Assess and present which part of the staffing procedure were not done properly. 2. Describe the detriments of not conducting a Human Resource Planning. 3. Develop a proposed job descriptions and job specification for the company. The Lighthouse Insurance Company was founded in 1970. It is engaged in selling nonlife policies specifically those related to fire and allied lines, motor car, marine, personal accident, bonds, and miscellaneous lines. The company is a stock corporation with 51 branches all over the Philippines from Northern to Southern Mindanao. It employs a total of 805 employees manning the head office in Makati City and all the branches. The company’s Human Resource Department is composed of five employees including its head, Ms. Emerenciana Soriano. The department maintains a file of the company’s record of personnel. The branch managers are responsible for recruiting branch personnel who are trained at the head office from one week to one month. When the position of branch manager ( BM ) becomes vacant, the general manager pulls someone out from the Marketing Department to fill the vacancy. The performance of new branch managers is lackluster in the first few month. After a year, their performance improves, or they fail totally. When BM’s position become vacant, the HRD immediately coordinates with the Vice President for Marketing and without much fuss, facilitates the transfer of the most senior of the eligibles to assume the BM’s post. This year, the vacancies for the BM’s are unusually higher than last year. Last year’s vacancy for BM consisted of only one and it was immediately filled. At the beginning of the third quarter of this year, six vacancies have already occurred of which only three could be filled. After five months, still no suitable replacements could fill the other three vacancies. Ms. Soriano is now thinking of the best move to solve the problem.
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