Research Proposal - Reiman Manpower Services

STRATEGIC MANAGEMENT PLAN FOR RIEMAN MANPOWER SERVICES i
HOLY ANGEL UNIVERSITY
Strategic Management Plan for Rieman Manpower Services
A Research Paper presented to the Faculty of
School of Business and Accountancy Holy Angel University
Angeles City
In partial fulfilment of the requirement of the Degree
of Bachelor of Science in Accounting Technology
Submitted to:
Dr. Maria Dulce De Leon – Fidellaga
Submitted by:
Aringoy, Jescel G.
Castro, Janella S.
Dizon, Jerome
Pradilla, Leslie Ullyses
Salonga, Fritz-Al
STRATEGIC MANAGEMENT PLAN FOR RIEMAN MANPOWER SERVICES ii
TABLE OF CONTENTS
Title Page . . . . . . . . .
Table of Contents . . . . . . . . ii
List of Figures . . . . . . . . iv
List of Tables . . . . . . . . v
Appendices . . . . . . . . . vi
I. Executive Summary . . . . . . . 1
II. Industry Analysis . . . . . . . 2
III. Business Profile . . . . . . . 4
Vision . . . . . . . . 6
Mission . . . . . . . . 7
IV. Environmental Scanning
External Environment
o Economic . . . . . . . 8
o Socio-Cultural . . . . . . 8
o Legal-Political . . . . . . 9
o Technological . . . . . . 9
o Environmental . . . . . . 10
o Competitors . . . . . . 10
o Assessment . . . . . . 11
Internal Environment
o Management/Organization . . . . 14
o Marketing . . . . . . . 16
o Financial . . . . . . . 20
o Production . . . . . . 25
o Corporate Social Responsibility . . . 25
STRATEGIC MANAGEMENT PLAN FOR RIEMAN MANPOWER SERVICES iii
o Assessment . . . . . . 26
V. Strategy Formulation
Grand Strategy . . . . . . 28
TOWS Strategy . . . . . . 31
IE Matrix . . . . . . . 33
Quantitative Strategic Planning Matrix (QSPM) . . 34
VI. Strategies, Programs, Activities and Tasks,

and Resource Requirements (SPATRES) . . . 36
VII. References . . . . . . . . 45
Appendices . . . . . . . . 46
STRATEGIC MANAGEMENT PLAN FOR RIEMAN MANPOWER SERVICES iv
LIST OF FIGURES
Figure 1. Logo . . . . . . . . 5
Figure 2. Market Share Pie . . . . . . 11
Figure 3. Porter’s Five-Forces Model . . . . 14
Figure 4. Organizational Chart . . . . . 16
Figure 5. Map . . . . . . . . 20
Figure 6. Internal – External (IE) Matrix . . . . . 34

STRATEGIC MANAGEMENT PLAN FOR RIEMAN MANPOWER SERVICES v
LIST OF TABLES
Table 1. Vision Analysis . . . . . . 6
Table 2. Mission Analysis . . . . . . 7
Table 3. External Factor Evaluation (EFE) Matrix . . . 12
Table 4. Statement of Financial Position . . . . 21
Table 5. Statement of Financial Statement . . . . 22
Table 6. Internal Factor Evaluation (IFE) Matrix . . . 26
Table 7. Competitive Profile Matrix (CPM) . . . 28
Table 8. Grand Strategy Matrix . . . 30
Table 9. TOWS Strategy of Rieman Manpower Services . . 32
Table 10. Quantitative Strategic Planning Matrix (QSPM) . . 35
Table 11. SPATRES 1 - Market Development . . . . 37
Table 12. SPATRES 2 - Market Development . . . . 39
Table 13. SPATRES 1 – Product / Service Development . . 42
Table 14. SPATRES 2 – Product / Service Development . . 44

STRATEGIC MANAGEMENT PLAN FOR RIEMAN MANPOWER SERVICES vi
Appendices
Appendix A. Interview Letter . . . . 47
Appendix B. Interview Picture . . . . 48
Appendix C. Sample Letter of Intent . . . . . 49
Appendix D. South Daang Bakal Chapel . . . . 50

STRATEGIC MANAGEMENT PLAN FOR RIEMAN MANPOWER SERVICES 1
I. Executive Summary
This strategic management paper aims to develop feasible strategies for Rieman
Manpower Services, a family-owned company whose main office is located at Angeles
City, Pampanga. It was established in 2005 by Emiliano De Leon Ocampo. The
company is continuously enhancing its operations with excellence, success including
prominence acquired through the years. It aims to offer assistance at a minimal value to
meet the demand of its clients.
Rieman Manpower Services provides high quality services to ensure customer
loyalty. The group assure to provide every client the quality of service they deserve as
well as attending to the needs of their customers immediately. In fact, it is one of the
most competitive agencies among its competitors in terms of critical success factors.
The researchers have concluded that the company demonstrates affirmative
opportunities available such as adapting to innovations, strategic agreements and
flexibility. Threats are encountered over the years but the company possesses a unique
ability to create marketing strategies in providing solutions to such obstacles. The
company appears a best methodology in its service development - by remaining related
through developments, making utilize of their investigate and improvement group and
locks in in unused companies, which may be a incredible substance to cater to the
company’s benefit and development.
Keywords: Enhancing, Employment, Innovations, Improvement

II. Industry Analysis
The world of the human resource and employment services is a part of the global
commerce administration industry. Many people are looking for affordable, convenient
and readily available services for daily activities. Industries, houses, shops, malls,
government and private sectors all need manpower to do the work in the workplace.
According to Michelle Diane (2013), labor is a staffing association. Routinely
suggested as a "temp organization," the association's fundamental business is giving an
augmentation between qualified authorities and the associations that require its
organizations. The association makes a co-business relationship that oversees workers
the versatility to examine differing circumstances and timetables while getting a charge
out of obvious pay and favorable position proposals.
The Technical Education and Skills Development Authority (TESDA) was
established through the enactment of Republic Act No. 7796 otherwise known as the
"Technical Education and Skills Development Act of 1994", which was proclaimed by
President Fidel V. Ramos on August 25, 1994. This act intends to energize the full
investment and activate the business, work, nearby government units and specialized
professional organizations in the aptitudes’ advancement of the nation's HR.
In February 2014, PTRI has built up an arrangement of giving specialized
preparing for material business part and unified house, little and medium-scale
ventures, managers and the jobless that will guarantee solid and effective work
execution, generation and increment business. It expands specialized help and master
help on labor and abilities improvement projects of DOST, DTI and other government
offices for wide open advancement.

Globalization is a persevering marvel impacting the technique for living of people
and the improvement of each country. It develops relationship between countries,
adventures and associations coming to fruition to a catch of frameworks. These
frameworks help countries in different ways: budgetary angles, advancement and
occupations. In light of these frameworks, a regularly expanding number of countries do
imports and passages. Imports and charges help in the development of the economy. In
addition, since globalization contributes a lot on frameworks, it is less requesting to
have an exchange of contemplations. In this manner, there is faster improvement in
advancement, and businesses are made straightforward. Taking everything into
account, as a result of the development in advancement, and in frameworks, a
consistently expanding number of endeavors ask for work. Hence, more jobs open up
for people searching for a calling (MIP Manpower Services, 2014).
According to Wanda (2009), except for some private companies, for example,
sole ownerships, organization labor is a basic issue. Labor impacts everything from
creation to customer connections, so directors give cautious consideration to the
quantity of specialists a business draws in at some random time. The association
among work and companions’ adventures is truly clear. Labor is relating to gainfulness.
The more people are open to work, the faster exercises can be done or the more
endeavors an association can go facing. Then again, a nonattendance of attractive work
shields associations from completing assignments. The nonappearance of productivity
changes over into a decline in pay and advantage, which every so often suggests the
business cannot stay operational.

III. Business Profile
Company History
Rieman Manpower Services was established in October 7, 2005 by Emiliano D.
Ocampo, not long after resigning as a bank officer for a long time at Far East Bank and
Trust Company. He imagined the organization developing into a noteworthy player in
the labor benefits in Central and Northern Luzon. From a humble start of five
representatives, the organization currently keeps up a relentless work power of 300
representatives.
The organization is presently being overseen by Mr. Ocampo, an
Accounting/Commerce Major from University of the Assumption, who had skills in taking
care of individuals through his involvement in various field of business, more specifically
in managing an account loan, financing, and currently, janitorial administrations.
The organization considered its incredible obligation to network working through
the financial prosperity through its commitment to employment age and venture
creation. Rieman by its very nature has faith in giving Total Customer Satisfaction, with
the customer as its accomplice in operations and its kin the most significant resources
of the group.
Rieman Manpower is placed at Room 202, Doňa Ponciana Bldg. Rizal Street,
Angeles City and is at present kept an eye on by five workers by screening
representatives, day by day participation, reportorial necessities and commitments with
different government workplaces.
The organization additionally has different trainings and courses to improve work
execution and representative efficiency and comprehensive way to deal with all-out
quality handling. It utilizes quarterly quality circles and gives the representatives a state
on the best way to treat issues plaguing the labor spot and addresses day by day
difficulties.
Ultimately, the organization's profile is a blend of giving quality labor benefits in
the janitorial and cleaning industry, servers for the eatery, sorting and advertising
administrations for the IT segment.
Company Logo
Figure 1. Company Logo

Vision
The organization visions to discharge duties to future clients who deserve the best
value in excellent services rendered and partnership that showcases
professionalism, goodwill and trust; to uplift the employee’s quality life through fair
wages a fair wage for his services, reasonable working hours, healthful working
conditions and protection against untoward incidents.
Table 1: Vision Analysis
Criteria Evaluation Vision
Focused Concept No Not found
Plausible Chance of Yes “..the best value in excellent services

Success rendered and partnership that
showcases professionalism, goodwill
and trust.”
Noble Purpose Yes “uplift the employees’ quality of life
through fair wages, reasonable
working hours, healthful working
conditions and protection against
untoward incidents.”
Proposed Vision Statement
The organization’s vision statement is to satisfy the manpower needs and
demands of valued clients by providing professional recruitment of employees that are
well-motivated and render the greatest quality of manpower services. It aims to improve
the quality of life of our employees through fair wages, health and reasonable working
hours.
Mission
Its mission is to provide men and women of caliber who can render excellent
service.
Table 2: Mission Analysis
Criteria Evaluation Mission

Customers
provides men and women
“refers to all clients
Yes
students, employees,
local and tourist”
Products/Services No Not found

Markets No Not found
Technology No Not found
Survival, Growth and
No Not found
Profitability
Philosophy caliber who can render
excellent service.
Yes “the company assures
that only the best of the
best will be served”
Self-concept No Not found
Public image No Not found
Employees No Not found
Proposed Mission statement:
The organization is committed to connecting great companies with great employees
and opening up opportunities for both by providing the highest quality of outsourced
employment and human resource services. Success for customers is reached by
empowering them to focus on what they do best.

IV. Environmental Scanning
External Environment
o Economic Forces
Having satisfactory labor available is an imperative part in the accomplishment of
an independent company. Labor deficiencies can result underway deficits or the failure
to address the issues of your clients. Excessively substantial staff can abandon you with
undesirable costs because of an enlarged finance. Various elements can influence the
labor needs of a business.
Rieman labor administration is giving blended quality labor benefits in the janitorial
and cleaning industry, servers for the eatery class and advertising administrations for
the IT segment. The nearby administration of Angeles in the 2000's rebranded the
Field’s Avenue vacationer belt as an extravagance goal with fine lodgings, gambling
club and eatery. The development of Angeles City gave rise to the quantity of shopping
centers filling the city's economy, including SM Telebastagan, Marquee Shopping
Center, Savemore, among others.
Rieman labor administrations is a productive organization that keeps on addressing
the necessities of each organization in the administration business; and give a decent
situation to its worker. It keeps up the solid development as a give of top-notch labor
administration to their customers.
o Socio – Cultural Forces
Cultures vary in different locations and also influences the needs of the people
living in a particular area. Rieman Manpower Services continues to share the
knowledge and expertise to develop sustainable workforce manpower serve as a bridge

to employment for all connecting people to tools, opportunities and training that enable
them to find meaningful employment, support their families and themselves and help
build sustainable communities.
It strives to operate at the highest level of integrity and to be an effective and
imaginative agent of chance.
o Legal – Political Forces
According to Leonardo Quisumbing (2015) secretary of the Department of Labor
and Employment, a law about Manpower Services is the Labor Code of the Philippines
Presidential Decree No. 442 Article 25, which says that, in accordance with national
improvement goals and so as to saddle and boost the utilization of private division
assets and activity in the advancement and usage of a far reaching business program,
the private business area will take an interest in the enlistment and position of
specialists, locally and abroad, under such rules, principles and guidelines as might be
issued by the Secretary of Labor.
o Technological Forces
Technology is not only changing the way businesses happen but it enhances the
speed of execution as well as overall scale of the business. It has increased the overall
recruitment consulting business. With more and more online job portals and networking
portals making their way at a global level with global members across countries, it has
become easier for recruitment consultants to access global data. This makes it possible
for recruitment consultants to cater to international clients and fulfil their need for
manpower. Technology has brought more people close to more opportunities making
the world more learned, informed and progressive in nature.

o Environmental
A company should also be aware of its effects to the society, whether it is
positive or negative. Labor business builds the work rate. It makes chance to jobless
individuals who are attempting to land into various positions due to being unpracticed. In
labor business, they train their kin to be proficient and compelling to their work
environments. Specialists have the best chance to sharpen their abilities and be
prepared before organization. On the negative side, numerous instances of uncalled for
medications with respect to the wages of laborers has dependably been near. A wide
range of labor organizations has been associated with abusing of their specialists.
There are a few instances of household partners being mishandled in their work
environment. A labor organization ought to improve the security arrangements for their
specialists.
o Competitors
Every business has its own competition or rivalry but companies should take it as
an opportunity to improve their organization rather than looking at it as an obstacle.
Rieman Manpower Services started its operations on October 7, 2005. It was located at
Dona Pociano Building, Rizal Street, Angeles City. At that time, there are already
several companies with the same purpose or target into the market.
The main competitors of the company are Romac Services and Trading
Company Inc., located at Mc Arthur Hi-Way in Angeles Pampanga and Clean Edge
Manpower Solutions located at Quirino St., Angeles City, Pampanga.

Figure 2 shows the three companies in the same service industry namely Romac
Services and Trading company, Rieman Manpower, and Clean Edge Manpower
Solution. Romac Services and Trading company got 29% of the market share because
it offers a better service quality and service variety, and it has more advertising unlike to
Rieman Manpower, and Clean Edge Manpower. Rieman Manpower got 25%, while
Clean Edge Manpower got 24%. Therefore, based from the figures, it can be concluded
that the three (3) companies have a minimal difference in terms of market share and the
other percentage is for the company not mentioned by the three major competitors.
24% 25%
29%
Rieman Manpower Romac Service and Trading company Clean Edge Manpower Solution
Figure 2: Market Share of Manpower Companies
o Assessment
External Factor Evaluation (EFE) Matrix is used to evaluate the external role of
the agency which concerns the external factors thinking about and inspecting the social,
demographic, cultural, economic, environmental, political and other factors. It is a useful
device to envision the opportunities and threats that the commercial enterprise will be
encountering.
The result of the total weighted score is 2.62. It indicates that Rieman Manpower
Services is responding average to the external factors utilizing opportunities and
minimizing possible threats. It means that the strategies of the agency are effective,
efficient and is performing well, however there are still a lot of elements to be viewed
that needs improvement. The organization must focus extra on how to obtain benefits
on the opportunities
Table 3. External Factor Evaluation Matrix
OPPORTUNITIES Weight Rating Weighted

Score
1. Opening of new markets because of 0.13 4 0.52
government agreements
2. Expansion of business in Clark 0.12 3 0.36
3. Ability to develop additional stores 0.13 2 0.26
4. Increased number of job hiring in the industry 0.11 3 0.22
5. Availability of the workforce in the area 0.09 2 0.18
THREATS
1. Insurance costs that are continually 0.09 3 0.27
increasing
2. Competition by other business adversaries 0.07 1 0.07
3. Unstable inflation rate 0.11 4 0.44
4. Technological Advancement 0.07 2 0.14

5. Scarcity of resources 0.08 2 0.16
TOTAL 1.00 2.62
Porter’s Five Forces Model
The Five Forces Model is a tool used by organizations to determine out the
intensity of the competition in the industry. It is a common method for growing strategies
in many industries. Supported through this information, a company can formulate
selections that will not detriment its services

Rivalry Among Competing Firms - Moderate
The labor business in the Philippines is respectably focused. It is leeway for the
firm if the contender is known in light of the fact that there is a probability to realize how
to focus on their shortcomings and concoct new thoughts superior to the opponents.
Based on the current situation of Rieman Manpower Services, their top rivals are
Romac Services and Trading Company Inc., and Clean Edge Manpower General
Services.
Potential Entry of New Competitors - High
There is a high passage of new contenders as a result of a few factors that
brings advancement through lower evaluating methodology, diminishing expenses and
adding more advantages to their representatives.
Potential Development of Substitute Products - High
The danger of a substitute item or administration in a Manpower office is high on
light of the fact that the organization offers a high estimation of suggestion that is
remarkably not quite the same as present contributions of the company.
Bargaining Power of Suppliers - High
In this industry, Rieman Manpower Services goes about as the provider of
general organizations. It gives a scaffold between qualified laborers and the business
that require its administrations. The more dominant the client base is of Rieman
Manpower office, the higher their capacity to look for expanding limits and offers.
Bargaining Power of Consumers – High
Shoppers in the labor administrations are simply the organizations. The bartering
intensity of shoppers in high on the grounds that the clients or customers can interest
for the perfect and fit laborer they need for their organization.
Figure 3. Porter’s Five Forces Model
Internal Environment
o Management / Organization
Rieman Manpower Services requires its employees to be at least college
graduates, competent to the position and most importantly, they should have a good
moral character. The company also requires their agents to be at least high school
graduates with competent skills. They provide basic salary, meal, rental allowances,
and thirteenth month profit for the agents and employees. Furthermore, they provide the
regular payment for the SSS contributions, Philhealth and Pag Ibig fund. The company
has a strict policy on absences and thus maintains an active manpower pool to serve as
back up for employees. Moreover, it provides continuous trainings and seminars on
customer service, proper attitude, handling complaints, interpersonal skills and proper
guidance.
The organizational chart of the company shows the organizational structure of
the company. The top ranked manager is Mr. Emiliano D. Ocampo, the head/owner. He
is responsible for running the company effectively and he is the one in charge for hiring
the agents. He is responsible for enhancing workforce and supervising the company at
the same time meeting the goal of the agency. Below the manager are three
officers/managers with same level of responsibilities. These are the Finance/Sales
Officer, Secretary, Human Resource Officer and Marketing Officer. The Finance and
Sales manager is in charge of achieving the sales target through thorough planning and
budgeting the effective strategic sales plan.
The Secretary is responsible for the control of administrative work like
answering phone calls, managing supplies, scheduling some appointments and is the
right hand of the manager. In Rieman Manpower Services, the secretary also plays the
role as a Human Resource (HR) officer, the one in-charge with people working under
the company.
The Marketing Officer is responsible for administering the people to their
company clients. This is where the company makes an settlement with the customer
and the worker and the benefits they can get.

Mr. Emiliano D. Ocampo

MANAGER / OWNER
Mr. Nolen Manlapaz Mr. Wendell Siaparo

PAYROLL OFFICER MARKETING OFFICER
Mr. Stephen Ocampo

SECRETARY / HR OFFICER
Figure 4. Organizational Chart
o Marketing
In today’s business world, there are a lot of businesses arising all over the country
especially in Clark, Pampanga since the government is on the process of improving the
said place for many interested investors. The target market of Rieman Manpower
Services are the future businesses in Clark and currently working for business tie ups
with other existing businesses around Pampanga.
It is also known as the 4 P’s of Marketing, which are the Product, Price, Promotion
and the Place. These are tools in determining a product’s offering to the customer and
key elements that must be unified for effective management, to promote a company’s
unique value and help it stand out from the competition.
Products / Services
Rieman Manpower Services offers variety of services for needs and satisfactory
of their clients. The following are the services they offer:

➢ Utility Services:
Janitors
Housekeeping
Drivers
➢ Manufacturing Services:
Production Operators
Semi-Conductors
Machine Operators
Skilled Factory Workers
➢ Merchandising / Retailing:
Cashiers
Sales Personnel
Promodizers
Baggers / Helpers
➢ Clerical:
Receptionist
Administrative Clerks
Human Resource Clerks
Office Clerks
Prices
Since manpower services are contractual, they usually conduct and prepare
bidding with other competitors in order to close a contract. Their price range varies
depending on the type of services they provide. The list below presents the loyal and
current clients of Rieman Manpower Services.
MALLS SCHOOLS
➢ Jumbo Grand Mall – Angeles City ➢ Achievers Special Education Centers
➢ Jumbo Jenra – Angeles City ➢ Holy Family Academy
➢ Jumbo Jenra – Dau ➢ AMA Computer College – Angeles
City
➢ Jumbo Jenra – Sindalan
➢ Jumbo Jenra – Dolores
HOTELS AND RESTAURANTS OTHERS
➢ Poleng Villa and Suites ➢ 268 Shoppers Mart – Angeles City
➢ Lewis Grand Hotel ➢ FPG Assurance
➢ Red Rose Hotel ➢ Bluegems Pawnshop
➢ Taquirea Real ➢ Poracay Resort – Porac Pampanga
➢ Barrel House ➢ Plaza Fina – Magalang Pampanga
Promotion
The company turned 13 years in 2018. Their current promotion is the usage of
flyers and is still in the process for further developments in their way to promote the
services they offer. In order to attract more clients, here are some of the proposed
marketing strategies:
➢ Social Media Advertising
As indicated by Liis Hainla (2018), web-based life is a basic piece of our lives
today and few can envision living without it. It is being utilized for publicizing in
our general public today since it is a simple access for everybody, there are
about 3 billion clients of informal organizations over the globe. In this procedure
organizations can without much of a stretch send individuals to their site or online
life accounts, increment brand mindfulness, support deals by posting
advertisements, advance substance and be refreshed about the shopper needs
and needs. The three main long-range informal communication locales for
promoting are Facebook, YouTube and Instagram.
➢ Tarpaulins
Tarpaulins on public roads are eye catching and can be seen by anyone. This is
also one of the effective advertising of a company to the public. The reason why
most companies and organizations use tarpaulins in disseminating information or
for advertising purposes is because this type of material offers a lot of
advantages. Here are some of the following advantages: (1) tarpaulins are
affordable;(2) they are durable and weatherproof; and (3) they can be used for
other purposes when the period of promotion is over.
➢ Word of Mouth
Word-of-mouth advertising (WOM advertising) also called word of mouth
marketing, is the procedure for effectively impacting and empowering natural

verbal discourse about a brand, association, asset or occasion (McMillen, 2016).
This is a standout among the most believable and viable type of promoting that
was demonstrated and tried as the years progressed, regardless of whether oral
or composed proposal by a fulfilled client to the imminent clients of a decent or
administration.
Place / Location
Rieman’s Manpower Services office is located at Room 202, Doňa Ponciana Bldg.
Rizal Street, Angeles City. The company’s location is convenient for commuters and for
those who have a private vehicle because they can easily locate it and it’s along the
highway of Angeles City.
Figure 5. Map
o Financial
One of the most essential area and most secured records of an
entity is the monetary environment. These fiscal reviews provide a synopsis of the
advantages, liabilities and the price of the substance. It can likewise expand the validity
of the company that a portion of the clients think about when making choices. Likewise,
fiscal summaries can assist in the simple management of the organization. Tables given
below are the financial information of Rieman Manpower Services.
Table 4:
Rieman Manpower Services

Statement of Financial Position
For the years ended 2015, 2016 and 2017
2017 2016 2015

ASSETS
Current Assets
Cash 1,020,839 1,789,733 280,358
Trade Receivables 658,755 536,746 143,658
Supplies 1,057,230 1,303,577 1,566,116
Advances to Employees 87,094
Total Current Assets 2,823,918 3,630,055 1,990,131
Non- Current Assets
Property and Equipment 1,565,000 1,230,000 -
Total Non- Current Assets 1,565,000 1,230,000 -
TOTAL ASSETS 4,388,918 4,860,055 1,990,131
LIABILITIES AND OWNER'S EQUITY

Liabilities
Current Liabilities 250,111 259,395 237,800
Trade and Other Payables 3,314 2,349 2,653
Other Current Liabilities 15,086 5,354 7,632
Income Tax Payable 268,511 267,098 248,085
Total Current Liabilities 268,511 267,098 248,085
Owner's Equity
Capital Balance, Dec 31 4,120,407 4,592,957 1,742,046
Total Owner's Equity 4,120,407 4,592,957 1,742,046
TOTAL LIABILITIES AND OWNER'S EQUITY 4,388,918 4,860,055 1,990,131
Table 5: Financial Statement

Statement of Changes in Owner's Equity
2017 2016 2015
CAPITAL BALANCE 4,086,077 4,710,407 1,567,725
Net Income 624,330 682,550 174,321
Total 4,710,407 5,392,957 1,742,046
Less: Drawings 590,000 800,000 -
CAPITAL BALANCE 4,120,407 4,592,957 1,742,046
Statement of Income and Expenses

2017 2016 2015
Gross Income 6,243,037 6,207,765 2,284,290
Cost of Services 4,883,329 4,718,591 1,781,683
Gross Profit 1,359,708 1,489,174 502,607
Operating Expenses 516,575 560,425 303,512
Net Income from Operations 843,133 928,750 199,095
Provisions for Income Tax 218,803 246,200 24,774
NET INCOME 624,330 682,550 174,321
Statement of Cash Flows
2017 2016 2015
CASH FLOWS FROM OPERATING ACTIVITIES
Net Income 624,330 682,550 174,321
Adjustment of non-cash transaction
Depreciation 350,000 335,000 40,000
Operating Income before working capital changes 974,330 1,017,550 214,321
Increase (Decrease)
Trade Receivables 155,690 122,010 6,912
- -
Supplies 271,180 246,347 262,539
-
Trade and Other Payables 13,975 9,284 21,594
-
Other current liabilities 1,067 965 305
-
Income tax payable 13,564 9,732 2,276
74,142
Net cash provided by operating activities 859,496 891,800
CASH FLOWS FROM INVESTING ACTIVITIES

Employee Advances 87,094 - -
Net cash provided by (used in) financing activities 87,094 - -
CASH FLOW FROM FINANCING ACTIVITIES
-
Drawings 590,000 800,000 -
-
Net cash provided by (used in) financing activities - 800,000 -
NET INCREASE IN CASH 182,402 91,800 74,142
CASH BALANCE, January 01 1,789,733 280,358 354,500
CASH BALANCE, December 31 1,020,839 1,789,733 280,358
o Financial Ratios
The financial ratio is a useful tool that help companies analyze and compare
relationships between different pieces of financial information across individual’s
company history. These ratios are primary sources in making quantitative evaluation
from different records present from financial statements.
Liquidity Ratios are ratios that measures the firm’s ability to pay ff its debts and it
is used to examine the ability of an organization to pay off its short-term obligations.
Current Ratio is a ratio that measures whether or not a firm has enough
resources to meet its short-term obligations. It helps the firm determine its ability to pay
short term debt. It is calculated by dividing the current assets from the current liabilities.
Rieman Manpower Services has a current ratio of 8.02 in the year 2015, an increase of
13.60 is in the year 2016 and 12.71 in the year 2017. It only shows that the company’s
current assets are from its inventories. The continuous decrease in its liabilities
indicates that the company is capable of paying its short-term debts.
Quick Ratio is designed to evaluate how well the company meet its short-term
obligations without relying on the sale of inventories. It is calculated by subtracting the
inventories from the current assets and dividing it to the current liabilities. The company
has a quick ratio of 1.71 in the year 2015, an increase of 8.71 in the year 2016 and 8.78
in the year 2017. It shows that the company is capable of meeting its short-term debts
because most of its assets came from cash.
Leverage Ratios is meant to evaluate a company’s debt levels. This ratio
provides an indication of how the company’s assets and business operations are
financed.
Debt to total assets ratio is an indicator of a company’s economic leverage by
using the percentage of a company’s total assets that have been financed by the
creditors. It is the complete amount of a company’s liabilities divided by the total amount
of the company’s assets. The agency has 0.12 in the yr 2015, a minimize of 0.06 in the
12 months 2016 and another decrease of 0.05 in the year 2017. It shows that most of
the assets come from its money and capital which shows that it is capable to cover its
liabilities, money owed and creditors.
Profitability Ratios are used to asses an organization’ ability to generate income
relative to its related fees at a variety of price ranges which consists of gross margin,
operating margin and net income margin.
Gross Profit Margin is the ratio in which the difference between revenue and cost
of goods sold is divided by the revenue.

o Production
o Corporate Social Responsibility
According to Muir (2015), Corporate Social Responsibility
is about an organization taking responsibility for the affects of its decisions and activities
on all factors of society, the neighborhood and the environment. Building a proper
relationship with clients is the root of a successful company. Rieman Manpower
Services is a company that causes the general population to have their activity
diminishes the joblessness rate of the common public. The organization settles on
economical obtaining alternatives by augmenting the utilization of a bit of paper through
reusing on the grounds that the organization is aware of that trees are being annihilated
down to make paper. The organization has conducted outreach programs in Sitio
Monicayo to see the situation and to help the Aetas. (See appendix D) The company
also helped in the renovation of the Dau Chapel.

The Internal Factor Evaluation Matrix
o Assessment
Internal Factor Evaluation (IFE) Matrix is a procedure related to the SWOT
analysis and is a method used to examine and evaluate the firm’s internal and strategic
purpose to identify the major strengths and weaknesses and other areas that needs to
be improved.
As for the outcome, Rieman Manpower Services has a total weighted score of
2.59 which means that the company has a strong internal position. This shows that the
organization’s strategies are effective.
Table 6. Internal Factor Evaluation Matrix for Rieman Manpower Services
Key Internal Factors Weight Rating Weighted

Score
STRENGTHS
6. Wide variety of services 0.15 4 0.60

7. Multiple segments 0.12 3 0.36
8. Customer loyalty 0.09 4 0.36
9. History of minimal service complaints 0.04 3 0.12
10. Online Presence 0.09 4 0.36

WEAKNESSES
6. Weak in Professional Services 0.12 2 0.24
7. No permanent employees 0.11 1 0.11
8. Training for employees before 0.12 1 0.12

dispatching
9. Lack of staffing 0.10 2 0.20
10. Workload 0.06 2 0.12
TOTAL 1.00 2.59

The Competitive Profile Matrix
o Assessment
Competitive Profile Matrix (CPM) is a tool used to indicate comparison with
the firm and its competitors which shows the corresponding strengths and weaknesses
against its rivals. The advantage of this matrix is that it enables the company to
categorize its rank against the competitors and benefits them through innovation. As the
results show, Rieman Manpower Services is the second highest among its competitors.
It has a weighted average of 2.84 and with a relative strength in terms of service quality
and service variety. On the other hand, Romac Services and Trading Company prevails
in the market by having a total weighted average score of 3.31. The companies
especially Rieman Manpower Services should make strategies according to their
strengths and identify their weakness for further improvements.

Table 7. Competitive Profile Matrix of Rieman Manpower Services
Rieman Manpower Romac Services and Clean Edge

Services Trading Company Manpower Solution
Critical Success Weight Rating Score Rating Score Rating Score
Factors
Advertising 0.18 2 0.36 3 0.54 2 0.36
Service Quality 0.23 3 0.69 4 0.92 3 0.69
Service Variety 0.19 3 0.57 4 0.76 2 0.38
Location 0.13 4 0.52 3 0.39 2 0.26
Customer Loyalty 0.11 2 0.22 2 0.22 3 0.33
Price 0.16 3 0.48 3 0.48 2 0.32

Competitiveness
TOTAL 1.00 2.84 3.31 2.34
V. STRATEGY FORMULATION
Grand Strategy
Grand Strategy Matrix has developed into an incredible asset in formulating
elective systems. This lattice is comprised of four quadrants dependent on four
essential components. The components are Rapid Market Growth, Slow Market Growth,
Strong Competitive Position and Weak Competitive Position. These components
structure a four quadrant network in which all associations can be situated so that ID
and determination of fitting procedure turns into a simple errand. Also, this grid helps in
receiving the best technique dependent on the present development and aggressive
condition of the firm. A vast scale firm isolated into numerous divisions can likewise plot
its divisions in this four quadrant Grand Strategy Matrix for planning the best procedure
for every division.
Companies that fall under Quadrant I are in a solid aggressive position and
quick market development. The company should concentrate on the development of its
market and continuously improve their quality of services so that they can meet the
demands of their clients.
Companies located in Quadrant II are portrayed with a powerless aggressive
position and quick market development. The company needs a major improvement in
product development and horizontal integration should be applied because of the need
to increase the production of services. This involves catering different types of services
to attract clients.
Companies located in Quadrant III are operating in a slow growth industry
with a weak competitive position. The company can expand its activities with similar
product lines to be more flexible for the needs of the clients. Liquidating the business is
also an option when the business is no longer generating profits.
Companies located in Quadrant IV are characterized as having a strong
competitive position but are operation in a slow market. By adding and creating
unrelated product lines, the business can penetrate other markets which can lead to
increase in demand.
Quadrant I
Rieman Manpower Services falls under this quadrant. For the company to keep
this pace in their growth and to have a consistent strong competitive position, market
and product development should be consistently implemented. It should concentrate on
the development of its market and continuously improve their quality of services so that
they can meet the demands of their clients.
Table 8:
Grand Strategy Matrix for Rieman Manpower Services
Quadrant II Quadrant I
1. Market Development 1. Market Development
2. Market Penetration 2. Market Penetration
3. Product Development 3. Product / Service Development
4. Horizontal Integration 4. Forward Integration
5. Divestiture 5. Backward Integration
6. Liquidation 6. Horizontal Integration
7. Related Diversification
Quadrant III Quadrant IV

1. Retrenchment 1. Related Diversification
2. Related Diversification 2. Unrelated Diversification
3. Unrelated 3. Joint Ventures
4. Divestiture
5. Liquidation
TOWS / SWOT Matrix
The Threats-Opportunities-Weakness-Strength (TOWS) Matrix was used in the
study. It is a successful system that stresses on the outside opportunities and dangers
while breaking down the inward qualities and shortcomings of an organization. It
functions as the matching tool in developing strategies for the organization.
Strength-Opportunities Strategy
Rieman Manpower Services program can take advantage of its opportunities
using its strength. It must make a relationship with different government institutions
including private institution. It can expand its target market by introducing new set to the
government and also
to other company that can increase the financial aspect of the company.
Weakness-Opportunities Strategy (WO)
The weaknesses of the organization may
be overcome by its opportunities, such as a stronger relationship with the government,
which can contribute to the company's market share. It can also expand its target marke
t to the other company, which would increase the financial aspect of the company.
Strength-Threats Strategy (ST)
The use of its strengths can minimize the company's threats. The organization
can highlight the quality of services offered, the availability of resources such as
equipment and qualified and competent employees. The company can also make
technological advances to make the market more competitive.

Weaknesses-Threats Strategy (WT)
In addition, strategies can be developed to address the weaknesses and threats
of the organization. The company can improve its fixed assets to provide the public and
its respective customers with better services. It can also expand its target market by
taking into account not only the government, but also the private sector, which can
increase the company's credibility
and market share and increase its market competitiveness.
Table 9:
TOWS / SWOT Matrix of Rieman Manpower Services
Strengths Weaknesses
S1. Wide Variety of W1. Weak in Professional
Service Service
S2. Multiple Segments W2. No permanent
Employee
S3. Customer Loyalty W3. Bloated Payroll
S4. History of Minimal W4. Lack of Staffing
Service
S5. Online Presence W5. Work Load
Opportunities SO Strategies WO Strategies
O1. Opening of new The City of Angeles is Expand the business by
markets because of experiencing a large branching out.
government agreement growth of economy that (W2,O4,O5,O3)
O2. Expansion of will lead to new business S1: Market Development
Business in Clark establishment that can
O3. Ability to develop offer new service. Widen the target of the
additional stores company that can add up
O4. Increased number of (S1,S2,O1,O2,O3,O4,O5) the financial aspect of the
jobs hiring in the industry company
O5. Availability of the S1: Market Development (W3,O1,O2)
workforce in the area S2: Product S2: Product Development
Development
Threats ST Strategies WT Strategies

T1. Insurance cost that Merge to another Improve the company
we continually increasing manpower service flexibility when it comes in
T2. Competition by other company. professional service.
business advertises (S1,S2,T2,T5)
S1: Market Development S4: Related Diversification
S3: Horizontal (W1,W4,T4,T5)
Integration
T3. Unstable inflation rate Have an advance
T4. Technological technology to improve the
advancement service to publics.
T5. Scarcity of resources (S5,T4)
S4: Related
Diversification
IE Matrix
The Internal-External Matrix is a vital administration device used to investigate
working conditions and vital position of a business. According to David (2017), the IE
Matrix is nearly the equivalent to the BCG Matrix in that the two instruments require
plotting an association's division in improved outline this is the reason they are both
called portfolio grids. The said framework additionally directs the best methodologies
that the organization may utilize dependent on the complete weighted score of their IFE
and EFE.
The IFE’s total weighted score is 2.59 (x-component) while the EFE total
weighted score is 2.62 (y-component). The figure below shows that the company falls to
cell V under region II, which represents that the company must hold and maintain its
position or strategy. It signifies that the tactical strengths or strategies should focus on
Market Development and Product Development.

Figure 6: Internal-External (IE) Matrix
Quantitative Strategic Planning Matrix (QSPM)
The Quantitative Strategic Planning Matrix (QSPM) combines the intuitive
thinking of managers with the analytical process to decide the best strategy for the
organization success. The QSPM requires assigning of rating which are called
Attractiveness Score (AS). The ratings / scores that can be given to a factor ranges
from one to four, one = not attractive, two = somewhat attractive, three = reasonably
attractive, four = highly attractive. It is based on how a company’s strategy enables it to
either capitalize on the strength, improve on the weaknesses, exploit opportunity or
avoid threat.
The strategies were drawn from IE Matrix, TOWS Matrix and Grand Strategy
Matrix. Four strategies are being considered for the strategic management of Rieman
Manpower Services namely: Market Development, Product / Service Development,
Horizontal Integration and Related Diversification. Here are total scores respectively
4.22, 4.31, 3.89 and 3.84. It shows that the company should turn its focus with Service
Development because of fast growing economy they should enhance their services.
Dashes in the shown figure indicated that factors that do not affect the strategies in
consideration.
Table 10: Qualitative Strategic Planning Matrix (QSPM)
Strategic Alternatives
1 2 3 4
Market Product / Horizon Related
Development Service tal Diversifica
Development Integrati tion
on
Key Factors:
Weight
TAS
TAS
TAS
TAS
AS
AS
AS
AS
Opportunities
1. Opening of new markets because of .13 4 0.52 3 0.39 4 .52 3 .39
government agreements
2. Expansion of business in Clark .12 3 0.36 3 0.36 2 .24 2 .12
3. Ability to develop additional stores .13 3 0.39 2 0.26 2 .26 1 .13
4. Increased number of job hiring in the .11 2 0.22 2 0.22 3 .33 2 .22
industry
5. Availability of the workforce in the area .09 2 0.18 1 0.09 2 .18 2 .18
Threats
1. Insurance costs that are continually .09 3 0.27 2 0.18 2 .18 3 .27
increasing
2. Competition by other business .07 2 0.14 3 0.21 1 .07 2 .14
adversaries
3. Unstable inflation rate .11 3 0.33 2 0.22 2 .22 2 .22
4. Technological Advancement .07 3 0.21 1 0.07 2 .14 2 .14
5. Scarcity of resources .08 2 0.16 2 0.16 1 .08 3 .24
Total 1.0
Strengths
1. Wide variety of services .15 2 0.30 2 0,30 2 .30 4 .60
2. Multiple segments .12 3 0.36 2 0.24 3 .36 4 .48
3. Customer loyalty .09 1 0.09 2 0.18 2 .18 2 .18
4. History of minimal service complaints .04 2 0.08 3 0.12 - - - -
5. Online Presence .09 2 0.18 3 0.27 - - 2 .18
Weaknesses
1. Weak in Professional Services .09 1 0.09 3 0.27 2 .18 3 .27
2. No permanent employees .15 1 0.15 1 0.15 - - - -
3. Training for employees before dispatching .08 1 0.08 3 0.24 1 .08 1 .08
4. Lack of staffing .11 1 0.11 2 0.22 3 .33 - -
5. Workload .08 1 0.08 2 0.16 3 .24 - -
Total 1.0 4.22 4.31 3.89 3.84
VI. Strategies, Programs, Activities and Tasks, and Resource Requirements

(SPATRES)
The Strategies, Programs, Activities and Tasks, and Resource Requirements
(SPATRES) is a matrix or format used to develop specific strategies that businesses
can implement. The objectives below focus on the following strategies derived from
TOWS Matrix which are Market Development and Product / Service Development.
SPATRES 1: Market Development
The following objectives can be pursued by Rieman-Manpower Services in order
expand its market share.
Objective 1: Research the number of new establishments in Angeles City.
Rieman-Manpower needs to abreast in all industry trends. This will help Rieman-
Manpower to avoid struggling niches, also to pinpoint the industry segments on the rise.
Additionally, it can stay ahead of the game by predicting which manpower services
types will gain prominence in the coming years.
Objective 2: Research about the manpower service industry in Angeles City.
Many companies buy and hire factors of production in the form of labor.
Globalization is an unstoppable phenomenon affecting the way of living of people. It

establishes connections between industries with companies resulting to a web
networks.
Objective 3: Research about the possible needs for manpower in Angeles City
Tanglao (2015) mentioned that there are over 1,746 jobs available in Angeles
City. Research about the possible needs of manpower that would help Rieman-
Manpower to gain knowledge about possible demand in Angeles City and be
knowledgeable about possible clients to provide good service and cater their needs.
The need for manpower research is an important guide to the success of the company.
Table 11:
SPATRES 1 - Market Development
Task/Time Person/Department
Objectives Program/s Activities Resource/s
Frame in charger
Set the
context of
your No
President and
research. As needed additional
Operation manager
cost
Objective 1:
Research the
Do a Review
number of new
preliminary business
establishments President and
search for information Continuous Php3,000
in Angeles Operation manager
information provided by
City.
the locals
Analyze the
data gathered President and
Continuous Php2,000
Operation manager
Research
Objective 2: about the
Research President and
projection of Continuous Php5,000
about the Analyze Operation manager
growth
manpower potential of opportunities.
service new
Gather
industry in business
information President and
Angeles City. Continuous Php2,000
about the Operation manager
laws and
regulation in
the area.
Get records
of the number
of business President and
Continuous Php3,000
establishment Operation manager
in Angles City
From DTI.
Read or
watch
national
media to
President and
learn about Continuous Php1,500
Operation manager
the
opportunities
for manpower
Objective 3: services
Research
Research Research
about the
what’s about the
possible needs
already past President and
for manpower Continuous Php500
been done performance Operation manager
in Angeles City
of other
companies.
Review and
analyze all
President and
the Continuous Php500
Operation manager
information
gathered.
The cost of building new establishments or commercial buildings in the
Philippines depends on the location, total floor area, the logistics/accessibility,
regulation of the local government and the construction method to be used.
Objective 1: Choosing Competitive location
Looking for a good location for your business is one of the important factors
because putting business in the place that an easy access for customers will help the
company. Using this strategy, Rieman-Manpower Service needs to look for a good
factor to build new branch to become popular to other places.

Objective 2: Look for another company that plays in the same industry to merge or form
a partnership in order to grow their money.
Partner/Partnership can help the growth and success of company in a way that
they can share their capital to each other and expand their connection to gather more
customers. This strategy can help the company to branch out in an easy way and
become popular.
Objective 3: Formulate a strategic plan
All owners can benefit from developing a strategic plan and owners of manpower
services company are no exception. Strategic plan serves as a blueprint for growing
your business revenue and profit and it also focuses the team’s effort in achieving the
goals.
Table 12:
SPATRES 2 - Market Development
Time Person / Department

Objectives Program Activities Resources
frame/task in-charge.
Visit some
particular
place or
President and Estimated
location that Yearly
Operation manager of 5000
can attract
more
customers.
Sightseeing Every
a good No
Objective 1: Search for expansion
location additional
Choosing good Marketing Department
Cost
Competitive location
location.
Invite land
Every Estimated
owner for Marketing Department
expansion of 5000
bidding
Invite other
owners and
Estimated
persuade
Yearly President and of 2000 per
them to do
Operation manager seminar
partnership
Objective 2:
Look for another
Use social
company that
media to President and
plays in the Yearly Php1,000
look for a Operation manager
same industry
partner
to merge or
form a
partnership in
order to grow Seminars
Attend other
their money. President and
owners Yearly Php2,000
Operation manager
conference
Research
No
about President and
Continues additional
several Operation manager
cost
Objective 3: available
Formulate a alternative
strategic plan Ask the
Develop a
client if their No
strategy President and
needs have Continues additional
Operation manager
been cost
addressed
Entertain
customer’s No
President and
feedback Continues additional
Operation manager
through cost
phone.
Below are the suggested objectives for Rieman Manpower Company to
accomplish fulfillment from clients.
Objective 1: Conduct a constructive product / service development
This strategy is the process toward conveying new development to present or
conceivable clients by modifying existing service to vivify the current market. It can also
give a blueprint to position an organization's service development projects and forms.
The service development strategy is indispensable to the continuous development and
achievement of the business for it evaluates the organization's abilities and just as its
contenders.
Objective 2: By recommending package services
The use of this strategy enables the business to apply a focused valuing to a
gathering of items and surpass contenders. It would likewise strengthen deals,
increment cost effectiveness and test new market channels. Package services requires
a business to market set of services for a much lower cost than for the items to be sold
independently.
Objective 3: Research for effective and updated service development tips
This strategy would enable the company to have a happy relationship with their
clients. It would help the company to improve its services since innovation and trends
usually change time by time. It would help the company upkeep with the competitors.
Table 13:
SPATRES 1 – Product / Service Development
Task/Time Person/Department
Objectives Program/s Activities Resource/s
Frame in charger
To be familiar
with services
that could be No additional
Continuous Management
progressively cost
viable.
To set the
Sulong reputation of
Negosyo the business Continuous Management Php5,000
for quality
Objective 1: services.
Conduct a To have a
constructive plan or idea
No additional
service on how to Continuous Management
cost
development improve the
services
Have
knowledge No additional
Regularly Management
about the cost
trends
Man Up Reach the
needs and
wants of the Continuous Management Php3,000
clients
Discounted
price for bulk As needed Marketing At least 10% off
Objective 2:
services
By Sulit
recommending Serbisyo
package
Package
services Giving deals
As needed Marketing At least 5% off
to clients
Study new
tips for Continuous Management P2,000
Objective 3: development
Research for
effective and
updated
Asenso
service
Negosyo Launch
development
Referral Continuous Marketing At least 5%
tips
Code
Below given are another three objectives for Product / Service Development.
Objectives 1: Stay pertinent through innovations
This strategy is focused on relevant ideas that could help the company to always
be on top of the trend. Business environment is continuously changing in the workplace.
Rieman Manpower Services, they must focus on new innovations that could be helpful
for the company.
Objectives 2: Make use of Research and Development Team
Research and Development team play a series of activities that assist the
company to acquire ideas which can help in terms of improving and developing its
products to take competitive advantage among its competitors. To completely manifest
the edge, Rieman Manpower Services must focus on the use of Research and
Development team.
Objective 3: Engage partnership with new partnership in Clark
Aside from its location, infrastructure and tax incentives, the Clark Freeport Zone
has become an ideal destination for foreign investors because of the ease of doing
business. It is a good suggestion to tie up with some of the new companies in Clark
because it offers a lot of opportunities for manpower business.

Table 14:
SPATRES 2 - Service Development
Objectives Program/s Activities Task/Time Person/Department Resource/s

Frame in charger
Be attentive
Objective 1: Research to changes Marketing and No additional
Stay pertinent and and trends on Continuous Management cost
through Observation what
innovations products the
customers
are looking
for
Objective 2: Communicate Depends on

Make use of Consultation with the team Continuous Management how long the
Research and and observe use of
Development what product Research
Team needs to and
improve Development
Great
Objective 3: substance is
Engage Sabay made As needed President and No additional
partnership Asenso through joint Management cost
with new endeavors of
companies in both
Clark organizations
References:
Diane, Michelle (2013) Retrieved from:
http://cubegroup.com.au/top-5-benefits-of-corporate-social-responsibility/
Hainla, Liis (2018) Retrieved from:
http://www.ble.dole.gov.ph/downloads/issuances/PRPA_Guidelines.pdf
McMillen, Jacob (2016) Retrieved from:
http://www.marketing-schools.org/types-of-marketing/word-of-mouth-marketing.html
MIP Manpower Services (2014) Retrieved from:
https://neuvoo.com.ph/jobs/angeles-city
Muir, Samantha (2015) Retrieved from:
https://work.chron.com/manpower-13580.html
Quisumbing, Leonardo (2015) Retrieved from:
https://www.dreamgrow.com/21-social-media-marketing-statistics/
Tanglao, Noel (2015) Retrieved from:
https://www.mipinternational.com/manpower-industry-overview.php
Thibodeaux, Wanda. (2009). The Importance of Company Manpower. Retrieved from:
http://smallbusiness.chron.com/importance-company-manpower-23763
Appendix A:
December 20, 2018
Mr. Emiliano D. Ocampo

Branch Manager
Rieman Manpower Services
Angeles City
Dear Sir:
We, the students of Holy Angel University taking up Strategic Management (YSTRATMA) class is in the process of
conducting a management and financial research about our chosen company. We have decided to have Philippine
Savings Bank – Angeles Branch as our choice.
Some of the tasks will include gathering general information regarding the company's profile and basic accounting /
business process. We have also prepared some interview questions about management and financial problems that
might be our basis for our study.
We understand that the information we are asking for are those that are considered confidential, some classified.
Nonetheless, we assure you that everything will be kept intact; preserving the confidentiality and anonymity of sensitive
information. Attached are scanned copies of our ID's as proofs that we represent HAU in this project.
We are looking forward to receive a favorable response from your good office, signifying that you are amendable to our
request. This will be our chance to study and collaborate with an established and reputable company such as yours.
Please let us know your availability for a scheduled interview on January 3, 2018. Thank you very much in
advance.
Sincerely,
Jescel G. Aringoy Ulysses Leslie Pradilla

HAU Student No: 20455907 HAU Student No: 20363253
Cell No: 0926-483-2090 Cell No: 0909-184-6557
Janella S. Castro Fritz-al E. Salonga

HAU Student No: 20441068 HAU Student No: 20420087
Cell No: 0947-695-5247 Cell No: 0905-242-2161
Jerome M. Dizon
HAU Student No: 20433813
Cell No: 0995-450-4655
Noted by:
Dr. Maria Dulce De Leon – Fidellaga Dr. Maria Cristina Naguit

Strategic Management Adviser Business Management Chairperson
Holy Angel University Holy Angel University
Appendix B:
After the interview with
Mr. Emiliano D. Ocampo – General Manager of Rieman Manpower Services

Appendix C:
SAMPLE LETTER OF INTENT

Appendix D:
SOUTH DAANG BAKAL CHAPEL

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STRATEGIC MANAGEMENT PLAN FOR RIEMAN MANPOWER SERVICES i

HOLY ANGEL UNIVERSITY

Strategic Management Plan for Rieman Manpower Services

A Research Paper presented to the Faculty of

School of Business and Accountancy Holy Angel University

In partial fulfilment of the requirement of the Degree

of Bachelor of Science in Accounting Technology

Dr. Maria Dulce De Leon – Fidellaga

Pradilla, Leslie Ullyses

II. Industry Analysis . . . . . . . 2

III. Business Profile . . . . . . . 4

IV. Environmental Scanning

VI. Strategies, Programs, Activities and Tasks,

Figure 2. Market Share Pie . . . . . . 11

Figure 3. Porter’s Five-Forces Model . . . . 14

Figure 4. Organizational Chart . . . . . 16

Figure 6. Internal – External (IE) Matrix . . . . . 34

Table 2. Mission Analysis . . . . . . 7

Table 3. External Factor Evaluation (EFE) Matrix . . . 12

Table 4. Statement of Financial Position . . . . 21

Table 5. Statement of Financial Statement . . . . 22

Table 6. Internal Factor Evaluation (IFE) Matrix . . . 26

Table 7. Competitive Profile Matrix (CPM) . . . 28

Table 8. Grand Strategy Matrix . . . 30

Table 9. TOWS Strategy of Rieman Manpower Services . . 32

Table 10. Quantitative Strategic Planning Matrix (QSPM) . . 35

Table 11. SPATRES 1 - Market Development . . . . 37

Table 12. SPATRES 2 - Market Development . . . . 39

Table 13. SPATRES 1 – Product / Service Development . . 42

Table 14. SPATRES 2 – Product / Service Development . . 44

Appendix A. Interview Letter . . . . 47

Appendix B. Interview Picture . . . . 48

Appendix C. Sample Letter of Intent . . . . . 49

Appendix D. South Daang Bakal Chapel . . . . 50

Manpower Services, a family-owned company whose main office is located at Angeles

City, Pampanga. It was established in 2005 by Emiliano De Leon Ocampo. The

company is continuously enhancing its operations with excellence, success including

meet the demand of its clients.

Rieman Manpower Services provides high quality services to ensure customer

The researchers have concluded that the company demonstrates affirmative

opportunities available such as adapting to innovations, strategic agreements and

ability to create marketing strategies in providing solutions to such obstacles. The

company appears a best methodology in its service development - by remaining related

locks in in unused companies, which may be a incredible substance to cater to the

company’s benefit and development.

Keywords: Enhancing, Employment, Innovations, Improvement

II. Industry Analysis

According to Michelle Diane (2013), labor is a staffing association. Routinely

suggested as a "temp organization," the association's fundamental business is giving an

organizations. The association makes a co-business relationship that oversees workers

out of obvious pay and favorable position proposals.

The Technical Education and Skills Development Authority (TESDA) was

professional organizations in the aptitudes’ advancement of the nation's HR.

In February 2014, PTRI has built up an arrangement of giving specialized

offices for wide open advancement.

Globalization is a persevering marvel impacting the technique for living of people

and the improvement of each country. It develops relationship between countries,

adventures and associations coming to fruition to a catch of frameworks. These

frameworks help countries in different ways: budgetary angles, advancement and