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CHAPTER I

MANAGEMENT ASPECT

This aspect contains the management duties of Café Detendre. The processes
that the business needed to undergo before it could be registered, the forms that
needed to be filled up, the clearance it needs, the HR Process and the benefits and
salaries that the employees could have.
Business Permit Registration

To legally operate a business is needed to have a business permit.


The Café Detendre will secure the required business permit in the locality of Santa
Maria Bulacan Municipal Office. Such permit will be release upon submission of
• Barangay Clearance
• Cedula Partners
• Certificate of Registration To SEC
• DTI permit
• Sanitary Permit
• Fire and Safety Clearance
• Mayor’s Permit
• BIR Certificates
• SSS Forms
For Employees:
• SSS
• Phil Health
• Pag- IBIG Fund

Human Resource Management
Process
• Recruitment Program

Position are advertised externally based on need and budget


requirements. The general manager of Café Detrende is responsible for planning all
recruitment advertising.
• Hiring Process and Procedures

The recruitment process would start with:


a)Review the job application

b)Then separate those candidates into who will be interviewed and


who will be retained on file for a period of time.

c)Test candidates for job skills or knowledge to determine whether the


candidates is qualified for the position.

d)Several candidates would be chosen and will sent for interview


•Interview Process
A.Interview selected candidates.

B.The manager will evaluate whether the candidate has the right
qualification for the job.

A.Once the interviews have been completed, candidates will be selected on


the basis of the result of the testing and the interview.

B.Once the right candidate is chosen, background checks and reference


checks will be made.

C.Send selected candidates for a health check.

•Placement Process
After the applicant have undergone the recruitment process, the next step is to
put them in a job position which best suits their capabilities.
•Orientation
Once the employeehas been placed in a department which suits him best he
would be required to attend an orientation there.
The new employee supervisor would be responsible for orienting the new
employee. He would be oriented about the policies guidelines and procedure of the
company and of his job description as well.
Resignation Process:
Nonexempt staff: should submit a signed notice of resignation statement to
his/her supervisor 1mont prior to the intended last working day.
Exempt staff: should submit a signed notice of resignation state to his/her
supervisor at least 45 days prior to the intended last working day.
•Retirement– Retirement is the point where a person stops employment
•completely.
•Retirement Process
•Employees thinking about retirement resignation or flexible retirement options
are encouraged to discuss their plans with Managers as early as possible.
•When an employee decides to retire, s/he should inform his/her Manager in
writing and as far in advance as possible, and in any event, in accordance
with his/her contractual notice period as stated in the terms and conditions of
employment for his/her grade.
•The written notice letter should state clearly that they wish to resign to retire,
including the date on which they wish the resignation to become effective.
•Should an employee who is a pension scheme member wish to retire, s/he
should note that it can take up to 3 months for pension payments to be
processed. As such it as advised that an employee provides as much notice
as possible, in order to avoid possible delays in the payment of his/her
pension.
•When a letter of resignation is receive, the Manager should arrange an Exit
Discussion with the employee in order to gather the information needed to
trigger the Human Resources process. Arrangements for retirement, including
anysucession and handover plans, and fleixible retirement arrangements (if
applicable) should be described.
•The Manager should confirm agreement of the resignation by forwarding a
copy of the resignation letter to Human Resources, along with a completed
Leavers Form.
•Upon receipt of the confirmed resignation detgails, HR will issue a letter to the
employee confirming his/her resignation and the date on which his/her
employment with the Company will cease.
•Termination - Involunatry termination refers to the severing the
employment relationship due to poor performance, violation of workplace
policies, misconduct, absenteeism or other similar reasons.
Company rules and regulation
Minor Rules
Rules Sanctions

Employees must wear proper uniform inside 1st Offense – Verbal Warning
the company
2nd Offense – Written Reprimand

3rd Offense – Three Days Suspension

Employees must not exceed the 30 minute 1st Offense – Verbal Warning
break periods.
2nd Offense – Written Reprimand

3rd Offense – Three Days Suspension

4th Offense - Termination


Major Rules
Rules Sanction
Unauthorized possession of company property, or property of a fellow employee. 1st Offense – Verbal Warning

2nd Offense – 2 Week Suspension

3rd Offense – Termination

Tempering or Mishandling any mechanical equipment. 1st Offense – Verbal Warning

2nd Offense – Written Reprimand

3rd Offense – Three Days Suspension

Receiving or making excessive telephone calls. 1st Offense – Verbal Warning

2nd Offense – Written Reprimand

3rd Offense – Three Days Suspension

Allowing unauthorized person on restricted company premises, the supplies storage, 1st Offense – Verbal Warning
baking area and the in the main office area.
2nd Offense – Written Reprimand

3rd Offense – Three Days Suspension

Disobedience or insubordination. 1st Offense – Verbal Warning

2nd Offense – Written Reprimand

3rd Offense – Three Days Suspension

Willful destruction of company property, or of a fellow employee. 1st Offense – Verbal Warning

2nd Offense – Written Reprimand

3rd Offense – Three Days Suspension


Compensation
Bethlehem Goodies acknowledges that the best way to motivate employee is
to give them compensation, the company provides salary, bonuses, paid
absences, maternity leave. 13th month pay, and sick leaves.
Position Time Salary Time Fringe/Benefits

Period
General Manager Daily Php 1,000.00 7:00 AM – 5:00 PM (Monday – 13th month pay, Christmas
Saturday) bonus, 5 leave with pay per
Weekly X 6 (days) year, 3 sick leave per year,
maternity leave, SSS, Phil
Monthly = Php 6,000.00
Health, Pag-Ibig
X 4 (weeks)

= Php 24,000.00
Operations manager Daily Php 850.00 7:00 AM – 5:00 PM (Monday – 13th month pay, Christmas
Saturday) bonus, 5 leave with pay per
Weekly X 6 (days) year, 3 sick leave per year,
maternity leave, SSS, Phil
Monthly = Php 5,100.00
Health, Pag-Ibig
X 4 (weeks)

= Php 20,000.00
Financial Manager Daily Php 850.00 7:00 AM – 5:00 PM (Monday – 13th month pay, Christmas
Saturday) bonus, 5 leave with pay per
Weekly X 6 (days) year, 3 sick leave per year,
maternity leave, SSS, Phil
Monthly = Php 5,100.00
Health, Pag-Ibig
X 4 (weeks)

= Php 20,400.00
Financial Assistant Daily Php 700.00 7:00 AM – 5:00 PM (Monday – 13th month pay, Christmas
Saturday) bonus, 5 leave with pay per
Weekly X 6 (days) year, 3 sick leave per year,
maternity leave, SSS, Phil
Monthly = Php 4,200.00
Health, Pag-Ibig
X 4 (weeks)

= Php 16,800.00
Marketing Manager Daily Php 850.00 7:00 AM – 5:00 PM (Monday – 13th month pay, Christmas
Saturday) bonus, 5 leave with pay per
Weekly X 6 (days) year, 3 sick leave per year,
maternity leave, SSS, Phil
Monthly = Php 5,100.00
Health, Pag-Ibig
X 4 (weeks)
Head Baker Daily Php 700.00 7:00 AM – 5:00 13th month pay,
PM (Monday – Christmas
Weekly X 6 (days)
Saturday) bonus, 5 leave
Monthly = Php 4,200.00 with pay per
year, 3 sick
X 4 (weeks) leave per year,
maternity leave,
= Php 16,800.00
SSS, Phil
Health, Pag-Ibig

Position Time Period Salary Time


Service Crew Daily Php 150.00 9:00 – 5:00 pm

Weekly X 3 (days) 1. Tuesday

Monthly = Php 450.00 2. Friday

X 4 (weeks) 3. Saturday

= Php 1,800.00