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Copy of ITP DAY 1

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by Ann Krystel Sadiwa on 2 October 2013

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Transcript of Copy of ITP DAY 1

ITP
Initial Training Program
.
.
.
DAY 1
Ready
TRAINING?
What to expect?
Company Introduction
DAY 2
Set
Products and Services Knowledge
DAY 3
Go!
Value Setting, Customer Service Principles
& Job Responsibilities
TRAINING
HOUSE
RULES
T
echnology ban
A
C
C
E
P
ttendance
orporate attire
leanliness
levate & excel
articipate
Use
Fire Exits
and observe smooth and orderly evacuation procedures during emergencies.
Safety
PROCEDURES
Inform the Trainors for any
health/safety or other training-related concerns
EXISTENCE
EVOLUTION
EMERGENCE
EXPANSION
1884
Michael Marks
1894
Tom Spencer
Kirkgate Market,
City of Leeds, U.K.
1911
Simon Marks
1928
By 1907, both founders had died. Michael’s son, Simon, joins the firm and in 1911 is elected to the Board of Directors.
Marks and Spencer began life in Leeds in 1884.

It is established by Michael Marks, a Russian-born Polish refugee, his market stall had the slogan “don’t ask the price – it’s a penny’.
In 1894, to support the ever-growing business, Marks looked for a partner. He found one in Tom Spencer and on 28th September 1894, the now-famous partnership of Marks and Spencer was established.
In 1928, the St Michael trademark was launched as a guarantee of quality and value. Initially used on selected foods, the St Michael range was extended so that by 1950 all goods sold bore the name.
International
strategy
BRAND
Quality
Service
Innovation
Trust
Value
Our Aim
To make M&S a truly International multi-channel retailer by 2015
This is about great standards consistently delivered, specifications that delight today’s customers – style and fit, fabric and durability.
PRICE x QUALITY = VALUE
Service is about clear ranging and choice, consistent sizing policy, great availability, clear labelling and knowledgeable sales service.
At M&S we've always prided ourselves on being innovative, both in our products and our ways of working. And that's something you can be a part of in the future. Here are some examples of M&S innovations:
- Tumble dryable suits
- First High Street stockist of sandwiches in the UK
- Removing artificial colours and flavourings
- Recycling plastic bottles into clothing
We are the most trusted retailer in the UK, and we have a proud heritage of staff welfare, customer care and involvement in the community – and we want to keep this. Equally, our customers trust us to deliver:
- Quality products
- Great service
- Value for money
- Safe and comfortable shopping environments
- Genuine environmental credentials
As part of keeping up the brand values,
Plan A
CAMPAIGN
M
&
S
launched a project called:
That a gift wrapped in a Rustan’s box is most treasured and means the recipient is someone special for the giver.

In the Philippines, the name “
RUSTAN’S”
is often synonymous with
retailing.
In its nearly five decades of operations, RUSTAN’S, primarily through its department stores, and additionally through its formidable network of companies, has helped to define the fledging science of retailing in the Philippines and the Southeast Asian region.
in almost
There are
412 stores
19
over a total of
countries.
M
&
S

also expands through
MULTI-CHANNEL RETAILING
M
&
S

IN THE
Philippines
Ambassador
Bienvenido Tantoco Sr.
Founders
Our
Gliceria Rustia Tantoco
That to be seen in Rustan’s is considered prestigious, and that one
“has arrived”.
The Marks & Spencer business in the Philippines began in
1976
via corners in the undergarments area of Rustan’s Department Store chain.
Flashback
When

SSI
was formed, it handled the operations of Marks & Spencer and it grew to become a chain of shop within shops offering a wider range of products in larger and better stores.
VISION
MISSION
of all retailers
in the Philippines.
marketing activities”
Customers
Employees
Suppliers
“We maximize shareholder value by the efficient use of our resources resulting to shared prosperity amongst stakeholders.”
Shareholders
For our
For our
For our
For our
BENCH-
RMSI
shall be the
MARK
Due to the continuous success of
Rustan Marketing Specialists, Inc.
was created in
January 1, 1997.
STORE L
M&S Subic (Outlet)
M&S Marquee Mall
M&S Pampanga
M&S The Block
M&S Trinoma
M&S Gateway
M&S Galleria
M&S Mega Mall
M&S Shangri-la
M&S Eastwood
M&S Glorietta 4
M&S Greenbelt 5
M&S Rockwell
M&S Robinson's Place Manila
M&S Mall of Asia
M&S Alabang Town Center
M&S Paseo de Sta Rosa (Outlet)
M&S Ayala Center Cebu
M&S Cagayan de Oro
M&S Abreeza
M&S Lanang Premiere
CATIONS
19
Stores
2
Outlets
“We provide
an excellent shopping experience
by consistently offering
a wide range of quality products,
personalized service
&
innovative
“We provide a happy, secure and fulfilling work environment, conducive to growth opportunities. We reward and recognize outstanding performance”
must pass at least 86% of all the exams
“We sustain long-term relationships through fair and ethical dealings.”
CORE VALUES
RESOURCEFULNESS
MAGNANIMITY
SERVICE
INTEGRITY
MAGNANIMITY
SERVICE
RESOURCEFULNESS
INTEGRITY
ORGANIZATIONAL
STRUCTURE
Working with
Service Providers
Who we are
is what
Marks & Spencer is,
What
Marks & Spencer
is,
is who we are.
GROOMING STANDARDS
FACE
Face should be clean shaven always.
Use of face powder may be advised if employee has oily face.
restrictions
Dying of the hair contrast to the natural hair color
“Semikal”, skin head, Spiky, Katsupoy, very short hair
HAIR
Moustache, beard, goatee and/or side burns.
Make-up and unnecessary plucking of eyebrows.
restrictions
Hair must be neat and short; not touching the back of the collar and ears.

Use hair gel or wax to hold the hair in place is required.
Always clean and well pressed
Wear the uniform as prescribed by the company
Make sure all buttons are complete
Formal black leather belts only.
Only wearing of plain white undershirts are allowed; neckline should not be seen
Only simple, well polished, formal black leather shoes and plain black trouser socks are allowed.
COMPANY UNIFORM
restrictions
Alteration of uniform without management’s approval
Folding of the sleeves and the hemline of the pants
Incomplete uniform
No nameplate
Coming to the store not in complete uniform
Wearing black loafer and rubber shoes, slippers and sandals
FACE
Female employees must have complete makeup even before entering the store (foundation, eye shadow, blusher and lipstick)
Advise them to consider their skin tone and facial features
Lipsticks used must ONLY be in
shades of red
(
PINK
is
not allowed
)
Dying of the hair contrast to the natural hair color
Hair fringe or bangs
Colored and fancy hair accessories (Black telephone cord accessory included)
HAIR
Pale or earth-tone shades of lipstick
Party makeup
restrictions
Hair must be neatly combed and away from the face
Hairstyle must be appropriate to the shape of the face
Long hair should be neatly plaited or braided
Neat hair just touching the shoulders may be acceptable subject to your approval.
Hair accessories should always be simple and black in color.
Always clean and well pressed
Wear the uniform as prescribed by the company
Make sure all buttons are complete
Wear simple, well polished, closed formal black ladies shoes with at least 2 inches heel and plain black trouser socks
COMPANY UNIFORM
restrictions
Alteration of uniform without MTM’S approval
Altering uniform in a non-professional cut (skinny, hip-hop etc )
Incomplete uniform
Open-toed, sling-backs, sandals, rubber shoes and slippers
restrictions
Acceptable footwear
ID, JEWELRY and other ACCESSORIES
Company IDs must be worn when at the Head Office.
Name Plates must be worn at the upper left chest portion at all times while inside the store premises.
Only wearing of minimum jewelry is allowed.
>Wearing of simple & classic-looking watches may be allowed.
>Earrings allowed: White Pearl
>Rings: Only simple wedding rings/bands are allowed.
Large and fancy jewelry
Jewelry that clank and make unnecessary noise when one moves
Other accessories and pins are not allowed including ball pens
Wearing glasses within the Selling Area must not be allowed
(Use clear contact lenses instead.)
restrictions
FINGERNAILS
Keep fingernails clean and short.
Long and with nail polish
restrictions
Poise
Stand up straight; tummy in, chest out.
Keep head high and steady.
Have a relaxed facial expression.
Maintain eye contact and a natural smile.
Sit, stand, and walk with poise.
Avoid distracting mannerisms.
Posture
Crossing arms on chest.
and
MANNERISMS TO AVOID:
Salesfloor
Use of professional language is to be used when dealing customer
Avoid making unnecessary side comments in the presence of customers.
Avoid bringing other store’s notion bags.
Do not be too submissive /over-confident when attending to our customers.
Do not clean your eyes, ears, pick your nose/teeth, clip your nails, or remove your shoes inside the selling area.
Boisterous laughter or talking in aloud voice is not allowed inside the selling area.
Hiding behind an equipment or post.
Sitting or leaning on to furniture or display equipment.
Playing with one’s hair, face, nose, or ear.
Covering mouth while speaking.
Wringing or tightly clenched hands.
Swaying arms.
Picking or pinching flesh.
Putting hands in pocket.
Pointing index finger.
SALARY
EMPLOYMENT
Classification
CONTRACTUAL
PROBATIONARY
REGULAR
hired for a specified undertaking, the completion of which is determined at the time of engagement.
hired to occupy a permanent position for a specified trial period of six (6) months.
hired permanently after satisfactorily completing the probationary period of employment.
ADMINISTRATION
BASIC SALARY
Mode of Payment:Through Payroll Account at the designated bank (BPI-ATM).
Payslips:Shall be sent to your store thru your Store Managers /OICS
Date of Payment:
30th of the month
covers 23rd of the previous month to the 7th of the present month
8th to the 22nd of the present month
15th of the month
For queries use the Payroll Inquiry Slip; address to Personnel Dept - Payroll & Benefits Section.
DEDUCTIONS
1. Taxes and other contributions under government agencies
Withholding Tax
SSS Loan Amortization
Pag-Ibig Amortization
Withholding Tax
SSS Contribution
Pag-Ibig Contribution
Philhealth Contribution
2. Undertime, lates, absences, lost name plates, damage of company property and equipment, suspension under existing rules & regulations, shortages, uniform (contractuals)
15TH
30TH
is leaving with
2 hours or less
left in your time usually
during emergency
1 – 15 mins
(15 minutes deduction)
16 – 30 mins
(30 minutes deduction)
31- 45 mins
(45 minutes deduction)
46 – 60 mins
(60 minutes decution)
Planned Leave
–should be filed 2 weeks before the leave dates
Sick Leave
– supervisors should be informed 2 to 3 hours before your shift
Undertime
Late
Absences
WORKING SCHEDULE
All contractual employees work 48 hours per week.
STORE
HEAD OFFICE
WAREHOUSE
OVERTIME PAY
Payment for work rendered beyond regular working hour / during holidays.
8 hours
Monday-Sunday
Weekday off
Shifting Schedule
How to Compute for Overtime Pay
Break Periods:
1 hour lunch break w/o pay
15 min afternoon snack break
10 hours - Monday to Thursday
8 hours - Friday
Weekend off
CONTRACTUAL
PROBATIONARY

Hourly Rate
x % x
OT hours rendered
=
OT Pay
9 hours - Monday to Friday
Weekend off
Note:
- No Overtime Authorization means no overtime will be paid.
- Overtime authorization must be sent to HR Department along with the time card.
- Late submission of OT authorization would mean non-computation of overtime rendered.
IMPORTANT FORMS TO BE SUBMITTED ON CUT-OFF
If rendering overtime on a Saturday, overtime hours will start after the 3rd hour.
OVERTIME AUTHORITY FORM
EMPLOYEE
13TH MONTH PAY
8 hours
Monday-Saturday
Sunday off
Shifting Schedule
Covers employees who have worked for the company for at least one month regardless of the status of employment and position.
PROGRAM
1. Find out if you or any one in your family takes in
medicines
with a Sulit Card:

2. Inform the HR Department & send your prescription (photocopy)

3. Fill up the Membership Form and claim your Sulit Card
PATERNITY LEAVE
Applicable to all
married male
employees regardless of position and status of employment

Seven (working) Days leave with pay
and shall apply for the
first four deliveries
of employee’s legitimate spouse

Availment maybe filed before, during or after the delivery of employee’s wife but not later than 60 days after the date of delivery
MATERNITY
LEAVE
Use of time card/ biometrics
Applicable to
all female employees
regardless of position and status of employment

Entitlement to a
sixty (60) calendar days leave for a normal delivery
and
seventy-eight (78) calendar days
leave for a caesarean section delivery
GOVERNMENT BENEFITS
Philhealth
Social Security System
The employee must have 24 posted monthly contribtions.
For either In-patient and out-patient. Must have nine (9) months premiums within 12 months from date of confinement.

Fill up PhilHealth Claim Form 1 (Original)
and submit Member Data Record (MDR)
For dependent - if patient is not listed yet in the MDR, submit applicable proof of dependency.

Sickness Benefit -
The employee shall notify his employer of his sickness or injury within five (5) calendar days after the start of his confinement.

SSS Loan -
Must have 6 posted monthly contributions for the last 12 months prior to the month of filing of application . The employee must have 36 posted monthly contributions
PAGIBIG LOAN
ELIGIBILTY
- A night differential of 10% is paid for work rendered between 10:00 PM and 6:00 AM the following day.
CODE OF DISCIPLINE
PERSONNEL PASS
LEAVE OF ABSENCE FORM
SYSTEM OF SANCTIONS
1. ABSENTEEISM AND
TARDINESS
2. INSUBORDINATION
3. UNDESIRABLE CONDUCT AND BEHAVIOR
4. DISHONESTY
5. NEGLIGENCE OF DUTY
6. HEALTH AND SAFETY
Unauthorized extension of leave of absence due to sickness, vacation, maternity (3)
Showing discourteous acts toward Company officials, immediate superior or client (2)
Benefits
Falsification of any statement, record, or document, or making false, malicious, or misleading information with the intention to deceive. (4)
Loitering (2)
Wasting time & prolonging rest. (1)
Frequently receiving visitors & making personal phone calls during office hours. (1)
Endangering other employees health with communicable disease. (2)
Smoking within company premises (3)
Other Common Violations
Failure to punch time card (1) / double punching (2)
Punching other time card (2-3)
Failure to wear the prescribed uniform (1)
Failure to observe exit & entry procedures (1)
Eating M&S Food without authorization. (4)
Eating in the selling area (2)
Changing clothes inside the fitting room (2)
POLICIES AND PROCEDURES
DRUG-FREE WORKPLACE POLICY
Procedure
POLICY ON
CONFLICT OF INTEREST
POLICY ON RESIGNATION
What is it that constitutes
sexual harassment?
ANTI-SEXUAL
I'm being harassed… WHAT WILL I DO?
BEC
Balikatan Employees' Council
Incentives Program
RMSI may not consider for employment a person related to a current employee up to the second degree of consanguinity and affinity
Connivance with existing employee would mean termination of both.
Other personal relationships.
To implement the Comprehensive Drug Act of 2002.
To uphold the integrity of the Company & the welfare of the employeesTo keep the Company a drug free workplace.
"Bida" Best Seller
Loyal Highness
Face of The Month
An unannounced random drug test is conducted annually.
The HR Department shall notify the concerned employee as to the date, time & place where the test shall be conducted
The test is composed of screening & confirmatory test and shall be treated with confidentiality.
Sanction -
DISMISSAL
Any employee who wishes to resign from the company shall give a written notice thirty (30) days prior to the intended date of resignation.
The written notice shall be approved by the immediate superior
The approved resignation letter shall be forwarded to the HR Department.
Sexual harassment is a serious matter!
Unfortunately, many people still do not understand exactly what it is.
“In fact, sexual harassment is not necessarily about sex -- it is about
POWER
. When someone at work uses sexual behavior to control you, whether it is physical harassment or behavior which makes you feel uncomfortable, that is sexual harassment.”
Sexual harassment is usually defined as behavior by someone higher in status or power toward someone lower in status or power and interferes with your ability to do your job or has an effect on your working conditions.
“Ignoring sexual harassment does not make it go away. The harasser may interpret a lack of response as encouragement! You may want to do more than one of these things…”
Medicine Custodian
Fire Brigade
HEALTH AND SAFETY
First Aider
Assembly Point
SULIT CARE
PFIZER
For queries about your salary,send an e-mail to
RMSI_Confidential@rgoc.com.ph
using your personal e-mail.
Dilzem (Diltiazem) 30 – 50%
Celebrex (Celecoxib) 25%
Neurontin (Gabapentin) 40%
Zoloft (Sertraline) 25%
Viagra (Sildenafil Citrate) 25%
Sulit Care Health & Wellness Club
Taking unplanned absence without official permission. (1)
Incurring habitual and excessive tardiness for work (more than 3X in a 30-day period) (1)
Littering (1)
Using indecent language in addressing another person (1)
Engaging in horseplay or malicious mischief which may result in injury to persons or destruction of property (2-3)
Threatening, provoking, or instigating a fight with fellow employees (3)
HARASSMENT
POLICY
!
?
The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
The harasser's conduct must be
UNWELCOME.
Speak up at the time. Be sure to say "NO" clearly, firmly and without smiling. There is a chance that the harasser does not realize the behavior is offensive;
Report sexual harassment to the appropriate person in the organization
Keep records. Write down the dates, times, places, and an account of what happened. Write down the names of any witnesses.
end of DAY 1
review.
RUSTAN GROUP OF COMPANIES
BRAND
VALUES
Marketing Vision
To be a leading International retailer for
fashion
&
style
giving our customers products that are of:
Great
Quality
Great
Value
Innovative
& unique to the brand
1950's
First Rustan Store
Vision of Rustan's
"where shopping is a pleasure"
RUSTAN GROUP OF COMPANIES
RUSTAN GROUP OF COMPANIES
History
of Marks &
Spencer
RUSTAN GROUP OF COMPANIES
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