History

Started 2010, Near UST

The name comes from their names Justine and
Jerry (twins)
Partnership
Chinese Filipino since they are chinoys
Jerry handles the operations while Justine
handles the food and research & development

Employee Morale
-

Strategic Planning or concepts

-

Normally try to anticipate problems but one

cant really anticipate everything there are
things that we figure out as we go along
Especially during the start, there are times we
had no idea yet so slowly they are able

Goals/Objectives
-

They have targets accomplish for the year

Only up to supervisors
Some are confidential
Also get some inputs from the supervisors too
Not all goals are met probably around 60% are
met for now

Planning
-

Problem
As partners they have their own goals and
objectives
But managers dont really have their own
o Maybe needs to be trained more
o New employees
o Think on their own
Looks for participative planning
Have their own goals and decision making
o For now just have protocol

Authority delegation
-

One manager can handle while the other is on

observation training
Around 20 people so its hard to handle
o Shifting
Morning 7
Midshift 4
Closing 6
Managers assign tasks per department
o Have their own house rules that they
check and see if appropriate

Job Description

Job is said before hiring

Description is vague like example kitchen crew
since it involves the kitchen but job in the
kitchen is rotational
Hired through agency except for the supervisors
Kitchen has the most employees

Previous year was low but this year went higher

o Observed through their work
performance
This batch is better compared to the batch
before
#2 is the pay how much they get and incentives
and benefits
Absenteeism decreased around 60-70%
o Because of a rule to decrease the
absence
o They impose penalty if one absents
without prior notice
If gives prior notice at least they
are given time to prepare

Organizational rewards
-

Works
Very subjective
o Managers are the one who assess, you
cant really see the total story
Anything that has reward either money or food
is plus for the employees
Incentive is based on performance (general
performance) not yet that specific on
evaluation since that would mean we need to
add another supervisor which is a waste of
resource for us now more on simple evaluation
for now
Employee of the month, 2 weeks there is a
meals voucher (in groups)
Promotes team work best group gets
vouchers around 200

Standards
-

Mechanic: base score is 88 then just deduct

from the guidelines that we have
o May be deductions or additional points
o Followed by the managers

Big goals
-

to run the company since we still have the

problem on handling the people which is very
time consuming for us

Have a new branch or expansion around 3rd

quarter next year
The company is not so formal they usually plan
for the year only and only goal setting on how
Organizational Structure

Store
Supervison

Assistant
Supervisoe

Dining Crew

Cashiers

Dinning Staff

Kitchen Crew

Bartenders

Food Controller
or Dispatcher

Kitchen Staffs

Dishwashing
Staffs

Cashier #1

Dinning staff #1

Barrtender #1

Kitchen crew #1

Dishwasher #1

Cashier #2

Dinnning staff
#2

Bartender #2

Kithcen crew #2

Dishwasher #2

Cashier #3

Kithcen crew #3

Kitchen crew #4

Kitchen crew #5

Kitchen crew #6