University of San Carlos

School of Business and Economics

Department of Business Administration

In Partial Fulfillment of HRDM21

Chingu Eco Adventure Park

Submitted to:
Mrs. Zenaida Confesor

Submitted by:
Butantan, Angelica V.
Cabatingan, Gwen Kate A.
Javier, Pia Chabeli R.
Miras, Angel Mae C.
Rodriguez, Nikka Griahnne D.
AT A GLANCE
This terminal output is all about Chingu Eco Adventure Park which adapted specific company
attributes from its reference company, Papa Kit’s Marina and Fishing Lagoon. The content of this terminal
output will comprise of the company’s Visio-Mission Statement, its core values and its goals. This will also
include a proposed human resource system for our desired company under the industry, eco adventure
parks. This will contain the necessary propositions which are the: job analysis and description per employee,
its organizational chart, recruitment plan and selection process, performance appraisals, employee profile
and compensation per employee. The memebers of the organizational chart provided schematic diagrams
for each position, relevant to oversee possible challenges and solutions per position. In the last part of this
paper, the member gave their individual reflection describing the whole duration of the activity.
I. The Company Profile

Company Background
Chingu Eco Adventure Park was founded by 5 friends in 2007 who shared the same adventurous
and curious spirit. Fueled by their love of nature and the outdoors, they decided to establish an adventure
park that symbolized the friendship they had. “Chingu”, when translated to Korean, means friend, and that
is exactly what they are.

Chingu Eco Adventure Park is not the typical eco adventure park you see in the metro; it comes
alive at night. What makes this eco park different from the rest is that it offers camping and stargazing all
while being surrounded by the natural light of the moon, nature, and the warmth from the huge bonfire.
It is also a sustaining eco park. It mainly caters to millennials and their love for the outdoors.

The logo has the crescent moon to symbolize the beauty of the night, the trees for nature and the
stars for stargazing. The house signifies not only the friendship of the 5 friends that started this but also
the future friendship that will develop among campers as they experience the unique eco park. Chingu Eco
Adventure Park is all about developing deeper love and understanding of nature with family and friends.

Vision
Chingu Eco Adventure Park will be the best eco adventure park there is in the metro that serves
with a purpose: to provide exhilarating experience to families, millennials, organizations and adventure-
seekers all while educating and implementing eco-friendly means.
Mission
In order to be the best and distinct eco adventure park there is, Chingu Eco Adventure Park offers
a one-of-a-kind experience: camping and stargazing all while being surrounded by lovely hues of neon
tubes and other recreational activities. The company will strive to innovate out-of-this-world activities,
promote, educate and implement eco-friendly methods and treat all the employees justly.

Core Values
Forming strong inherent core values are essential in order to move forward successfully and paying
attention to their expectations. Our guests who visit Chingu Eco Adventure Park deserves a unique blend
of entertainment and offers recreational activities for all ages to enjoy.

Adventure - New and challenging experiences; participation in exciting family-friendly recreational activities.
Diversity - Offering individuals with different lifestyles who are seeking adventure and leisure.
Growth - Imparting lifelong learning and personal development among the clients, employees and the
company.
Safety - Ensuring customers that the offered services are safe and harmless.
Environmentally conscious - We promote, educate and implement eco-friendly methods to our customers,
employees and within the vicinity of the Eco park.

Branding
Chingu Eco Adventure Park treats all employees with respect and providing a sense of security,
belongingness and equality in the workplace. The company believes that how they treat their employees
will reflect on how their employees will treat the customers. A survey in the workplace environment is being
held every quarter of the year. The company also invests in researching on how to make employees
contented and the type of employment packages the competitors are offering. On the company website,
employee experiences in the company is posted so that interested applicants will see the reviews and gain
insights on what is happening in the workplace.
II. Challenges

Handling employee complaints and personal problems is one of the challenges of a human resource
manager. Employees, especially who are diverse, tend to have misunderstandings. It might get to the point
wherein the HR has to intervene. On some cases, the manager has to console problematic employees who
are currently having personal problems. Each case is different so the manager must decide what’s the best
approach to every varying situation. A wrong approach could end up badly and the employees will become
hesitant to approach the HR.

Job descriptions set the expectations for every position. Updating them in order to be in line with the
company’s needs tend to be a tedious and long process. Some Human Resources Manager don’t want to
deal with this task even though it is necessary. In the eco adventure park, the HR manager must make
sure that each employee is doing exactly what the job description entailed. Updating them will make the
adventure park’s employees have a clear idea on what their job should be.

When highly-skilled and expert employees are present in the company, competitors will try to offer
them a better employment package so that they will work under them. Retaining these employees is a
challenge to a human resources manager especially when the employment package and benefits is too
good to pass up. In the eco adventure park, people who are highly-skilled in dealing with people and has
an expertise in the department they belong to are offered an employment package and benefits that
satisfies them. It is hard to let go an expert employee because he/she was dissatisfied or got offered a
better job by the competitor especially when regarding corporate social responsibility. The company has
the responsibility to only or mostly employ people who live within the city.

Since the establishment is a sustainable eco-park, one of the major challenges is retaining that
status. There is a need for a continuous implementation of up-to-date recycling, sustaining and minimizing
carbon footprint procedures. “Leave no trace.” reminders are also placed around the area for customers to
be prompted to follow environmentally-friendly ways and help conserve the environment

Another challenge is communication. Since the eco-park is huge, communication problems are
preset. Sometimes the wrong information is relayed even when using a communication device.
Miscommunication brings out unwanted problems.
III. Strategic Map for Human Resource Management Plan for the company

FINANCIAL

Manage costs Improve use of

efficiently assets

CUSTOMER
Customer Build strong
preferences relationship with
customers

INTERNAL Ensure high quality

PROCESSES of service

Improve Increase
productivity effectiveness

GROWTH AND
LEARNING

Recruit quality staff

Adopt a culture of Enhance employee
accountability skills

FIGURE 1
As shown in the diagram, there are four important perspectives that affect companies before and until
today which are the financial perspective, internal processes perspective, customer perspective, and
growth and learning perspective. All of these perspectives are connected to each other. Executing one
strategy leads to another one that helps the company in every perspective.

The first segment of the map would be the growth and learning perspectives. Recruiting quality staff
ensures that the job will be done well. Helping employees to enhance their skills and adopt a culture of
accountability will improve productivity around workplace. Giving them an opportunity to move forward
from their positions with the aid of training and development will give them more motivation to do their
job.

This leads us to the next segment of the map which is the internal processes perspective. Through
improvement of productivity and increased effectiveness in the operations, the company will be able to
maintain a high quality of service. This is an important thing to be given full attention to. We should be
able to give the same high quality to both new and old customers. Through consistency of delivering high
quality service, we will be able to gain loyalty from our customers.

This is also an important aspect that the company considers. Satisfying customers is our main priority.
Building a strong relationship with our customers will help us to know more on what their preferences are.
Knowing their needs and wants will make it easier for us to serve them.

Lastly is the financial perspective. It deals with our financial status and continuous improvement. This as a
crucial part to look out for in order to keep the business running to serve you. As much as possible, increase
and maximize assets. Lower costs and expenses. We give value to our customers and of what we have.
Immediately fix malfunctions and make sure customers are equipped well to enjoy our services.
IV. Organizational Chart

COMPANY FUNCTIONAL
ORGANIZATIONAL CHART
CHINGU ECO ADVENTURE PARK
Established in March 2007

Gwen Kate A.
Cabatingan
Chief Executive
Officer

Pia Chabeli R.
Javier
Resort Manager

Angelica V. Nikka Griahnne Angel Mae C. Vanessa Mae O.

Butantan D. Rodriguez Miras Caitor
Resort Accounts Equipment and Human Marketing
Manager Facilities Resource Manager
Maintenance Manager
Manager

Officer Officer Officer Officer

Workers
Workers Workers Workers
V. Job Analysis and Job Design
JOB TITLE: CHIEF EXECUTIVE OFFICER
Department: Executive Department
Job Analyst: Gwen Kate A. Cabatingan
Date Analyzed: August 10, 2017
Wage Category: Exempt
Report to: HR Manager
Job Code: 15102508
Date Verified: August 17, 2017

JOB STATEMENT
The Chief Executive Officer (CEO) is responsible for making long-term organizational decisions in
line with the organizational goals, the company’s vision-mission statement, its core values and its branding.
His/her decisions are based on the health of the company aided by the results obtained in the marketing,
finance, operations and human resource departments. He/she is also known as the front person in the
company when communicating with shareholders or investors.

ESSENTIAL FUNCTIONS
1. Assess the main risks of the company and ensure that these are being closely monitored and
managed.
2. Ensure that the company’s long-term and short-term plans are aligned with strategies used.
3. Must make sure that the company is equipped with appropriate systems that allows it to function
both legally and ethically
4. Ensure good relationship between shareholders, staff, government offices and the customers.
5. Ensure that all employees with executive positions are informed and updated about the company’s
current condition.
6. Ensure that all expenses incurred by the company are aided by the results reported by the financial
manager through the resort manager and is within its budget
7. Ensure that the company’s image is maintained
8. Must lead in accordance with the company’s Vision-mission statements, values and SOPs
9. Represent the company in international/national forums that would affect the overall brand
10. Ensure that the company is organized and has enough number of employees to achieve the
organizational goals.
JOB SPECIFICATION
1. Master’s degree in Business Administration
2. Have garnered at least 10 years of experience in managerial position/s
3. May also be a Chief Executive Officer of the previous company he/she worked for
4. Good people skills
5. Proven skill on making goal-based decisions
6. Experience in developing profitable goals, strategies, mission and vision
7. Excellent leadership abilities
8. Have been sent to leadership trainings or have acquired training on marketing, finance,
operations or human resource fields through certification programs
9. Critical-thinker, analytic and resourceful
10. Expertise in the marketing, human resource, operations and finance departments
JOB TITLE: RESORT GENERAL MANAGER
Department: Executive Department
Job Analyst: Pia Chabeli R. Javier
Date Analyzed: August 10, 2017
Wage Category: Exempt
Report to: HR Manager
Job Code: 15106289
Date Verified: August 17, 2017
Superior’s Title: Corporate President
Superior’s Name: Gwen Kate A. Cabatingan Hours worked: 9 am to 5 pm

JOB STATEMENT
This job’s purpose is generally to ensure that the overall resorts operations (human resource,
operations, marketing and finance departments) are working in an efficient and effective manner on a daily
basis.

ESSENTIAL FUNCTIONS
1. Supervise and direct recreation managers (human resource, operations, marketing and finance
managers)
2. Ensure full compliance of resort’s SOPs and policies in all departments.
3. Ensure that manpower per department is working efficiently and effectively through reports from
department heads.
4. Inspect the vicinity of the resort for possible improvements and maintenance.
5. Conduct regular meetings among department heads for possible promotions, improvements and
updates regarding the health of the overall organization.
6. In charge with the preparation and presentation of the resort’s proposed annual budget: finance,
operations, human resource and marketing.
7. Ensure that all business decisions are beneficial to the resort in all aspects.
8. Manage resort’s financial health through ensuring that revenue and customer satisfaction standard
is met or exceeded.
9. Responsible for hiring suitable key position applicants with the aid of the human resource specialist.
10. Hold accountable for department head’s responsibilities.
JOB SPECIFICATION
1. Graduated in a 4-year college degree related to Business management or Hotel and Restaurant
Management
2. More than 3 to 5 years of experience in the resort industry/ in the similar field.
3. Have been appointed in the managerial position within the company or by previous employers
4. Highly proficient in proposing effective business Vision-Mission Statements, core values and
branding
5. Familiarity in the fields of marketing, human resource, operations and finance.
6. Skillful and precise in oral written and oral communications
7. Equipped with seminars/ training programs on resort management and customer service
8. Good leadership skills
9. Trustworthy, loyal and proactive
10. Resourceful
11. Outstanding ability to adapt to change
JOB TITLE: RESORT ACCOUNTS MANAGER
Department: Finance Department
Job Analyst: Angelica V. Butantan
Date Analyzed: August 10, 2017
Wage Category:
Report to: HR Manager
Job Code: 15102126
Date Verified: August 17, 2017
Superior’s Title: Resort General Manager
Superior’s Name: Pia Chabeli R. Javier Hours worked: 9 am to 5 pm

JOB STATEMENT
A resort accounts manager’s duty is responsible in maintaining the financial health of the company
and at the same time ensuring that legal requirements are met. He/she must ensure that the company is
liquid and profitable He/she is responsible for analyzing financial reports, preparing financial presentations
and forecasts. They are authorized to give the company suggestions on what courses of action to take
depending on their financial status. They find ways to maximize profitability and propose activities to
improve finances.

ESSENTIAL FUNCTIONS
1. Represent the finance department in department heads meetings with the superior (Resort General
Manager)
2. Prepare financial reports for the resort owners, stakeholders and government agencies.
3. Aids executives and heads in preparing budgets/plans to track profit/loss per unit.
4. Provides financial advice to the company in business/investment-related decisions.
5. Provides expert advice in terms of income, cash flow and expenses.
6. Manages the company’s payables and receivables.
7. Ensures that taxation is properly done.
8. Forecast payments and determine the consequences to be met with limited cash flow.
9. Impose policies that would allow him/her to have an adequate level of control over the finance
department.

JOB SPECIFICATIONS
1. Bachelor’s degree in Business Administration Major in Financial Management
2. Have been appointed as a financial officer/financial manager by previous employers
3. Equipped with sufficient amount of knowledge in bookkeeping and taxation
4. Exceptional analytical skills
5. Good leadership skills
6. Trustworthy, loyal and proactive
JOB TITLE: HUMAN RESOURCE MANAGER
Department: Human Resource Department
Job Analyst:
Date Analyzed: August 10, 2017
Wage Category:
Report to: Resorts Manager
Job Code: 15105597
Date Verified: August 17, 2017
Superior’s Title: N/A
Superior’s Name: N/A Hours worked: 9 am to 5 pm

JOB STATEMENT
The human resource manager is responsible for managing the overall human resource department
composed of its services, policies and programs. She decides on the overall recruitment, selection process,
job analysis, training and development and compensation of the employees. The human resource
department, in general, is responsible for the well-being of the employees, employers and customers.

ESSENTIAL FUNCTIONS
1. Represents the human resource department in executive meetings conducted by the resort
manager
2. Responsible for the recruiting process and staffing
3. Disciplines employees with certain steps to be followed in accordance to the companies’ code of
conduct
4. Imposes modifications on job requirements and job positions
5. Maintains an organized workplace by implementing recruiting, testing and interviewing standards
to be followed, informing managers on applicant selection.
6. Briefs employees about their responsibilities and tasks by conducting orientations and trainings
7. Ensures that employees get proper compensation packages.
8. Ensures that employees are complied with human resource and government requirements
9. Ensures that employees’ rights and well-being are protected
10. Maintains past and recent records of employees for reference

JOB SPECIFICATIONS
1. Must have a degree in Business Administration Major in Human Resource Management
2. Have been appointed as an HR officer/HR manager by her previous employer
3. Exceptional written and spoken communication skills
4. Good people and employee training skills
5. Good leadership skills
6. Outstanding leadership skills
7. Must have more than sufficient amount of knowledge in employment laws
8. Superb organizational management abilities
9. Excellent computer skills and must have expertise in HRIS
JOB TITLE: EQUIPMENT AND FACILITIES MAINTENANCE MANAGER
Department: Equipment and Facilities Maintenance Department
Job Analyst:
Date Analyzed: August 10, 2017
Wage Category:
Report to: HR Manager
Job Code: 15104899
Date Verified: August 17, 2017

JOB STATEMENT
An equipment and facilities maintenance manager’s responsibility is to ensure that the
organization’s performance is productive, efficient and profitable through ensuring that equipments and
facilities are properly maintained. The succession of her job is determined through her underlying
employees’ efforts. (i.e. Equipment maintenance supervisor, facilities maintenance supervisor) Partakes an
active involvement in the overall organizations.

ESSENTIAL FUNCTIONS
1. Represents the equipment and facilities maintenance department in executive meetings conducted
by the resort manager.
2. Directs employees that perform equipment and maintenance facilities responsibilities.
3. Schedules maintenance inspections in both equipment and facilities, ensuring that it is in
compliance with its specific health and safety standards/regulations.
4. Ensures that all facilities and equipments to be used by the company is in a good and functional
condition.
5. Develops, modifies and proposes facilities and equipment maintenance policies and procedures in
accordance with the company’s handbook.
6. Oversee possible repair and installations to be done
7. Monitor equipment inventory
8. Keep track on daily activities within the department (documented)

JOB SPECIFICATIONS
1. Degree from a vocational school related to facilities and equipment management/ degree in
operations management
2. Have been appointed as an equipment and facilities maintenance manager or any managerial
position by previous employers
3. Experience in managing equipment and facilities maintenance operations
4. Excellent communication and people skills
5. More than sufficient amount of knowledge in facilities and equipment
6. Good leadership skills
VI. Recruitment Plan

Identify
Vacancy Develop
Attract Hiring Hiring
And Job
Applicants Phase Decision
Evaluate Description
Need

Step 1: Identify vacancy and evaluate need

Newly Created Position

 Comprehend and take into consideration the company’s strategic goals in case there are
upcoming adjustments in the company that may affect the new position
 Carry out a quick company analysis to find out if there are any gaps and evaluate the results
 Conduct a job analysis for this position to help identify more gaps

Replacement
 Carry out a job analysis in order to suit the position to its required and proper classification
 Assess the role and evaluate whether changes are needed to be made in case the previous tasks
and responsibilities are too much and may not be performed by the new person

Do a job evaluation. Carefully evaluate the following for any possible revisions:
 Consider the classification level of each job and the level required for performing the tasks
 Tasks that were previously carried out by the old employee
 Tasks that needs to be revised, replaced or implemented in case the job will be moved within the
department
 Supervisory and budget responsibility
 Work hours
 Step 2: Develop Job Description

Each job description must entail the following:

 Well-articulated responsibilities and qualifications in order to attract best suited candidates
 Identifies tasks, work flow and accountability
 Assists in establishing performance objectives.
 Has clear distinctions between levels of responsibilities and competencies to be used for career
planning and training

Identify the following for job description:

1. General job information
2. Purpose of the position
3. Essential functions
4. Minimum requirements
5. Preferred qualifications

Identify ideal characteristics that is fit for the job including:

 Experience
 Knowledge
 Qualifications
 Personality

Step 3: Attract Applicants

Look for internal candidates that meet the qualifications of the job.
Find and inform suitable candidates for the job through:
1. Internal Job Postings
2. Identifying Talent through Performance Appraisals
3. Skills Inventories and Replacement Charts
Look for external candidates for diversity and if the internal candidates are inadequate.
Use these methods to look for entry-level positions:
1. Advertisements
2. Social Media / Mobile Recruiting through MyNimo and LinkedIn
3. Educational Institutions
4. Job Fairs

Use these methods to look for mid-level positions:

 1. Rerecruiting
2. Social Media / Mobile Recruiting through MyNimo and LinkedIn
3. Advertisements
4. Job Fairs

Use these methods to look for executive positions:

1. Executive Search Firms
2. Professional Organizations and Associations

Step 4: Hiring Phase

Consider the time frame.

1. The recruitment process should be fast short when there is a deadline or limited time.
2. Choose only the best employees or those who stood out to save time.

Establish a protocol.
1. Follow protocol on processing job applications and résumés.
2. Use Microsoft Excel to communicate timeline of hiring process to key managers.

Applicant must go through these stages:

1. Submission of Application Forms and Résumés
2. Initial Screening
3. Pre-Employment Tests
4. Medical exam and drug test
5. Hiring decision

Step 5: Hiring Decision

After the hiring decision is and applicant is successfully hired,

1. A contract of employment is sent to him/her
2. He/She is given information on the job and the firm.
VII. Employee Selection Process

Hiring
Medical Decision
exam/drug
Pre- •the stage where
employment
test the hr manager
decides if the
Test •to check if he or applicant will be
she is physically hired or not
Initial •To test a person's
and mentally well
skills and abilities
Interview/ on a particular
yo perform in the
screening field of
workplace
•a preliminary knowledge.
Accept and step in
interview
Review of process
Resume
Forms
•Review and
match each
candidate's
background
to the job
requiremen
ts.

STEP 1: ACCEPT AND REVIEW RESUME FORMS

At this stage, the assigned human resource officer will receive and review resume forms. At this
state, Resumes are sorted from top priority to the least. In this step, a candidate’s background is examined
if the job requirements are complied with. It should contain the basic, relevant and necessary information
about the applicant. Applicants may be able to send their resumes through the company website, e-mail
and walk ins, there would be a criterion in selection. Criteria of hiring may vary per position. The candidates
who do not need the minimum qualifications will not be considered.

STEP 2: INITIAL/ SCREENING INTERVIEW

This stage determines whether the information provided in the resume are valid/reliable. This is the process
of witnessing the personality/characteristics of the applicant first hand. Applicant screening is done through
phone calls. Initial screening is the process eliminating applicants of applicants who obviously do not meet
the requirements of the job and decreasing the number of applicants being considered for the selection.
Interviews will be conducted only in the premises. Structured and situational interviews will be followed to
ensure that information obtained is reliable and to ensure that the applicant possess the attributes desired.
Applicants who meet the qualifications can move to the next stages of selection process.

STEP3: PRE-EMPLOYMENT TESTS

Pre-employment tests to be administered by the company are work sample test, cognitive ability tests and
physical ability tests. Work sample tests are mandatory for everyone to ensure their expertise in their
department. Cognitive ability is required for everyone to see whether they have the mental capabilities
required for the position. Physical ability tests are for positions that require them to perform strenuous
activities like attending and maintenance staff. Various written tests provided during selection procedure is
aptitude test, intelligence test, reasoning test, personality test, etc. we need these various tests to
determine and measure who are the candidates most likely to perform well on the job. These tests are
used to objectively assess the potential capabilities of candidates.

STEP 4: MEDICAL EXAM/DRUG TEST

In this stage, the applicants will undergo medical examination and drug test to ensure that their mental
health are acceptable to meet the job requirements. The exam is crucial since it will be used as a
determinant or a basis for future medical tests and in cases of work-caused disability. All the medical tests
the applicants go through are all related to the job requirements.

STEP 5: HIRING DECISON

Before making the final decision, the HR manager validates the tests the applicants went through using
content validity. Through this method, the applicants’ experiences, knowledge and skills are analyzed to
see if they possess the right attributes for the job. Their test results will be presented through an evaluation
form and checklists for easier comparison. The hiring decision making will be done through the statistical
approach using the multiple cutoff model. It is important for applicants to possess minimum levels of
proficiency on all the needed dimensions for the job. Applicants will be notified whether they were rejected
or accepted through e-mail. Accepted applicants will receive information on what are the next steps needed
to be done before onboarding.
VIII. Training and Development
Human Resource Management offers Training and Development to employees in refining their
skills, changing attitude and gaining more knowledge in improving employee performance. This is beneficial
for both employers and employees to increase productivity, less supervision, job satisfaction and skills
development.
The company entails to provide trainings and development through conducting orientations,
seminars and career counseling. Orientations help new employees to familiarize the company’s
organization, their jobs and work units. The company is sending employees to different seminars to
enhance their knowledge about their job. The HR managers and supervisors talk to their employees about
their current job performance, career interests and goals, personal skills and suitable career development
objectives. This is part of their performance appraisal. The company also provides team building, coaching
and mentoring. Team building initiates strong social relationship among employees within the same
organization. By coaching or mentoring, this provide informal relationship between two people where, one
is a coach who gives information of whom one has more experience than the other and offers advices and
guidance as the latter learns.

EMPLOYEE TRAINING AND DEVELOPMENT

ORIENTATION OF VISION, MISSION AND

STRATEGIC OBJECTIVES

APTITUDE EXAMINATIONS

COACHING AND OBSERVATION

EVALUATION

LEGEND:
For new applicants/recruits
For current employees
Both for new applicants/recruits and current employees
STEP 1: ORIENTATION OF VISION, MISSION AND STRATEGIC OBJECTIVES
The vision and mission state what the company is, what they do, and what they stand for. It is
important for the employees to know the company’s strategic objectives so that they can perform
accordingly. By this, they will have the same goal as the company and perform at their best to achieve it.

STEP 2: APTITUDE EXAMINATIONS

The company provides written and oral examinations to determine an employee’s capabilities. The
written examination is mostly situational in nature that will assess the employee’s weaknesses and
strengths. The information collected will evaluate the kind of training the employee would need to undergo
to turn their weaknesses into strengths. This exam will also help develop their strengths and discover an
applicant’s hidden potential.

STEP 3: COACHING AND OBSERVATIONS

The company observes their employees based on their skills and capacities. They regulate ways to
improve their employees’ performance through giving trainings like coaching, career counseling, and

seminars done by the HR managers. Coaching provides informal relationship between two
people where, one is a coach who gives information of whom one has more experience
than the other and offers advices and guidance as the latter learns.

STEP 4: EVALUATION
The evaluation will determine how much the employees have improved with their productivity from
their respective training. The employees are rated based on the criteria – personality, results from aptitude
examinations, and working progress. Personality refers to how the employees socialize and interact with
co-workers. Results from aptitude examinations refers to the outcomes of the given written and oral
examinations by the management. Working progress refers to an employee’s working productivity and the
quality of work he can get done in a certain period of time.
IX. Employee Management and Performance Appraisal

CHINGU ECO ADVENTURE PARK

JOB PERFORMANCE APPRAISAL FORM

SELF EVALUATION
Name: Job Title:
Department: Job code:
TYPE OF APPRAISAL:
APPRAISAL PERIOD:

OBJECTIVES:
How do you maintain good working performance?

What are your job achievements?

What are your long-term goals in this company?

PERFORMANCE RATINGS: (1 – Lowest; 5 – Highest)
5 – Outstanding

4 – Highly Satisfactory

3 – Satisfactory

2 Needs Improvement

1 - Poor

PERFORMANCE MEASURES: 5 4 3 2 1

Knowledge of Work

I have completed the required training

I have used proper resources in solving problems

I have received certification indicating that I have

passed all job requirements

Quality of Work

I do my assigned tasks on time

I make sure that all job responsibilities are met

Dependability

I am punctual at work
 I always meet deadlines

Initiative

I help my co-workers if they’re in need

I develop solutions to different work issues

I have good work ethics

 CHINGU ECO ADVENTURE PARK

JOB PERFORMANCE APPRAISAL FORM

SUBORDINATE’S EVALUATION
Name: Job Title:
Department: ID No.:
Subordinate’s Name: Job Title:
Department: Job code:
TYPE OF APPRAISAL:
APPRAISAL PERIOD:

PERFORMANCE RATINGS: (1 – Lowest; 5 – Highest)

5 – Outstanding

4 – Highly Satisfactory

3 – Satisfactory

2 Needs Improvement

1 - Poor

PERFORMANCE MEASURES: 5 4 3 2 1

Skills Improvement

Manager’s Leadership skills

 Manager’s strategies when it comes to
Decision-making

Manager’s way of finding alternatives to

Solve problems

Culture of Communication

How well your manager adapt to company

Changes?

Manager’s willingness to admit mistake

Message of Value

How well your manager value relationship?

Manager’s work discipline

How well your manager value teamwork?

Work Ethics

Manager’s punctuality

Manager’s sense of responsibility

Manager’s integrity
 CHINGU ECO ADVENTURE PARK

JOB PERFORMANCE APPRAISAL FORM

PEER EVALUATION
Name: Job Title:
Department: Job code:
TYPE OF APPRAISAL:
APPRAISAL PERIOD:

PERFORMANCE RATINGS: (1 – Lowest; 5 – Highest)

5 – Outstanding

4 – Highly Satisfactory

3 – Satisfactory

2 Needs Improvement

1 - Poor

PERFORMANCE MEASURES: 5 4 3 2 1

Work Ethics

He/she maintains professionalism

He/she has a sense of responsibility

He/she is punctual
 Relationship Value

He/she develops good relationship with

Co-workers

He/she helps others with their work when

needed

He/she is a valuable member of the team

Quality of Work

He/she is performs tasks efficiently

He/she is good at working in a group

He/she completes work on time

DEVELOPMENT:
Indicate Strengths:

Indicate Weaknesses:
 CHINGU ECO ADVENTURE PARK

JOB PERFORMANCE APPRAISAL FORM

MANAGER/SUPERVISOR’S EVALUATION
Name: Job Title:
Department: Job code:
TYPE OF APPRAISAL:
APPRAISAL PERIOD:

PERFORMANCE RATINGS: (1 – Lowest; 5 – Highest)

5 – Outstanding

4 – Highly Satisfactory

3 – Satisfactory

2 Needs Improvement

1 - Poor

PERFORMANCE MEASURES: 5 4 3 2 1

Supervisory Skills
The manager is effective when it comes to
understanding different behaviours of
employees and formulating solutions on
solving problems and issues in the workplace
and to be able to come up with the right
decisions when it comes to unforeseen
situations.
Planning Skills
The manager is effective when it comes to
planning, and organizing activities for the
Employees In the workplace. He/she is able
to measure the compliance in terms of
the proper delivery of respective tasks.

Leadership skills
The manager is successful in leading the
employees when it comes to initiating and
adapting changes for work progress. He/she is
able to identify proper methods in improving
working performance.

Communications Skills
The manager is responsive and well-mannered
in dealing and treating employees, customers
and clients to have good working
relationships. He/she is able to talk to them
and address to their needs.
 CHINGU ECO ADVENTURE PARK

JOB PERFORMANCE APPRAISAL FORM

President’s Evaluation
Name: Job Title:
Department: Evaluator’s Name:
TYPE OF APPRAISAL:
APPRAISAL PERIOD:

PERFORMANCE RATINGS: (1 – Lowest; 5 – Highest)

5 – Outstanding

4 – Highly Satisfactory

3 – Satisfactory

2 Needs Improvement

1 - Poor

PERFORMANCE MEASURES: 5 4 3 2 1
Assesses the main risks of the company and
ensures that these are being closely monitored
and managed.
Ensures that the company’s long-term and
short-term plans are aligned with strategies
used.
Ensures good relationship between
shareholders, staff, government offices and
the customers.
Ensures that all employees with executive
positions are informed and updated about the
company’s current condition.
Ensures that the company’s image is
maintained
The president has shown the company’s
Vision-mission statements, values and SOPs
Ensures that the company is organized and has
enough number of employees to achieve the
organizational goals.
President’s skills on making goal-based
decisions
Leadership abilities
X. Compensation
Name: Angelica V. Butantan
Position: Resort Accounts Manager
Job Code: 15102186

The average basic salary for a Resort Accounts Manager is P834, 957.00 a year.
EARNINGS
Basic Pay Rate (Monthly) P69, 579.75

13th Month Pay [(Basic Pay Rate x No. of P57,983.13 (worked for 10 months)
months worked)/12]
Bonus (Christmas Bonus) P30,000.00

DEDUCTIONS
Philhealth P437.50

Income Tax P17, 983.63

SSS P581.30

Pag-Ibig P100.00

Taxable Income: P68, 460.95

After Tax Income: P50, 477.32
Benefits:
- Social Security Services
- Philhealth
- Pag-Ibig
- Disability Benefits
- Medical, Dental, Optical and Mental Health Benefits
- Maternity Leave
Short-Term Incentive Compensation
- Cash Bonus
Name: Gwen Kate A. Cabatingan
Position: CEO
Job Code:

The average basic salary for a Chief Executive Officer is ₱ 2,500,000.00 a year.
Earnings
Basic Pay Rate (Monthly) ₱ 208,333.33
13th Month Pay [(Basic Pay Rate x number of months worked)/12] ₱ 173,611.111 (worked for 10mos.)
Bonus (Christmas Bonus) ₱ 50,000.00
Overtime Pay ₱ 1,627.5

Deductions
Philhealth ₱ 437.50
Income Tax ₱ 62,058.76
SSS ₱ 581.30
Pag – Ibig ₱ 100.00

Taxable Income: ₱ 207,214.53

After Tax Income: ₱ 145,155.77
Benefits:
 Social Security Services
 Philhealth
 Pag – Ibig
 Disability Benefits
 Medical, Dental, Optical and Mental Health Benefits
 Maternity Leave
Short-term Incentive Compensation
 Company shares
 Cash Bonus
Long-term Incentive Compensation
 Stock options
Name: Pia Chabeli R. Javier
Position: Resort General Manager
Job Code:
The average basic salary for a Resort General Manager is ₱ 1,440, 000 a year.
Earnings
Basic Pay Rate (Monthly) ₱ 120, 000.00
13th Month Pay [(Basic Pay Rate x number of months worked)/12] ₱ 110, 000 (worked for 10mos.)
Bonus (Christmas Bonus) ₱ 40, 000
Overtime pay ₱ 937.50

Deductions
PhilHealth ₱ 437.50
Income Tax ₱ 34, 092.02
SSS ₱ 581.30
Pag – Ibig ₱ 100.00

Taxable Income: ₱ 119, 818.70

After Tax Income: ₱ 84, 726.68
Benefits:
 Social Security Services
 Philhealth
 Pag – Ibig
 Home Development Mutual Fund (HDMF)
 Service Incentive Leave
 13th Month Pay
Short-term Incentive Compensation
 Bonus (Stock/cash)
Long-term Incentive Compensation
 Stock/ Cash
Name: Nikka Griahnne D. Rodriguez
Position: Equipment and Facilities Manager
Job Code: 15104899

The average basic salary for a Chief Executive Officer is ₱ 747,459 a year.
Earnings
Basic Pay Rate (Monthly) ₱ 62,288.25
13th Month Pay [(Basic Pay Rate x number of months worked)/12] ₱ 57,097 (worked for 10mos.)
Bonus (Christmas Bonus) ₱ 20,000.00
Overtime Pay ₱ 486.63

Deductions
Philhealth ₱ 437.50
Income Tax ₱ 15,480.06
SSS ₱ 581.30
Pag – Ibig ₱ 100.00

Taxable Income: ₱ 61,656.08

After Tax Income: ₱ 46,175.94
BENEFITS:
 SSS
 PHILHEALTH
 LOANS
 PAG IBIG
 Medical, Dental, Optical Health Benefits

Short-term incentive compensation

 cash bonus

Long-term incentive compensation:

 Stock options
Name: Angel Mae Miras
Position: Human Resource Manager
Job Code: 15105597
The average basic salary for a Chief Executive Officer is ₱ 488,965.00 a year.
Earnings
Basic Pay Rate (Monthly) ₱ 40,748
13th Month Pay [(Basic Pay Rate x number of months worked)/12] ₱ 33,956.67 (worked for 10mos.)
Bonus (Christmas Bonus) ₱ 15,000

Deductions
Phil – Health ₱ 437.50
Income Tax ₱ 8555.43
SSS ₱ 581.30
Pag – Ibig ₱ 100
Taxable Income: ₱ 36,629.20
After Tax Income: ₱28,073.77
BENEFITS:
 SSS
 PHILHEALTH
 LOANS
 PAG IBIG
 Medical, Dental, Optical Health Benefits
 Maternity leave
 Sick leave

Short-term incentive compensation

 cash bonus

Long-term incentive compensation:

 Stock options
XI. References
Toledo, C. (2015 June 2). How to compute the 13th Month Pay?.
http://support.payrollhero.com/knowledge-base/how-to-compute-the-13th-month-pay/
Philhealth. Payment and Reporting Procedures.
https://www.philhealth.gov.ph/partners/employers/pay_procedures.html
Millet, B. (2015 March 5). Millenials… One Thing They Want More of in their Culture.
http://www.ceotoceo.com/tag/finding-and-keeping-key-talent/
M Libraries. The Recruitment Process. http://open.lib.umn.edu/humanresourcemanagement/chapter/4-1-
the-recruitment-process/
Santos and Arciga (2014 March 20). Calculate your income tax.
https://www.rappler.com/business/53216-income-tax-calculator
Philhealth. Compensation Table. https://www.philhealth.gov.ph/partners/employers/contri_tbl.html
Dungo, F (2017). Pag-ibig Contribution Table. https://philpad.com/pagibig-contribution-table/
Social Security System. Schedule of Contributions
https://www.sss.gov.ph/sss/appmanager/pages.jsp?page=scheduleofcontribution
PayScale Human Capital. Chief Executive Officer Salary.
https://www.payscale.com/research/PH/Job=Chief_Executive_Officer_(CEO)/Salary
PayScale Human Capital. Chief Operating Officer Salary.
https://www.payscale.com/research/PH/Job=Chief_Operating_Officer_(COO)/Salary
PayScale Human Capital. Finance Manager Salary.
https://www.payscale.com/research/PH/Job=Finance_Manager/Salary/2385dc84/Manila
M Libraries. The Selection Process. http://open.lib.umn.edu/humanresourcemanagement/chapter/5-1-
the-selection-process/
The George Washington University. The Application and Screening Process Content.
https://hr.gwu.edu/application-and-initial-screening-process-content

Company Reference: Papa Kit’s Marina and Fishing Lagoon

Interviewee: Mr. John Bacay Rosenie Marie Tayong
Resort Manager HR Officer (HR Manager Representative)
 XII. Appendices
Appendix A
Schematic Diagram
Name: Angelica V. Butantan
Position: Resort Accounts Manager

OPTIMISTIC

DEPENDABLE
HOW CAN I BE A KEY
TALENT TO THE
COMPANY?

EFFECTIVE
TEAM-ORIENTED COMMUNICATOR

As a Resort Accounts Manager, I should have a strong work ethics. This trait is the most
known qualities that one must possess for most managers look for these types of attributes
before hiring. I must have a sense of responsibility when doing my assigned tasks efficiently and
on time. Setting goals and making ways on how to achieve it is a good behaviour I must
maintain to promote work success. Being optimistic comes along the way when struggles and
circumstances are encountered in the workplace. Being positive in ways that how drastic the
situation can be, I must think positively that everything will be okay in no time. I must be
dependable in terms of showing commitment to my work duties like completing tasks that are
assigned to me because by possessing this behaviour and adapting it through all the work span,
co-workers around you might see how committed and dedicated you are in your work. Team-
oriented means that I must be willing to cooperate to give contributions in the team’s success. I
must also build good relationship with my employees and be willing to help them with their
work when they’re in need. And lastly, I must be an effective communicator. It is also a good
trait for I must possess because being able to communicate with everyone within the
organization, it’s easier for me to understand what one is going through.
Name: Gwen Kate A. Cabatingan
Position: Chief Executive Officer

How to Be a Key Talent in the Company

Realistic Caring Nature

Optimism
Willingness to be a
Knack for “host” rather than a
Building Solid “hero”
Relationships

Flexibility to listen
Learning Agility than talk

As the CEO of the company, I should always be willing and have the ability to apply learned lessons
from both past experiences and first-encountered situations and anticipated challenges. I should always
put in mind that I always have room for improvement in order to be the best CEO there is. I need to easily
adapt to the changing environment and keep up with the trends and take initiative to update company
policies. I should have great interpersonal skills and develop the ability to build strong relationship with
others. Doing so will strengthen the trust that the employees have in me. I should also have realistic goals
than impossible goals so that the company can easily achieve them. Having a caring nature does is also
important because it will make the employees motivated and easily approach me. Caring also means
prioritizing the company above my personal interests. I should also act like a “host” than a “hero” which
means I should draw people together around an issue, engage them and get results with the help of others
instead of acting like a hero and getting results all by myself. Lastly, I should also be open-minded and
willing to listen to others rather than be the one who keeps on doing the talking. My employees will be
more productive if they know that their opinions and concerns are being heard and they matter to the
company.
Name: Pia Chabeli R. Javier
Position: Resort General Manager

Set the right

vision
Set
Knowledgeab
appropriate
le and good
expectations
coaching
and exceed
abilities
expectations

HOW CAN I BE A
KEY TALENT IN
THE COMPANY AS
A RESORT Represent,
GENERAL demonstrate
Resourceful
MANAGER? and enforce
and flexible
high
standards

Willing to Show good

compromise judgment

As a resort general manager, I must ensure that the overall operations of the organization in the fields of
marketing, human resource, finance, maintenance, are working co-dependently, efficiently and effectively.
Given this, there are requisites to become an operative resort general manager. These requisites maintain
the flow/direction of the organization. Given this responsibility, I must set the vision right. Everything starts
with a vision. It is the foundation of all decisions and organizational strategies. Visions must be set to
directly benefit the whole organizations.
I must also set appropriate expectations. Being in this executive position, I must be able to foresee
consequences and must be proactive. I must be able to inform superiors about the services offered, the
competitive capacity of the resort and the potential growth of the park. By practicing this, it would be easier
to persuade the higher executive on possible steps to take to set attainable goals. Although as a resort
manager, I must be realistic, I must also perform my task at the best of my capabilities in order to exceed
expectations.
As a resort general manager, I am one of the people that may be sent to meet with the company’s
business partners, highly-respectable customers and investors. Consequently, I represent the company in
these occasions. I must remain professional, well-informed and must carry the brand corresponding to its
image which sees the beauty of diversity, values respect and dignity of a person.
 Being an executive manager, I should impose an image of being known to make well, rational
decisions which would result to earning the respect of the majority in the organization as well as the
executives. I must also have good environment adaptation abilities. Being resourceful, flexible and having
the ability to compromise is essential as a good leader of the organization. There will always be instances
when scenarios wouldn’t go as planned, thus, this would be advantageous to the company. Having this
ability will allow the company to perform similarly despite certain fortuitous events. This would maximize
the capabilities of its workers and the organization as a whole. Being the general manager, I must be
knowledgeable and must be patient enough to coach employees. This will not only encourage good
relationship between the executive and its subordinate but it would also allow the workers to experience
first-hand. With good coaching abilities, it will motivate employees to do better and encourage them to
perform well in their job.
Name: Angel Mae Miras
Position: HR Manager

HOW TO BE A KEY TALENT IN A COMPANY

APPROACHABLE
INTERPERSONAL AND
SKILLS
COMPASSIONATE

FAIRNESS
AND EXPERTISE
RESOLVE

LEADERSHIP ORGANIZED

The factors shown above are qualities I think of what a Human Resource professional is. An
effective HR manager should possess the characteristics and skills needed to handle people. It is important
to have expertise and knowledgeable in every aspect of human resource functions. I must have a core
foundation in many functions of Human Resource. As a HR manager, l should be expert on the company’s
conducts and processes, as well as have a context of company’s policies and guidelines. With my knowledge
and expertise, I can easily deal with daily challenges that would likely to arise within the organization.
I must have in-depth knowledge of human psychology so that I can judge better the behavior of
the employees. I must possess leadership qualities that would inspire my employees and sets a good
example for my employees to follow. I must focus on people’s progress and achievements, providing a
reward system for them to be more motivated. As a HR Manager, I should treat employees equally and
discourage discrimination. I need to be tough as possible in my decisions when resolving conflicts arising,
before jumping to conclusions I should be able to determine the problem and weighed the situation
properly.
Employees must feel that they can approach to me with their problems. I want them to know that
as a HR Manager, that I will lend my ears to hear their stories and help them find solutions to their issues.
If my employee has a problem at work, it could certainly affect his job performance and productivity. Being
approachable and compassionate is important things that I should possess because workers frequently quit
or become demotivated if they feel that the management isn’t paying attention to their concerns and
doesn’t care about them. I must have a strong interpersonal skill and interact with different types of people
in the organization.
Being the HR Manager, I must also have the ability to get organized in every aspect of my job.
This includes good time management skills and can perform and finish tasks in an efficient way. On a
typical day, I am to handle variety of different tasks: hiring and firing, dealing with employee conflicts and
other concerns, and recruiting for open positions. Multitasking is the key to balance everything in place
Name: Nikka Griahnne D. Rodriguez
Position: Equipment and Facilities Maintenance Manager

INNOVATIVE

HOW TO
BE A KEY
RESPONSIVE TALENT IN EFFICIENT
THE
COMPANY

INITIATIVE

As an Equipment and Facilities Maintenance Manager, I should be responsive to the problems that may
occur in the company. Time is very important because any delay in the operations can affect a lot of aspects
in the company such as the quality of service and additional costs. There might be additional costs when
the problem is not fixed as soon as possible because it may worsen in a short period of time. I should also
take initiative on preventing possible malfunctions in the equipment. I should be consistent in checking on
the equipment and other facilities if they are still working very well. When taking actions to the problem, I
should be efficient. Be mindful not to waste time, energy, and materials. Lastly, I should be innovative
when things as planned doesn’t work out or materials needed are not available as of the moment. Making
innovations that will not affect the quality of service. By having all of these factors, I can be a key talent in
the company.
 Appendix B
Reflections
Name: Angelica V. Butantan

As a student, I always think that making projects, doing analysis, and conducting interviews are all
part of a student’s life where we do it plainly to have good grades. But that realization doesn’t end there.
I realized that all throughout the hard works we encountered when making the company profile, there are
struggles and circumstances we were able to experience before we achieved something we desire which is
to finish and fulfill our assigned tasks. God gave me the motivation and strength to be responsible in all
things I have to make. I have learned a lot from this project which is more on the values of friendship,
teamwork and cooperation. In order to achieve something, we must be responsible enough. Teamwork is
the most common element we should give importance to when it comes to group works because this will
test how treat your groupmates well and how well you can contribute for the groups success. Cooperation
is the key to have good work ethics because by cooperating well, you can finish your work fast and it will
also gain good relationship with the different types of people in an organization. My insight focuses more
on the behavioral aspect of a person on how he/she works with others in a workplace. I’ve been blessed
to be able to experience and work on this type of project because this enhance my sense of responsibility
and improves my work ethics.

Name: Gwen Kate A. Cabatingan

During the entire process of making the company portfolio, I experienced what it was like to work
in a Human Resources department. I realized that the hiring process is not that simple and you have to go
through a lot of methods and analyze the current company situation to ensure that it will run smoothly.
Making a recruitment plan and training and development plan entails a lot of work, time and concentration.
Not only will you assess the company’s need but also the needed skills that fit the job. As an HR Manager,
I realized that patience is needed especially when dealing with people and the company as a whole. Putting
the company profile came with challenges. My group mates and I undergone a lot of stress to pour
everything we learned for this semester in one terminal output. We were lucky to have chosen a reference
company that accepted our request right away. The other group had to ask a lot of companies since they
got rejected. Even though the whole process was stressful, I can say that it was all worth it. I gave my all
to produce the best output in all the tasks I was assigned to do. I’d go through all those weeks of sleepless
nights again just to avoid making a mediocre work. Interviewing Papa Kit’s Marina and Fishing Lagoon
made me aware of issues and problems that eco parks face including dealing with the owners. All in all,
despite the stress and sleepless nights, I had fun producing this output because I know I did my best.-
Name: Pia Chabeli R. Javier

Throughout the whole process of the completion of this terminal output, there were lessons learned,
struggles faced, patience that ran out. We, as a team, learned the value of teamwork, determination, the
ability to multi-task, resourcefulness and most importantly, patience. The content of this output mirrors the
effort that the team has put into this. I believe that this terminal output perfectly captured the overall
coverage of the semester. It allowed us to experience what it’s like to create the human resource structure
of our desired company. It gave us knowledge about the ongoing process of the human resource structure
modification of Papa Kit’s Marina and Fishing Lagoon. Because this is the group’s dream business, it would
somehow give us an overview about its human resource aspect. Because of this performance task, my
team and I were able to oversee how we would deal with certain challenges to be faced when dealing with
manpower, customers and superiors. When we interviewed the resort manager of Papa Kit’s Marina and
Fishing Lagoon, Mr. John Bacay, he was able to impart to us certain tips applicable for us, as future
business owners, same with the HR manager. While interviewing, we were also better informed about the
field of human resource and business management. To sum this up, not only were we able to comply with
our requirements in HRDM21, but we were also able to acquire knowledge on human resource management
in eco adventure park industries like Papa Kit’s Marina and Fishing Lagoon. The struggles we underwent
became learning experiences and I will forever be grateful for it.

Name: Angel Miras

Throughout the making of this portfolio, we experienced a lot of new challenges. I admit that it
was hard to manage my time since there are several requirements from other subjects. Working this
portfolio together with my friends was a like a wheel of emotions, we’ve been through arguments and
misunderstandings, sleepless nights, headaches, and stress. Luckily, we still handled to survive and deliver
the tasks on time. I believe that it requires patience, hard work and perseverance in order for us to deliver
the portfolio like how we wanted it to be. I was able to understand deeper the importance and significance
of HR management in running a business/company. I am sure that this experience would give me a lot of
lessons that will help me succeed in my career in the future. I would definitely use my knowledge in HR
management in the future purposes to help me become an effective leader someday.
Name: Nikka Rodriguez

This portfolio was a new challenge for me since it is completely different from other terminal
outputs required by the other subjects. I thought it would be difficult to accomplish at first but then I
eventually found my way through it. This whole experience was interesting for me because I learned a lot
about human resource management and understood more about its importance in the company. Although
dividing my time for other activities was a struggle, I believe that this was all worth it in the end.
Misunderstandings can’t be avoided among members of the group specially when we set our priorities
differently. I am glad that we settled our differences and managed to fix things in order to continue with
our work productively. Surely, I will be able to apply what I’ve learned from this in the future. I am grateful
that I was able to mold myself and discover more of what I thought I can’t do. There is always room for
improvement and what I believe I did best today, I can do better in the future.
 Appendix C
Employee Profile

Name: Gwen Kate A. Cabatingan

Age: 19 years old
Date of Birth: March 30, 1998
Address: 224 Alfonso A. Arcilla St., Talamban, Cebu City, 6000
Cellphone Number: (0917) 770 2465
E-mail Address: cabatingan.gwen@icloud.com
Marital Status: Single
Citizenship: Filipino
Name: Pia Chabeli R. Javier
Age: 19 years old
Date of Birth: July 24, 1998
Address: Z Plaza Bldg., D. Jakosalem St., Barangay Cogon Ramos, Cebu
City
Cellphone Number: (0917) 756 7257
E-mail Address: piachabelijavier@yahoo.com.pj
Marital Status: Single
Citizenship: Filipino
Name: Angel Mae Miras
Age: 18
Date of Birth: January 21,1999
Address: 562-A Lorega Imus St., Cebu City, 6000
Cellphone Number: 09438441647
E-mail Address: angelmirass14@gmail.com
Marital Status: Single
Citizenship: Filipino
Name: Nikka Griahnne D. Rodriguez
Age: 18 years old
Date of Birth: January 7, 1999
Address: G&N Townhomes, Limkakeng St, Banawa, Cebu City, 6000
Cellphone Number: (0995) 617 0466
E-mail Address: rnikkagriahnne@gmail.com
Marital Status: Single
Citizenship: Filipino
 Appendix D
Documentation
XIII. Peer Evaluation

Leader: Gwen Kate A. Cabatingan

Criteria:
Participation-4
Teamplayer-2
Pleasing personality-2
Drive for success of the project-2

Members’ Rating (done by the leader)

Names Participation Teamplayer Pleasing Drive for Total
(4) (2) personality success of the
(2) project (2)

Butantan, Angelica V. 4 2 2 2 10
Javier, Pia Chabeli R. 4 2 2 2 10
Miras, Angel Mae C. 4 2 2 2 10
Rodriguez, Nikka Griahnne D. 4 2 2 2 10

Leader’s Rating (done by the members)

Names Participation Teamplayer Pleasing Drive for Total
(4) (2) personality success of the
(2) project (2)

Butantan, Angelica V. 4 2 2 2 10
Javier, Pia Chabeli R. 4 2 2 2 10
Miras, Angel Mae C. 4 2 2 2 10
Rodriguez, Nikka Griahnne D. 4 2 2 2 10
Criteria for HRDM21 project

Content-20
Organization-20
Quality of Presentation-30
Synthesis-30

Content (20) Organization (20) Quality of Synthesis (30) Total (100)

Presentation (30)