CHIU KIM

1. CHIU KIM GROUP OF COMPANIES C OMPANY ULTURE Orientation

2. OVERVIEW ACCOUNTABILITY TRUST EMPOWERMENT CUSTOMER DELIGHT ABUNDANCE

4. …of the task and its result be it positive or negative.

5. Being ACCOUNTABLE also means… Applying PICU in our tasks: P- Plan: includes WHAT, WHO, WHEN, WHERE, WHY, HOW MUCH and HOW it will be implemented I- Implement: execute according to Plan C- Check: Monitor and Report Progress; Evaluate Result vs. Goal U- Update by Standardizing and/or Introduce Innovations 5 Ws; 2H ACTION Update ,,,,,,,,,,,,,,,,,,,,,,,…….. INNOVATE EVALUATE

6. KSG: KRA SMART GOAL • 1. CLEAR ROLE • Our PRIMARY Job Objectives/Key Result Areas (KRAs) are identified • 2. CLEAR GOAL • SMART Goals are • clearly determined • 4. CLEAR EVALUATION • Easier monitoring of • progress • Scientific basis for • evaluation • Areas of Growth are • clearly identified • 3. CLEAR EMOTIONAL WHY • Our Strongest Motivations are clearly stated • Clear basis of incentives

8. What IS TRUST? When there is no TRUST? • Doubting • No confidence • Afraid to face challenging tasks • Always needs checking • Questionable integrity • Being credible • High regard • Confident to accept • challenging responsibilities • Based on positive • experience • Reliance on the person’s • capacity and truthfulness

9. HOW TO EARN TRUST • Be Honest in Words, Deeds and Intentions • Be Reliable/Consistent in Delivering Outputs • Be Open Minded and Humble • Practice Spirit of Voluntarism • Be A Problem Solver

11. EMPOWERMENT Empowerment IS… Empowerment is NOT… • Manipulating others for • personal gains • Holding back your best • Without determination • Not sharing competencies with others • Treating teammates as • competitors • Combining competencies • Unity, teamwork • Humility to be taught & • to learn • Involves giving correct instructions

12. Model: GAP: written instruction 5M 2. Mentor: I do and explain how and why; you assist 3. Monitor: You do and explain how and why; I ask/check 4. Motivate: You do; I observe and encourage you and we learn 5. Multiply: You duplicate

14. What IS Customer Delight What IS NOT Customer Delight • walking extra miles to provide • what can delight the customer • attentive to customer’s needs • cheerful and approachable • knowing how to manage complaints/anger of customers • treats customers with extra smile and care • serve beyond expectation • doing work without plan/goal • working hard doesn’t mean doing well • work without love • being unmindful of customer’s needs • lacks drive to serve • being preoccupied with personal matters

15. Not Just Satisfaction but Delight! • Customer Satisfaction: Expectations are met • Customer Delight: Expectations are exceeded

16. Abundance (Photo of abundance)

17. What IS NOT Abundance What IS Abundance • agawan • nagsasakitan • starving • selfishness/greed • putting others down • does not want others to grow and shine • win-loss • sharing • caring • love • concern • assistance • shares knowledge and skills with others • finds joy in the success of others • win-win • synergy

19. CHIU KIM ENTERPRISES, INCORPORATED ORIENTATION

20. This manual intends to install a system in the way we do things at Chiu Kim Enterprises, Incorporated (CKEI). It will be our guide in establishing consistency, efficiency and stability in our operations and on how we serve our customers and the people we work with. We would like to maintain and further improve the goodwill we have established with our customers and suppliers because by serving them well, we exceed the ordinary. Be with us as we reach for this goal. Only then could we ensure the success of Chiu Kim Enterprises, Inc. and strengthen its capacity to look after its people’s welfare and prosperity VALENTIN S. CHIU President I. INTRODUCTION BY THE PRESIDENT

21. The humble beginnings of CBG began when its enterprising founder Chiu Bun Gim moved from China to the Philippines in 1947. A recognized visionary, he saw the immense potential of Mindanao. Together with some friends, they started a trading business in 1954 that they eventually named Koronadal Hardware and Auto Supply(Khasco). When Khasco closed down in 1961 due to the implementation of the government’s nationalization policy, Chiu Kim Enterprises (CKE) was born as a wholesale venture. It has successfully set-up links with retailers from 11 municipalities in four provinces. As the business steadily grew, Chiu Bun Gim got actively involved in community projects, becoming president of Marbel Lions Club and among the founders of Koronadal Anglo-Chinese School, aimed at developing the full potential of Filipino-Chinese youth, and the Koronadal Filipino-Chinese Fire-Fighters Foundation. II. FOUNDER’S BUSINESS PROFILE

22. In 1996, Chiu Bun Gim passed away but left a flourishing business that has now expanded into five (5) more companies with several branches covering four provinces and five cities: Marbel Universal Trading, Inc. (MUTI), Happy Living Realty Development Corporation (HLRDC), Easy Pay Finance Corporation (EPFC), ViajeroMotorsales, Inc. (VMI) and Honda Socsargen, Inc. (HSI). Just as his era has ended, Chiu Bun Gim’s six children took over CBG’s operations, adhering to Christian values and ideals. Faced with the new tests and opportunities of the new and ever changing world, Chiu Bun Gim’s words based on a Chinese saying serves as a guiding post that keeps the company going on the right track: “Before your birth, the community has prepared for you – do something for the coming generation.” – Chiu Bun Gim

23. Continuing a tradition of service… Having had a lead in the retailing and wholesaling of hardware and parts since sixties, Chiu Kim Enterprises, Incorporated has gone through the periodic spells in business. But as the adage goes, you can’t put a good store down. The second-generation managers have infused higher levels of competence in what used to be a traditional Chinese hardware and parts store. The founder’s vision and time-tested values have metamorphosed into a more creative and well grounded approach to wholesaling and retailing. III. COMPANY PROFILE

24. Serving the people of Koronadal City and the neighboring municipalities with almost a hundred employees, many of whom have been with the Company since its inception, CKEI has adapted to the fickle demands of its varied clientele. From parts and hardware, plumbing and air conditioning supplies and services as well as paints, electrical and automotive parts were introduced. CKEI has also helped provide local employment.   Through the years, CKEI has grown and has spawned allied businesses involved in trading, financing, assembly and servicing of motorcycles, bicycles and light vehicles. Also involved in tree plantations, water purifying and distribution, wood processing and exportation, steel fabrication and real estate development. Business acumen, social responsibility and dedication to vision anchor solid foundations of CKEI as a force to reckon with.

25. BOARD OF DIRECTORS OFFICERS President: VALENTIN S. CHIU President- VALENTIN S. CHIU Members: JULIA EILEEN R. CHIU VP Finance- JULIA EILEEN R. CHIU CHRISTIAN VALEEN R. CHIU VP Admin.- CHRISTIAN VALEEN R. CHIU CHRISTOPHER VALEEN R. CHIU VP Operations- DIONYSIUS VALEEN R CHIU CHRISTEL VALEEN R. CHIU Research & Development Officer- CHRISTEL VALEEN R. CHIU DIONYSIUS VALEEN R CHIU Research & Development Officer- CHRISTOPHER VALEEN R. CHIU IV. THE CORPORATION (Incorporators and Officers)

26. BOARD OF DIRECTOR’S PICTURE

27. A highly-esteemed and globally-competitive corporation sustained through generations. V. VISION Vi. misSION To make life better by providing quality products and services at reasonable price thus promoting trust and satisfaction among our customers.

28. 1. We uphold Christian values 2. We are trustworthy 3. We work hard as a team to respond to a dynamic world 4. We continually improve our competencies 5. We live within our means VII. COMPANY CORE VALUES

29. HUMAN RELATIONS POLICY 1: employment

30. CHIU KIM ENTERPRISES, INCORPORATED (CKEI) LIVES UP TO THE SPIRIT OF EQUAL OPPORTUNITY EMPLOYMENT AND PROMOTES A HEALTHY RELATIONSHIP WITH AND AMONG ITS EMPLOYEES. SCOPE: This policy covers all employees REFERENCES: Company Manual RELATED FORMS: Personal Information Sheet POLICY 1: EMPLOYMENT

31. Employees fall into three main categories– regular, probationary and contractual/project employees. 1. Regular employees are those issued permanent appointments after having undergone a period of probation during which their fitness to become regular employees of CKEI from the standpoint of experience, skill, physical capability, and education have been deemed, by the authorized company officials, as qualifying the employee for regular status. 2. Probationary employees are those undergoing a six-month period of trial and observation during which both the employee and CKEI determine whether or not a permanent appointment will be issued. During the employee’s probationary period, the employment relationship may be terminated at any time by either the Company or the employee. 3. Contractual/project employees are those hired for a specific project or those hired on a day-to-day basis. I. CLASSIFICATION OF EMPLOYEES

32. Procedure for Employment Initial Application Requirements A person applying for employment should direct his application to the office of the HRD with the following documentary requirements: Formal Letter of Application Resume One (1) pc. 2 x 2 colored photograph with white background Official Transcript of Records (photocopy) Training/ Seminar Certification (photocopy) Clearance or Recommendation from previous employment a. The HRD administers a general aptitude and personality test to qualified applicants. II. RECRUITMENT AND HIRING

33. b. Qualified Applicants for HR, MIS, Accounting, Logistics, Auditing, C.I./ Collectors and other specific positions are given performance test related to their job specifications. c. The qualified applicant must also submit the following related requirements if any: 1. Applicants with Driving Requirements - LTO Driver’s License 2. Applicants with Board Requirements - PRC License 3. Security Guard Applicants - PNP PSAG Security Guard’s License 3. The short-listed applicant must next undergo a series of interviews with the requesting Branch/ Department Head, HRD and VP-Operations.

34. 4. Qualified applicants who pass the tests and interviews • administered must submit the following photocopied pre-hiring General Requirements and present original copy (for confirmation): • Tax Identification Number Card (if previously employed) • SSS Identification Card/ E1 or E4 Form • PhilHealth Card • Community Tax Certificate • NBI or Barangay and Police Clearance taken within one • (1) year • Authenticated copy of Birth Certificate • Authenticated copy of Marriage Certificate (if married) • Personality and Aptitude test (conducted by the • company’s accredited center) • One (1) pc. 3R full body colored photograph with white • background • Official Training/ Seminar Certification • Transcript of Records • Pre-employment Medical Exam Results • Chest X-Ray • Fecalysis/Stool Examination • Urinalysis • Drug Test • Hepa-B test

35. III. PLACEMENT Induction and Orientation New staff will be provided with an orientation on the organization as well as their specific jobs. This will be conducted by the Human Resources Department personnel to enable the new employees to feel welcome, and allow them to get familiar with their new jobs as soon as possible. A new employee undergoes orientation on the following: -.Company Manual -. Terms of Employment and Job Description -. Workplace familiarization Thereafter, he/she signs conformity in an Orientation Form, which shall be submitted to the Human Resources Department. Contract of Employment   It must be observed and understood that contract of employment is a relationship freely agreed upon by the employee and the employer (CKEI).  Contract of employment is a contract by which the employee agrees to be of service to his employer in exchange of a salary.

36. IV. TRUST AND CONFIDENTIALITY Pursuant to an individual’s entitlement to privacy, all pertinent Personnel Information, lists and documents shall be kept and maintained strictly in confidence. In the same manner, all Company files pertaining to its business transactions and operations shall be kept and maintained in the strictest confidence.

37. Conflict of Interests CKEI holds all its employees in a position of trust and confidence serving as the solid ground on which rests the operations of the Company. The same trust and confidence should be nurtured and respected. As an overall governing policy, all employees must avoid at all cost situations where their personal interests may stand in conflict with that of the Company. In furtherance thereof, the following guidelines must be observed:

38. An employee must be responsible in all his actions and behavior inside and outside the company premises and never to seek refuge on the Company’s name and image.  An employee must avoid using the goodwill of the company, its reputation or properties whether directly or indirectly for his own personal advantage. An employee’s personal transaction must not interfere with that of the company and to be conducted only after work hours. An employee or any member of his family must avoid engaging in business which has adverse effects to or competes with the Company’s businesses. All employees are to refuse any offer or enticement in the form of gifts or favors from clients or suppliers with whom the Company transacts business with that could affect their work or the performance thereof.   Institutional and/or promotional gifts should be turned over to the Management Team for giving away on Christmas or Family Day Celebrations.

39. POLICY 2: COMPENSATION

40. CHIU KIM ENTERPRISES, INCORPORATED (CKEI MAINTAINS A FAIR AND EQUITABLE RATE OF PAY FOR SERVICES RENDERED. SCOPE: This policy covers all employees. REFERENCES: Job Description, Performance Evaluation, 201 File, Salary scale RELATED FORMS: Leave Form, Notification Form, Payslip and Request to Render OT/ Request of Payment for OT.

41. I. ATTENDANCE Absenteeism is discouraged because it disrupts services and productivity. Guidelines and Procedures for Absences- Absence is the failure to report for work for whatever reason. Secure direct approval from Branch/Department Head a day before the absence then accomplish a notification form to be submitted to HRD. Writes his/her leave date/s or absence date in the where about board and in the calendar of tardiness and absences. There should be a proper turn-over of work. To avail of the Service Incentive Leave (SIL), accomplish the leave form in duplicate and submit it to the HRD three (3) days before the scheduled leave. For emergency absences, notification should be made through the Branch/ Department Head either personally, through phone, text message, or in writing duly signed by the employee concerned.

42. AWOL – Absence Without Official Leave Conditions for AWOL: • Leave application was disapproved by Branch/ Department Head but employee opted to be absent. • Failure to notify Branch/ Department Head within the first two (2) hours of the first day of absence. • Employee failed to report on the agreed time even if notification was disapproved by the Branch/ Department Head. All AWOL should be without pay. An employee who commits five (5) continuous days of AWOL shall be considered to have abandoned his job.

43. II. Workdays and Work Hours The normal number of hours in a regular working day is eight (8) hours. Office hours are from eight (8) in the morning up to five (5) in the afternoon from Monday through Saturday with one (1) hour lunch break and a maximum of fifteen (15) minute break each in the morning and in the afternoon. CKEI does not have business operations during the following holidays: New Year’s Day January 1 Good Friday Movable Date Christmas Day December 25 All Saints’ Day November 1

44. III. SALARIES AND WAGES For Regular Employees - Salaries shall be paid twice a month at intervals not exceeding Sixteen (16) days. Paydays shall be on the 10th and 25th of each month. For Daily Paid (Probationary/Contractual) Employees - Salaries shall be paid twice a month at intervals not exceeding Sixteen (16) days. Paydays shall be on the 2nd covering the period 16 to 31 and on the 17th covering the period 1 to15 of each month.

45. Overtime Work Overtime is rendering work in excess of eight (8) hours in a day. The minimum rate for overtime work is as follows: • for work rendered in excess of eight(8) hours performed on an ordinary working day, 25% of the hourly rate multiplied by the number of excess hours worked is added; • for work rendered in excess of eight (8) hours on a scheduled rest day, and on a holiday, 30% of the hourly rate multiplied by the number of excess hours worked is added. IV. OVERTIME AND UNDERTIME

46. The following are conditions for a valid overtime: • Overtime work is necessary to cope with the demands of company operations • The employer requires the employees to work overtime. Procedure for Overtime Application: • Accomplish overtime forms in two (2) copies and have them approved and signed by the applicant’s Branch/Department Head and forward it to the guard on duty. • The guard forwards all overtime forms to the payroll officer on a periodic basis, for computation, checking and payment.

47. Undertime An employee, who works less than his regular work hours, incurs an undertime. Undertime is subject to salary deduction. Procedure for securing permit to work undertime or to go out of the company premises during working hours: Fill out the notification form in two (2) copies. Present the same to the Branch/Department Head for approval, and forward it to HRD. Disapproval of the application shall mean that the employee has to continue working.

48. Tardiness is the arrival at the place of work later than the prescribed time for work, a habit not encouraged and should at all times be avoided as it jeopardizes the employee’s chances for improving his performance while in the company’s employ, as well as exposes workflow to unnecessary delay or stoppage thus causing damage to the Company and its operations. The total number of hours not worked due to tardiness shall be deducted from the employee’s salary. An employee who incurs late should duly accomplish a notification form in duplicate and submits the same to the HRD. V. TARDINESS

49. Work performed on all regular national holidays shall merit twice (200%) while on all local and special holidays plus 30 % to the basic wage of the employee. VI. HOLIDAYS

50. Service Incentive Leave Paid vacation leaves are given to every regular employee after having worked with the company for a minimum of One (1) year. The following are the schedule of graduated service incentive leaves: One(1) Year of Service = Five (5) Working Days Three (3) Years of Service = Seven (7) Working Days Five (5) Years of Service = Ten (10) Working Days Seven (7) Years of Service = Twelve (12) Working Days Nine (9) Years of Service or more = Fifteen (15) Working Days All Service Incentive Leaves should be availed from January 3 to December 15 of every year. VII. LEAVES