For Reference Purpose Only

Republic of the Philippines
BATANGAS STATE UNIVERSITY

Pablo Borbon Main I
Rizal Avenue, Batangas City
COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

INTERNATIONAL HOSPITALITY MANAGEMENT
Business and Entrepreneurship Department
HUMAN RESOURCE OPERATIONAL PLAN

for
WHERE’S MY MEAL? INC.
In partial fulfillment for Human Resource Management

AY 2020-2021, First Semester
FREDERICK G. ANDAL
FinMgt 1102
NARCISA C. ASILO, MBA

Instructor
Pablo Borbon Main I

I. INTRODUCTION
Nowadays, more people realize the real value of their health. They tend to change
and improve their lifestyle including choosing healthier food to eat. However, many
are having difficulty in preparing healthy foods especially those who have little to no
time because of overloaded work schedules. As a result, they usually eat processed
food or they just order at fast-food restaurants. Worse, some people forgot to eat on
time.
This problem gives birth to "Where's My Meal?", a food company that will help
people to achieve their health goals by providing the right food at the right time, and
right on your place. Where's My Meal will be your chef providing you food for a
specific diet. By using our service, you can customize your food program based on
what you want to eat and what your goals are.
Customers can avail of the service by visiting the company's website or by installing
a mobile app. They will be asked to sign up and make their customized diet plan. This
includes what foods they prefer to eat and what allergies do they have if any. Besides,
they can input their current health statuses like weight, blood pressure, sugar levels,
and many more. They can also specify their goal like for example: to gain or lose
weight. The company also offers pre-made diet plans for those who want to make it
easy and simple. To make it convenient for the customers, the company will send their
food automatically so that you will not forget your meals. Customers also have an
option to indicate where they want their meals to be delivered; whether at work or
home. They can also choose whether they want a weekly or monthly plan. There is a
variety of payment options for them to choose from; from online payment to cash on
delivery.
Where's My Meal will be your solution to be able to eat healthy foods for you and
your family. It guarantees a healthy yet delicious meal. By using our service, you can
have a healthy eating habit without too much effort and time.
II. COMPANY PROFILE

A. VISION
A food company which is known worldwide for helping people achieve
their healthy eating lifestyle.
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B. MISSION
Where's My Meal? is a business that provides a variety of foods for a
specific diet program you choose. The food will be healthy yet savory which
will includes foods from different food groups. The purpose of this service is to
optimize the time needed to prepare quality meals and to never skip a meal.
This makes it easy for people to follow a healthy eating habit without too much
effort and time.
III. HUMAN RESOURCE PLAN

Where’s My Meal? Inc. will be needing human resources that will help attain its
goals and objectives. Thus, proper recruiting and careful selection will be done to make
sure that the right employees will be hired in the company. Each employee will have
his designated task and activities that will contribute to the overall performance of the
company. Also, there will be a set of code of discipline for them to follow. This is done
to protect the company image and to have a more engaging work environment. The
company also has a good compensation plan and benefits which can attract potential
talented and skillful employees, and retain current employees. Moreover, training and
development plans will be implemented to ensure the growth of employees and the
company. The strategy in designing a training and development plan will be based on
the results of the performance management system by the company.
IV. RECRUITMENT AND SELECTION

A. GOAL
The goal of recruitment and selection is to have a pool of qualified
employees and to select the best employees that are most fitted for the job. The
company aims to acquire human resources that will help the company in achieving
its vision and mission.
B. ACTION ACTIVITIES
To achieve the company’s goal, all employees from top-level management
up to the front level management should ensure that their work is aligned with
what they are expected to do.
Job Position Functions/Activities
• Making major corporate decisions
Chief Executive Officer
• Managing overall operations
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• Deciding strategic direction for the company

• Reporting to the board of directors
Department Heads
• In charge of every departments
(Finance, Marketing,
• Ensure that day to day operations run
Operational, Human
smoothly
Resource)
• Organizing workflow and ensuring that
Managers and Supervisors employees understand their duties and tasks
• Supervises their subordinates
• Managing filing system
Office Staffs • Updating paperwork, maintaining documents
and word processing
• Preparing, cooking, and packing meals
Kitchen Staffs
• Customizing food for clients
• Delivers food to customers
Delivery Drivers • Handling incoming calls and other
communications
• Organizing, cleaning and maintaining office
Utility Workers
areas
V. EMPLOYEE CODE OF DISCIPLINE

An employee code of conduct is a legal manual that includes instructions on the
appropriate conduct of an organization's employees. It contains appropriate actions and
social standards that should be followed on a day-to-day basis. It is important for a
company to have this and to orient their employees regarding this to avoid having
conflicts.
Following is the employee code of discipline for Where’s My Meal? Inc.
o Dress Code
We don't have specific guidelines on what kinds of clothes or accessories you can
wear as long as you wear a decent attire. We also value and approve different types of
grooming, clothing and accessories determined by religious views, race or disability.
o Cellphone and Internet Proper Usage
At work, we make the use of mobile phones. We also want to make sure, however
that your equipment will not distract you from your job or disturb our workplace. Our
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corporate internet access is for business mainly. But as long as they don't interfere with
your job duties, you can sometimes use our connection for personal purposes.
o Company Property Protection
Employees should safeguard business premises and other material properties
whether tangible or intangible. Business machinery should not be misused or
frivolously used. All sorts of incorporeal properties should be respected. This includes
trademarks, copyrights and other properties (information, reports, etc.) Workers can
only use them to fulfill their job responsibilities.
o Respect in the Workplace
Their colleagues should respect all workers. We will not tolerate discriminatory
behavior, abuse or victimization of any sort. In all facets of their jobs, from recruiting
and performance assessment to interpersonal interactions, workers should comply with
our equal opportunity policy.
o Regulation Enforcement
All staff must safeguard the legality of our company. They should comply with all
laws concerning the environment, protection and fair dealing. When dealing with the
budgets, goods, relationships and public image of our business, we expect employees
to be ethical and accountable.
o Conflict of interest
Your personal objectives are no longer consistent with your obligations to us when
you encounter a conflict of interest. For instance, owning one of our competitors' stocks
is a conflict of interest. You may be presented with an ethical issue in other situations.
For instance, it can help you financially to accept a bribe, but it is illegal and against
our business code of ethics. You will lose your job and can face legal trouble if we
become aware of such behavior.
o Disciplinary Actions
Our firm may have to take disciplinary action against individuals who refuse to
follow our code of conduct repeatedly or knowingly. Depending on the offense,
administrative measures can vary. Possible implications include: demotion, reprimand,
suspension for more serious offenses, or termination. In instances of corruption, fraud,
embezzlement or other unlawful behavior, we can take legal action.
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VI. COMPENSATION AND BENEFITS PHILOSOPHY

Compensation and benefits are the general driving force of every employee. This
is the primary reason why they are working for the company. Their worth as an
employee and value of their efforts is commonly reflected by how much they are paid.
Below is the different kind of compensation that Where’s My Meal? Inc.’s
employee will receive.
o Cash Compensation
▪ Employee Salary
The table show the salaries of different employees in the company. It is
determined by the type of work they will do with respect to the standard salary
range of a specific job.
Job Position Salary Range
Chief Executive Officer 60, 000 - 70,000
Department Heads
40,000 – 45,000
(Finance, Marketing, Operational, Human Resource)
Managers and Supervisors 28,000 - 30,000
Office Staffs 20,000 – 22,000
Kitchen Staffs 17,000- 25,000
Delivery Drivers 13,000 – 15,000
Utility Workers 8,000 - 10,000
▪ Overtime Payment
Overtime corresponds to any hours worked by an employee that surpass
their working hours regularly scheduled. It generally refers to any hours working
outside the regular work schedule, and can also be the remuneration of the employee
for such work at the same time. The company will pay the employee his hourly rate
with an additional twenty five percent (25%) on ordinary day, and an additional
thirty percent (30%) if overtime is rendered in rest day, special day, or special
holiday.
▪ Holiday Pay
Working on holidays or rest days can be required by an employer in
different situations with respect to the guidelines in Article 92 in the Labor Code of
the Philippines. In other circumstances, the employee can volunteer to work on his
scheduled rest day and on holiday, given that he will provide a written expression
of his desire to work. The company will pay an employee one hundred and thirty
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percent (130%) of his regular pay on first eight hours of work in special day. If the
special day is also his rest day, one hundred and fifty percent (150%) will be paid.
Meanwhile, in work done on regular holidays, an employee is entitled to a double
pay (200% of his regular daily rate).
▪ Night Shift Differential
Also referred to as night shift pay, it applies to employees working between
10:00 PM and 6:00 AM. For every hour at work, an extra 10 percent premium is
added.
▪ 13th Month Pay
Sometimes misunderstood as the Christmas Bonus, it's a cash bonus
mandated by law which is equal to your one-month salary. The company will give
this to qualified employees before December 24 based on the regulations.
▪ Christmas Bonus
This is a voluntary gesture of the company which will depend on the annual
performance of the company. This will motivate employee to do their best to help
in increasing sales and maximizing profit.
▪ Separation Pay
Separation pay is included in the Labor Code and is paid to the company's
dismissed workers. Those terminated due to incompetence or participation in crime
are the only exception.
▪ Retirement Pay
A retirement pay equal to at least half a month of compensation for each
year of service can be given to an employee who has worked for the company for
at least five years at the age of 60 years or more. A fraction of six months or more
is considered to be one whole year. 15 days of salary depending on the current salary
scale, cash equivalent of 5 days of service bonus leave, one-twelfth (1/12) of the
13th month of pay are included in the one-half pay.
o Leave Benefits
▪ Service Incentive Leave
Under Article 95 of the Labor Code, an employee who has served for one
year is entitled to five (5) full-pay SILs. These may be used for leave or sick leave
for holiday.
▪ Parental leaves
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a. Maternal leave - 105 days of paid maternity leave credits are given to any
pregnant woman employee who has worked with the company for at least 6
months. The law also requires new mothers, although this would be free, to
extend this leave for an additional 30 days.
b. Paternal Leave – this gives married fathers seven (7) days of fully paid
leave. This is effective after the legal spouse's first four deliveries. Seven days
of paid maternity leave credits for a mother can be transferred to fathers under
the EML, expanding the permissible seven-day paternity to 14.
c. Solo Parent - For every year of service, solo or single mothers and fathers
have seven days of leave with pay, in addition to other leave benefits, e.g.
Maternity or Leave to Paternity. The EML protects solo mothers, but they still
get paid maternity leave credits for 105 days. Solo mothers, however will
extend their leave for 15 days, and leaves should be compensated for.
▪ Bereavement Leave
This is an extra 3 days off from work to mourn the loss of immediate family
members such as mother, father, siblings, and kids. It should be remembered that
this is not a paid.
o Mandatory Government Contributions
Based on their salaries, the following government contribution would be
automatically taken from regular employees:
▪ SSS
The Social Security System acts as a government-set insurance policy for
all private institutional wage earners (the equivalent for government employees is
GSIS) in the world. Based on their pay bracket, participants are expected to pay a
considerable amount.
▪ PhilHealth
It acts as a private employee health benefit policy with health care financial
support and service rights.
▪ Pag-IBIG
Pag-IBIG is another type of national savings program and the funding office
for affordable shelter, also known as the Home Development Mutual Fund
(HDMF).
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VII. TRAINING PLAN

The purpose of training an employee is to enhance their skills, acquire new
knowledge and increase their competencies. This will be beneficial to both the
employee and the company because it will enable the employee to perform present jobs
better. This will help the organization to achieve its goals by adding value to their
employees. The following tables are the effective training activities for different groups
of employees in Where’s My meal Inc.
Current Job Title Office Staffs
• Develop good working habit
• Be effective and efficient in managing task
Goals
• Possess good office skills that will help them to
perform better
• Technical skills training
Training Needed • Workplace ethics awareness
• Database Management
Training Method Hands-on methods
• Employees became knowledgeable in using various
software
Training Outcomes • Acquire new knowledge and techniques in working
efficiently
• Applying proper ethics at work
Current Job Title Kitchen Staffs

• Improve creativity in preparing food meals
• Develop good sanitary practices
Goals
• Enhancing attention to details
• Learn fast-paced decision making
• Management of food and beverage operations
Training Needed • Advanced menu analysis
• Basics of nutrition
Training Method Hands-on methods
Training Outcomes • Acquisition of knowledge in food nutrition
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• Able to create engaging menus

• Learned how to maintain nutritional balance and
prevent nutrition deficiencies
Current Job Title Delivery Drivers

• To have a strong time management and customer
service skills
Goals • To be able to walk, drive, and lift and carry heavy items
for extended periods
• Improve attention to detail
• Collaborating with teams
• Organizing deliveries
Training Needed
• On-road training
• Familiarizing places
Training Method Group or team-building method
• Well-organized delivery system
Training Outcomes • Safe and secure deliveries
• Faster delivery time and less errors
VIII. EMPLOYEE PERFORMANCE AND DEVELOPMENT PLANS

Employees are the backbone of every organization. Without human resources, no
work can be done in a company. This is why it is important to measure if they are
performing well on their designated jobs. Having an effective performance
management system will be helpful in doing this. Where’s My Meal? Inc. will develop
a performance management system that focuses on leadership, interpersonal
relationships, constructive feedback, and teamwork. Also, development plans will be
constructed to allow employees to grow personally and professionally.
The company will use the Results Approach in measuring performance. Following
are the performance management strategies and development plans the company will
do to ensure the growth and success of an organization in the long run.
o Discussing Company Goals and Performance Objectives
The first step to achieving company goals is to let employees know what is the
company objectives and what is expected on their work performance. The company
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will do these for the employee to know that their individual efforts are important for
achieving those.
o Using Performance Management Software
Incorporating technology can make the work easier and more effective. The
company will use a software that will enhance employees’ engagement in performance
management. This will not only save time but also produced a more accurate result.
This allows employee for quick reporting that will also develop their technical skills.
o Frequent Feedbacks on Performance
The managers and supervisors in the company will be required to give a frequent
feedback regarding the performance of their subordinates. This will help the employees
to know on which area they are doing well. By appraising their performance, they will
be more motivated to perform better. Also, giving frequent feedback is really helpful
especially if there is a situation where an employee really needs to improve. Instead of
waiting for monthly or annual evaluation, the managers should talk about the matter as
soon as possible.
o Using 360 Degree Review
Because managers are not always there to evaluate the employees from time to
time, peer reviews work great. The company will have a performance management
system where co-workers also give feedback to their colleagues. This is essential
because they are the one who see each other every time.
o Setting Regular Meetings
One of the strategies of the company to manage performance effectively is for the
team to have a meeting. This can be done weekly, monthly, or as needed. By doing
this, the team will be always updated on progress of the company whether it is
achieving its objectives or not.
o Giving Employees Various Opportunities for Development
Employee development is like opening door to new opportunities and higher
position in the company. Where’s My Meal Inc. will give its employees the
development they need as a person and as a professional. This will also benefit
company by reducing turnover rate and retaining key persons. This will be done using
various methods like workshops and seminars, educational opportunities, and
mentorship.
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IX. TRANSITIONING TO GLOBAL HUMAN RESOURCES

Where’s My Meal? Inc.'s vision is to be known globally, therefore transitioning to
global human resources is essential. The company will be needing individuals who can
help it in entering and expanding in the global market. Thus, the company will be
having expatriate managers. These are current employees of the organization who have
special operational abilities that will allow them to work in a different country. They
need to be knowledgeable in communicating in the host country, flexible to changes,
motivated to succeed in new challenges, and they must have the support of their family.
To ensure the success of competing globally, expatriate managers will undergo
cross-cultural preparation which will help them adjust to a different environment where
different cultures and traditions exist. Also, there will be a briefing between the host
manager and the team to discuss different management styles and different work
expectations. Moreover, a project alignment meeting will be done to discuss possible
situations that may affect the success of the project. This will include timelines,
reporting strategies, and setting milestones. Most importantly, there will be systematic
dissemination of lessons learned, experiences, and problems encountered for the
company to avoid known issues and for it to develop best practices and effective
strategies in the future.
X. REFERENCES
Employee Benefits in the Philippines: Complete List, Guide, and FAQs. Retrieved
from: https://www.ecomparemo.com/info/heres-a-full-list-of-mandatory-benefits-
for-regular-employees-in-the-philippines
Employee Code of Conduct. Retrieved from:

https://resources.workable.com/employee-code-of-conduct-policies
Five Major Objectives Of Performance Management. Retrieved from:

https://blog.vantagecircle.com/objectives-of-performance-management
Sample Employee Code of Conduct Policy. Retrieved from:

https://resources.workable.com/employee-code-of-conduct-company-policy
Six Steps for Successful Expatriate Training. Retrieved from:

https://www.td.org/newsletters/atd-links/six-steps-for-successful-expatriate-
training
12

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Republic of the Philippines

BATANGAS STATE UNIVERSITY

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

HUMAN RESOURCE OPERATIONAL PLAN

In partial fulfillment for Human Resource Management

NARCISA C. ASILO, MBA

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

II. COMPANY PROFILE

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

III. HUMAN RESOURCE PLAN

IV. RECRUITMENT AND SELECTION

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

• Deciding strategic direction for the company

V. EMPLOYEE CODE OF DISCIPLINE

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

VI. COMPENSATION AND BENEFITS PHILOSOPHY

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

VII. TRAINING PLAN

Current Job Title Kitchen Staffs

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

• Able to create engaging menus

Current Job Title Delivery Drivers

VIII. EMPLOYEE PERFORMANCE AND DEVELOPMENT PLANS

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS AND

IX. TRANSITIONING TO GLOBAL HUMAN RESOURCES

Employee Code of Conduct. Retrieved from:

Five Major Objectives Of Performance Management. Retrieved from:

Sample Employee Code of Conduct Policy. Retrieved from:

Six Steps for Successful Expatriate Training. Retrieved from:

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