4 Ms of operations: manpower

THE LOUSIAN PRAYER

#GEMtrepreneurZ
Day 1
LEARNING COMPETENCIES
At the end of the lesson, the students should be able to:

 describe Manpower as one of the 4Ms of

operations in relation to the business opportunity;
 understand the basics of recruitment and selection
of qualified people for one’s business enterprise;
 describe machines as part of the 4Ms of
operations in relation to the business opportunity;
and
 identify the business model in evaluating potential
business opportunities.
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MOTIVATIONAL
ACTIVITY
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WORD PUZZLE

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1. Transportation going to Hogwarts
2. Human beings collectively
3. Maleficent’s famous line” “Well, well, ____”
4. Coke in ____
5. “Lock the door when you _____.”
6. Halloween: “Trick or _____”
7. A deep hole with water
8. “______ give up on us, baby” 7
TRAIN PEOPLE WELL ENOUGH SO THEY CAN
LEAVE. TREAT THEM WELL ENOUGH SO THEY
DON’T HAVE TO.
1. Transportation going to Hogwarts
2. Human beings collectively
3. Maleficent’s famous line” “Well, well, ____”
4. Coke in ____
5. “Lock the door when you _____.”
6. Halloween: “Trick or _____”
7. A deep hole with water
8. “______ give up on us, baby”

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 ADD TO HEART!

TRAIN PEOPLE WELL ENOUGH SO THEY CAN

LEAVE. TREAT THEM WELL ENOUGH SO THEY
DON’T HAVE TO.

Consider the quote from Sir Richard Branson

above. Share your thoughts on it, boss.
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 MANPOWER
It is defined as the total number of

1 individuals who are employed in a

company or available for a particular
project assignment or work.
 At the beginning of the
entrepreneur’s business, he or she

1
usually maximizes himself or herself,
his or her partner, or his or her family
members to handle all the aspects of
the business.
 But as it grows, the entrepreneur will
need the expertise of qualified

1
employees that can handle
operational functions.
 Staff plays a pivotal role in any
business venture. Without adequate

1
and supportive manpower, a business
cannot be successful.
 Add to Heart!
“
Why is manpower always
a business’ secret
ingredient?

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“ In the Philippines, manpower services are
a vital part of successful companies and
corporations. Their operations will not be
running smoothly and efficiently without
them.

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“ ⊹ Here are a few reasons
MANPOWER is significant:
why

⊹ Accountability
⊹ Customer Relations and Financial
Growth
⊹ Operation and Innovation
⊹ Health and Safety
⊹ Productivity

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ADD TO HEART!

our office

HOW CAN WE BEST SHOW OUR APPRECIATION TO EVERY PERSON BEHIND OUR SUCCESS?

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Job analysis
⊹ It is a primary tool to collect job-related
data.
⊹ This helps both employer/entrepreneur
and employee understand what exactly
needs to be delivered and how.

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Job analysis

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 Job DESCRIPTION
⊹ It enumerates the duties and
responsibilities of the potential employee,
including the scope, limitations, and terms
and conditions of employment.
⊹ It answers the question: What is to be
performed in the job?

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 PURPOSE OF Job DESCRIPTION
⊹ To determine what needs to be delivered
in a particular job.
⊹ It clarifies what employees are supposed
to do if selected for that particular job
opening.

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What must be contained in the Job
DESCRIPTION?
⊹ Job title
⊹ Compensation and benefit range
⊹ Duties
⊹ Responsibilities and accountabilities
⊹ Work schedules

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Day 2
 Job SPECIFICATION
⊹ It is a written statement of educational
qualifications, specific qualities, level of
experience, physical, emotional, technical
and communication skills required to
perform a job, responsibilities involved in a
job and other unusual sensory demands.

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PURPOSE OF Job SPECIFICATION
⊹ It helps candidates analyze whether they are eligible to
apply for a particular job vacancy or not.
⊹ It helps the recruiting team of an organization
understand what level of qualifications, qualities and set
of characteristics should be present in a candidate to
make him or her eligible for the job opening.
⊹ It helps in selecting the most appropriate candidate for a
particular job.

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WHAT MUST BE CONTAINED IN A Job
SPECIFICATION?
⊹ Employee qualification (Educational background, Work
Experience, Specific Skill or Knowledge, Work attitude)

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PREPARATORY SELECTION OF JOB
APPLICANTS
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PREPARATORY SELECTION OF JOB APPLICANTS
Headhunters Manpower agencies

Print advertisement Recommendations and

referrals
Business networks
Digital media

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PREPARATORY SELECTION OF JOB APPLICANTS
Headhunters

They help companies find a set of people suited for

their requirements. They usually charge a finder’s
fee once the entrepreneur has decided to accept
an applicant.

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PREPARATORY SELECTION OF JOB APPLICANTS
Manpower Agencies

They recruit temporary employees under a short

contract, usually on a six-month period.

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PREPARATORY SELECTION OF JOB APPLICANTS
Print Advertisement
The entrepreneur can also opt to advertise job vacancies
via print advertisements such as general circulation
newspapers, or other publications if the intention is to
promptly get a candidate from the public. If the
intention is to hire candidates with specific knowledge
or skills, the entrepreneur must turn to magazines or
publications of the specific industry where the prospect
belongs (e.g., The magazine BluPrint if the entrepreneur
wants to hire architects).
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PREPARATORY SELECTION OF JOB APPLICANTS
Recommendations and referrals

One viable option is to consider recommendations

and referrals from friends, relatives, or business
partners with an untainted reputation.

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PREPARATORY SELECTION OF JOB APPLICANTS
Business Networks

Another move is to look for his or her business

networks, or the people whom the entrepreneur
has worked with in the past.

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PREPARATORY SELECTION OF JOB APPLICANTS
Digital media

With the power of the Internet, an entrepreneur

can easily post job vacancies through his or her
Web site, social media accounts, e-mails, online
affiliates, search engines, podcasts, or blogs.

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 SELECTION OF JOB APPLICANTS
⊹ Once the potential candidates are pooled, the
entrepreneur must now do the difficult task of
screening them and picking the most qualified and
most suited for the job.

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 SELECTION OF JOB APPLICANTS
⊹ Preliminary screening can easily be done because the
entrepreneur will just need to refer to the required
qualifications and eliminate those who did not qualify.
⊹ The entrepreneur or the HR department can now
conduct a series of interviews for the shortlisted
candidates with the objective of getting the most
qualified candidate for the job.

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SELECTION OF JOB APPLICANTS
Educational Background,
Position Work Experience
Specific Skills or Knowledge
Nursing  Has a bachelor’s degree. Has some previous work-
Assistant  Service oriented, active listener, related skill, knowledge, or
has good oral comprehension experience is usually needed.
and possesses problem
sensitivity.
English  Has an Education degree in Worked as an English
Teacher for English or language. teacher in a university or
Foreigners  Eloquent speaker and a good worked in a call center as a
listener, patient with students, trainer.
adaptive to foreign cultures.
Baker  At least a high school graduate Worked as a baker before.
and with TESDA certification.
 Physically fit, efficient, and fast
worker.
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SELECTION OF JOB APPLICANTS
Educational Background,
Position Work Experience
Specific Skills or Knowledge
Operations  Preferably has a degree in Business Worked as a member of
Manager for a Administration major in Operations operations staff or as an
Retail Store Management; having a Master’s operations manager in any
Degree in Business Administration is industry.
a plus.
 Knowledgeable in MS Office
applications and six sigma (a
disciplined approach for eliminating
operational defect), and has good
leadership.
Fast Food  High school graduate Worked with a fast food chain or
Crew  Physically fit, pleasing personality, restaurant; those without
customer-service oriented. experience are still qualified
because training will be provided.
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JOB OFFER
A job contract is prepared
once the entrepreneur or
the hiring manager has
been convinced already of
the credentials and the
interview answers of the
candidate.
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 A job contract generally summarizes the
terms and conditions of the candidate’s
employment with the business. It usually
includes the following:
⊹ rank or position of the candidate;
⊹ a list of responsibilities or deliverables and its scope and limitations;
⊹ the salary and benefits including vacation and sick leaves;
⊹ work schedule;
⊹ probationary period, if any, and qualifications to become a regular
employee
⊹ the duration of the contract; and
⊹ resignation procedure (e.g., 30-day notice or leave immediately).
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Day 3
EMPLOYEE DEVELOPMENT

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 EMPLOYEE ORIENTATION
Training starts with employee orientation.

On-the-job training
OJT as the most practical tool in training the employee under a
supervision of a team leader or manager.
Buddy system
An expert team member is assigned to assist a new employee in his or
her function. 47
 Mentor-mentee program
This is a training program for supervisors, wherein they will be mentored
by a senior executive or senior officer of the business.

Online learning programs or Webinars

(seminar on the Web)
Practical, flexible, and convenient way of learning.
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entrepreneurs and the HR department must devise an
effective talent management program to gain the
employee’s loyalty. Here are several strategies for talent
management:
⊹ Competitive salary package; nonmonetary benefits; additional
(optional) benefits
⊹ Entrepreneurs must be able to be objective when evaluating the
performance of employees.
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 Why should we need to be always
grateful to every help we get from
anybody? How can we best show our
appreciation to every person behind
our success?

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“I can do all things through
Christ, who strengthens me.”

Philippians 4:13

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Day 4
Quiz 1
Thank you and
god bless!
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