Diamond International Co-Corporation Essay

I. Executive Summary Diamond International Corporation (DIC) is one of the leading suppliers in the country. It is a trading company that imports thermoplastic (PVC) pipes, values and fittings. By 1990, the company has already grown to more than 50 employees. The company has identified its three major marketing areas: projects and major accounts, branches and dealership. It is also the major competitor in selling high-precision screws and bearings needed by the semicon industry II. Point of View (POV) President of the Diamond International Corporation III. Time Context Around the time when the company placed Mr. Robert Cruz being in-charge of the over-all shop operation of the ABC Steel Company and was appointed as the new shop manager. The same time when the company’s production backlog has reached its proportions that will lead to the halt of businesses with other companies. From the point of view of the new shop manager, the company may go bankrupt in five months time if the company keeps paying penalties. IV. Statement of the Problem To determine present and future manpower requirements of the organization in coordination with planning and job analysis activities. V. Objectives 1.To address the fair and justifiable hiring and selection of the future employees of the company. 2.To improve the working behavior of the employees and increase coordination in every aspect of their work. VI. Areas of Consideration By 1990, the company has already grown to more than 50 employees. It is now one of the leading suppliers in the country. It imports thermoplastic (PVC) pipes, valves and fittings. DIC’s main clientele is the semiconductor industry. It included Splash Island in Laguna as one of its major projects. It has a standing inventory of Php 15m+ located at its warehouse in Las Pinas. DIC is also a major competitor in selling high-precision screws and bearings needed by the semicon industry. The sales from this area constitute 10 to 15 percent of the company’s profits. Opportunities 1.The company’s assurance of the maintenance of quality 2.Improved productivity Threats 1.Company backlogs 2.Shortage of skilled manpower VII. Assumption 1.The organizational structure of the management creates discord in the effective operations of the company. 2.No effective HR program is present to handle the company’s manpower. 3.No harmony is present within the management, operations, production and logistics of the company. VIII. Alternative Courses of Action (ACA) 1. Team Building – designed for improving team performance advantages: a. encourage both individual and team development and improvement. b. helps individual to focus on group goals to accomplish more beneficial tasks. c. helps individual in decision making process. d. helps each employees to assess their personal effectiveness and strengths. disadvantages: a. difficulty in assessing the performance of an individual’s role in a team. b. coordination costs are very high (team building as a management has to spend a lot of costs.) 2. Monitor the performance of each employee advantages: a. targeted staff development – good performance management system can be positive way to identify developmental opportunities. b. rewards staff for a job well done. c.allows employees growth d. provide an opportunities to discuss issues and clarify expectations with their managers. disadvantages: a. Time consuming b. Biases occur when it comes to performance evaluation that lead to difficulty in assessing one’s work performance. IX. Conclusion and Recommendations The management should develop a just and fair hiring of their employees. They should follow the appropriate guidelines for the recruitment process so that they can hire the best candidates having the right potential for a particular position. X. Plan of Action a. The HR Department should develop a new strategy that will help them to assess the work performance of each employees. b. Everyone should be aware of the recruitment process. Ensure all staff involved with the recruitment and selection of staff are trained and aware of your recruitment policy and have the skills to ensure its effective implementation.