736
33,600
P144,000
100,800
240,000
92,736
92,736
33,600
P144,000
100,800
240,000
92,736
92,736
33,600
P144,000
100,800
240,000
92,736
92,736
33,600
2017
Timeline
Proposal
Objectives
Activities
January
Advertising
March
To make
Basis from
Key
Lead
Core
Performanc
Persons
Values
Enthusiast
e Indicator
100%
Marketing
customers
Officer
aware to the
companys
availability of
April
Training of
services
To improve
Responsibl
June
employees
working
100%
Operation
s Head
performance of
every employees
in providing
June
Feedback
services
To gather data
Responsibl
from
and convert it
customers
into valuable
100%
Marketing
Officer
information
about companys
July
September
Advertising
performance
To make
customers
aware to the
Enthusiast
100%
Marketing
Officer
Budget
companys
availability of
October
Seminars
December
services
To help
Responsibl
employees to
100%
Operation
s Head
learn and
develop their
knowledge that
will benefit the
companys
December
Feedback
performance
To gather data
Responsibl
from
and convert it
customers
into valuable
100%
Marketing
Officer
information
about companys
December
Employee
performance
To evaluate the
Responsibl
performanc
performance of
e evaluation
employees and
100%
Operation
s Head
improve the
result
2018
Timeline
Proposal
Objectives
Basis from
Key
Lead
Budget
January
Activities
Core
Indicator
Person
Training of
To improve working
Values
Responsibl
Operation
employees
performance of
s Head
Enthusiast
Marketing
every employees in
providing services
based on their
performance
January
Advertising
March
evaluation
To make customers
aware to the
Officer
companys
availability of
April
Seminars
June
services
To help employees
Responsibl
Operation
s Head
Team
performance
To build strong
Responsibl
Operation
building
connection between
s Head
Responsibl
Marketing
Feedback
skills
To gather data and
from
convert it into
customers
valuable information
Officer
Optimistic
Loans
about companys
June July Financial
Advising
performance
To give seminars in
different places in
Officer
Trece Martires,
Indang and Gen.
Trias, in which will
promote the
July
Training of
company
To improve working
Responsibl
Operation
employees
performance of
s Head
Enthusiast
Marketing
every employees in
July
Advertising
September
providing services
To make customers
aware to the
Officer
companys
availability of
October
Training of
services
To improve working
Responsibl
Operation
employees
performance of
s Head
every employees in
December
Feedback
providing services
To gather data and
Responsibl
Marketing
from
convert it into
Officer
customers
valuable information
about companys
December
Employee
performance
To evaluate the
Responsibl
Operation
performanc
performance of
s Head
e evaluation
employees and
improve the result
2019
Timeline
Proposal
January
Activities
Advertising
March
Objectives
Basis from
Key
Lead
Indicator
To make
Core Values
Enthusiast
Person
Marketing
customers aware
Officer
to the companys
availability of
April
Team
services
To build strong
Building
connection
Responsible
Operation
s Head
between
employees and
use it
development of
April
Training of
skills
To improve
June
employees
working
Responsible
Operation
s Head
Budget
performance of
every employees
in providing
June
Feedback
services
To gather data
from
customers
valuable
Responsible
Marketing
Officer
information about
companys
July
Advertising
September
performance
To make
Enthusiast
customers aware
Marketing
Officer
to the companys
availability of
August
October
Provide
services
To make
Compassionat
Marketing
Promos
customers avail
Officer
Seminars
the services
To help
Responsibility
Operation
December
employees to
s Head
Feedback
performance
To gather data
Responsibility
Marketing
from
customers
valuable
Officer
information about
companys
December
Employee
performance
To evaluate the
performanc
performance of
e evaluation
employees and
Responsibility
Operation
s Head
2020
Timeline
Proposal
Objectives
Activities
January
Advertising
March
To make customers
Basis from
Key
Lead
Core
Indicator
Person
Values
Enthusiast
aware to the
Marketing
Officer
companys
availability of
April
Training of
services
To improve working
Responsibl
Operation
June
employees
performance of
s Head
Optimistic
Loans
every employees in
June
Financial
providing services
To give seminars in
Advising
different places in
Officer
Budget
Trece Martires,
Indang and Gen.
Trias, in which will
promote the
June
Feedback
company
To gather data and
Responsibl
Marketing
from
convert it into
Officer
customers
valuable information
Enthusiast
Marketing
about companys
July
Advertising
September
performance
To make customers
aware to the
Officer
companys
availability of
October
services
To help employees
Responsibl
Operation
s Head
Feedback
performance
To gather data and
Responsibl
Marketing
from
convert it into
Officer
customers
valuable information
Seminars
December
about companys
December
Employee
performance
To evaluate the
Responsibl
Operation
performanc
performance of
s Head
e evaluation
employees and
improve the result
2021
Timeline
January
Proposal
Basis from
Key
Lead
Activities
Core
Indicator
Person
Advertising
Values
Enthusiast
March
Objectives
To make customers
aware to the
Marketing
Officer
companys
availability of
April
Training of
services
To improve working
June
employees
performance of
Responsibl
Operation
s Head
Team
providing services
To build strong
Responsibl
Operation
Building
connection between
s Head
every employees in
April
Feedback
skills
To gather data and
Responsibl
Marketing
from
convert it into
Officer
Budget
customers
valuable information
about companys
July
Advertising
September
performance
To make customers
Enthusiast
aware to the
Marketing
Officer
companys
availability of
October
Seminars
December
services
To help employees
Responsibl
Operation
s Head
Feedback
performance
To gather data and
Responsibl
Marketing
from
convert it into
Officer
customers
valuable information
about companys
December
December
Employee
performance
To evaluate the
Responsibl
Operation
performanc
performance of
s Head
e evaluation
employees and
Create for
Optimist
Board of
new
strategic
next 5 years
Directors
plan