Background of The Company

I.
Background of the Company
RJS INDUSTRIAL CONSTRUCTION AND DEVELOPMENT CORPORATION is designed to undertake medium

to large scale industrial construction within the domestic market. The company was molded initially to
provide broad range of services from industrial plant facilities, equipment, supplies, conveying systems,
various engineering works, manpower services with able backing of highly trained and skilled personnel.
The recent acquisition of various heavy equipment has further enhanced its capability to provide
competitive services required by the industry. Today, the company specializes in industrial construction
and fabrication engineering estimates, designs and other mechanical works.
Since then, the company took even bolder steps. It undertook civil works like construction of bridges,
electrical works, supply of manpower, tools and equipment.
Under the compelling and entrepreneuring stewardship of its chairman, the company has now two (2)
branches nationwide, Polomolok and Valenzuela respectively. Toward global competitiveness, it is the
objective of the company to participate in the country’s task of nation building and industrialization. As
its continuing commitment to its people’s asset and its key public, RJS-ICDC shall sustain its momentum
through the third millennium by increasing efficiency and enhancing capacity.
MISSION STATEMENT
Mission is to provide construction service that meets the unique needs and expectations of the
customer while producing a maximum return to shareholders. It aims to outperform its competitors and
provide a healthy and challenging work environment to its employees.
VISION STATEMENT
RJS-ICDC Vision is to improve people standards of living while promoting integrity. Professional
Excellence and Hard work. It provides job opportunities and develops new structures for the country as
it generates profit that creates value for all involved. RJS-ICDC will be the leader of the Philippines
Construction Industry and will be driven to pursue greater achievements and become a major player in
other countries as well. As the leader in the construction industry, management gurus, publications and
even school teachers will talk about the company. Its success will be known to Filipinos as the Company
will be a measure of greatness that people look up to and admire. RJS-ICDC's success will be all over the
country and fill the company employees with pride as they streets of the Philippines.
II. Organization Structure
The Company is under a functional structure; Headed by the President and the other
heads of the different departments the firm consists of.
Organizational Culture
Our Company is rooted on the practice of providing the best services to its customers.
Hence, competition and growth are embedded with our work culture. The company
provides programs in which promotes healthy competition as well as collaborative
works in which boosts the employee’s morale. However, even if there is competition
every one in the company is valued and their efforts and voices are not silenced but
encouraged to make the company better.
General Profile of the Members
PRESIDENT/CEO: Engr. Rudy J. Sultan

EXECUTIVE VICE-PRESIDENT : Engr. Rudy G. Sultan, Jr.
CORPORATE SECRETARY : Mr. Carlos S.Ababon
CORPORATE FINANCE MANAGER : Ms. Maria Theresa S. Ugdoracion
BRANCH MANAGER (DAVAO) ENGINEERING HEAD : Engr. Waynebaldo G. Bigol
SR. SALES & MARKETING MANAGER : Engr. Charleo H. Modequillo
TECH’L ASST. TO THE PRESIDENT SALES & MARKETING MANAGER : Mr. Richard
Dela Cruz
FINANCE MANAGER : Ms. Rubylyn S. Jusi
BRANCH MANAGER (POLOMOLOK) : Engr. Noe M. Dulay
ENGINEERING HEAD (MANILA) : Engr. Ricardo A.Atenta, Jr.
BRANCH CHIEF ADMIN. OFFICER : Ms.Rocel S. Sultan
ACCOUNTING HEAD : Ms. Grace T. Irlandez
III. HRM Functions
Recruitment and Selection
The Company recruits through different platforms to reach out to more

individuals this includes recruitment using LinkedIn, Facebook Jobs and Ads,
JobStreet and Glassdoor. However, traditional posting of vacancies are still
conducted for professionals who are not using such platforms.
When an application is received by the HR, the selection process begins by

conducting preliminary interviews and technical knowledge examination, after
such will come deliberations of the managers and other officers that will
manages the department who needs to fill in the vacancy. And after all of those
will come the final interview for the individuals that passed from the
deliberations
Training and Development
The company aims to provide the best services they can, with that the company
provides trainings and skill enhancement programs to develop further the skills
of its current employees. Also, the company provides assistance to those who
seeks to further their knowledge by giving subsidies to those who will undertake
specialization courses.
Performance Management System
We are current using the guidelines below as our guide in evaluating the
performance of our employees. The human resource personnel will rate each
employee from 1 to 5 with 5 being the highest.
A. Productivity
1. Fails to do an adequate job
2. Does enough to get by
3. Maintains constant level of performance
4. Very industrious, does more than required
5. Superior work production record
B. Ability to follow instructions
1. Unable to follow instructions
2. Needs repeated detailed instructions
3. Follows most instructions without difficulty
4. Follows all instructions without difficulty
5. Uses initiative in interpreting and following instructions
C. Initiative
1. Always attempts to avoid work
2. Sometimes attempts to avoid work
3. Does assigned jobs willingly
4. Does more than the assigned jobs willingly
5. Shows resourcefulness in going beyond the assigned jobs
D. Quality of Work
1. Does almost no acceptable work
2. Does less than required amount of satisfactory work
3. Does normal amount of acceptable work
4. Does more than required amount of neat, accurate work
5. Shows special attitude for doing neat, accurate and beyond required
amount
E. Dependability
1. Unreliable
2. Sometimes fails in obligations
3. Meets obligations under supervision
4. Meets obligations under very little supervision
5. Meets obligations without supervision
F. Cooperation
1. Uncooperative, antagonistic
2. Cooperates reluctantly
3. Cooperates willingly when asked
4. Cooperates eagerly and cheerfully
5. Always cooperates eagerly and cheerfully
G. Ability to Get Along with People
1. Frequently rude and unfriendly
2. Pleasantly tactful & diplomatic
3. Sometimes difficult to get along
4. Is courteous and tactful with other people
5. Exceptionally well accepted by peers and supervisors
H. Attendance
1. Often absent without good excuse
2. Frequently late
3. Usually present and on time
4. Very prompt and regular in attendance
5. Always prompt and regular in attendance and willing to work overtime
I. Appearance
1. Untidy or inappropriately groomed
2. Sometimes neglectful of appearance
3. Satisfactory appearance
4. Careful about personal appearance
5. Exceptional neat and well-groomed in the workplace
Compensation and benefits
The company provides the prescribed minimum wage and mandatory benefits
prescribed by the law to the rank-and-file employees. The compensation and other
incentives for managerial and skill workers are measured through special compensation
programs for their skill set. The company also provides accident insurance for all of its
workers.
IV. HR related issues and concerns
The following are the common issues faced by our human resource department:
I. Refusal to render overtime

In the construction industry, there are many circumstances in where an
employee is forced to render overtime with overtime pay. However,
there are some employees such as skilled workers that refuses to
render overtime due to fatigue, long hours of overtime (overtime in the
construction sometimes lasts until 1 to 2 o’clock in the morning), and
other personal circumstances they have to attend to.
II. Blame Game
Some supervisors tend to blame their staff regarding work in which they
failed to supervise.
III. Unskilled labor workers
Engineers and other project heads often complain about newly hired
labor workers who are not familiar with the technical terms in which
their work entails. They also tend to waste more materials due to their
lack of knowledge and skills towards the project.
IV. Safety
Few workers tend to complaint about unsafe working environments

without receiving any hazard pay.
V. Minimal Strategy time
When most contracts or projects are signed, the first thing the company
does is to give the project to the available personnel even though they
are lacking and inexperienced.
VI. Changing Nature of projects
When the workers are shuffled due to the shortage of workers, the
results may vary in which reflects on the persons who are listed as the
worker of the project.
V. Recommendation and Conclusion

Background of The Company

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I.

Background of the Company

RJS INDUSTRIAL CONSTRUCTION AND DEVELOPMENT CORPORATION is designed to undertake medium

II. Organization Structure

General Profile of the Members

PRESIDENT/CEO: Engr. Rudy J. Sultan

III. HRM Functions

Recruitment and Selection

The Company recruits through different platforms to reach out to more

When an application is received by the HR, the selection process begins by

Training and Development

Performance Management System

Compensation and benefits

IV. HR related issues and concerns

I. Refusal to render overtime

Few workers tend to complaint about unsafe working environments

V. Recommendation and Conclusion

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