Restoration of Revolving fund for Interment service and Petty Cash

Memorandum

To:   All SBUs

Thru:   MRSS

cc:   Ms. CSS SPCE

Date   February 10, 2026

published at admin plan blog

Objectives:

       1.  To prevent long pending tasks that need PHP to complete e.g.   lawn mowing because there was not gasoline purchased

       2   To strictly enforce imprest system:   ie:   all collections shall be deposited intact, and there is another pathway for expenses via check;   no meddling with collection to pay for the AP

       3.  To prevent fraud and malversation

       4.  To promote efficiency in work

Background:

      1  There are allegations that sbus have not such funds;  however inquiry with  mam  MRSS shows that such funds are existing however they have not made efforts to liquidate, replenish the funds

      2.  Therefore there are lapses in the implementation of such funds

      3.  The rules fo the funds are missing

WHAT:

      1.  Petty cash fund    

          Amount   -  P5,000

         Covers the following expenses:

               1.  Cleaning materials

               2   Emergency repairs not exceeding P500.00, anything above requires conformance to our purchasing procedures:   canvass, po, dr, etc

               3  Merienda for the customers as part of CS

               4.  Gasoline fuel, oil for the brush cutters

      2.   Revolving fund:for Interment service

            Covers cash expenses for interment, not exceeding P5,000 per payment each

         1.  Flowers

         2.  Merienda

         3. Tarps  Announcement and thank you 

         4.  Gratuity for priests/pastors

         5.  Gasoline and fuel not exceeding P500 for tractork.  Minor repairs

     3.  Rules:  process key points  (we need this because of petty thievery and malversation by sbu staff

         Custody

             1.  The custodian shall be the cash assistant and other staff so designated in the meantime. Those handling cash cant handle records and vice versa

                  Those who has the authority to disburse and those involved in record keeping cant be custodian

             2.  The custodian shall sign a surety agreement that may be

                 1.  In form of cash bond or undertaking for salary deduction to secure integrity of the funds

                 2.  The custodian shall have proper surety endorsement by his/her reference.

                 3.  Shall be at least 3 mos with the company and perceived to be trustworthy

           Thus:   sbu must hire hire complete the staffing  and train the cash assistant diligently

         Authority

              1.  The authority to approve shall be by the CMO or most senior staff in the sbu;limited to:

                  1.  P500.00 max for the PCF, and  P5,000 for the Revolving fund

                       Those in excess shall follow normal purchasing procedures and documentation

                  2.  In no case shall the sbu, the CMO and Senior staff, circumvent this by dividing purchases to conform to this limit

             2.  Those who have authority to approve cant control or have physical custody of the cash on hand

        Accountability

           1.  A weekly declaration of the funds is required and submitted:

              Fund limit:

               less:    Disbursements:    (Enumerate)

                   Summary:

           Name          Date   Cv No     Deceased        Payee       Item      Unit price    Total price

                                                                                                                                     Total         

              Fund balance:

                      Cash count

             To be made by the Cash Assistant and approved by the CMO, senior staff and or noted  by SFC

       Security

        1.  The funds shall be kept in a cash box (not in wallet or envelope) under lock and key;  

             the box shall be kept also in secured filing cabinet when left overnight.  Not to be left on top of office tables or cabinets.

       2.  The custodian shall maintain a running balance of disbursement and cash count

   Documentation  and replenishment

      1.  All disbursement shall be via a cash voucher, pre numbered that contains the following information

                                                                    CASH VOUCHER

                                                 SBU________________Address _____________________________

                                                                                                     

                                                                                             Date _____________Number _________

Payee:    Business Name_________________________________

              Owner________________________________________

             Address: ______________________________________

           CP Number/Gmail/DM____________________________

 Particulars:  (ibox)

     Item                       Unit price                              Total price

                                         Total payable

   Prepared by:  ____________     Approved by:  ___________        Paid by ____________________________

PAYMENT RECEIVED BY _________________________________    Date_________________   Amount ________________________

                                                          SOCPN

AMOUNT IN WORDS ____________________________________________________________________________________________________________________

______________________________________________________________________________________________________________________________________

(1/4 BOND PAPER)

    The contact number is impt because we found out before that in one sbu the provider of chair was the CMO)

   ATTACH THE OR DR AND OTHER PROOF OF RECEIPT/USE

    2.  Abstract/ticket

       Each fund shall have an abstract  ie a register of fund fund disbursement which shall be the ticket for replenishment:

      can be handwritten.  But a soft copy file shall be maintained

     Abstract for ______________________fund                                                Ticket no   2026 _______(we start with 001)

    Sbu___________________________________________Period Covered

   Previous fund balance:____________________

   Add replenishment      ____________________

  Beginning balance _______________________

Disbursement

 Date       CV Number                     Particulars                Unit                    Qty        Total Amount              Amount paid

Cash balance:

       Cash count 

-x-x-x-x-x-x-x

1,   Audit weekly;  submission weekly

2.  Two copies:   one for sbu when asking for replenishment and one with orig receipts, dr for submission to Main Office

3.  Be sure to scan all or for SBU files  (no more wala po walang audit trail, favorite escape sa audit of one one man sbu)

2,  Replenishment:

    1.  To make sure that the funds are functioning while the MO is processing the same, the sbu shall apply for replenishment when 70% of the fund is depleted;

    2 .  SBU shall replenish within 7 working days;  those that are only defective shall be withheld not the entire ticket/abstract           

ADMINISTRATIVE TASKS:

    1.  SBU please clear pending cash advances; 

    2.  Apply for reinstatement of funds, with commitment to comply with these procedures

   3. Tina please format the ticket and abstract nicely

   4.  Implement natin ng march.  Hire train tayo.  (We can start with HAMP, LU, Calapan???)

         

Guidelines for writing a marketing plan in 2026

Writing a marketing plan

1.  Objectives:

     1. To organize our marketing effort to sell and market our inventories

     2.  To build our brand identity to the public

     3.  To sustain business and feed our staff and other stakeholders

     4.  To fight off anticipated economic difficulties (the great reset of US financial system,, devaluation of US dollar (due to Japan and China dumping US dollar.loss of reserve

          status and end of US Petrodollar

2.  Background:

    1.  We submitted marketing plans by October with many having great mental setbacks on writing a marketing plan -  not applicable, other consultations with marketing  gurus

    2.  We wasted a lot of PHP millions with only the old price promos being taken in and even abused by some sbus despite setting a limit

    3.  Little or no sales by December.   

    4.  Most did not meet their targets;   relying only on old price promo

3. Wtdn

    Writing a marketing plan

    The writing of marketing plan is an employable skill.   Not many know how to do this.   Do you think you have the mental capability and openness to prpeare a marketing plan

    What is a marketing plan -  iit is a story a plan on how you can sell your products successfully taking into consideration the reality:of:

A.  Background, reality

        1.  Company:

             1. Organization

             2.  VMBP

             3.  Opportunities

             4.  Risks/obstacles to the business

      2.   Competition

            1.  Their 4ps (current marketing plan that will frustrate our efforts to sell) we have to be better than them

            2.  What makes them a stand out

    3.  Customer

         1.  Profile of current buyers:    age, sex, wants and needs, for our product

         2.  How do our products meet their needs

        3.  What pisses off the customers (our internal practice/processes that are defective eg the pronouncment in an sbu that CO dos are issued after a year... (against

             EO 648

     4.   What are the trends in the memorial business?  How are customer experience enhanced

           WHAT MAKES PROSPECT BECOME BUYERS?

   B.  Strategy 

       3 -5 important batch of activities that you will do do to make prospects your buyers.    Your background study should guide you make your choice

         Say:   example

      1.  Emphasize scarcity  (for sbu with low inventory) 

      2.  Beautify the site  -   place tunnel lights, solar lamps, redesign office

      3.  Excellent interments   - incentivize CSS

         AVOID BEING DRAWN INTO PABARATOHAN PAMURAHAN.  All good things are expensive.   We are the cheapest in the market.  Dont cheapen us any further.

C.  Ps of marketing  guidelines

     1.  Product -   Ano dapat baguhin iimprove sa product

          1.  Construction

          2.  Maintenance

          3.  Interment standards/checklist and observance

          4.  New revival of old products -  cremation, FS, ash crypts

             New group:     fs, is, ash crypt group

         5.  Ground maintenance service;   anniversary remembrance package  LANDSCAPING -  flowring plants and trees:  bougainvilla.  flame tree, balayong, madre de cacao

     2.   Price:

        1.  Cash,  dp,  ma, no interest, with interest, discount   

    3.  Promo:

        Shakespeare never repeat.    Do we repeat.   Even Victoria court never repeat promos.  Should we

       1.  Promo items

       2.  Posting at

               1.  FB interments

               2.  FB obits

               3.   Blogger best pictures

               4.  Google maps id and pictures

               5.  Other soc media posts

     3.  Leafleting at dalaw paburol and interments

     4.   Placement:

          1.  Agents

          2.  On line presence

          3.  Kiosk

    5.  People 

        1.  Hiring  (complete staff:   GT, TS, CSS 1 and 2, SFC)

        2.  Retraining  especially attitude, being friendly, customer for life (the answer is always yes

       3.  Incentives

       4. ID uniform, office decorum  observance of CCD

C.  Calendar of activities (By month or QTR)

 6  Proces:

     1.  Ppa delivery

    2.  CO Dos delivery

   3. Managing problems and backlogs

   

D.  Financials

    1.  PNL

        % of me to  Total sales

        ROI:   Gp over ME

    2.  Cash flows

         Beg balance

        Cash flow from operations:

              Cash receipts

                   Less:   Com /vat

                              Operating expenses

                  Less:  Sharing

                 Cash deficit surplus

     Cash flow from investment:

             Add inflows from investment

            Subtract  cap ex (construction)  FFE

             ST

            Surplus deficit form investment operations

    Cash from lending operations

       Add borrowings

       Less PMT/MA to loans

       Surplus deficit from investment operations

     Total of all deficit surplus of all operations

   NEW BALANCE

      Project for new year 2026

     Attention:  Ms. GC do you understand this?   Can you make one for HAMP

Writing a marketing plan for 2026

Writing a  2026 marketing plan

1.  Objectives:

     1. To organize our marketing effort to sell and market our inventories

     2.  To build our brand identity to the public

     3.  To sustain business and feed our staff and other stakeholders

     4.  To fight off anticipated economic difficulties (the great reset of US financial system,, devaluation of US dollar (due to Japan and China dumping US dollar.loss of reserve

          status and end of US Petrodollar

2.  Background:

    1.  We submitted marketing plans by October with many having great mental setbacks on writing a marketing plan -  not applicable, other consultations with marketing  gurus

    2.  We wasted a lot of PHP millions with only the old price promos being taken in and even abused by some sbus despite setting a limit

    3.  Little or no sales by December.   

    4.  Most did not meet their targets;   relying only on old price promo

3. Wtdn

    Writing a marketing plan

    The writing of marketing plan is an employable skill.   Not many know how to do this.   Do you think you have the mental capability and openness to prpeare a marketing plan

    What is a marketing plan -  iit is a story a plan on how you can sell your products successfully taking into consideration the reality:of:

A.  Background, reality

        1.  Company:

             1. Organization

             2.  VMBP

             3.  Opportunities

             4.  Risks/obstacles to the business

      2.   Competition

            1.  Their 4ps (current marketing plan that will frustrate our efforts to sell) we have to be better than them

            2.  What makes them a stand out

    3.  Customer

         1.  Profile of current buyers:    age, sex, wants and needs, for our product

         2.  How do our products meet their needs

        3.  What pisses off the customers (our internal practice/processes that are defective eg the pronouncment in an sbu that CO dos are issued after a year... (against

             EO 648

     4.   What are the trends in the memorial business?  How are customer experience enhanced

           WHAT MAKES PROSPECT BECOME BUYERS?

   B.  Strategy 

       3 -5 important batch of activities that you will do do to make prospects your buyers.    Your background study should guide you make your choice

         Say:   example

      1.  Emphasize scarcity  (for sbu with low inventory) 

      2.  Beautify the site  -   place tunnel lights, solar lamps, redesign office

      3.  Excellent interments   - incentivize CSS

         AVOID BEING DRAWN INTO PABARATOHAN PAMURAHAN.  All good things are expensive.   We are the cheapest in the market.  Dont cheapen us any further.

C.  Ps of marketing  guidelines

     1.  Product -   Ano dapat baguhin iimprove sa product

          1.  Construction

          2.  Maintenance

          3.  Interment standards/checklist and observance

          4.  New revival of old products -  cremation, FS, ash crypts

             New group:     fs, is, ash crypt group

         5.  Ground maintenance service;   anniversary remembrance package  LANDSCAPING -  flowring plants and trees:  bougainvilla.  flame tree, balayong, madre de cacao

     2.   Price:

        1.  Cash,  dp,  ma, no interest, with interest, discount   

    3.  Promo:

        Shakespeare never repeat.    Do we repeat.   Even Victoria court never repeat promos.  Should we

       1.  Promo items

       2.  Posting at

               1.  FB interments

               2.  FB obits

               3.   Blogger best pictures

               4.  Google maps id and pictures

               5.  Other soc media posts

     3.  Leafleting at dalaw paburol and interments

     4.   Placement:

          1.  Agents

          2.  On line presence

          3.  Kiosk

    5.  People 

        1.  Hiring  (complete staff:   GT, TS, CSS 1 and 2, SFC)

        2.  Retraining  especially attitude, being friendly, customer for life (the answer is always yes

       3.  Incentives

       4. ID uniform, office decorum  observance of CCD

C.  Calendar of activities (By month or QTR)

 6  Proces:

     1.  Ppa delivery

    2.  CO Dos delivery

   3. Managing problems and backlogs

   

D.  Financials

    1.  PNL

        % of me to  Total sales

        ROI:   Gp over ME

    2.  Cash flows

         Beg balance

        Cash flow from operations:

              Cash receipts

                   Less:   Com /vat

                              Operating expenses

                 Less:  Sharing

               Cash deficit surplus

     Cash flow from investment:

             Add inflows from investment

            Subtract  cap ex (construction)  FFE

             ST

            Surplus deficit form investment operations

    Cash from lending operations

       Add borrowings

       Less PMT/MA to loans

       Surplus deficit from investment operations

     Total of all deficit surplus of all operations

   NEW BALANCE

      Project for new year 2026

On Wed, Jan 7, 2026 at 10:04 AM Jorge Saguinsin <jorge@holygardens.ph> wrote:

Ito 2026 target.    Examine and reflect.  

Ang may stretch ay Calamba:

1.  Goals Targets

                            Sales                                                                                                                                                                           Collection

                                                                                                IS                                 FS   

                           Units      Unit Price  Php                     Units    @              PHP               Units  @                PHP                  Plots          IS             FS       =   Total

    LU          700         P90,000            63,000                300    P40,000    12,000,000       60       P70,000     4,200,000         30M         12M          4.2M    P46,400,000

    Panga    600          100,000            60,000               300     40,000      12,000,000      60,   70,           4,200,000         30M         12M          4.2M             46,400,000

    Malasi  1,000           70,000            70,000                30      40,000      1,200,000        ---                     ---                    35M           --             --                   36,200,000

  Hamp      500            100,000           50,000             300      40,000     12,000,000       30    70             2,100,000         25,          12M          2,.1m             39,200,000

  HMMG   200             100,000           20,000              30       40,000     1,200,000         ---                    --                       20,M          1.2           ---                 21,200,000

  HGOMP 500              80,000            40,000            200     40,000        8,000,000      ---                       --                     20M           8,                                 28,000,000

 HGCal    500              70,000           35,000             150     40,000        6,000,000       --                      --                      15M            6                                   21,000,000 

HGGMP 2,000            80,000          `160,000K         300    40,000      12,000,000      100   10                                    80M           12M       10M               102,000,000

             5,300                                    573,000         1,510,00                  52,400,000      280                10,5                                                                       190,221,200

On Wed, Jan 7, 2026 at 9:55 AM Jorge Saguinsin <jorge@holygardens.ph> wrote:

We prepare a 2026 marketing plan.   This January.  We execute in February.  This time kaya ba natin?

On Mon, Jan 5, 2026 at 9:34 PM Holy Gardens Oton <oton@holygardens.ph> wrote:

Good evening po,

Have received the email and will apply to sales inquiry.

Thank you,

April 

On Mon, Jan 5, 2026, 15:52 Holy Gardens San Carlos <sancarlos@holygardens.ph> wrote:

Good day mam/sir,

Read and Understood this email.

Thank you

Shari HGPMP

On Mon, Jan 5, 2026 at 3:26 PM Dada RS <dadareysa@gmail.com> wrote:

Hello Everyone,

To all sbus na nagbenta noong Q4.

Reminder: Ang promo period natin ay October to Dec30 2025.

Tapos na ang promo period. We will stop selling at our promo prices/discounts.

Please update your price lists:

--3% max spotcash discount

-- We won't offer Splitdown and no down

-- update interests to 

1yr - 3%

2yrs - 6%

3 yrs - 9%

-- agent comms balik sa dating structure (hindi na 8,9,10 on gross)

Special discounts and offers for bulk sales or GE/FE can be escalated to management for approval.

Kindly reply that this memo was read and will be implemented.

Ps

Congratulations sa lahat sa inyong mga benta. We appreciate lahat ng efforts ng bawat isa. Congratulations sa mga nakareach ng target collection and sales. Sa mga hindi nakatarget, we'll have new targets this year, let us all be achievers abutin natin ang ating goals.

Process - park maintenance - diy bagger for rider type lawn mower

Providing outstanding amazing values through process clarity and improvement

 The contents are property of the author and shall not be used without written consent

Process- HR internship

Providing outstanding amazing values through process clarity and improvement 

Endorsement letter by school signed by Principal or Adviser

_______________

Holy Angels Memorial Park

(Morong Lands Inc)

Taghangin Morong Rizal

Sir Madam:

This is to endorse the application letter with waiver of parents and the school in connection with DECS CHED requirements for a 240 hours

minimum time for such practicum of the following

    1.  

    2.

    3

    4.  

Upon the completion of the said timeline, we will request you for a certification for the 240 hours training (with evaluation) which we shall furnish your good office.

We do not require an allowance, it may be optional if you so desire.   

-x-x-x-x-x-x-x-x-x-

To:     HR

Subject   Internship/OJT process guidelines

Objectives:

     1.  To help develop students from the academe

     2.  To help in recruitment

     3.  In line with our mission:  to provide jobs

Background:

      1.  We had internship program before but we failed because of the allowance issue

      2.  Our  interns before messed up files and processes 

      3.  They were largely unsupervised because of lack of personnel

Proposed policies/processes;

1.   Sbus that are only fully staffed can accept interns:  with CMO, CSS1, SFC, GT

2.   An employee shall be assigned to monitor handle the internship program:   WS and day end evaluation,   end of training evaluation

3.  There has to be a written memo on what the trainees are supposed to do:

      1.  Objectives:

      2.  Tasks and standard

      3.  Checking of outputs/results

       Can not be allowed to handle  sensitive computer;  may be allowed to assist, research, observe but not do actual tasks in actual situation

 4.  Attendance/number of hours has to be logged and checked;

       1.  DTR is needed

       2.  Absences merit deduction in allowances

       3.   Make up has to be made to complete 240 hours.  No allowance for the make up period

       4.   Punctuality and decorum:   need to come on time and with complete school uniform and ID

       5.  Participation in company activity as AM talk and PE to be strictly observed.   Otherwise marked as absent

 5.  The work tasks of intern will be supervised.  Training has to contribute to the character and skills of the intern

6      An intern who shall be allowed to join HAMP (or any other sbu shall be entitled to P434 /day if there are only 2 interns  (shall be split accordingly if there are more)

        Maximum of 4.  intern only. 

      1. With 2 trainees   allowance/per

      P54.25/hour x 240  =   13,020

      2. With 4 trainees

        27.25 /hour x 240 =

        Payment of allowance shall be made at the end of internship and duly supported by  DTR.  

7.    Evaluation form (ours)

Process: Gaining traction for an enterprise: EOS a book by Gino Wickman

Providing outstanding amazing values through process clarity and improvement 

This is  a book lent to me by Ms Armi

EOS lists down 6 elements in an enterprise (how to get grip on an enterprise)  Just an eleboration of Hibino book, Peter Senge on 5th discipline.  What are they:?  4ms of Ishikawa (Fishbone) Diagram

(Input Throughput)    and 5W 1H

Vision

Issues (problem solving)

Data (what we require background Customer, Company Competitor

System

People

Process

VIDSPP

 The contents are property of the author and shall not be used without written consent

Process: HR personnel policies unaupdated as of now; last update 2019

Providing outstanding amazing values through process clarity and improvement 

Amended and Updated Personnel Policies  (written 2019)

Introduction:

This handbook is designed to provide you with a clear understanding of the Company's rules and regulations, policies and procedures, employee benefits and code of conduct and discipline in order to promote understanding and harmony within the organization. The manual aims to introduce you to Holy Gardens Group (park, crematorium, chapel serviies, memorial  plans) and its financial services.

It also explains employment conditions and management's expectations from you and conversely, what you can expect from the Company. We believe that by knowing all these, you will be able to perform your job effectively in accordance with the guidelines and standards set.

PART I    Personnel Policies

I. STATUS OF EMPLOYMENT 

  An employment contract is for:

1. Regular or Permanent Employment. This is given to an employee who has satisfactorily passed the probationary period after 3 months. Managers, by virtue of the positions they occupy, may be hired as regular or permanent employees. Those hired as regular employees are entitled to performance appraisal only after one (1) year of service or even prior thereto, at the sole discretion of Management for meritorious reasons or when the interest of the Company so requires.

2. Probationary Employment. This is given to a newly hired employee. The standard probationary period is six (3) months. The employee's performance during this probationary period will be reviewed before the end of 6 months. A probationary employee may be terminated anytime for valid reasons as stipulated in the Code of Conduct and in accordance with the Labor Code.

3. Temporary or Contractual Employment. This is given to those who are hired for occasional or seasonal work covering a limited period of time, or those employed as a temporary replacement for a regular employee on leave, or for specific projects with a definite term through designated employment agencies. If a contractual's status of employment is converted from temporary to probationary, he must undergo a probationary employment of 6 months.

 Employment of Relatives. It is the policy of Holy Gardens  to hire the “best qualified” candidate for each job opening. It is Holy Gardens  goal to place individuals into jobs/departments in which they can make the most effective contribution to the success of Holy Gardens  Relatives of active Holy Gardens  employees will not be given special consideration.

Outside Employment. The Company does not allow its officers and employees to engage in outside employment particularly those that directly conflict with the Company’s interest and/or those that conflict with its official working hours while in the employ of Holy Gardens

II. PERSONNEL MOVEMENT 

1. Promotion. This is the movement of an employee to a higher position or level. Promotion shall be based on efficiency, education, experience and seniority.

2. Lateral Transfer. This is the movement of an employee from one job to another within or outside of a department without change in level and salary. Transfers may be initiated by either Management or the employee.

3. Suspension. “Suspension” is a temporary cessation of employment of an employee as a result of a disciplinary action for an offense committed, in accordance with the provisions of the Holy Gardens Code of Conduct and Discipline.

4. Separation from Employment. Separation from employment is the permanent cessation of the employer-employee relations which may be initiated by the employee, by management or by reasons or causes not directly attributed to either of the two, within the limits of the Labor Code.

Situations under which separation from employment occurs may be due to but not limited to the following: -        

        Voluntary Resignation

     

       Permanent and total disability -

       Unsatisfactory performance during probation -

       Retirement - Death -

       Termination for cause

5. Resignation. Holy Gardens requires prior notice of thirty (30) days from employees who intend to resign to give ample time for hiring of replacement and turn over...

III EMPLOYMENT CONDITIONS

A. REGULAR WORK DAYS AND HOURS

1. Office Mondays through  Saturdays  from 8:00am to 5:00pm

2. Lunch break from 12:00nn to 1:00pm or as scheduled by the Department Heads (related to customer service transactions)

3.Snack  break for 15 minutes each in the morning & in the afternoon to be scheduled as follows:

        3.1 Morning break - 10:00-10:15; 10:15-10:30

        3.2 Afternoon break - 3:00-3:15; 3:15-3:30

TARDINESS / UNDERTIME

        A 10-minute grace period in the morning shall be allowed, i.e., 8:15am and shall be considered excused but is still late without penalty

Process - Interment Music Playlist links

Providing outstanding amazing values through process clarity and improvement 

1.   Bukas Palad Filipino songs

2   Heswita Religious songs

3.  Heswita Medley

4.  Ito ang Araw

5.  Sapagkat ang Diyos ay Pag ibig

6.   Give thanks

7.  Tagalog Worship Songs

8.   Tanging Alay ko and other Christian Songs

9.  Tanging Alay ko Lyrics

10.  Sapagka"t ang Diyos ay Pag ibig

11.  Sino ako?

 The contents are property of the author and shall not be used without written consent

Process: HR Hiring Procedure Process and standards/keypoints

Providing outstanding amazing values through process clarity and improvement 

We are getting married for sometimes and for life when we hire.  As a lady what do you when you want to screen suitors whom you will marry.  Your answer is going to be screen well.  Same for our future employees.  And they cant just be good for now, but for the future when your children will grow:   you want him to provide for the house and cars and luxury and not just of good feelings or pleasure he brings in to the table

   Objectives:

    1.  To make hiring more efficient

    2.  To get the best

    3.  To bring on board people who will eventually become leaders and executives

Hiring processa and standards

1.  Getting applicants

     1.  How  -    By referring to our websites and our sites

                         Show our brochures and accomplishment

                        Show profile of SMD

                        Main Value Propositions

                        Catalysts:

                       Pay  (we made sure our salaries are over the existing Wage orders)

                      Allowances:    Meal, Rice, travel, living for those who deserve to get.

                     Training and opportunity for growth

     2.  Channel

                       Job portals

                       Peso

                       Schools

                       Job fairs

                       Tarp at project sites, 3ffb, waiting sheds schools

                      Letters to PESO and schools

3  Hiring process:

    1.  Pre interview:

        You must prepare for this by:

        1.  Reading the job description (the academic and work experience requirement)

       2.  The admin plan and the performance evaluation form

         Questions:

         You are to determine his motivation.  Is he just looking for a job, or he wants to make a career in the company?

         The right fit:   is a nurse really fitted to work  with us?   Or a teacher with LED?  Is he just parking?  Is this a temporary job?   We want to hire people for good as training costs time and money.

          1. What is your job objective (why do you want to work here)

          2.  What is the job you enjoy doing?

          3.  What is your five year plan  (does his five year plan match his application objective)

          4.  Examine his resume and curriculum vitae 

              What did you learn in your previous job?

              Quantify your achievement?

              What were your problems and how did you solve them?

              Tell me instances which show how you solved your problem

4.  Filling up of application form:

       1.  Be sure his resume matches the application form

       2.  Look for gaps in his job history.  Why are there long gaps

       3.  Pay particular attention to his:

           1.  Health  (let him accomplish the health questionnaire). Is she pregnant?

           2.  Special events:  pe, book reports, duty on Sunday, provincial assignments.  (Please filter if he dislikes or has doubts)

  5. Preliminary interview:

        1.  Begin to note his mannerism and attitude.  Does he have good work attitude?

        2.  Does he like being with people?

        3.  What is his attitude towards success/failure?

        4.  How about the dead?  Memorial Park

        5.  Does he have independent decision making?  Or his gf, bf, parents deciding for him?

        6. What is he passionate about?

              1. Does he have hobbies, sports which he pursue diligently?

              2.  Does he have a value system, ie principles

        

      7.  What are notable achievements in life.

          Filter the applicant if he has many negative or  no answers

6.  Written exam

      1.  Following the instruction exam.  Those who fail to follow instruction are out.

      2.  Honesty exam.

      3. Self exam of pre existing condition (must not have been in countries where there is MERS, Bird flu or Ebola.)

       4.  Numerical exam (basic math)   existing  graded

      5. Reading Comprehension exam existing graded

      6.  Spelling exam.  graded

     7.  One word exam: (Fill up the whole page)  (existing)  not graded

          Business

          Philippines

         Memorialization

    8.   IQ exam:  for revision;  adopt Google  

        consist of spatial, sequence, logic    graded 

    9.    Sentence completion test

       Passing is 80% or better average

10  Interview

     The applicant must undergo a series of at least 3 interviews

     1.  From the peer;

     2. The to be supervisor

     3.  The group head.

     4.  Final interview with SMD

     There are interview guides to be followed.  

     The applicant must pass 80% or better.

     Texting while waiting for interview or mannerisms that cant be stopped stops the final interview

     The papers of the applicant must be complete prior to final interview.

Pre final interview requirements:

    

     1.  Hiring sheet

     2.  Checklist

     3.  Interview sheets

     4  CV or resume

     5  Application form

    6.  Clearances (all original)

         Barangay

         Police

         NBI

  7.   3  Reference letters

      The 3 letters must be addressed to the office where the applicant is to be hired.   and must contain:

       1.  The confirmation that the applicant who calls himself  _________is the same person from _________________, __yo 

  

        2.  That he/she is of good moral character and has not been charged in court for any cases involving moral turpitude;

        3.  That we warrants and he is willing to be surety for the applicant for any wrongdoing

8.   Physical Examination done by a licensed MD

      Must contain the certification  "FIT TO WORK" AND MUST RULE OUT PREEXISTING CONDITION:

     1.  Hypertension

     2.  Diabetes 

     3. Cancer

     4.  Liver disease

     5.  Aids

     6.  Asthma and COPD

     7.  Heart Disease

     8.  AIDS/HIV

     9.  EBOLA, Mers,  bird flu. 

After the hiring sheet is approved by the SMD, the applicant is given the Job Offer containing;

    1.  Job title and job level

     2.  Compensation

Duly signed by the SMD or any other senior officer

Drafted JUS  7/7/2014

 The contents are property of the author and shall not be used without written consent