Chapter 2

Management and Personnel Feasibility

Management aspect chapter describes the form of business organization that is best suited

for the proposed subject, the organizational structure, vision & mission of the business, the

number of personnel needed, their compensation and benefits, and the policies that the company

implements. It implies a clear and precise identification of duties and responsibilities, flow of

authority and manpower level requirement. It must be set up for optimum effectiveness.

A. Objectives

General Objectives

The main objective of this aspect is to determine the management feasibility of

Vulcanizing and Repair Shop’ Mobile Application.

Specific Objectives

 To determine the number of employees needed to operate the business.

 To enumerate the different positions, duties and responsibilities and

qualifications of the employees.

 To established a detailed compensation and benefits scheme for the employees

of the business.

 To define the vision and mission of the business.

Scope and Limitation

The scope of management aspect is all about the entire organizational

arrangement of the business with a clear and precise identification of duties and

responsibilities of qualified workers, management’s policy, flow of authority and

manpower requirement. It limits the nature of employees on how to handle by the

management through the policies and structure of the business.

2.1 Personnel (Administrative)

NAME NATIONALITY ADDRESS

SORREL, NICOLE M. FILIPINO MARAGONDON,

CAVITE
Table 2.1 shows the names, nationalities and residences of the partners of the association.

Personnel Administration: Importance of human resource development;

Recruitment, training, career advancement, position classification, discipline,

performance appraisal, promotion, pay and service conditions; employer-employee

relations, grievance redressal mechanism; Code of conduct; Administrative ethics.

2.2 Personnel Qualification

Job Title: Project Manager

Job Summary: Project Manager are responsible for planning, organizing, and directing

the completion of specific projects for an organization while ensuring these projects are

on time, on budget, and within scope.

An accountable project coordinator is responsible for all technical disciplines that a

project consists of. He/she will schedule, plan, forecast, resource and manage all the

technical activities aiming at assuring project accuracy and quality from conception to

completion.

Specific duties and responsibilities:

  Project Management is all about communication, whether through emails, calls,

daily check-ins, or team meetings.

 Handle customer inquiries and respond to their needs in a cool, courteous and

prompt manner.

 Prepare the cost estimates including the services and repair costs and the cost of

spare parts, if needed.

 In order to ensure that the project remains on track, many project managers turn to

timesheets or a project management  that allows them to see how their team is

spending their time.

 A good project manager will do more than simply manage the steps of a project and

will also manage their team in order to keep them productive and happy.

Job Qualifications:

 Must be 18 years old and above.

 Proven working experience as a project manager

 Advanced MS Office skills

 Familiarity with rules, regulations, best practices and performance standards

 Ability to work with multiple discipline projects

 Project management and supervision skills

 Decision making ability and leadership skills

 Time management and organization skills.

Job Title: Officer in charge

Job Summary: Officer in charge will act as the assistant of the project manager and

point of contact for all employees, providing administrative support and managing

employees and client’s queries.

Specific duties and responsibilities:

 Develop business and marketing plans in coordination with project manager to

achieve revenue goals.

 Analyze the current and past budgets, expenses, sales, revenues and product

deficiencies in order to provide recommendations for business growth and problem

resolution.

 Research the market for identifying new business opportunities.

 Explain prospective clients about the advantages of the products or services offered

and follow up with them in order to close the business deals.

 Respond to the client queries regarding the products in a timely fashion.

 Develop business proposals for new and existing customers.

 Develop creative strategies to retain the clients including interviewing them to take

their feedback and incorporate it into the growth plan.

 Prepare the annual marketing budget and track the expenses against the budget.

Job Qualifications:

 Must be 18 years old and above.

 Must have at least a High school diploma; additional qualifications in Office

Administration are a plus.

 Solid knowledge of office procedures.

 Excellent written and verbal communication skills.

 Strong organization skills with a problem-solving attitude.

 Experience with office management software like MS Office (MS Excel and MS

Word, specifically).

 Attention to detail.

Our Vision

NiMaSo Bike Shop will be the preferred shop on San Miguel B,

Maragondon, Cavite by providing extraordinary customer that exceeds customer

expectations.

Our Mission

We are committed to sharing our passion and knowledge for bicycles and

the lifestyle through Cycling products and straightforward service that works for

the customer.

Our Core Values

 Trustworthy

Can trust that company will provide an honest estimate for collision repairs.

 Rely on the competence of our technicians

Work with a worry-free warranty.

 Caring

Company cares about the details, and it shows in the precision of the work

and commitment to quality control.

  Generous

Go above and beyond competitive pay and benefits to ensure to have happy

team members who are happy to help the customers.

 Grateful

The friendly voices on the phone and smiles at the door let to know to

appreciate the business.

2.3 Qualification Requirements

NiMaSo Bike Shop believes that hiring qualified individuals to fill positions

contributes to the overall success of the company. Each employee is hired to make

significant contributions to the business.

2.3.1. Personnel requisitions

Personnel requisitions must be completed to fill NiMaSo Bike Shop positions.

Requisitions must be initiated by the project manager, approved by the company

owners and then forwarded to the project manager and officer in charge.

Personnel requisitions should indicate the following:

 Position title.

 Position hours/shifts.

 Exempt or nonexempt status of the position.

 Reason for the opening.

 Essential job functions and qualifications.

 Any special recruitment advertising instructions.

2. Intake meetings

Intake meetings give recruiters the chance to get a clear picture of what hiring

managers want in a candidate, it's also an opportunity to provide insight around the

available candidate pool and competitive marketplace

Officer-in-charge will arrange a meeting with the hiring manager to conduct an

intake meeting prior to posting a job opening to learn more about the position, the

requirements and the profile of the ideal candidate. The recruiting strategy will be set

during this meeting and expectations established with all the key stakeholders.

3. Job postings

Officer-in-charge will create job postings that briefly describe the job opening

and service of the NiMaSo Bike Shop. All job openings will be posted concurrently on

the company’s intranet and externally with sources appropriate for the position being

filled. Jobs will remain posted until the position is filled.

The Project manager with the assistance of officer-in-charge will be responsible

for tracking all applicants and retaining applications and resumes as required.

4. Internal applicants

Internal candidates are already part of the workplace, so the time that need to

find and engage those candidates is much less. It's also easier to assess internal

candidates. All applicants for a posted vacancy will be considered based on their

qualifications and ability to perform the job successfully. Internal candidates who are

not selected will be notified by the officer-in-charge.

5. Interview process

Interviewing is an important step in the employee selection process. If done

effectively, the interview enables the employer to determine if an applicant's skills,

experience and personality meet the job's requirements. In addition, preparing for

an interview can help clarify a position's responsibilities.

The project manager with the assistance of officer-in-charge will screen

applications and resumes prior to scheduling interviews. Initial interviews are generally

conducted by the project manager using behavior-based interview questions and a

structured interview process. Candidate evaluation forms will be completed after each

interview and retained with the application.

Requirements

 Medical Certificate

 Birth Certificate

 NBI Clearance

 Barangay Clearance

 Police Clearance

 Completely filled application form

Attendance Policy

Regular attendance and punctuality are vital attributes for all employees. It

is important for employees to attend work regularly and to arrive at work on time,

because failure to do so detrimentally affects employee morale and productivity

 The policy of NiMaSo Bike Shop is to establish reasonable and necessary

controls to ensure adequate attendance of employees and to meet business needs. The

officer-in-charge is responsible for creating work schedules of the employees.

Attendance/Punctuality

1. The Company expects that every employee will be regular and punctual in

attendance because NiMaSo is nine (9) hours operating and ready for

emergency service.

2. If the employees are unable to report for work for any reason, notifying the

officer in charge before regular starting time is a must. Employees are

responsible for speaking directly with the officer in charge about their absence.

3. Should undue tardiness become apparent, disciplinary action may be required.

Absence Without Notice

 When an employee is unable to work owing to illness or an accident, please notify

the officer in charge.

 If an employee does not report for work and the company is not notified of their

status, it will be assumed after two consecutive days as an absent and will be removed

from the payroll.

 If an employee become ill while at work or must leave the office for some other

reason before the end of the workday, be sure to inform the officer-in-charge.

2.4 Salaries and Wages administration

Wage and salary administration are collection of practices and procedures used for

planning and distributing company-wide compensation programs for employees. These

practices include employees at all levels and are usually handled by the accounting
department of a company. Wage and salary administration procedures usually involve

activities such as calculating the number of hours worked in order to determine

compensation, administering employment benefits, and answering payroll questions from

employees. At the majority of companies and organizations, wages are usually dispersed

to all employees on a specific date. The workers in charge of salary administration may

also be charged with ensuring that the company adheres to federal and local

compensation laws.

Table 2.2 Service Schedule

Opening Hour: 8 AM

Closing Hour: 5 PM

Day Time

Monday 9 Hours

Tuesday 9 Hours

Wednesday 9 Hours

Thursday 9 Hours

Friday 9 Hours

Saturday 9 Hours

Sunday N/A

Table 2.2 shows the number of hours that the shop will operate.

Table 2.3 Salary

Position Salary (per month)

Project Manager Php 3,000.00
Officer in Charge Php 2,000.00
Table 2.3 shows the salary of each member of the shop.
 The salary of each member of the shop can also increase in the item that will be sell per

month.

2.4.1 Compensation and Benefits Program

Every employee in an organization is entitled with necessary compensation and

benefits program.

1. 13th month: The Company grants a 13th month pay equivalent to one (1)

month’s pay to all eligible employees provided that worked for at least one (1)

month during a calendar year. The thirteenth-month pay should be given to the

employees not later than December 24 of every year.

2. Sick Leave: Twelve (12) days for the first two years of service and additional 1

day every year starting on the 3rd year. Maximum total sick leave is fifteen (15)

days. All unused leaves will be given as incentives at the end of the year.

3. Holidays: Ten (10) paid national regular holidays and eight (8) national special

holidays per year as provided under Proclamation No. 555 (2019

Declared Holidays)

4. Vacation: Thirteen (13) vacation leave, with additional one (1) day every year

starting on the 3rd year of service and convertible to cash at the end of each

year. Maximum vacation leave is eighteen (18) days.

2.5 Organization Culture

The organizational chart is the graphical representation of the organization’s

structure. Its purpose is to illustrate the reporting relationships and chains of command

within the organization.

 NiMaSo Bike Shop

Project Manager

Officer in Charge

Figure 2.1 Organization of NiMaSo Bike Shop

The figure 2.1 shows that the NiMaSo Bike Shop owners are the top management

of the business and is followed by the project manager handling the officer in charge.

Table 2.4: Labor Requirements

Position Number of Employee

Project Manager 1

Officer in Charge 1

Table 2.4 shows the number of employees that require for each position of the company.