Case Background

Mr. Pedro de la Cruz was strongly recommended by Mayor Punongbayan to work at the
ABC Company located in the municipality. Mr. Dela Cruz was a new graduate of management of
the local municipal university where the mayor himself as the president. His transcripts of records
reveal that he is an average student and had no extracurricular activity in school. His father happens
to be a supporter of the mayor in his political career. Mr. Dela Cruz took the examination given by
the company and he failed to make it due to his poor communication skills.
To give in the mayor’s request, the human resource manager gave him a position in the
production department as a machine operator and not a clerical position that the mayor would like
him to have. But Mr. Dela Cruz did not want to accept the position and insisted that he should get
the job because of the mayor’s recommendation.
Case Study: The Case of Mr. Pedro Dela Cruz

I. Time Context
When Mr. Dela Cruz failed the examination and was offered a position for machine
operator.
II. Viewpoint
Human Resource Department

III. Statement of the Problem

1. Unclear recruitment and placing process

2. Trying to go out of the recruitment process due to honoring the mayor’s recommendation
3. Mr. Dela Cruz’s refusal to accept the position as a machine operator
IV. Statement of Objectives
1. To select the most qualified employee
2. To become firm on selecting new employees by following the selection process.

V. Areas of Consideration

Internal Strength Internal Weakness

1. Well trained employees
2. Forward integration with member
companies
3. High operational efficiency
External Opportunities
1. Have the ability to develop new
product
2. Larger volumes and economies of
scale
3. Expansion of production warehouses
1. The management department is open for
pulling of strings or the padrino system.
2. Mr. Dela Cruz was still offered a position
even though he failed the selection
process.
External Threats
1. Keen and strong competitors
2. Environmental Issues
3. Legal restriction implemented for
some type of products

VI. Alternative Courses of Action (ACA)

ACA 1
The Human Resource Department will follow the correct Selection procedure.
ACA 2
Give Mr. Dela Cruz a starting position in Management Department and offer a training.
ACA 3
Human Resource Department will implement a planning strategy for the proper Selection
Process.
ACA 4
The Human Resource Department will give a feedback to the Mayor about the outcome of hiring
Mr. Dela Cruz.
VII. Final Decision
The group’s recommendation for the final decision would be ACA 1 and ACA 3. The
Human Resource Department will follow the correct Selection procedure and will implement an
effective planning strategy for the proper selection process.
VIII. Detailed Action Plan
 To get the most qualified applicant these are following Selection Procedure:
Stage 1: Establishing the Selection Procedure
Stage 2: Identifying and choosing selection criteria, predictors, and instruments to be
used.
Stage 3: Gathering and Evaluating information about applicants
Stage 4: Making communication decisions to select or reject.
 These are the following Selection Process that needs to be implemented:
1st – Preliminary Screening
2nd – Application Form
3rd – Testing and Evaluation of Result
4th – In-depth Interview
5th – Evaluating References
6th – Physical Evaluation
7th - Placement