“A Feasibility Study on Establishing “Oh nuts Donuts”

In the Municipality of Libungan”

Alyssa Marie L. Mama

Marisa Ella H. Labio

Fritz S. Lumapguid

Rachel C. Padilla

Notre Dame of Midsayap

College, Midsayap, Cotabato.

College of Business and Accountancy Departmen

 CHAPTER 1

Project Background

Donuts are type of bakers confectionery item which are sweet in taste which features flour as the main ingredient and is baked or

fried. Donuts have widely grown popular among consumers worldwide owing to their sweet taste and convenience. The origin of the

doughnut is from Olykoek (“oil(y) cake”). Dutch settlers brought with them to early New York (or New Amsterdam. The concept of

fried dough is not exclusive to one country or culture and variations of the doughnut can be seen across the globe.

The researcher choose donuts as their main products since they know that donuts are widely accepted to the market and are

considered one of the kids favourite snacks.

The researchers came up with an idea to establish a donut shop in Poblacion Libungan to satisfy the demand for donut in the

municipality since there are no establishments in Libungan that offers Donuts to the public. This study aims to determine the market

profitability and the demand for a start-up enterprise called Oh Nuts Donuts. the objective of the company is to provide customers a

donuts that would suit their taste.

The authors will investigate the viability of the business environmental factors and financial factors in order to provide a realistic

and valuable feasibility study. All this data will determine whether the authors business idea has an opportunity to evolve into a

successful business or not.

Project Proponent

The Oh nuts donuts is a business owned by 4 Individual thus considered as corporation, it will be managed by the said four

individual namely Marisa Ella H. Labio, Alyssa Marie L. Mama, Rachel C. Padilla and Fritz S. Lumapguid who are a Students of Notre

Dame of Midsayap College.

NAME AGE NATIONALITY ADDRESS

Marisa Ella H. 21 Filipino Central Katingawan,

Labio Midsayap, Cotabato

Alyssa Marie L. 21 Filipino Salunayan, Midsayap,

Mama Cotabato

Rachel C. Padilla 21 Filipino Libungan, Cotabato

Fritz S. Lumapguid 23 Filipino Midsayap, Cotabato

Proposed Name of Business

 The proposed name of the project is Oh Nuts Donuts. the researcher choose the name “Oh nuts Donuts” since it’s a catchy unique

name which can help customer to remember the shop. The researcher associated the name Oh Nuts Donuts with the expression “Oh my

Gosh” since people tend to say this expression when ever they are shocked or amazed, the researcher used this for their business name

since they want to deliver excellent Donuts and services to the their customers which would surpass their expectations and would make

them say “Oh Nuts Donuts”, the researchers strive to be memorable to retain customer.

Types of Business Organization

Oh Nuts Donuts is owned by four (4) individuals residing in Midsayap and one from Libungan, Cotabato. It is considered as

corporate because it has multiple owners. We will be responsible in the changes and liabilities arising from the company. The Oh Nuts

Donuts is a food establishment that offers variety of donuts that suits the customers preference. It is open to everyone.

Location of the Business

The site of the proposed project is located in Singayao St. Patay Dalan Poblacion, Libungan, Cotabato beside RJ cocolumber and

Furniture. This is situated in Cotabato Province, Region XII. The researchers choose this location because it is located at one of the most

busiest street in Libungan and its near at public market which is accessible to the public.
 CHAPTER II

Personnel Administrative

Administrative personnel must be chosen and pulled together, with serious analysis as their roles define the operation of the

business.

General Manager

Pastry Chef Cashier

Helper

Projected Salary

This table the employees salaries daily, monthly, and annually. The salaries are increasing 10% annually.

POSITIONS NO. OF BASIC MONTHLY ANNUAL TOTAL TOTAL TOTAL

EMPLOYEES SALARIES RATE PER BASIC BASIC BASIC

(in peso)
EMPLOYEE ANNUALY ANNUALY ANNUALY
(28 days)

(12 months) (YEAR 1) (YEAR 2) (YEAR 3)

(in peso)

(in peso) (in peso)

General 1 400 11,200.00 134,400.00 147,840.00 162,624.00 178,886.04

Manager

Pastry Chef 1 300 8,400.00 100,800.00 110,880.00 121,968.00 134,164.08

Cashier 1 250 7,000.00 84,000.00 92,400.00 101,640.00 111,804.00

Helper 1 180 5,040.00 60,480.00 66,528.00 73,180.00 80,498.88

TOTAL WAGES 4 1,130.00 31,640.00 379,680.00 417,648.00 459,412.08 505,354.08

ANUALLY
Projected Benefits

1. Cover the Medical Expenses and Insurance Cost

As goes an old saying, “health is wealth”. If you want your employees to be happy, keep them healthy and fit! To build the level

of commitment from your employees it is essential that you provide them with benefits first. The first thing you need to do is pen down a

medical coverage plan that covers their medical expenses and insurance. You can also provide them with:

2. Sponsor Events for your Employees

People often stress when they have a lot of work and deadlines to meet. To help your employees lower their stress levels, you should

organize social meetings and promote the satisfaction of your employees in general. Many organizations have a “Friday” culture where

there are different kinds of recreational activities included during the day. Going to team dinners, sponsoring karaoke nights, bowling,

go-karting etc are some examples of recreation you can often include during your work week.

3. Collect Examples of Benefits Through Employee Surveys

How common is it to see organizations conduct employee surveys? Very common right! But, how common is it to see the organization

take action on the feedback that is provided by the employees? Not taking actions based on the result will not only decrease the response

rates of the deployed surveys, but it will also create a negative impression of your surveys. You don’t need to bombard your employees

with a 20 question survey. Ask them just one powerful survey question, the employee Net Promoter Score Question:

“Considering your overall experience with our organization, on a scale from 0-10, how likely are you to recommend this organization to

your family and friends?”

A quarterly or a half-yearly survey will also help you in finding out trends with respect to the levels of commitment and satisfaction of

your workforce. Collect and act on their responses and you will be surprised with the changes in the levels of engagement of your

employees.

4. Involve your Employees in Organizational Decisions and Policies

Another good example of benefits for employees is to involve them in the policies and decision making within the organization. A

weekly meeting is a good start to keeping your employees aligned with what is going on in the organization, what are the developments

or changes the organization is aiming to achieve and what role employees are bound to play in it. Get feedback from your employees

before implementing these changes and make them a part of the process.

5. Promote Effective Communication

Create a work culture that promotes effective communication. As Dale Carnegie says, “Communication is a dialogue, not a monologue.”

Communicate with a reason with your employees and the reason should be to keep them updated with all that is happening in the

organization. Promote the open door policy and give your workforce the voice they are looking for. Transparent communication often

opens the door for a better belief system.

6. Motivate your Employees

Organizations stagnate, sales dip all-time low, there is a sudden rise in employee attrition and you experience financial losses. All these

are signs of a disengaged and highly unmotivated workforce. To avoid such a sudden downfall make sure to keep your employees

motivated and enthusiastic towards their work, don’t let employees lose interest in their work, make sure you know their needs and

implement immediately any changes that might positively affect their performance.

7. Labor Autonomy

Share goals, strategies, and plans and make your employees own their tasks. Give them the freedom to think out of the box and create an

environment that significantly reduces boredom in the workplace. Committed employees always work harder and keep things moving.

Appreciate their levels of commitment.

Company Policies and Regulations

1. Recruitment policy

On the recruitment policy, the potential employee must meet the requirements and passed the step by step process of the recruitment.

2. Time periods policy

Employees must follow established work schedules. The usual work schedule is 56 hours per week, Monday through Sunday. Normal

work hours at Oh Nuts Donuts are from 6:00 am to 10:00 pm. Rest period is an employment privilege. Rest periods may not be “saved”

to shorten the employee’s workday, and to extend lunch break. Abuse of rest period may result in loss of the privilege.

3. Employee compensation and benefits policy.

4. Routine work policy

The employee’s working time starts from 06:00 am to 05:00 pm.

5. Termination policy

It is beneficial for all parties that the employment separation process is as clear as possible so misunderstandings and

distrust between the employee and the organization can be avoided. This termination of employment policy applies to all prospective or

current employees of the organization in regards to possible separation of employment.

6. Resignation policy

Process on Resignation

a. The employee who would like to resign should write to the general manager stating clearly the date on which he\she wish his/her

resignation to become effective. It is also helpful if the employees are prepared to give their reasons for resigning from the organization.

Periods of notice longer than those contractually required will be accepted.

b. When a letter of resignation is received, the General Manager should arrange a leaving discussion with the employee in order to

discuss handover arrangements and gather the information needed to trigger the Human Resources process.
c. The General Manager should complete the online leavers form to inform Human Resources that the employee is leaving. The written

notification should be attached.

d. Upon receiving the resignation details, Human Resources will issue a letter to the individual confirming their resignation and the date

on which their employment with the organization will cease.

e. Staff in any doubt about the effective date of resignation, having regard to their contractual notice period, should contact Human

Resource for advice

Complaints and grievances

Employees grievance’s

Disagreement of wages 1st warning 2nd Warning 3rd Warnings

Disagreement over hours 1st warning 2nd Warning 3rd warning

I equitable work schedule 1st warning 2nd Warning 3rd warning

Unfair conditions of employment 1st warning 2nd Warning 3rd warning

Harassment of a worker 1st warning 2nd Warning 3rd warning

Discrimination against a worker 1st warning 2nd Warning 3rd warning

Inconsistency performance standards 1st warning 2nd Warning 3rd warning

Table Disciplinary Action

Legend:

1st warning- talks to the employees in private

2nd Warning- writes a note that the employee will not do it again

3rd warning- there will be a suspension depending on how severe the action.

8. Code of ethics

a. Laws and Regulation

Employees must follow the laws set in place by the government for restaurants and may not abide by any other set of rules outside of

those.

b. Fairness and Corporate Opportunities

Employees must not share things concerning the business to others, and especially no other business. This includes recipes as well as job

opportunities.

c. The customer
Employees, most importantly waiters and waitress, must pay close attention to how they treat the customers. Being fair and equal when

attending to them is most important thing. At the same time, employees must keep on mind the different backgrounds of these

customers, and most certainly cannot be rude in any way.

9. Hygiene and sanitation

a) Clean- keep yourself and work areas clean

b) Separate- Keep raw ingredients and sensitive products away from other foods

c) Cook- always properly cooks and prepares foods

d) Chill- store foods appropriately both before and after cooking

Project Schedule

The operation of the organization will be starting at 6:00 am and end at 5:00 pm.

Job Descriptions and Qualifications

The following are the responsibilities and requirements of each member of the company:

General Manager

Job Description: The general managers/accountant oversees their employees, as well as the entire operation of the business.

General Manager/Accountant set policies, operations, create and maintain budgets, and coordinate with local management in the

organization to evaluate employees, organization performance and efficiencies.

Job Qualifications:

 2-3 plus years of managerial accounting experience

 Bachelor’s Degree in Accounting, Finance or Business.

 Certified Public Accountant and/or Certified Management Accountant preferred but not required.

 Have leadership skills to keep employees motivated, resolve conflicts and make hard decisions for your employees

 Time Management

 Analytical Skills

 Decision Making Skills

 English Written and Oral Communication Skills

Pastry Chef

Job Description: He/She is responsible for creating an assortment of desserts present in the menu. General duties include ordering

ingredients and supplies for the café, suggest new menu items, decorate pastries using icings and toppings, and adhere to health and

safety standards.
Job Qualification:

 At least 2 years of experience as pastry chef

 Have certificate in culinary arts or similar relevant field

 College graduate or undergraduate

 Excellent communication skills

 Good organizational and multitasking abilities

 Strong passion for the art of food design

Cashier

Job Description: They are responsible of welcoming customers, answering their question, helping them locate items,

and providing advice or recommendation. They also operate scanners, scales, cash registers, and other electronics.

Job Qualification

> High School Diploma

>Customers service or cashier experience

>Ability to handle transactions accurately and responsibly

>High level of energy with strong customers service skills.

>Basic math and computers skills

>Helpful, Courteous approach to resolving complaints.

Helper

Job Description: They provide excellent wait service to ensure satisfaction. They take the customer’s order and deliver it to

them. They are also making menu recommendations, answering questions and sharing additional information with restaurant

patrons.

Job Qualification:

> Proven work experience as a waiter or waitress

> hands-on experience with cash register and ordering information system

>Basic math skills

> Active listening and effective communication skills

> Flexibility to work in shift

>High school diploma; Food Safety Training

Recruitment, Selection and Hiring Of Workers

1. Recruitment planning

It is where the vacant positions are anal yzed and described. It includes job specifications and its nature. The

potential employee should be qualified, experienced with capability to take responsibilities required to achieve the objectives of

the organization.

2. Strategy development

This is on how or which strategy to adopt for recruiting the potential employee for the organization.

3. Searching

Once the line manager verifies and permits the existence of the vacancy, the search for potential employee starts.

4. Screening

It is where the process of filtering the applications of the potential employee for further selection process.

5. Evaluation and Control

The effectiveness and the validity of the process and methods are assessed.

Selection/Hiring of Workers

1. Preliminary interview

This is an initial meeting to gather basic information about how an applicant's goals, skills and qualifications can benefit the company's

needs.

2. Receiving applications

Once the individual qualifies the preliminary interview, he is required to fill in the application form in the prescribed format. This

application contains the candidate data such as age, qualification, experience, etc. This information helps the interviewer to get the fair

idea about the candidate and formulate questions to get more information about him.

3. Screening applications

Once the applications are received, these are screened by the screening committee, who then prepare a list of those applicants whom they

find suitable for the interviews. The shortlisting criteria could be the age, sex, qualification, experience of an individual. Once the list is

prepared, the qualified candidates are called for the interview either through a registered mail or e-mails.

4. Employment tests

In order to check the mental ability and skill set of an individual, several tests are conducted such as aptitude tests, interest tests, and

personality tests. These tests are conducted to judge the suitability of the candidate for the job.

5. Employment interview
The one on one session with the candidate is conducted to gain more insights about him. The interviewer asks questions from the

applicant to discover more about him and to give him the accurate picture of the kind of a job he is required to perform.

6. Checking references

The firms usually ask for the references from the candidate to cross check the authenticity of the information provided by him. These

references could be from the education institute from where the candidate has completed his studies or from his previous employment

where he was formerly engaged. These references are checked to know the conduct and behaviour of an individual and also his potential

of learning new jobs.

7. Medical examination

Here the physical and mental fitness of the candidate are checked to ensure that he is capable of performing the job. Thus, this stage is

not rigid and can take place anywhere in the process. The medical examination is an important step in the selection process as it helps in

ascertaining the applicant’s physical ability to fulfil the job requirements.

8. Final selection

The candidate who qualifies all the rounds of a selection process is given the appointment letter to join the firm.

Thus, the selection is a complex and lengthy process as it involves several stages than an individual has to qualify before getting finally

selected for the job.

Hiring of Workers

1. Make sure they have an EIN (Employees Identification Number)

2. Set up record for withholding taxes

3. Define the role the enterprise is hiring for

4. Find your candidate

5. Report the newly hired employee to the state employment agency

6. Obtain workers’ compensation insurance

7. Choose payroll method

Work Schedule

POSITIONS WORK START TIME WORK END TIME

General Manager/Accountant 10:00 am 05:00 pm

Pastry Chef 06:00 am 2:00 pm

Cashier 06:00 am 02:00 pm

Helper 06:00 am 05:00 pm