Case Study

Florivee G. Erese

Case Study: JAMIESON DRUGS, INC .

I. Stat Statem emen entt of the the Pro Probl blem em:: Lack of employees • Sales operations become paralyzed because becau se of the massive turnover of sales personnel. • II. II. Ob Obje ject ct! !e" e" To maintain its position as one of the top pharmaceutical companies in the country • To cope ith the demands of its customers • To satisfy satisfy the remuneration sou!ht after by its employees e mployees • To prevent further closure of manufacturin! plants due to union strikes • To operate its recruitment process fast and less costly • III.Area" III. Area" of Con"#eraton

The The main main area areass of consi conside dera rati tion on are are the the "uma "uman n #eso #esour urce ces$ s$ %ark %arket etin in!$ !$ and and Sales Sales &epartments. I$. I$. Alternat!e Co%r"e" of Acton &A#!anta'e"(D"a#!anta'e" &A#!anta'e"(D"a#!anta'e"))

'. (utsou (utsource rce the "# functi functions ons of recrui recruitme tment$ nt$ trainin trainin!$ !$ and payrol payrolll from from %anpo %anpoer  er  %a!nate )%%*  Advantages: a. +sin! third third party party to implement implement such such functions functions ill ill relieve relieve some some burden from from the "# department in interviein! shortlisted candidates  b. ,t may lessen the time consumed in the recruitment process c. %% maintains maintains confide confidential ntiality ity of its its clients clients and has not not revealed revealed their their identity identity  Disadvantages: a. Sourcin! Sourcin! out of sales sales represe representati ntatives ves ill ill oppose the the operations operations of of the %arketin %arketin! ! and Sales &epartment.  b. %% is relatively ne in the outsourcin! a!ency and their e-cellent record of  accomplishment is ust their /claim0 ithout ustification from any customer  feedback. c. (utsou (utsourci rcin! n! recrui recruitme tment nt process process may result result to ineff ineffect ective ive employm employment ent of unfit unfit  people because %% ill not be as meticulous as the %arketin! and Sales &epartment mana!ers ill in choosin! the employees. d. Choosin Choosin! ! human human resources resources ill be limite limited d to %%1s %%1s re2uirem re2uirements ents.. Specif Specific ic and ri!i ri!id d test testin in! ! to ensu ensure re that that cand candid idat ates es for for empl employ oyme ment nt are are the the ri!h ri!htt fit fit is eliminated.

3. Focus on satisfyin! the needs of the current employees to prevent their resi!nation.  Advantages: a. Less costly  b. The company ust needs to appropriate and utilize its assets or resources to solve the issue c. The risk is loer compared to outsourcin! the "# functions from an unsure venture because %% has not proved its establishment in recruitment industry yet. d. The hirin! process may be customized as to the needed e-perience and skills for  the ob. $. Concl%"on

(utsourcin! may be a convenient ay to recruit but controllin! the eopardy internally may be a more cost4effective and best ay to deal ith it. $I. Recommen#aton" •

The company must realize the reason behind the resi!nation of employees$ hich is the

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 poor compensation$ it provides to them. The mana!ement must motivate the employees throu!h benefits and remuneration

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accordin! to their performance. The orkloads must be distributed evenly to prevent demotivation of current employees

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due to ine2uitableness. There are many potential employees out there. The company may consider hirin! fresh !raduates if they cannot raise their salary rate$ or hire e-perienced personnel and raise the  pay rates accordin!ly up to the breakeven e-tent.