Republic of the Philippines

BULACAN STATE UNIVERSITY

Bustos Campus
Poblacion, Bustos, Bulacan

PROJECT IN HUMAN
RESOURCE
MANAGEMENT

Punzal, Kim Howell T.

Pamiroyan, Glorry Mae
Peregrino, Joann Lyhle
Salmorin, Jeremie
Reyes, Lalaine
Ramos, Hazel
Penalba, Rica

BSBA II-D
 The Amazing Story of Mang Inasal

Mang Inasal is a food business which started from Iloilo City. The story of Mang Inasal may not
be in its truest sense a fairy tale but for me it is a legend. The owner maybe a rich man when he
started the business but the business he started made him 100 times richer or more after few years
since he started. He actually named as the youngest billionaire in Philippines.
He is a Filipino businessman behind Mang Inasal. He started the food business when he was still
20 years old. Sia at first planned to become an architect but he dropped such dream in favor of
becoming a businessman, which definitely not a wrong decision.

Sia was born in Iloilo City in the year 1977 from a half-Chinese half-Japanese parents. Maybe
how he perfectly managed his own business was derived from the natural business minds of
Chinese people. They are well known to be good in business for whatever kind, in fact Chinese
owned most of the giant businesses in the Philippines.
The Birth of Mang Inasal
In 2003, Sia co-founded the barbecue chain in Iloilo. He called the business Mang Inasal which is
a typical Filipino words which for me represents a typical Filipino foods. He opened the first Mang
Inasal branch in a 250 square meter space in Robinsons Mall Carpark in Iloilo City.

Generation One Resource Service and Multi-purpose Cooperative Function

The Generation One Resource is a service cooperative organized by and among professionals

with proven track record in both private and public organization in big local and multinational

companies. Their individual experience allowed them to see and recognize the need to bridge the

growing need of companies to outsource specific jobs for efficiency and effectiveness, and the

need of the labor force for a more stable income generating and skill building engagement. This

cooperative formed, primarily, to enable us to use our acquired expertise in the different fields

we came from and to create opportunities for trained and available human resources to find

suitable and a more secure source of livelihood, and at the same time benefit from his/her

association with other individuals with common interest.

 Organizational Chart

Area Manager

Mam Maila Salvador

Restaurant Manager

Mr. Daniel Hernandez

Asst. Restaurant Manager

GenOne HR Supervisor

Markie Tenefrancia
Mr. Kenjie Edic

Mr. Jessy Tan

Franchisee
Asst. Restaurant Manager Asst. Restaurant Manager

Mam Ronnette Villasfir Mam Iris Alegria

Service Crew
II. Conclusion

1.) Training Procedure

One of the main problem arises after conducting a survey among Mang Inasal Bustos employee

is the Training Procedure which include the training assistance before, during and after the

period of time and also the allowances given by the HR Department. According to Laira Lyn

Sandiego, one of Mang Inasal employee, the reason why training process was in need of

improvement is that they experienced lack of assistance even before the day of training started

until the end. Many trainee during training period decided to leave because they were not able to

reach the training location because of it’s distance from home which is very costly.

Excellent Very Good Good Fair Need an

Improvement

6.7% 20% 26.6% 26..6% 20%

2.) Employee Performance Appraisal.

Another problem arises is the Performance Appraisal of the employees wherein this include examining

the employees performance at work for monthly, quarterly or yearly basis. According to Christian Joseph

Serrano, many of Mang Inasal employees where not being certified as regular employee because of lack

of consideration when it comes in the period of days for extension. They were struggling with the days to

be evaluated due to unavailability of time.

Excellent Very Good Good Fair Need an

Improvement

6.7% 20% 40% 26..6% 6.7%

3.) Employee Compensation

Employee also complain with their wages due to uncertain deductions. This issues arises from incorrect

rate of payment prior to the employees consumed hours at work. According to Mark Lester, he

experienced uncompensated amount of his minimum wage for two times. Aside of legal deductions like

SSS, Pag-IBIG, and Philhealth they seemed to have unathorized deductions from his income
 Excellent Very Good Good Fair Need an

Improvement

13.33% 40% 33.33% 6.7% 6.7%

III. Timeline of Action

Practice Timeline Person Involved Possible Possible

Procedure Solution

Training Procedure 1-4 months HR Supervisor/ 1.Set an * HR manager

Restaurant Manager orientation should provide

programs and allotted time for

identify their trainees to

objectives that consistently

address the monitor their

problem with training

employees journey, and

training. address

2. Create a plan circumstances

for and identify that each

resources employees

before faced during

conducting a their work. In

program. this way,

3. Discuss to employees will

the top be able to

management ascertain their

the plan need to needs like

be done. allowances and

4. Conduct a other concerns

meeting with * HR should

the employees acknowledge

before their each employees

training. concerns and

5. Implement support their

an Orientation needs to

Program and motivate them

discuss to all to continue

employees the develop and

terms and improve

conditions as themselves.

well as the * HR should

allowances and ask help and

assistance they coordinate with

need. the manager to

6. Assist all seek for the

trainee resources to

employees on fulfill the needs

their journey. of the

employees.