ON-THE-JOB TRAINING PROGRAM

NARRATIVE REPORT
2ND SEMESTER 2021-2022

UNIV GROUP PETROLEUM CORPORATION

VILLA KANANGA, BUTUAN CITY

RACEL MAE A. GENONANGAN

MAE ANGELOU MALAGAR

PRESENTED TO
THE FACULTY OF THE BUSINESS ADMINISTRATION DEPARTMENT,
COLLEGE OF BUSINESS AND MANAGEMENT,
CENTRAL MINDANAO UNIVERSITY

IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE COURSE

BA-98 INTERNSHIP

BACHELOR OF SCIENCE IN BUSINESS ADMINISTRATION MAJOR IN

MARKETING MANAGEMENT

JUNE 2022
 APPROVAL SHEET

This NARRATIVE REPORT OF THE ON-THE-JOB TRAINING PROGRAM AT

THE UNIV GROUP PETROLEUM CORPORATION is prepared and submitted
by Racel Mae A. Genonangan and Mae Angelou Malagar to the faculty of the
Business Administration Department, College of Business and Management,
Central Mindanao University, University Town, Musuan, Maramag, Bukidnon.

PANEL OF EXAMINERS

APPROVED by the panel of examiners with the grade of ______.

RONEL V. SUDARIA, DBA

DARYL JANE A CABALLERO, DBM

MA. CONCEPCION C. SUDARIA, MBA

ACCEPTED as partial fulfillment of the requirement for the course BA – 98

Internship/Practicum for the Second Semester, School Year 2021-2022.

MICHAEL BONN A. BONIFACIO, MSPPM

Chairperson, Business Administration
 ACKNOWLEDGEMENT

We would like to express our most profound and heartfelt gratitude to the
following individuals, who not only helped us during our On-the-Job Training but
also to those who lent a hand to our tertiary education level, which is what made
it possible for us to get this far. We are truly indebted to each one of you.

First and foremost, we want to thank our Almighty Father for the material
and spiritual support that he has provided us with. Everything that we have right
now is a direct result of Him. We give all praise and glory to Him once again via
our efforts.

To our loving family, who have never stopped believing that we can do it
and have supported us both financially and morally along this journey.

We would like to express our gratitude to Dr. Daryl Jane A. Caballero,

who serves as both our academic role model and adviser, as well as to Sir
Michael Bonn A. Bonifacio, who serves as the head of our department, and to
the other faculty members of the Business Administration Department, for the
lessons they have taught us.

To our friends who have been our greatest supporters and a shoulder to
lean on throughout the challenges that life throws at us.

To our family at the Univ Group of Companies, Ma'am Menchie A.

Francisco, Head of the Human Resource Department, and our Immediate
Supervisor, who are responsible for ensuring the health and safety of all
employees at the company, including ourselves. Thank you, Ma'am Jardene
Morgado, Ma'am Patricia Martizano, Ma'am Fergie Espinoza, and the rest of the
administration staff, for providing us with opportunities to gain valuable expertise
and knowledge via the sharing of essential tasks and experiences. Also, to all of
the cashiers, crews, and many others that helped create an inviting environment
for us during our time at the company: thank you!

And to our alma mater, which provided us with a rock-solid foundation

upon which to stand by way of its teachings and trainings, which in turn
equipped us to be equipped business administration students when we
unlocked the door and stepped into the real world of corporations.

There are not enough words in the world to express how much we value
and appreciate each one of you.
 Table of Contents
Title Page
Cover Page
Approval Sheet
Acknowledgement
Table of Contents

I. Introduction
a. Rationale of the Activity
b. Program Description and Objectives
c. Course Description
II. About the Company
a. Locale of the Internship
b. Vision and Mission
c. Core Values
d. Company Logo and Meaning
e. Organizational Structure
f. Company Policy
III. Tasks and Responsibilties
IV. SWOT Analysis
a. Illustration
b. Brief Discussion
V. Problems Encountered and Solutions Made
VI. Learning and Reflections
VII. Conclusion
VIII. Recommendations
a. To the Company
b. To the Future Trainees of the Company
IX. Appendices
a. Curriculum Vitae
b. Evaluation Sheet
c. Certificate of Completion
d. Recommendation Letter
e. Memorandum of Agreement
f. Waiver
g. Daily Time Records
h. Medical Insurance and Vaccination Cards
i. Other Documentation
Photo Documents
Compliance on COVID-related Protocols
I. INTRODUCTION

The BS Business Administration Internship Program is a method

of instructing students in real-world situations. It is a method of applying and
utilizing all the knowledge and abilities taught and developed in the classroom. It
is the finest approach to prepare students for real-world job by exposing them to
the options and allowing them to feel what it is like. It enables them to identify
their own strengths, weaknesses, and limitations. The trainees are assigned to
various departments or areas of private where they will conduct their duties to
prepare for and expose themselves to their chosen job. The BS Business
Administration Internship Program is one of the greatest trainings since it is well-
planned, organized, and will take place in an appropriate business. It improves
trainees' abilities and productivity as a preparation for their future jobs. This is
the greatest period for trainees to learn and build competency in using office
equipment and facilities. Aside from work experience, the BS Business
Administration Internship Program offers the trainee to encounter real
professionals and people in various positions in the office. The learner will be
able to acclimatize to various people with various characteristics.

A. RATIONALE OF THE ACTIVITY

Supervised Field Experience Program is a 6 units subject for the

final semester of the student from the Department of Business
Administration. It is generally designed to give students an introduction to
the workplace. To introduce to the students the potential field of
employment. The trainees are required to render 600 hours of service to a
company where they are assigned. Eventually, the trainee will create and
work with his/her own through the guidance of their SFE Supervisor. The
progression of the field experiences will be based on the ability and
comfort level of each trainee. Supervised Field Experience Program
 is a time for the trainee to show off his/her skills and leanings learned from
all the lectures discussed in the classroom. This is also to develop the
trainee in a practical knowledge in his/her field of work. This is to provide
the trainee the opportunity for enough knowledge and skills relevant to
work habits necessary to become a competitive office professional in a
workplace.

B. PROGRAM DESCRIPTION AND OBJECTIVES

Internship program, in general, are implemented to enhance the
preparation of the students for their future work environment, be it in
industry, government, institution, NGOs, or special professions. The
program works on the premise that a well-trained apprentice will most
likely be employable and productive at work. In general, apprentices
program aims to:
o Develop and enhance further the knowledge, skills and attitudes of
student relevant to the workplace or profession.
o To expose the students in an actual workplace, encounter real-life work
problems, contribute to an organization, and gain knowledge respective
to the field of the trainee’s learning.
o To build confidence and preparedness to work effectively inside the
workplace after completing the training.
o Enable the students to relate concepts learned from the classroom into
the workplace.
o Introduce students to prospective employers.
o Re-tool the syllabi of the curricular program based on enhancements that
may arise during the program’s duration.

In addition to this, the Supervised Field Experience program of the

Department of Business Administration aims to:
 o Provide you with an overview of total office environment, norms and
values and general office ethics.
o Give you an opportunity to explore the activities which are commonly
done in office and develop technique to deal with office environment.
o Give you an opportunity to know your strength/weaknesses and other
feedbacks to improve your work in the future.
o To have an opportunity to handle basic challenges to complex problems
that are usually encounter in the workplace.
o Apply knowledge learned in college to actual situations.
o To enhance trainee’s knowledge and competencies in his/her chosen
field of specialization
o Allow you to improve decision making skills and common sense.
o Help you gain specialization of specific areas of office work so that in the
future, you could develop a field of interest and skills to offer employees
who would ask for your service.

C. COURSE DESCRIPTION
On-the-job training is a component of a college curriculum that
tries to educate and orient students about their current and future
careers. It is a sort of skill development in which a worker learns how to
execute the job through on-the-job training. On-the-job training is one
technique by which students are exposed to various work situations
aimed to provide students with the opportunity to practice and apply the
ideas and methods that they have studied in school. It also assists
students in acquiring important knowledge and abilities through
performance in a real job situation. OJT is critical not only for teaching
students about their chosen career, but also for showing students the
realities of working. Students will be exposed to real-world work linked to
the subject they are enrolled in. It also enables folks with no prior
experience to work while learning. On-the-Job Training allows the student
to learn more about his chosen industry and put what he has studied in
school into practice. It aids in the development of the trainee's
competence.

On-the-job training also improves the student's critical thinking

skills and discipline when he or she is completing his or her training in a
company. Having good On-the-Job Training helps young professionals
prepare for their future careers. Even little details learnt during On-the-
Job Training can be implemented when students are already working.
Students will be educated not only intellectually but also socially. They
will no longer struggle with how they operate and communicate with
others. It also allows the trainee to immerse himself in his chosen
subject, get experience, and develop the skills required for the industry in
which he is interested. Working with experienced personnel allows one to
see how the job is done correctly. Aside from job experience, On-the-Job
Training allows the learner to encounter real professionals and people in
various positions in the firm, both high and low. The trainee will be able to
adjust to the personalities and attitudes of others. On-the-Job Training
necessitates hard work and dedication. A trainee should take OJT
seriously because it can be a valuable tool in preparing for the next
chapter of one's life as a professional. It could be a source of
recommendation as they make the transition from students to career
professionals someday.
II. ABOUT THE COMPANY

A. Locale of the Internship

Univ Group of Companies is located at South Montilla Boulevard, Villa

Kananga, Butuan City, Caraga, Philippines. In this location, the head office is
located where the internship took place as well as the location of one of the gas
station (Univ Villa Kananga), 7/11 Villa Kananga and the warehouse of
PEVCON.

Figure 1. Satellite Map of Univ Group of Companies

Source: Google Map

B. Vision and Mission

 Vision

 A leading independent retail station in every potential area in Caraga,

Davao, and Northern Mindanao regions
 Excellent in customer service
 Highly engaged customers helping further enhance operations and
customer satisfaction
 Self-managed quality programs
 Clean and green station

Mission

 To serve with a heart every motorist and customer using consistently the
5-steps process of fuel servicing – serving them with a smile
 To always offer available products, services to every customer like
convenience items, lubricants, LPG, promos
 To consistently serve only best quality fuels in the most competitive pump
price
 To make every customer an active member of the loyalty VIP and various
programs and promos
 To involve customers and employees in our social responsibility
actions/charity programs

C. Core Values

Honesty and Integrity. We are upright and fair in how we conducted

ourselves and our businesses

Cleanliness and Godliness. We adhere to the highest standard of

cleanliness and green initiatives in our sites, establishments, and workplace
 as we aspire to magnify god’s glory and order in our asset and site
management

Frugality. We strive to the good steward of the resources in our care, and we
work hard to further nurture them

Excellence in Execution. We strive perfection in everything that we do. We

celebrate on being able to deliver positive results and tasks with urgency

Hardworking and Persistent. We are untiring in the pursuit of our goals,

persevere and victorious with the challenges.

D. Company Logo and Meaning

The logo comprises a meaning of unity towards all the business units having
God as its roots for achieving success and the 'V" represents the last name of
the wife which is Vicencio.
 E. Organizational Structure

F. Company Policy

Section 1: General Guidelines in the Imposition of Disciplinary Action

It is mandatory to all employees – frontline staff, management, and contractors

to conform to company policies – the Univ Group Code of Conduct. While our
company is directed and guided by our Vision and Mission our conduct and
dealings with fellow employees’ customers and contractors while employed is
governed by this code which details our adherence to the CORE VALUES of the
company – Honesty and Integrity. Cleanliness and Godliness frugality
Excellence in Execution Hardworking and Persistence.

The following guidelines shall govern the imposition and recommendation of

disciplinary action:

1. What is the Nature of the Violation?

2. What is the Gravity of the Offense are there any consequences. 2.1 How
serious is the violation?
2.2 To what extent does it affect the company operations other
employees and/or properties?
3. What are the mitigating circumstances?
3.1 Was the act deliberately intended or was it an act of negligence.
4. What aggravating circumstances contributed to the incident?
4.1 Is the offender employee a chronic violator or is this a rare instance?
4.2 What is his attitude his association and his family background?

Section 2: Application of Penalties

2.1 The penalties for the violation of the same rules (other than in those
cases where the simple violation of a rule warrants dismissal) is progressively
more severe than the penalty for the first violation. However, the definition of
“cumulative” violation is subject to 12 months limitation period; any repeated
violation of a rule occurring after this period shall be considered as a first
offense. The employee’s 201 file has the complete repository of all violations to
date from date of hiring.

2.2 When a single act constitutes two or more offense under this code or
when an offense is a necessary means for committing the other penalty for the
more/ most serious offense shall be imposed.
2.3 ALL act. Conduct or behavior prejudicial to the interest of the company
but not specifically included in this code shall also be punishable the penalty to
be imposed depending upon the gravity of the offense.

2.4 Management at its own discretion and consideration of the circumstances

of each case may imposed a gravity penalty than that provided for in this code
particularly when the violation results in injury to persons or damage to property
or both or immense thereof.

Section 3: Due Process Requirement

3.1 Disciplinary action taken against an employee particularly

dismissal must conform to the requirement of the process. Such requirements
are mandatory as a matter of law. Independently of contract such as CBA or
even of company rules and regulations. Due process is a fundamental
safeguard of the right to of security of tenure in that its standard and procedures
if followed will show whether a just cause is the basis of the company's
privileged in subjecting the employee to discipline.

Section 4: Imposition of Preventive Suspension

4.1 Preventive suspension as provided in this code maybe imposed upon the
guilty employee only if of the following conditions exist:

4.1.1 The employment on the guilty employee constitutes an immediate

and serious threat the lives of the company personnel or security of the
company properties and assets.
 4.1.2 His presence may cause an interruptions or disruptions of the
company operations.

4.1.3 It is necessary to prevent him from committing the violation

inimical to the interest of the company.

4.2 The following offenses and violations shall be considered as grave

serious and critical.

4.2.1 Offenses and violations that carry with it a penalty of suspension

termination and dismissal

4.2.2 Offenses and violations that involved the integrity and reputation of
the company violation of Golden Rules and Core Values.

AWOL/UNEXCUSED ABSENCE

Rule: The Company expects all its employees to exercise discipline and to
make use of their leave privileges wisely and in accordance with the purpose for
they are intended so that their absence will not affect group efficiency and
stability. Failure to observe the prescribe procedure in the filing of leave
application as set forth in the policy on application for leave of absence and
handling of AWOL/AWOP/unexcused absence shall be dealt with accordingly.

A notice of absence must be given by an employee to his department head in

writing or by telephone if he is unable to report for work that day if the reason for
absence is sickness he should notify his department head within 3 hours from
the time which he should have reported for work. If the reason for absence is
other than sickness, he should notify his department Head within three hours
from the start of his official working time.

Notwithstanding compliance with the requirements of the policy on application

for leave of absence and handing of AWOL/AWOP/Unexcused absences,
employees whose absence during any given period of time are of requirements
will be subjected to termination in accordance with law. As a general rule,
employees suffering from prolonged illness will be dealt in according to law.

The following shall constitute violation of this rule and will be penalized in
accordance with the provision on the application for leave of absence and
handling of AWOL/AWOP/unexcused absence:

Section 1: Unauthorized or unexcused absence from work for one or at most

two working days shall be considered as a simple case of absence.

Section 2: In cases where the unauthorized or unexcused absence from work

extends for more than two but not more than five consecutive working days.
This shall be considered as excessive.

Section 3: Unauthorized or unexcused absences from work which exceed five

working days shall constitute as abandonment of work.

Section 4: Department Managers shall schedule the vacation leave of their

subordinates. Base on their earned credits or operating conditions but
employees must still submit for approval his vacation leave application at least
48 hours before his scheduled vacation. For supervisory and management
positions and staff with critical positions leaves must be filed at least 1 week
ahead to allow proper turnover and temporary coverage of the responsibilities.
Section 5: Not Reporting on the assigned day and shift and site of assignment is
considered abandonment of duty

Any employee who failed to comply with the above mention procedure in the
filing of vacation leave shall not be paid the corresponding vacation leave pay;
consequently he will be penalized in accordance with the provisions of section1,
section 2, or 3 of those rule whichever is applicable.

Section 6: An employee which after having been duly notified about the
disapproval of his application for vacation will still go on leave of absence shall
be dealt with in accordance with the provisions of this code.

TARDINESS

The Company expects from its employees exemplary attendance and

punctuality at all times. At the work start of one’s working time. An employee
should be at his place of work and ready to begin to work on his assigned task.
The time for punching timecards or timing in washing up after work dressing or
undressing for work is not included in the work time.

The Company realizes the need for good attendance in attaining its goals and
objectives. Each employee Contributes and forms a part of the total company
effort. Since the company work as a team the presence of each and everyone is
necessary. One’s absence will be felt by his co employees who have to pitch in
for the absentee and perform their share of the work load aside from their
regular work.

At the opening hour all employees are expected to be actually working. This is
necessary in fairness to the company and to ensure the smooth flow especially
in departments and sections where an employee may depend upon the
unfinished work of another before he can start his own work.
Punctuality means more than just coming to office on time. It means observing
proper break hours and not leaving the office before closing time.

1. Tardiness

Shall means coming late for work past the official time set for reporting for work.
It is therefore incurred by punching in signing in later the schedule time.

2. Rules on Tardiness

Timecards/Timesheets or biometrics shall be the basis of payroll and checked

before each payroll period. Payrolls are then prepared based n entries therein.
All absences unless supported approved paid leave applications will be
deducted from pay.
“NO TIME IN OR OUT OR NO BIOMETRICS IN AND OUT MEANS
EMPLOYEE IS ABSENT”

“AN OVERTIME IS ONLY AUTHORIZED WHEN WITH PRIOR VALID REASON

AND APPROVAL”

“IN SOME CASES SOME EMPLOYEES MAY RENDER EXTRA HOURS OF

WORK OR CHARITY TIME”

Tardiness whether excused or unexcused is liable to salary deduction based on

their principle of “no work no Pay”. Excused tardiness will exempt a person from
disciplinary action. But subject will still be liable both salary deduction.

HRD shall determine wether or not there is a valid and justifiable cause for
tardiness. The following be consider valid or justifialble reasons:
a. Floods and/or heavy rains which distrupts public transportation in the
employees route to and from work;

b. General transportations strike in the employee's route and from work;

c. Riots, fires, public disorders and other natural calamities or emergencies

which prevent the employee from arriving the office on time in spite of
reasonable efforts to secure alternative means of transportation. Heavy
traffic is not valid excuse for tardiness. The ff. shall be considered
valid or justifiable reasons: late shuttle service.

d. If an employee is given an official assignment which prevents him from

punching/signing in, the person is not tardy because he does the work
assigned to him. The supervisor should initial his card to indicate
that his inability to punch the card at all, was due to official business.

Unexcused, tardiness is one without valid or justifiable cause. When the

shall so indicate on the time card which the employee shall present to
him.

Under time or tardiness shall in no case be offset by overtime. An

emplyee's under time or tardiness in a day cannot be charge to available
leave credits but shall instead be subjective to corresponding salary
deductions. The employee shall therefore be paid only for the actual
number of hours worked.

3. DEDUCTIONS
Employees who are late will have deductions in pay for tardiness as
follows
Tardiness Deductions

1-5 minutes
No deductions

6-15 minutes
25% of hourly rate

16-30 minutes
50% of hourly rate

31-45 minutes
75% hourly rate

46-60 minutes
100% hourly rate

More than 1 hour

Absent
4. Procedures in monitoring attendance

a. For employees with time card, the accounting department shall check the
time card of the employees every cut off every payroll period (15th and 30th
of the month

b. The individual time records shall be basis in giving out diciplinary --

and deductions in salary of all subject employees.

c. The HR department shall review the time cards of all employees every
month. The attendance record shall be basis of diciplinary action the HRD shall
take.

d. In case of habitual and excessive tardiness, the HRD shall take diciplinary
action and impose the appropriate penalty on the employee concerned.

e. Any employee who tampers or falsifies a time cards or time report shall be
subject to penalties prescribe in the previous articles. The same shall be imposed
on any employee who asks another to falsify or tamper with a time record.

The company expects its employees to live up to the standards or Code of

Conduct of the industry and of the community. The Practice of certain acts or
transactions that directly or indirectly conflict against the interest of the company
is discourage and will not be tolerated.

Section 1: Requesting or receiving any commission in connection with any transaction

in which the employee participates in for the company.

Section 2: Having financial interest in any enterprise similar to that of the company, or
acting as its suppliers, dealer or agent without the company's knowledge.

Section 3: knowingly entering into any transaction grossly disadvantageous to the

company, i.e. entering into credit or accommodate transaction with the company's
dealers.

Section 4: Providing illegitimate benefits to any party in the discharge of the job
functions through patent partially, bad faith, or gross negligence.
Section 5: Receiving unauthorized benefits in Company transactions performed in the
course of employment.

Section 6: Other similar acts infringing of the general rule on conflict interests.

Section 7: Usages of Company assets (real or perceived) for personal gains.

MISCONDUCT, DISCOURTESY AND INSULTING BEHAVIOR

Rule: Every employee shall conduct himself in a manner consistent with decorum, and
good discipline.

It is well establish that discourtesy, insolence, disrespect or insulting behaviour of an

employee against his employee against his employer or any immediate member of his
family or his duty authorized representative will justify imposition of disciplinary action.

The key consideration underlying such disciplinary action is to preserve or maintain

work site discipline, otherwise efficiency and morale may be affected.

The following acts shall constitute violation of this rule.

NECLECT OF DUTY SUPERVISORS/MANAGERIAL EMPLOYEES

Rule: The higher the employee is in the managerial ladder in terms of

a. Responsibilities
b. Control over the employees
c. Compensation

The more delicate will be his task and the higher will be the standard of accountability
and performance. For higher managerial employees, misconduct that may be tolerated
in the lower echelons and that may even be overlooked in the case of rank and file
employees, may constitute a basis for trust and confidence, and exercising great
discretion maybe dismissed on the basis of circumstances although not establishing
guilt, provide a reasonable basis for loss or trust and confident.

Failure on the part of a Supervisor to perform of the obligation or responsibilities

mentioned below shall constitute neglect of duty:
Section 1: It is the obligation of the Supervisor to dissiminate to the emplyoees over
whom he exercises supervision, company policies, work golden rules, work procedures
and like.

Section 2: It is imperative that any andall investigations conducted by the supervisor be

put in writing to form part of the recording of the case and the same shall be submitted
to HRD.

Section 3: It is also responsibility of the supervisor who has knowledge of any violation
of the code and of other company work rules to take steps to prevent and/or report the
same

CONFLICT OF INTEREST

Rule: The company shall strive to encourage employees and officers to uphold the
interest of the company at the highest level possible. All employees shall exert all efforts
to achieve and maintain the best interest of the company.

In all relations and cicumstances it must be evident that the interest of the companyis
not being jeopardized to any extent in any manner but is in fact strongly uphold and
protected.

Section 1: Using Profane or indecent language and act in addressing another person
and/or using incident, abusive derogatory, indecorous words during working time or
within Company premises.

Section 2: Threatening, intimidating, Coercing, provoking a flight with fellow

employees engaged in a fight during office hours a company related time and activate

Section 3: Threatening, intimidating, Coercing, and harassing a fellow employee over

matters concerning the work of the employee and/or directly affecting their work in the
company.

Section 4: Intentionally causing personal injury within company premesis and during
company related activities and business.
Section 5: Insulting, assaulting, threatening with bodily harm or showing wilful
disrespect to an immediate superior or any official of the company.

Section 6: Encouraging educing or threatening another employee to perform an act

constituting a violation of this code or of company work rules or an offense in connection
with the official duties of the latter, or allowing himself to be persuaded, educed or
influenced to commit such offense.

Section 7: Intriguing against another employee who tends to cast dishonour, discredit or
contemp upon latter.

Section 8: Damaging or jeopadizing company interest through acts or omissions which

affects company clients, official visitor or another business friend of the management.

8.1 Stealing from said clients, guests, visitors or friends, while on duty or in
company premises.

8.2 Uttering words, doing acts, or making gestures to said clients, guests,
visitors, or friends which are "manifestly" insulting or "grossly"
disrespectful/discourteous.

8.3 Other Culpable acts or omission.

Section 9: Gambling of any form inside company premises.

Section 10: Working for another employer without the prior written consent of the
company with the exeption of part-time jobs and sidelines outside of the working hours
and not in conflict with the interest of the company

Section 11: Indulging in illegal and unofficial vending anytime within company premises.

Section 12: Soliciting money or material object for any purpose not sunctioned with the
company.

Section 13: Indulging in any form of usurious ( Loan Shark) money-lending activities
within company premises.
Section 14: Writing, carving, etching, painting or posting writings or drawings or other
similar acts which tend to deface company property.

Section 15: Posting, altering, or removing any matter posted in the bulletin board unless
specifically authorized.

Section 16: Drinking alcoholic beverages during working time or on company premises
except at company authorized occasions.

Section 17: Entering Company Premises or performing work while under the influence
of liquor or narcotics.

Section 18: Possessing, Using or causing to be brought or used, narcotic drugs in the
company premises and on company related business or activities except when such
drugs take the form of medicine prescribe by a physician

Section 19: Without due authority, attempting to bring explosives, fire arms, or other
deadly weapons into company premises.

Section 20: Discharging explosives or firearms inside and within 100 meters from the
company premises.

Section 21: Immoral conducts, including exhibitions and distributions of pornographic

literature, within the company premises and/or during company related activities or
business regardless of whether or not committed during working time of the employee.

Section 22: Unauthorized entrance stay within company premises.

Section 23: Entering restricted areas without proper authorization.

Section 24: Withdrawing or removing company property from the company premises
without authorization.

Section 24-A ATTEMPTING to withdraw or remove company property from the

company premises without authorization.
Section 26: Giving Company identification material to any person not entitled to it,or
assisting any employees by means of speeches, writings or other presentation lending
tothe same end.

Section 27: Inciting other to the execution of any of the acts specified in the immediate
preceding section or inciting others to disturbance, disorders or plots for the purposes of
distrupting the operation of the company, the company business or peace and order
within the company premises by means speeches, writings or other presentation
tending to the same end.

Section 28: Committing other acts of misconduct, discourtesy and insulting behaviour
not embraced by other provisions of this code.

Section 29: Immoral and violent acts committed by the employee while performing his
duties or while representing the company in any activity which tends to tarnished the
goodwill and representation of the company even when done outside the company
premises.

OFFENSES SUBJECT TO DISCIPLINARY ACTION

DISHONESTY

RULE: Acts involving dishonesty or breach of trust reposed in the employee's constitiute
just cause for disciplinary action. The ff. acts shall constitute violation of this rule.

Section 1: Stealing, misappropriating or embezzling Company funds or property.

Section 2: Fraudulent or illegitimate withdrawal/acquisition or release to other person of

company funds or property.

Section 3: Unauthorized use or possession of the conpamy property.

3-A: Unauthorize driving.

Section 4: Unauthorized substitution of company materials, supplies, tools or

equipment.

Section 5: Making use of records or documents known to be falsified or tampered with.

Section 6: Taking remuneration of property of fellow employees without the latter's
concent without prejudice to filling of apporiate legal action.
Section 7: Taking property of the customer or other persons, who are within the
comapny premises or while the employee is in the conduct of official business work
without the latter's consent without prejudice to filling of appropriate legal action.

Section 8: Falsification of documents by committing any of the ff. acts.

8.1: Counterfeiting or imitating any signature, handwriting or Rubio.

8.2: Causing it to appear that the persons have participated in any act or
proceedings statements other than those in factmade them;

8.3: Attributing to persons who have participated in an act or proceeding

statements other than those in fact made them.

Section 9: Punching of another employee's time cards, tampering with unauthorized

alerting in one's timecard.

Section 10: Concealing of defective work, which directly results in prejudice to the
company.

Section 11: All other acts of dishonesty which cause or tend to cause prejudice to the
company.

USURPATION OF AUTHORITY OR ARTIFICIAL FUNCTIONS

Rule: The job description clearly stipulated the duties and responsibilities that a job
incumbent is supposed to perform. The same is designed among others to avoid
overlapping of duties and responsibilities that would create confusion and disorder
within the organization. Any employee who without authority, will encroach or assume
the duties and responsibilities or authority belonging to another is definitely a usurper.

The following acts constitute violations of this rule:

Section 1: Knowingly and falsely representing oneself to be an officer, agent or
representative of the company or any of its departments or breach officers, other than
the true position or designation.

Section 2: Under presence of official, performing any act pertaining to any person in
authority in the company, or any department thereof, without being officially entitled.

SAFETY AND HOUSEKEEPING

Rule: The Company believes that safety and housekeeping is everybody's concern, All
levels of a management and supervision and employees should make accident control
and house keeping a top priority in their areas, Safety, Housekeeping, Grooming and
Customer Service are considered as GOLDEN RULES of the company along with Code
of Conduct and Core Values. All levels in the organization must exert full responsibility
and accountability in ensuring that the Golden Rules are complied. All levels must
COMPLY, INTERVENE, RESPECT the Golden Rules, Code of Conduct and Core
Values of the company.

The following shall constitute violations of this rule:

Section 1: Creating or contributing to poor housekeeping or unsanitary conditions.

Section 2: Not reporting to a serious contagious disease which may endanger the health
of other employees.
Section 3: Refusing to submit or failure to Comply with the medical/health requirements
of the company.
Section 4: Urinating on walls and areas other than the comfort rooms or company
urinals.
Section 5: None observance of sanitation or housekeeping rules.
Section 6: Smoking in prohibited areas:
6.1: In premises where smoking there are flammable matters.
6.2: Other premises where smoking is prohibited
6.3: Smoking while walking
6.4: None smoking regulations as maybe defined by law or local ordinance

Section 7: Throwing flammable materials/liquids or lighted cigarettes into trash can or

waste containers.
Section 8: Failure to wear or use of proper PPEs such as safety shoes and authorized
protective equipment and uniforms when required by nature of work.
Section 9: Failure to immediately report a personal accident or injury incurred on the
company time or premises.
Section 10: Violation of safety/warning signs posted in the general working areas.
Section 11: Operating Machines, tools and equipment contrary to establish operating
procedures or without the expressed consent of the authorized immediate superior.

Section 12: Tampering with or misuse of fire protection/unauthorized use of fire

protection or equipment other than the primary purpose.

Section 13: Failure to keep/return tools, materials, parts, machines or equipment in their
proper places and order after usage or at the end of a work day.

Section 14: Failure to maintain and practice 5S and CLAYGO in the workplace.

Section 15: Use of cellphones/mobile phones and other gadgets while on duty. All
personal Gadgets must e deposited to the guard or kept in the bags at the locker room.

CONFIDENTIALITY WORK AND INFORMATION

Rule: Where the position of the employees concerned involves trust or confidence,
since the duties or functions entail.

a. Custody of Company funds or property, or

b. Handling or Control of Company stock, materials, etc.

c. Protection/care of company assets, or

d. Access to confidential files, papers or documents.

DOCUMENT- means an instrument on which is recorded by means of letters, figures or

marks, the original or legal form of something which maybe evidently used.In this sense
the term document applies to writings to work printed, lithographed or photograph to
map or plans, to seals, plates or even stones on which inscription are cut engaged. in
plural, the deeds, agreements, title papers, receipts and other written statements by
which a right is established or an obligation is extinguished or by which a fact may be
proven or affirmed.
INVESTIGATION- shall mean gathering searching examining and sanitizing all possible
facts, evidence and proof to support the evaluation of the management's disciplinary
action investigation shall also include the right of the guilty party to fair and prompt
hearing, the right to be heard and explain his side, present his facts, witnesses and
evidences and the right to the due process of law.

DICIPLINARY ACTION MEMO or SHOW CAUSE NOTICE

-is a memorandum addressed to the guilty party informing him/her of the infraction
vaiolation or offense committed and the appropriate disciplinary penalty. According to
the gravity of the offense, violation of incident of disciplinary
action------------------------------complete and accurate record of employee actions.

IMMEDIATE SUPERVISOR - means the employee whom the employee directly reports
to.

RENUMERATION - means the salary, wage, bonus, commission, allowance or earnings

expressed in terms of money which is payable by the company to the employees under
a written or unwritten contract of employment for work done or to done, or for services
rendered or to be rendered.

LEAVE CREDITS DETERMINATION AND USAGE POLICY

Rule: Leave credits and entitlement is the only allowed method of authorized absences.
This is to ensure continuity in the performance of duties and unhampered business
operations especially for those handling critical and key management positions.
Employees below 1 year of service are not entitled to any leave. Upon reaching 1 year
service tenure, the following leave benefits shall apply subject to the terms of our pay
policy.
Monthly Rated - Leave with Pay Daily rated - No work no Pay applies

Types of Leaves 1-4 Years 5-9 Years 10 or more

Vacation Leave 5 10 15

Sick Leave 5 5 5

Emergency Leave 5 5 5

Paternity 7 7 7

Maternity 30 30 30

VAWC As prescribed by law

• All leaves application must be filledusing appropriate forms
•Cash conversiont is allowed at the end of the year for unused vacation leaves provided
eployee has not availed sick leave and emergency leave or has no absences within the
fiscal year.
•Employees and line supervisors must take this into consideration when planning
leaves.

CLASSIFICATION AND LINE OFFENSES AND SCALE OF PENALTIES

MINOR

1st OFFENSE WRITTEN WARNING

2ND OFFENSE FINAL WARNING

3RD OFFENSE SUSPENSION OF 3-5 DAYS

4TH OFFENSE SUSPENSION OF 6-15 DAYS

5TH OFFENSE DISMISSAL

 LESS SERIOUS

1st OFFENSE WRITTEN WARNING

2ND OFFENSE SUSPENSION OF 5-10 DAYS

3RD OFFENSE DISMISSAL

SERIOUS

1ST SERIOUS SUSPENSION OF 20-30 DAYS

2ND OFFENSE SUSPENSION OF 30-40 DAYS

3RD OFFENSE DISMISSAL LEGAL ACTION

LESS GRAVE

1ST SERIOUS SUSPENSION OR DISMISSAL LEGAL ACTION

2ND OFFENSE DISMISSAL LEGAL ACTION

GRAVE OFFENSE DISMISSAL LEGAL ACTION

DISCIPLINARY BOARD
Frontline staff and employee offenses shall be evaluated by line supervisor and HRD on
the classification and scale of penalty to be imposed.

The next higher level of positionshall evaluate the offenses of their direct reports and
make recommendation to HRD.

In cases of doubt and when required, the MANCOM maybe covened on the evaluation
offenses and scale of of penalties to be imposed.

Top Management and Legal Department (Legal Retainer) reserves the final judgement
as the case may require.

DEPARTMENT SPECIFIC POLICIES, GUIDELINESS AND CIRCULARS

Rule: Department specific policies and guidelines are issued to help each department
do their jobs better and in response to audit variations and audit findings. Please refer to
the summary of department circulars issued on specific items as controlled by HRD in
the repository of:
"CLARIFICATION AND ADDITIONAL SPECIFIC POLICIES - Revisions and
Amendments."

TASK AND RESPONSIBILITIES

Administrative Task

 Monitoring
  The trainees are in charge for the monitoring the crews and ensuring high quality of
customer service and timely inputs, and for ensuring that the team maintains its
strategic vision and that its activities result in the achievement of its intended outputs
in a cost effective and timely manner.

 Scheduling
Our main duties include planning weekly employee/crew schedules on their
respective station.
  Filing and Encoding
The trainees have been given the task of encoding Daily Sales Report of nine
station.

 Field Visit
The OJT students had the opportunity to visit the nine gasoline station. They
observe and collect information about the station to have some idea about the
workplace.

Marketing Related task

 Daily Sales Report

Since we are marketing students, we are assigned to report the daily sales of each
station.,s We are also responsible on reporting on current sales trends and estimate
future circulation sales and if there are station meet the quota.

 Advertising
Uni V is a group of companies. Penong’s is one of their franchise company. We are
in charge of creating marketing communication that persuades an audience to buy a
product or service and post it on social media.

 Customer Service
We help customers with their complaints and questions, give customers information
about products and services especially about the pricing of petroleum and product
they sell like lubes ang LPG. By helping customers understand the product and
answering questions about their reservations, they are sometimes seen as having a
role in sales.

Accounting Related Task

 Auditing
Examining records, reports, receipts, or other documents and comparing them to
company assets and liabilities. Researching discrepancies, operational problems, or
other issues.

 Billing
We are assigned to collect all the official receipts of our old customers, including
sending invoices and account updates to clients, receiving, sorting, and tracking
 incoming payments, addressing and resolving client questions and issues relating to
invoices, and providing regular, accurate reports of billing data.

 Inventory
We are responsible for tracking current production levels of lubes and LPG, and
recording purchases and products in a warehouse. We review purchase orders to
ensure they're accurate before processing them with suppliers and checking stock
status likes lubes and LPG by performing physical counts on shelves or in
warehouse. We are also assigned in reporting discrepancies between physical
counts and book stocks records.

 Payroll
Preparing employees' compensation every 15 th or by the end of each month using
payroll software.

IV. Swot Analysis

a. Illustration

Strengths Weaknesses
 Wide variety of products and  High level of fluctuations
services  Lack of motivational factors of
 Extensive petroleum retailing and workforce
distribution experience – family  Absence of Marketing Department
has been in the petroleum
retailing and distribution business
for more than 30 years
 Hands on management –
managed by husband and wife
with combined extensive retail
business and corporate
experience in the oil industry.
 Strong petroleum supply chain –
distribution network, sufficiency in
logistics, network of accredited
contractors
 24-hours operation and customer
service of gas stations and
 convenience stores

Opportunities Threat
 Leverage Brand Recognition through  Consistent price hike of fuels
Marketing Activities  High competition especially in gas
 Potential for expansion of business industry
units

b. BRIEF DISCUSSION
STRENGTH

I. Wide variety of products and services

Univ Group of Companies composed of business units; Univ Petroleum

Corporation, Univ Convenience, Univ Food, and PEVCON Building Works and Land
Development Inc. This is the general strength of this company, the fact the company
have touched different business units which is reaching variety of purpose and given
services to the customers.

Univ Group Petroleum Corporation has 9 gas stations in Butuan City, 4 are
Petron Franchise and 5 Univ Gas Stations which are all strategically located on busy
roads. The two brands of fuels have been able to reach wide variety of customers
especially those who are price sensitive customers. Univ Convenience composed of two
franchised 7/11 convenience stores which are also strategically placed. 7/11 Montilla
Boulevard is located beside a university and 7/11 Villa Kananga is located beside the
UNIV Head Office and UNIV Gas Villa Kananga. Univ Food is composed of two
franchised Penongs Restaurant which are located at JC Aquino and SM City Butuan
which are very focused on servicing customers with utmost care and attention. And
lastly, PEVCON Building Works and Land Development Inc, this business unit is
composed of engineers, architects, and construction workers that are of great service
on providing highest quality of planning and execution of building to every negotiated
client.
II. Extensive petroleum retailing and distribution experience – family has been
in the petroleum retailing and distribution business for more than 30 years

Over the past decade, fuel retail has been one of the more resilient segments in
the oil and gas industry. The experience and knowledge possessed by the family for
more than 30 years have created a huge edge for them to monitor and do well in the
fueling industry. The family members are mostly owners of franchised and private
owned gas stations at Butuan City.

III. Hands on management – managed by husband and wife with combined

extensive retail business and corporate experience in the oil industry.
For the few months of being able to observe and work at the company, it was
evident that owners of the company have harmonious management as their skills and
knowledge on monitoring and conduct of business is very extensive as well as their
growing corporate experience in the oil industry. Their well hands-on-management have
become a number one factor of making the business organized and growing.

IV. Strong petroleum supply chain – distribution network, sufficiency in

logistics, network of accredited contractors
The supply and demand for crude oil petroleum products are key factor in
determining the status of world economy. These days, the petroleum industry is facing a
challenging task to remain competitive in globalized market due to the fluctuating
demand for petroleum products as well as the fluctuating prices of crude oil. These lead
to force petroleum companies to embrace every opportunity that increases their profit
market. But as business who have been operating for more than 30 years and a family
who are very interested and well-versed with the fuel and oil industry, their wide network
with contractors and supplier is their edge compared to other businesses.

V. 24-hours operation and customer service of gas stations and convenience

stores
A 24/7 operation and customer service of the gas stations and convenience
stores provides more convenient service for the customers which allows the business to
continuously meet the customer expectations and as well as escalating the sales
compared than just operating for only few hours. An immediate response is truly
creating a critical leverage for the company.
 WEAKNESSES

I. High level of fluctuations

Although the potential for profits is high with gas stations under the business unit of
the Univ Group Petroleum Corporation, there is a lot of consumer fluctuation that occurs
within this industry. When gas prices are high, see fewer consumers coming to do
business with the company. There is a daily fluctuation based on traffic levels, road
construction, and even the weather. Adding these factors to the changes in fuel price
that occur, the operations in the gas stations became a challenging trying to achieve
estimate profits.

II. Lack of motivational factors of workforce

Manpower in this business is the biggest factor reflecting the success of the
business for how many years. However, it has been observed that the employees are
certainly not given motivational factors other than basic salary and incentives are only
given in a limited scope. It has been also observed that some employees have been
seeking aid from government department to help with their labor issues and the
company has been consistently hiring most especially with pump attendants.

III. Absence of Marketing Department

There is in no doubt that utilization of marketing is critical in every business to
achieve greater remarks on brand awareness and recognition to the market. And as
observed, the company has only a little highlight on marketing activities especially on
the gas stations, although fuels are in demand in everyday but there is still a need for a
focused marketing department for this business unit to ensure achieving greater profit
and wider reach through marketing research and activities.

OPPORTUNITIES
I. Leverage Brand Recognition through Marketing Activities
Franchised Petron gas stations of the company have been consistently doing
well since it was built and operated, while Univ gas station is also doing however is
known as one of the most expensive priced fuels in Butuan City. It is an opportunity
to reassess the pricing as well as heightening the marketing activities most
especially of the Univ gas stations since the Petron gas stations are franchised, the
marketing activities as well as are dependent to the main office. The company is
reaching the high point that it necessary to assess back its marketing to keep the
customers engaged and loyal to the business.
 II. Potential for expansion of business units

Over the past years, Univ Group of Companies especially the Univ Group Petroleum
Corporation is vastly growing and improving its stand in the public and its gross margin.
For this year, it became a high time for another station to open and expand its reach to
cater more customers and clients as well as increasing the awareness and recognition
of the brand.

THREAT
I. Consistent price hike of fuels
It is probable that both increases in demand and fears of supply interruptions
have pushed up oil prices. The global demand for oil has been on the rise, exceeding
production increases and excess capacity. A significant factor is the rapid growth of
developing nations, particularly China and India. These economies have become
increasingly industrialized and urbanized, which has contributed to the rise in global oil
demand. Clearly, all types of markets have been affected by the steady increase in fuel
costs. A substantial increase in oil costs correlates to a greater inflation rate. This leads
to higher prices for numerous commodities because of rising transportation expenses.
This will be cost-push inflation, as opposed to inflation induced by increased aggregate
demand/excess growth.

II. Numerous Present Competitors

Every industry is going to have some level of rivalry, and whether that competition is
direct or indirect, it will influence the day-to-day operations and future growth of the
business. In Butuan City, there are many gas stations, convenience stores, construction
companies, and restaurants; consequently, it is essential to have well-developed
strategic plans to be able to compete successfully in each of these industries.

V. PROBLEMS ENCOUNTERED AND SOLUTIONS MADE

a. WORK-RELATED

Lack of Manpower in Gas Stations

Modern society calls for wider range of services to maintain the basic productive
enterprises whose markets have grown and geographical scope. Their relations are
moreover more intimate and the responses to developments are quicker. Manpower is
therefore truly a vital part of successful companies and corporations. Operations will not
be running smoothly and efficiently without them. As Univ Group of Companies, with
business units that primarily in need for labor as the business are mostly service-
oriented, we have observed that most gas stations are always in need for crews and
cashiers.
Problem: Part of our task is to monitor and make schedule of the on-duty crews and
cashier of one of the gas stations owned by the company every week. There are
instances that regular employees and trainees would suddenly resign which disrupts the
organized schedule for that week.
Solution: Always monitor the crews and cashiers as to their working environment if they
are still effectively and efficiently working. In the case of an evident lack of crew in one
of the stations, we will contact other gas stations if they have a free employee which we
could politely ask to be on-duty in the lacking stations. We also experienced tried to
reconcile with a resigned regular employee to render for 15 days before completely
going apart with the company as this would ensure we could hire another crew and
have it trained for a couple of days.

Inventory Reconciling
Inventory is the accounting of items, component parts and raw materials that a
company either uses in production or sells. In every gas station, part of the requirement
for payroll is the completion of inventory for lubricants and LPGs sold by each of the
stations.
Problem: In the month of February, we were tasked to make the inventory of one of the
gasoline stations and it was very unorganized and there is unmatched declaration of
sold lubricants and LPGs in the daily sales report and the daily lubricants/LPG
monitoring notebook making it very confusing.
Solution: We double checked the daily sales report and daily monitoring notebook to
really ensure the reconciling of both monitoring sheets. We also personally checked the
inventory of the warehouse and in the forecourt. We also assisted with the auditing
head in reconciling the inventory of the gas stations to be able to know the short and
over of lubricants and LPG for that month.

b. PERSONAL

Time Pressure
The workload and activities in the company is very fast-paced and as first time
experiencing the reality of tasks and responsibilities in an existing company it is quite
overwhelming.
Problem: In inputting the daily sales report of nine gasoline station which each of them
have different number of pump stations and purchase order clients, its quite
overwhelming inputting a lot of numbers.
Solution: Focus and take your time. Univ Group of Companies have been a great
platform of learning and growth, to solve this issue every day we take it as a challenge
to familiarize and be able improve. Always asking for guidance from our colleagues to
ensure inputting the right data since if we make a mistake, it will prolong the tasks and
affect the other units of the company.

Working Environment
A positive working environment lightens the mood, helps people to concentrate
better and provides a good working approach for both employees and the employer.
Problem: One of the realities of working in existing companies is being able to meet
variety of people, some of them may be your right catch in terms of personality and
humor and some may not.
Solution: Keep an open mind, show respect, and keep trying your best to be one of the
reasons for keeping the office ambiance full of positive and uplifting feelings, which will
enable everyone to perform at their top standard in whatever task they have been
tasked with.

VI. LESSON LEARNED

a. Work-related

Significance of Increasing Employee Recognition

A significant number of workers who are paid on an hourly basis are dissatisfied
with their employment because they do not believe they are supported or recognized at
their place of employment. According to the findings of the Randstad Employee Brand
Research (REBR) 2018, it was found that 27 percent of workers cite a lack of
recognition from an employer as the reason why they leave their jobs. The internship
has provided us with the opportunity to gain experience, during which we have
witnessed and been aware of how much labor from employees is vital and how to
leverage a greater retention rate. Finding proactive ways to routinely recognize your
team and establishing a relationship with your team is important. We learned that
incorporating and promoting regular recognition helps develop a culture that
encourages a more engaged and satisfied workforce. This is without a doubt the most
important thing that we took away from this internship. What gets recognized gets
repeated; as a result, employee productivity and performance are 14 percent greater in
businesses that actively practice recognition. These employees feel good about what
they do, and they take those feelings home with them. This is because when you show
your employees that you see and appreciate their efforts, and when you take the time to
demonstrate how much of a measurable impact they're having on your business and
your corner of the world, those employees feel good about what they do.

b. PERSONAL

Flexibility

In conjunction with the rapid evolution of global markets and the fact that every
business has its own distinct method for conducting its operations and other activities,
the workplaces of the present day have become increasingly unpredictable. We cannot
always forecast when developments such as this will occur. Therefore, flexibility is so
crucial. When you're flexible, you're adaptable, resilient, and receptive to change. You
can respond to unforeseen demands in the workplace, such as sudden workload
spikes, pressing problems, or an unplanned occurrence. This internship has taught us
the importance of maintaining a steady work ethic during seasons of change. We
cannot always feel at ease with what we are accustomed to. We will be able to look
back and make decisions more effectively and efficiently if we constantly refer to our
core principles and organizational culture. Develop your adaptability by enhancing your
skill set. Be inquisitive about what's going on around you to combat this. Keep abreast
of emerging industry trends by reading about the most recent technologies and
research and by acquiring new skills. Try working with individuals or completing projects
that you would ordinarily avoid. There may be more efficient methods of doing things.
And instead of being locked in a routine, develop the habit of attempting new things. In
times of change, having a strong and solid team surrounding you is crucial. It indicates
that regardless of the obstacles you face, you can count on others for support. Build
trust with your coworkers to strengthen your connections with them. You may begin by,
for instance, offering to take on additional work when a colleague is busy or by assisting
them with a difficult-to-use system or procedure. Not only will this increase teamwork
and positivity, but it will also likely urge your coworkers to return the favor when you
need assistance.
 CONCLUSION

On the Job Training is a method by which students are exposed with different
work situation designed to give students an opportunity to experience and a chance
to apply the theories and computation that they have learned from the school to an
actual scenario. On-the-job training program enhances the critical thinking and
abilities of the students conducting their training in a company. It allows the trainees
to get acquainted with the real professionals and to meet people having different
positions in the company, and to adjust to other people’s personalities and attitudes.

Performing OJT also gives an advantage to companies, since the trainees serve
an additional manpower and lesser labor without payment. However, employers of
the company can absorb the student trainee depends on his/her quality of work,
performance, skills, and determination and willingness.

Moreover, it is a tool that could independently help students discover their skills,
strength and weakness. It requires patience and perseverance; Acquiring good
qualities of a typical worker will lead to a better impression of a supervisor.

OJT is a stepping stone to progress in exploring one’s career path for a better
future. It is a valuable program that transitions a student into a professional career.
Nevertheless, the internship program was a success. Despite the limited duration,
the trainees still gained immeasurable experience which they will carry with them
forever.
 RECOMMENDATION

FOR THE COMPANY

Communication is the key. Interpersonal interaction is a great advantage and skill that
every employee inside the company should possess. Whether we like it or not, we will
encounter a variety of individuals with distinct personalities. Yes! We cannot please
everyone, but employees and students inside the training or school should not take
criticism personally. In addition, the student trainee has the right to ask questions as
part of the learning process. Education can be obtained not only in the classroom, but
also in other settings.

FOR THE FUTURE TRAINEES

Conduct preliminary research on the company you intend to attend. For the trainee's
last recommendation, this is a help to the students to get an introduction to the process,
people in the organization, and equipment utilized in the workplace, and might leave a
favorable impression on the supervisors. As recommendations, listening is essential.
There will be a lot of possibilities that trainees could struggle with the internal and
external barriers of listening; message overload, preoccupied, difficulty in adjusting, etc.
Focusing and understanding is the main key point to develop one's listening skills.
Personal problems should leave behind outside the workplace because it can affect
your daily output.
VIX. APPENDICES

A. CURRICULUM VITAE
B. EVALUATION SHEET
C. CERTIFICATE OF COMPLETION
D. RECOMMENDATION LETTER
E. MEMORANDUM OF AGREEMENT
F. WAIVER
G. DAILY TIME RECORDS
H. MEDICAL INSURANCES & VACCINATION CARDS
I. OTHER DOCUMENTATION

PHOTO DOCUMENTATION

A. WORKSTATION
B. OUTSIDE THE COMPANY AND ITS LOGO
C. WITH WORKMATES
D. WITH SUPERVISORS
D. REGULAR TASKS AND SPECIAL TASKS
s

D. COMPANY COMPLIANCE ON COVID-RELATED PROTOCOLS