Banco San Juan (Firm Analysis Sample)

8/3/2019 Banco San Juan (Firm Analysis Sample)

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A.Name of the firm: Banco de San Juan- Baguio Branch

Profile:

Banco San Juan (BSJ) was organized in September 1953 by a group of bankers andwas registered with Securities and Exchange Commission (SEC) under the corporate nameRural Bank of San Juan for more than two decades. Rural Bank of San Juan endured andpassed the problems and difficulties that confronted the banking industry and the countryseconomy during the 70s and 80s. In 1988, the new owners infused fresh capital. To establishits new image, the business name Banco San Juan was adopted and the corporate name RuralBank of San Juan was retained. The owners headed by Atty. Joselito Lim, a corporate lawyerwith other aggressive businessmen overhauled the whole organization.

With increased capitalization and implementation of innovative financial management,tools and techniques, Banco San Juan experienced unprecedented growth. By the end of 1990,BSJ ranked number three among 814 rural banks throughout the country. During the first

quarter of 1991, the bank advanced the number two position. By January of 1993, BSJ becamethe rural bank in the entire archipelago with the largest branch network with branchesstrategically located in different areas of Luzon.

The aggressiveness of the new group investors has turned this one unit bank a 30branch strong institution which includes: N. Domingo, Baguio, Camiling, Dagupan City, Sero,Mocada, Paniqui, San Fernando, Urdaneta, Victorio, Cabanatuan, Capas, Concepcion, La Paz,Magalang, Olonggapo City, San Agustin, San Fernando Pampanga, Tarlac City, Antipato Rizal,Bacoor Cavite, Binan Laguna, Meycauayan Bulacan, Valenzuela City, Imus Cavite, MuntinlupaCity and Pasig City with more branches to open in the future.

Today, Banco San Juan has a reputation for being the biggest bank in its class. It has

the largest banking network making it easily accessible to Filipinos in the rural areas and it alsooffers a wide variety of services which cater specifically to the needs of its customers, with over300 employees to serve you.

Mission/Vision Statement

Mission:

To help the ordinary Filipino to fulfill their dreams.:

Vision:

In 25 years, we will be the Filipino Bank whose greatness and growth would not

undermine its focus on the ordinary Filipino. We will have 250 branches all over the Philippinesand will offer quality and excellent products and services that make a difference. Our bank willbe recognized as a success story in the industry that will signify commitment to our clientele anddynamism that will rival premiere banks in the country.

Rural Bank will not mean something small and vulnerable but will project somethingpromising and realizable.


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B.Product and Customers:

Product and Services:

1. Regular Savings Account

An interest-bearing account wherein a client may deposit or withdraw any amount, subject tothe rules and procedures common to Philippine banks.

2. Junior Bankers Club (JBC)

An interest-bearing account similar to a regular savings but mainly cater to kids ages sixteenand below. Target markets are elementary to high school students in both private and publicschools. JBC aims to instill the value of savings consciousness to the youth and mobilizesavings for nation building.

3. Gold Savings Plus (GSDP)

A special savings account which offers the interest rate of time deposit but requires a higheramount of placement.The higher the placement, the higher the rate.

4. Time Deposit Manual

Time deposit is a type of deposit account that earns interest income higher than the regularsavings accounts if withdrawn on the maturity date specified in the certification of timedeposit.

5. Demand deposit manuals and Policy Guidelines

A demand deposit is an interest bearing deposit account with the bank, subject towithdrawal on demand by the issuance of checks. It is also called checking account orcurrent account.

6. BSJ Katuparan (Paluwagan)

A savings deposit account with a daily/ bimonthly collection of pre-determined amountsdesigned as a multi-purpose build-up savings plan with a fixed-term of 90 days/ 180 days/360 days/ 2 years.

7. BSJ Reward Extra

A savings promo program that reward points for regular savings and checking account

holders. These reward points can then be converted to various gift items with correspondingpoints.

8. Loans

a. Commercial loan (medium and long term financing)

b. Agricultural loan

c. Salary loan


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d. Quedancor

9.Petnet (Money Remittance)

Money remittance is the process of moving or transferring money from one point to another.

Customers:

1. Small Businessess

2. Professionals

3. Teachers of private and public schools

4. Students of private and public schools

5. Business establishment beside the bank (Justice Hall, Hotels, etc.)

C.Location:

Banco San Juan- Baguio Branch is located at Jose Miguel Building, Yandoc Street, CornerNaguillian Road, Baguio City.

Advantages of Present Location:

1. Accessible to their existing clients

2. More target clients to the banks because the place are growing for business area.

Disadvantages of Present Location:

1. The Parking space is not enough to the clients because the allotted space is good fortwo cars only.

D.Capacity Planning/ Production and Facilities Layout

Capacity Planning

The bank was designed for 9 employees, 1 Bank Manager, 2 Tellers, 1 Service Officer,

1 Control Officer, 1 messenger/Janitor, 2 Marketing Specialist, 1 Security guard and 30clients can enter the premises. So, the total capacity of the bank is 42 persons.

The forecast demand in daily routine for every 20 minutes is at least 10-15 clients toenter the premises.


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Production and Facilities Layout:

t

Records

vault

computer

tellers

Bank

clientsControl

officer

Servi

ce

slips

record

s


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E.Work Environment:

Banco San Juan Organization

The Banco San Juan, Inc. organization is divided according to departments.Each department is represented by a Head of Office, Department Heads for OfficeDepartments, Area Managers for Clusters and Branch Managers for branches.

There are at present two major divisions separating the operation andadministration side of the business. Under the operations, there are five departmentsnamely: Branch Banking, Legal and credit, accounting, Information Technology andTreasury. The administrative side consists of the Human Resources and GeneralServices and Property management. The branch Banking Department carries with itthree dependent units which are Branch Operation Marketing of Deposit and loans andlastly, Credit and Collection. The Accounting Department likewise carries area Lendingunits for North 1, North 2 and South BSS Bankers.

A more detailed description of the functions of each of these departments isgiven by way of functional charts provided during orientation in each particulardepartment.

Banco San Juan, Inc.

Organization Set-up

Board of Directors

Audit Corporate

President

CO

Operatio Administra

HR GSD/

Property

Branch

Bankin

ranch

perati

Mktg.

Deposi

ts/

Credit

and

Legal

and

Accounti

AL

U

AL

U

ALUSOU

Automati Treas


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Working Conditions:

A. Work Hours/Days

The bank follows a five day work week beginning on a Monday and ending on aFriday. Regular working hours are from 8:30 in the morning until 5:30 in theafternoon for a total of eight hours a day. Meal break is from 12 noon to 1:00pm. Thebank allows a fifteen minute coffee break in the morning and in the afternoon.

Our total paid days in a year is 262. Breakdown as follows:

250= number of working days

10= number of regular holidays

2= number of nationwide special holidays

262= total paid days in a year


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The holidays referred to here are the holidays mandated at the Labor code.

B. Attendance:

We are expected to come to work everyday. Vacation leaves are scheduled bythe superior consistent with work demands.

All absences must be notified prior to availment except for sick leave oremergency leave where the employee has to call in before 10:00am to inform theoffice.

Unscheduled absences must be avoided. Unauthorized absence is subject todisciplinary action.

C. Tardiness and Undertime:

We are expected to come to work on time. Your prompt and regular presenceonthe job will ensure the timely completion of your own tasks and those of others.Tardiness is subject to disciplinary action in accordance with our Code of Conductand Discipline.

Undertime is normally not allowed. It may be allowed in extreme conditionssubject to the approval of the employers superior. However, deductions shall stilltake effect on timekeeping, therefore, will likewise affect paid work hours.

D. Overtime:

Overtime shall refer to approved work to be performed in excess of the regulareight (8) hours of work done on rest days and holidays.

An overtime authorization must be accomplished first by the employee andapproved by the superior before any overtime work is rendered.

Overtime work shall not be paid without proper authorization. Moreover, paymentshall still be after evaluation of the HR Department.

Saturday overtime shall be paid to maximum of 8 hours. No overtime on aSaturday shall be allowed if the Friday.

E. Employment

Every new employee receives an employment contract which describes the

terms and conditions of employment.

Subsequent changes in your employment terms will be covered through aPersonnel Change Notice (PCN), any modification to the terms and conditionsnot made in writing and approved by the appropriate authorities shall not bebinding to the Bank.


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Work Office Decorum:

A. Handling of confidential matters

Information obtained about the company during our employment shall remainproprietary.

B. Employment Commitment

As an employee, we are expected to devote our best efforts, skills, energy, timeand ability during the business hours, towards the fulfillment of our employmentobligations

You should not be connected in any other work capacity or employment, or be

involved in any other business or concern, whether directly or indirectly unlessthere is written consent from the company.

C. Visitors in the workplace

Visitors are required to log in with the banks security personnel. This measure isundertaken to ensure the safety and security of company property and itsemployees.

D. Use of the telephone

We use the telephone a lot in the conduct of our business. Our telephonetherefore must be available for business use at all times. Personal calls must be

minimized.

Employee must pay his personal telephone calls on the immediate payroll periodafter the billing has been received.

E. Office attire

Every employee is a representative of the entire company. The image that weproject is very important.

If not in uniform, for female employees, wearing denims, shorts, micro-minis,dresses with haltered sleeves, straps, plunging neckline, and other dressesconsidered inappropriate as a business attire are not allowed.

For male employees, if not in uniform, wearing of sandos and shorts is notallowed.

Wearing of slippers, clogs and other similar footwear at work are not allowedunless necessary for safety reasons.

F. Identification Card


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Each one of us will be issued an Identification card upon joining the Bank. TheI.D. must be worn at all times whenever inside bank premises. It is a companyproperty, therefore, loss or damage of the ID card must be reported to the HRD.

Replacement costs will be charged to the employee.

All IDs must be surrendered to the HRD upon severance of employment with thecompany.

G. Employee Discipline

In the day performance of our work we are bound by a certain norm of conduct.The bank has instituted rules and regulations for everyone to observe. Any infractionshall be subject to disciplinary action.

H. Safety in the Workplace

Safety must be a way of life in our daily work. Practicing safety at work reducesthe risk of accident and losses.

Payment of Salary/ Payroll:

A. Timekeeping

Attendance is recorded the bundy clock and/or daily time sheet. Every employermust log in time at the beginning and log out at the end of his working time. Theattendance record on cut off dates will be the basis for the computation of your actualpay.

B. Payment Procedure

Pay day is every 15th and end of the month. In the event that the 25th falls on aweekend, you will be paid on the Friday immediately before the said dates.

C. Manner of payment

Your pay will be deposited to your bank account, arranged for you by the HRDepartment. For new employees whose bank accounts are still under process, youshall be paid your salaries in cash.

D. Pay Slips

You will receive a pay slip every pay day. This is a record of your earnings anddeductions, which you can keep for reference.

E. Overtime Pay

Overtime rendered for the whole month shall be paid on the 15th of thesucceeding month.

F. Pay Deductions


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Our salaries are subject to certain deductions. Pay deductions come in two kinds,mandatory and optional.

Mandatory deductions are those deductions required by law such as contributionfor SSS, Medicare, Employees Compensation (EC), and withholding taxes.

Optional deductions are deductions for obligations entered into by an employeewith the company during his employment. Example of each deductions are medicalpremium payments, loan payments, advances, accountabilities and others.

Human Resources Policies:

A. Hiring Policy

A BSJ employee is hired on the basis of his qualification and suitability for thejob. The company observes a minimum hiring age of 20 years old and the minimum

acceptable educational attainment is college level and/or degree holder preferablycommerce graduates, an employee who has voluntarily resigned and wishes to bere-hired is not allowed.

B. Job Categories

Employees may fall under any of the following categories:

Rank and File

Staff/ Technical

Supervisory

Managerial

C. Employment Classification

An employee may be hired either for a permanent position or for a temporaryassignment.

1. Permanent

Permanent positions are those positions necessary in the performance of

the companys business and which have no defined end date.

2. Contractual or Temporary

Contractual or temporary employees are those who are hired as interimreplacements to temporarily supplement the workforce or to assist in thecompletion of a specific project.

D. Performance Appraisal


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You will be evaluated on a continuing basis by your superior. This is done eitherthrough direct feedbacks at any time or through a formal and scheduled procedure.

Formal appraisals are usually done before the expiration of a trial period orduring the employees anniversary date.

E. Promotion

Employee promotion is based on either or both of these factors:

Employee performance

Requirements of the organization

There are two (2) types of promotion, an increase in rank (example from Juniorauditor to Senior Auditor) or job to job (example from marketing officer to Branch

Manager).

F. Compensation

The bank provides a compensation package that is competitive within theindustry and the market as a whole. Our salary package is reviewed on regularintervals to ensure we maintain our competitive standing.

G. Change in Assignment

As a result of organizational change or as may be required by businessoperations, the bank may implement a change in assignment of an employee. Thechange may be temporary or permanent.

H. Employee Separation

An employee may be separated from the company for any of the followingreasons:

1. Resignation

Resignation is a voluntary act of the employee to terminate employmentwith Banco San Juan, Inc. A written notice of resignation must be given atleast 30 days prior to the effectivity of the resignation.

2. Termination

This is a separation initiated by the company for any of the followingreasons:

End of contract

Project completion or when there is no longer any need for theemployees particular craft or service.


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Just and authorized causes as prescribed by the Labor Code

Installation of labor-saving devices, redundancy and retrenchment.

I. Training and Development

Training is an integral part of the HRD. Trainings are done either in-house orthrough outside professional organizations.

An employee can receive skills/technical, operational or management training, asapplicable.

J. Employee recorded update

An employee must promptly notify of any change in his personal data. This hasto be supported with the appropriate documents, where applicable.

Employee Benefits:

A. Statutory Benefits

These benefits are received by every employee regardless of job category oremployment status. Premiums are shared by the company and the employee, wherethe company assumes the bigger share ranging from 50-100%.

1. SSS

2. Medicare

Medicare benefits can be availed only when there is hospitalization of atleast 6 hours.

3. Employee Compensation

The EC benefit pays for the days that an employee is unable to work dueto work-related accident or illness. However, this benefit can be availed onlywhen there is an approval of the claim by the SSS.

4. 13th month pay

An employee, who has worked with the bank for at least one monthduring a given calendar year, shall be entitled to receive a 13th month pay.

The amount of 13

th

month pay shall be based on the employees latest basicsalary multiplied by the number of months employed divided by the totalmonths in a year.

Therefore, an employee who has less 12 months employment with thecompany receives a pro-rated 13th month pay. However, an employee whohas rendered more than 6 months of continuous service and is still at theactive role at the end of the calendar year will receive one month 13th monthpay.


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5. PAG-IBIG

This is a program instituted by the government to provide housing loan

assistance and provident benefits. The amount of loan an employee can availthrough Pag-ibig depends on the number of contributions made.

B. Company Granted Benefits

1. Health Card Subsidy

Upon permanency, an employee shall be provided with a health cardthrough an accredited Health Maintenance organization which shall besubsidized by the bank.

2. Uniform

All regular employees shall be provided with a set of uniform to be wornfrom Monday to Friday subsidized by the bank.

3. SLIP ( Salary Loan Incentive Program)

The bank shall grant salary loans to regular employees to financiallyassist them in times of emergency.

Maximum amount- 3 months of basic salary

Interest- based in market rates

Maturity- P5000- P9999- 8 months

10000- 19999- 10 months

20000- above- 1 year

SLIP balance shall be due and should be completely settled upon resignation.

4. Paid Leaves

a. Vacation leave

Vacation leave is granted to provide the employees respite fromwork and a time for personal pursuits.

Vacation leave is earned on a month to month basis at the rate of1-25 days per month, beginning upon hiring. Employees who have morethan 15 days vacation leave per year, unused vacation leaves for the yearshall automatically be forfeited.

b. Sick Leave

Sick leave is granted to an employee who is absent from work dueto illness or injury. Sick leaves are not to be used for other reason of


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absence. An employee who cannot come to work due to sickness orinjury should notify his superior within 3 hours from the start of absence. Ifsick leave lasts in 3 days and more, must make a work clearance from an

accredited physician.

The number of sick leave entitlement and the manner they areearned are similar to vacation leave.

c. Maternity Leave

A female employee is entitled to maternity leave based on thenumber of days approved by the SSS. An employee who is on maternityleave is paid in accordance with the approved SSS rates.

The SSS maternity benefit is advanced by the company to theemployee provided she submits a registered birth certificate of the child.

F.Material and Inventory Management:

VAULT

The control officer is responsible to open the vault where all important documents are

placed, cash as well as the office supplies needed in the daily transaction of the bank. If the

control officer found out that the supplies will only last for two weeks, he will make a requisitionslip to the head office in order to replenish the stocks or supplies needed by the bank. The vault

was designed or placed at the back of teller, service officer and control officer for their

accessibility sake. The security guard and messenger is also obliged to check daily the

displayed slip stand, withdrawal slip, payment slip, etc. they will also make a requisition slip to

the control officer in order to replenish the said slip stand.

CA

S

HORIGINAL RECORD

OFFICE SUPPLIESDEPOSIT,

WITHDRAWA

L, PAYMENT

SLIP ETC. BALLPEN AND

COUPON

INK ETC.


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The Branch Manager, Service Officer, Marketing Specialist and Bank Teller will also

make a requisition slip to control officer what office supplies they needed and all the said

requisition slip was itemized for the inventory purposes of the stocks or supplies that was

consumed because this is part of the submission in daily reports and subject for audit purposes.

G.Quality management

It is the mutual responsibility of management and that employees to develop, pursue and

sustain a successful, smooth, balanced and productive endeavor in the pursuit of the companys

ices is the foundation upon which just wages may be paid. There can be no success without

efficiency. There is no efficiency without discipline. Consequently, when employees violate the

rules of discipline, they jeopardize not only the interest of the employer but also their own. In

violating the rules of discipline, they aim at killing the hen that lays the golden eggs. Employees

who trample down the rules set for an efficient service are, in effect, parties to a conspiracy, not

only against capital but also against labor

It is therefore, imperative that employees maintain that degree and norm of conduct

beneficial to the promotion and accomplishment of the companys goal. Discipline in the

companys ranks is the paramount consideration, as vital as the fair, equitable and just

treatment by management of its employees. A happy equilibrium of those factors would

enhance healthy, inspired and energetic employees to perform to the best of their abilities, their

respective duties and responsibilities.

A. Objectives:

1. To develop individual responsibility and respect towards his work, companyauthority and property, co-workers and clients.

2. To define the various infractions and their corresponding penalties.

3. To establish a uniform code of conduct for the company.

B. Core values

1. Excellence

Perfectionist mentality

Sets high standard in the job

Discipline and professionalism on the job

Unsatisfied with mediocre or pwede na performance

Focuses on the desired objectives


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2. Innovation and Creativity

Continuous improvement of sell and work

Finding new and better approaches of achieving things

Constantly on the look out for creative ways to make things better

3. Teamwork

Job ownership

Inter-team coordination

Adherence to company policies and procedures

Taking part in group action in accomplishing corporate objectives

Open communication and constant consultation

Flexibility

4. Customer Service

Ultimate satisfaction for clientele

Delivers fast, accurate and highest quality of service

5. Productivity and Hardwork

Opportunity based on merit and performance

Practices prudence in decision-making and in carrying out responsibilities

Having sense of urgency

Result-orientation

Cost and time consciousness

6. Moral Discipline

Practices an honest days work

Ability to reject unscrupulous situations

Keeping confidential information


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Maintains and projects high level of integrity and moral discipline

C. Code of Conduct and Discipline

1. Full and strict maintenance of discipline is a most important policy of the

company.

2. Disciplinary action is meted out when there is violation of company authority

either through willful action or neglect.

3. The company will provide an atmosphere for the development of the individual

responsibility and a sense of discipline among its employees that is essential for

the smooth functioning of company operations.

4. The rules on disciplinary action will be meted out with fairness and justice. Due

process of law and the right to a fair and prompt hearing will be afforded by the

employees.

5. Disciplinary actions will be, as far as advisable, corrective rather than punitive.

The choice of what disciplinary action to take must be commensurate to the

infractions committed.

6. The responsibility for maintaining discipline of employee shall be the primary

concern of their immediate superior who shall have the authority to initiate any

disciplinary action against their subordinates whenever a violation of these rules

is committed.

7. Employees are expected to observe the proper conduct and attitudes in the

performance of personal and official affairs. They will maintain mutual respect,

honesty and courtesy in all their dealings, not only with their fellow employees

and officers of the company but also with the public at large.

8. Employees will keep the best interest of the company over and above their own

or those of minority groups within. They will help improve the position of the

company at all times and will strive to preserve its good image always, as it is

synonymous with their own.

9. Employees have the responsibility to uphold and maintain the solidarity of thecompany organization.

10. Employees will be responsible for the proper use and security of the company

property entrusted to them, as well as the release of the company records and

information that are confidential in nature.


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11. Employees will safeguard their physical and mental fitness, and those of their

fellow employees to efficiently discharge their functions. Every employee has a

responsibility to himself and the company for his own safety and for each

company asset within his area of responsibility.

12.Disciplinary action should be limited to corrective interview, verbal warning,

written reprimands, suspensions, demotions or dismissals and should, in no

instance be violative of labor laws and fair practices.

13. The punishment of any employee under these rules shall not bar these

prosecution in the proper court of Justice if the same act constitutes a violation of

law.

D. Application of the Rules:

These shall apply to all personnel of Banco San Juan, Inc. regardless of

employment status and rank, and cover all violation committed within company time

or premises. Company Premises include areas where the employee performs

official duties even if such areas are physically outside of company premises.

Certain rules are of general application and common to all operations and

personnel, while others are relevant only to certain classes of employees and

operations. For instance, offenses like theft, immorality and falsification, to mention a

few, are of universal application.

Violations of timekeeping rules as failure to punch in or out time cards have

limited application. Hence, in the enforcement of these rules, such peculiarities

should always be borne in mind.

G. Concepts in Operation and Production Management

People, workforce constitute an organizations most important factor in its

success or failure. The Banco San Juan believes that each employer, regardless of

rank and function, directly contributes to their organizations growth and stability.

Banco san Juan inc., is characterized by the kind of people we are and the kind

of work we do. Firm reputation is closely identified with the achievements of the

individual members of their organization. The bank emphasizes, above everythingelse, client satisfaction through efficient and effective performance of services

rendered. To accomplish this, it is necessary to maintain a sound organization and

highly competent staff, supported by a superior system of continuing education and

on the job training.

At the BSJ, they keep bureaucracy to a minimum, they encourage autonomy and

initiative. However, banking is a profession with a strict code of ethics, so they


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specifies the required standard of conduct, which the bank considers necessary and

desirable to the attainment of the highest level of professionalism. It also provides

you with a clear understanding of company policies, rules and regulations so that you

may know what to expect from the bank on the one hand and in the other, what the

bank expects. Understandably, this cannot hope to be final and complete, it can only

be updated as new policies, rules and regulations and established in answer to

employee, company and client needs.

So the Banco San Juan would like to see as imbued with the highest spirit and

ideals of our organization. They believe that work should be more than just a way to

make a living rather, it should lend to ones personal growth and fulfillment. There is

no task in their company that is not important, so that no matter what position they

occupy, they belong and are vital part of the bank.

Reference:

Banco San Juan Brochures

Banco San Juan Handbook

Banco San Juan Website

Acknowledgement

Sincere gratitude is hereby extended to the following who never ceased in helping until this

analysis is structured.

Professor Costales, for the shared expertise both in theoretical and mathematical aspect that

indeed broaden our knowledge.

For the whole class of Production Management, who also, shared their knowledge through

reports.

For the unwavering moral, emotional and financial support of proponents family and friends.


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Above all, utmost appreciation to the Almighty God for the Divine intervention in this academic

endeavor.

Documents

Banco San Juan (Firm Analysis Sample)