Introduction

Management is the organization and coordination of the activities of a business in order to

achieve defined objectives. It is the process of reaching organizational goals by working with and through
people and other organizational resources.
This section contains a description of the implementation plans and considerations in forming the
establishment. It also includes on how the ownership will designate their respective contributions and
divisions of profits. It states the qualification and requirements of officers and personnel needed to fit the
position in the organization. It also enumerates the management and organizational policies that should be
abided within the course of business.

A. VISION AND MISSION STATEMENT

1. Vision
LONGGANISADO aims to be recognized as a Filipino quick service restaurant that
serves different versions of longganisa and promotes Filipino culture and values while sustaining
an environmental-friendly business.

2. Mission
LONGGANISADO's missions are:

To provide quality food and exceptional customer service that satisfies the needs and
wants of customers

To promote the Filipino culture, values and positive traits

To improve and support the life of LONGGANISADOs employees by providing them

reasonable salary and employment

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B. BASIC CONSIDERATIONS

Every business establishments were founded with the aim of earning profit while
constantly developing and improving over time. Success and growth is dependent on many
factors namely the business environment and potential consumers in them. However, one of the
important factors of success also depends upon the management of the business.
One of the primary purposes for launching longganisa quick service restaurant enterprise
is to meet the everyday needs of those who have hectic agendas in a day and those who
patriotically support Pinoy products.
When it comes to cooking and preparing the products, cleanliness and proper grooming
must be prioritized since the health of the consumers is at stake. With that, it implies that the
quality of the product all throughout all processes.
The success of the establishment will depend on how the partners and members will run
and rule the business. To ensure the effectiveness and efficiency of operation, the management
must treat the employees well so for the employees to be loyal, diligent and cooperative in
making the business grow. The management will also implement strictly the rules that will make
the product and the business profitably.

C. Form of Ownership

The researchers opted to operate as General Partnership, wherein there are five partners
Angelo-Ford V. Quintos, Khrystyn Vivienne Gayle Datario, Joyme Ann D. Lubat, Sharn Linzi B.
Montao and Yurika Marie S. Nisperos. There will be an equal distribution of common funds and
with that, the division of profits and losses will also be equal.
LONGGANISADO chose to form a General Partnership for the following reasons:
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1. It is relatively easier and less expensive to organize.

2. It is subject to less government regulations. The existence of a partnership is essentially
based on the contract between the partners.
3. It provides for the combination of capital thus greater source of capital as compared to
sole proprietorship.
4. It provides a room for more management and business ideas, skills and knowledge as
compared to sole proprietorship.
5. It provides for the sharing of risks and losses.

D. Organizational Chart

Partners

Managing
patner

Store
Manager

Cook

Service Crew /
Helper

Cashier

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E. Officers and Key Personnel

LONGGANISADO officers and key personnel must be competent and have the required
qualifications for their specific position. All must be Filipino citizens, having good moral
character, socially skilful and hardworking.

a) Recruitment, selection and placement

Applicants will be hired according to their qualifications. They will be evaluated through
their corresponding skills, educational background, experience, and physical ability with regards
to the job they are applying. One of the partners, also the store manager, shall be the one held
responsible for the hiring and evaluation of employees.
The company uses a number of methods to encourage qualified persons to apply for jobs.
These include posting of notices of job openings on company bulletin boards to alert personnel of
openings on company bulletin, online job postings and maintaining relationships with staffing
sources, including universities.
For regular positions, the prospective employee should at least meet the minimum
position qualification requirements set by LONGGANISADO Qualification Standards. This
includes but is not limited to education, experience, training, and personality traits.
As far as practicable, hiring preference is given first to employees working for the
company. This is to provide opportunities for employees for their career growth. They will
however still have to meet the minimum qualifications set for their applied positions.

Two by two (2x) picture

Resum
Application letter
Medical Certificate
Barangay/Police Clearance
High School diploma (if theres any)
Copy of transcript of records and College diploma (if theres any)
Certificate of Employment (if theres any)
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b) Job Qualifications, with corresponding description of the job

1. Store Manager (1)

Job Descriptions:

Responsible and accountable for all business activities and the business itself

Motivate, encourage and train staffs to be always at their best working behavior

Develop safe and positive work environment for staffs

Ensure customer satisfaction by delivering timely and quality services

Firm in decision making, intelligent and has a high emotional quotient

Qualifications:

Graduate of any business course

21-45 years old

Good in handling and leading people

Strong communication skills

With at least 2 years of working experience

Preferably managers specializing in food/beverages/restaurant service

2. Cashier (1)

Job Descriptions:

Responsible for the correctness and completeness of cash collections

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Required to issue receipts and reports on daily cash sales and disbursements

Entertain the costumer

Records all the transactions through the POS system

Qualifications:

At least High School graduate

Has good cash handling skills

Reliable and polite

20-30 years old

3. Cook (1)

Job Descriptions:

Responsible for making the products needed

Ensures the quality of the product

Helps in maintaining cleanliness in the kitchen and working station

Qualifications:

Honest and can work with minimum supervision

Have at least 1 year of experience in cooking

20-45 years old

4. Service Crews/Helpers (2)

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Job Descriptions:

Responsible for maintaining the cleanliness and orderliness of the dining area

Carry necessary things needed in and out of the kitchen

Helps in serving and entertaining the customers

Responsible for washing the utensils used in cooking

Qualifications:

At least be High School graduate

Honest and has initiative

18-30 years old

Preferably with at least 1 year experience

F. GENERAL EMPLOYMENT REGULATIONS

1.

Grooming and Hygiene

Apron and hairnet must be worn by the cook and the waitress at all times.
Remove all hand accessories when cooking, serving and washing the dishes.
Maintain short and clean fingernails.
Keep entire hands clean and washed them before and after working.

2. Uniform/Dress Code
White top (with business logo) and black loose pair of pants with closed black footwear and

apron are required to be worn by the cook, service crew and cashier.
Business casual should be worn by the store manager. Mini skirt is prohibited.

3. Time Keeping

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All personnel must punch in their time cards to manage their time of arrival and departure.
The store manager daily checks it and gives advice to the employees if they have already

excessive late and absence. It is the basis for the computation of salaries.
Absence without prior notice would be subject to deduction to payroll.
Late incurred is strictly deducted from the payroll.
Any employee who signs out earlier than his regular working time schedule shall not be
given credit for the entire day. Likewise, any employee going out from their designated area

during the work hours shall ask permission from the manager.
No employee should be allowed to punch in other employees time cards than his.

4. Meal Periods
There will be a one-hour meal period given to each employee on rotational basis.

5. Behavior at the workplace

No smoking and drinking liquors during working hours and inside the business

establishment.
No gambling during the working hours.
No taking home of any enterprise property. Observe honesty.

D. TERMS OF EMPLOYMENT

1. Employment of Relatives
It is the policy of LONGGANISADO that no employee may hire or cause to be not hired,
nor supervise, any relative of the employee otherwise employed by the company within the third
degree of consanguinity or affinity, except with the prior approval of the general partners.

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2. Outside Professional Engagement

An outside professional engagement refers to a project entered into by an employee
whereby he carries out some professional work for an individual or entity other than
LONGGANISADO.
LONGGANISADO employees are encouraged to devote their full professional time and
expertise to working for the company. Before accepting any outside professional engagement,
employees should discuss the matter with the store manager.
The required approval is only for the purpose of allowing the company to determine
whether the outside professional engagement may conflicts the interest and whether it will, in any
way, impair or diminish the competence and productivity with which the employee concerned
performs his professional duties at LONGGANISADO.

3. Employment Status
The classifications of employment in LONGGANISADO are as follows:

Regular employees are those who have successfully completed the probationary period and have
met the standards required for a regular position, or those who, upon hiring, are given regular

appointment upon the recommendation of the Store manager.

Probationary employees are those hired to fill in regular positions and undergo a probationary
period of six months to determine their capability and fitness to hold the position on a regular

basis.
Contractual employees are those hired for a definite or fixed period of time for a specific project
and whose engagement is coterminous with the completion of the project.
4. Personnel File
To keep the records up to date, the following information should be reported immediately to

the Store Manager through a duly accomplished Human Resource Update form and other forms
pertaining to SSS, PhilHealth, Pag-ibig, BIR, etc. whenever necessary:
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Change in name or surname

Any change in address

Change in telephone number

Change in civil status

An additional member of the family

Change of beneficiaries

A death in the family

Change in the name of person to be contacted in case of an emergency,

A report on any special course or seminar completed, and any degree completed

Any other information which the employee wants included in his or her files.

5. Temporary Assignments
To meet exigencies of work or as part of employee training program, an employee may
be temporarily assigned to another position, provided that such assignment does not exceed three
months. He may, however, choose to remain in the position, in which case he will have to request
for a transfer following the procedure described in the section on TRANSFER provided he met
the job qualifications needed for that position.

6. Separation
Separation means the disengagement of the employee from the entity, which may either
be initiated by the company or by the employee.
Employee-initiated separation is commonly called as resignation. An employee may
terminate without just cause the employee-employer relationship by serving at least one (1)
month in advance, complete the clearance procedures, and go through an exit interview.

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LONGGANISADO may terminate an employment for any of the following causes:

a. Serious misconduct or willful disobedience by the employee of the lawful orders of the
company in connection with his work;
b. Gross and habitual neglect by the employee of his duties;
c. Fraud and willful breach by the employee of the trust reposed in him by the company;
d. Commission of a crime or offense by the employee against the duly authorized
representative of the company; and
e. Other causes analogous to the foregoing.

E. GENERAL POLICIES AND PROCEDURES

a) Working Hours
The regular workweek of LONGGANISADO is from Sundays to Saturdays generally
between 9 in the morning to 7 in the evening. Everyone is expected to report punctually for his or
her work.
All employees - non-supervisory and supervisory -- are required to punch in their time
cards through the timekeeping machine twice daily, upon arrival in their shift and before leaving
the store after work. No employee is allowed to punch in the time card of another employee.

Paid Holidays

Regular Holidays

New Years Day

Maundy Thursday
Good Friday
Black Saturday

January 1
Movable Date
Movable Date
Movable Date
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Araw ng Kagitingan
Labor Day
Independence Day
National Heroes Day
Bonifacio Day
Christmas Day
Rizal Day

April 9
May 1
June 12
Last Monday of August
November 30
December 25
December 30

Nationwide Special Holidays

All Saints Day

Last Day of the Year

November 1
December 31

b) Tardiness
Tardiness is charged against the employees payroll for the period covered. Excessive
tardiness of an employee may be a cause for imposing disciplinary action.

c) Personal Business
All non-job-related business must be conducted outside of working time. Relatives,
friends, and others are asked not to visit the work area during working hours. If the purpose of
their appointment is not connected with the business of the company, visitors may be received
after the work hour of the employee unless, otherwise, it is an emergency.

Use of Telephone - to keep telephone lines open for business calls, employees are
discouraged to make personal calls. Personal unavoidable calls when taken or made should be for the
shortest possible time only. The use of the telephone by outsiders in employees respective areas is
likewise discouraged, unless it is in connection with the companys business.
All telephone calls should be answered quickly and all inquiries answered politely. Greet the
caller pleasantly, courteously and be always at their service.

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Determine what the caller needs. If you cannot give the desired information, transfer the call to

the proper person, or make a note of their number and their message.
Close with a happy ending. Thank you for calling is always in good taste.

Smoking - To provide a safe and healthful work environment, smoking is prohibited inside
the restaurant premises. This is to ensure that no inconvenient occurrences happen because of any
form of negligence.

Safety And Security Control - Vault should be locked after office hours to avoid untoward
losses of important company property and documents. Unauthorized entry of people who are not part
of the commercial and have no business with any of its representatives is not tolerated nor
encouraged. Staffs are enjoined to note and immediately bring to the attention of the Store Manager
any faulty electric wiring for immediate repair. Desks and cabinets should not be left pulled out. Plug
extensions should be turned off after work.

F. COMPENSATION AND BENEFITS

a) Salaries
It is LONGGANISADOs desire to pay all employees' wages and salaries that are
competitive with other employers in the marketplace in a way that will be motivational, fair and
equitable. Salaries are rated below:

POSITION
Manager
Cook
Waiter/waitress
Cashier

DAILY RATE
500
320
268
268

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Salaries for probationary and regular employees are paid semi-monthly every 15th
and 30th days of the month or later if the scheduled days fall on holidays and/or rest day.

b) Vacation Leave
LONGGANISADO recognizes the significance of allowing every employee a break from
work in order to bring more vitality and enthusiasm to the job.
LONGGANISADO grants an annual vacation leave credits to employees starting on the
date of the regular appointment of an employee or upon reaching ones 6th month of service.
Part-time employees, employees who have not completed at least six continuous months of
service, temporary employees, and seasonal employees are entirely ineligible to participate in the
vacation plan or to earn any vacation pay.
The employee planning to avail of the vacation leave shall accomplish the Personnel
Leave Authority Form duly approved by the immediate superior prior to the date of the leave.
Earned but unused vacation leaves could be accumulated up to two years equivalent and
converted into 50% of its cash value.

c) Sick Leave
Sick leave is a privilege, which employees can avail of only in genuine cases of sickness.
Regardless of their position level, regular employees are entitled to 5 days of sick leave every
year starting on the date of the regular appointment of an employee or upon reaching ones 6th
month of service.
A Personnel Leave Authority form must be filed not later than two days after the staff
member has reported back for work.
Earned but unused sick leaves on each year cannot be accumulated and carried over the
next fiscal year.

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d) Maternity Leave
Under Article 133(a) of the Labor Code, Every employer shall grant to any pregnant
woman employees who has rendered an aggregate service of at least six months for the last
twelve months, maternity leave of at least two weeks prior to the expected date of delivery and
another four weeks after normal delivery or abortion, with full pay based on her regular or
average weekly wages.
From the above provision, a qualified pregnant woman employee shall be entitled
maternity leave of at least two weeks prior to expected date of delivery and another four weeks
after normal delivery or abortion. Thats a total of six weeks maternity leave.
Checklist for availment of Maternity Benefits under Social Security Act:

The pregnant woman employee must have paid at least three monthly contributions
within the 12-month period immediately preceeding the semester of her childbirth or
miscarriage.

She has given the required notification of her pregnancy through her employer if
employed, or to the SSS if separated, voluntary or self-employed member.

e) Paternity Leave
The paternity benefit may be availed of before, during or after delivery, provided the total
number of days does not exceed 7 working days. For example, the employee may take a leave of
2 days before delivery, 1 day during delivery, and another 4 days after delivery.
However, the benefit must be availed of not later than 60 days after date of delivery.

13th Month Pay

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The 13th-month pay in the Philippines is equivalent to 1/12 of the basic salary received by an
employee within the year. If a Filipino employee worked for less than a year (regardless of the cause for
the termination of his employment), the amount due to him is determined by dividing the total salary he
received by the number of months he was employed. The computation of the basic salary does not include
allowances and monetary benefits that are not considered or integrated as part of the employee's regular
compensation. The items that are taken off the list are: cash equivalent of unused vacation and sick leave
credits; overtime; and holiday pay, and cost-of-living allowance. If, however, these benefits are, by
agreement company practice or policy treated as part of the basic salary, then they shall be included in the
computation of an employee's 13th-month pay.

G. SCHEDULE OF ACTIVITIES

ACTIVITIES
Processing of Permits (Business, Fire,

TIME FRAME
Starts on January 2014

Sanitary, Police Clearance etc.)

Purchase of Main Equipment and other
Starts on January 2014
Business Facilities
Starts on February 2014 and ends on
Renovation of Principal Place for Business
Marketing Activities and Hiring Process
Start Of Business

October 2014
Starts on October 2014
Beginning of 2015

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