Fitz and Quinn

MM203 ALBESA, NACAR, RUALO, SANCHEZ
FLOURISHING FITZ AND QUINTESSENTIAL QUINN
1. POINT-OF-VIEW
The group decided to take the point-of-view of the Human Resource Director/Chief/Manager.
We made this choice because the head of the HR has the authority and responsibility to formulate
different alternatives to develop and to provide as basis to the selection of employees for the Job. Commented [1]: Pareho tayo, so okay po ito for me ☺
2. PROBLEM STATEMENT
What will be the basis of the Wearever Tire and Rubber Company in hiring a personnel for the
position of credit manager?
How can the company have an effective credit manager?
3. ANALYSIS OF RELEVANT FACTS
a. SWOT ANALYSIS
From the given internal conditions at the Wearever Tire and Rubber Company, the following
strengths and weaknesses were arrived at between the two applicants:
STRENGTHS WEAKNESSES
FITZ ● has an accounting degree, ● limited experience

working toward an MBA
● has “drive and originality”
● “looks like management
material"
QUINN ● loyal employee ● not management material

● punctual
● good service reputation
4. FORMULATION OF QUALIFICATION STANDARDS

ALTERNATIVES AND STRATEGIES
A. CHOOSE QUINN OVER FITZ

1 | Page
PROS – adherence to culture of giving importance to length of loyal service to the company
CONS – the company may lose some profits if Quinn may not be able to lead the people
effectively
B. CHOOSE FITZ OVER QUINN

PROS – may be a game-changer for the company in leading the people
CONS - if chosen, other employees may think that service amounts to nothing
C. HIRE A DIFFERENT NEW MANAGER

PROS – no conflict may arise between Quinn and Fitz;
CONS – new employee may find it difficult to adjust in leading people who have worked
Together for quite a long time already; difficulty in recruiting a new employee
5. DECISION CRITERIA Commented [2]: SIR GIOVANNI, I BELIEVE BETTER

Wearever Tire and Rubber Company needs adopt and implement a strategy for the company to NA DECISION CRITERIA NA LANG NATIN ANG 4C
BILANG SILA ANG GINAWA NATING BASIS FOR
address the recruitment challenge. To have an effective and efficient company, the group came up
COMPARISON
decided to use the 4Cs Model of Evaluating Human Resources to interpolate the applicants’ strengths
and weaknesses:
a. COMPETENCE - In this area, as HR head, it is important to consider the qualifications of

the applicants to the vacant position.
b. COMMITMENT - In this qualification standard, as HR, it is crucial to consider what the

applicant is willing to sacrifice, what level of persistence to accomplish the assignment
of the position, what level and type of motivation is required to obtain optimal
performance and what degree of loyalty is expected.
c. CONGRUENCE - In this field of evaluation, applicants will be evaluated based on their

personal support to the company’s philosophy, vision, mission and goals.
d. COST EFFECTIVENESS - In this section, applicants qualification for the position shall be
evaluated on the cost of the company of hiring an applicant as well as the cost of not
hiring an applicant.
Wearever Tire and Rubber Company vacant position is crucial in the success of the company,
however, cautious approach is required. As HR head of the company, the decision criteria using the
qualification standards will be basis of a decision.
1.
Decision criteria Percentage (%)
2 | Page
COMPETENCE 35
COMMITMENT 25
CONGRUENCE 20
COST EFFECTIVENESS 20
A. QUINN OVER FITZ B. FITZ OVER QUINN C. NEW EMPLOYEE
Rating Rank Rating Rank Rating Rank

(1, 2, 3, 4, (1, 2, 3, 4, (1, 2, 3,
5) 5) 4, 5)
COMPETENCE (35%)
In our opinion,
COMMITMENT (25%)
In our opinion,
CONGRUENCE (20%)
In our opinion,
COST EFFECTIVENESS
(20%)
In our opinion,
TOTAL
3 | Page
6. DECISION
Wearever Tire and Rubber Company must hire the best qualified applicant. __________ is the
best option since she gained the highest total ratings as evaluated in terms of the 4 Cs model of
evaluating human resources.
7. RECOMMENDATION
Before Wearever Tire and Rubber Company hires ________________, the HR head must also
conduct character investigation, to identify other information that lies within their target applicant. It
may also help to distinguish the real personality it needs to focus.
By analyzing all of these, it will be easier to find the best qualified applicant and ensure that the
application will perform efficiently and effectively as expected.
8. CONTINGENCY PLAN
If applicant does not accept that position, the next option would be to
_____________________________________. Although it may be risky since
____________________________. But, if the applicant accept, then the other applicant should be
____________________________.
4 | Page

Fitz and Quinn

Uploaded by

Copyright:

Available Formats

Fitz and Quinn

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Fitz and Quinn

Uploaded by

Copyright:

Available Formats

MM203 ALBESA, NACAR, RUALO, SANCHEZ

FLOURISHING FITZ AND QUINTESSENTIAL QUINN

How can the company have an effective credit manager?

3. ANALYSIS OF RELEVANT FACTS

FITZ ● has an accounting degree, ● limited experience

QUINN ● loyal employee ● not management material

4. FORMULATION OF QUALIFICATION STANDARDS

A. CHOOSE QUINN OVER FITZ

B. CHOOSE FITZ OVER QUINN

C. HIRE A DIFFERENT NEW MANAGER

5. DECISION CRITERIA Commented [2]: SIR GIOVANNI, I BELIEVE BETTER

a. COMPETENCE - In this area, as HR head, it is important to consider the qualifications of

b. COMMITMENT - In this qualification standard, as HR, it is crucial to consider what the

c. CONGRUENCE - In this field of evaluation, applicants will be evaluated based on their

Decision criteria Percentage (%)

A. QUINN OVER FITZ B. FITZ OVER QUINN C. NEW EMPLOYEE

Rating Rank Rating Rank Rating Rank

You might also like