Maquilan - H - Chapter 2

Republic of the Philippines
SULTAN KUDARAT STATE UNIVERSITY

TACURONG CAMPUS
City of Tacurong, Sultan Kudarat
BACHELOR OF SCIENCE IN MANAGEMENT ACCOUNTING
CHAPTER 2
ORGANIZATIONAL AND MANAGEMENT PLAN
Chapter II contains the management and organizational plan of kubo by the bay
floating kubo restaurant. This section describes the form of the business organization,
organizational structure, role and responsibilities of the employees, and the salary
requirement.
2.1 Form of Business Organization
The business organization has a single owner called the proprietor. It is the
simplest form of business. This form of ownership is small, but requires enough amount
of capital and is readily established under the control of one person. The single owner
promotes the enterprise, gets together the necessary land, buildings, machinery, and
labor, and conducts the business in person. The proprietor will operate the business
wholeheartedly and collaboratively. There will be a hired head cook who will manage
the cooking operation with his trustworthy assistant, cashiers that will be in charge in
collecting revenues, an advertising manager that will attract customers through charm
and fame, and there will be safety and environmental manger that will oversee the
business program and monitor problems and aid them immediately.
The kubo by the bay, a floating restaurant, shall be in the form of sole
proprietorship. Sole proprietorship means one person will be handling the business.
ADVANTAGES AND DISADVANTAGES

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1. Advantages
- No business taxes
- You may keep all profits
- Inexpensive to set up
2. Disadvantages
- Unlimited liabilities
- Difficult to obtain funding or bank loans
LIABILITY OF THE OWNER
The kubo by the bay floating restaurant will be in the form of sole proprietorship and due
to this, the extent of liability of the owner will be an unlimited liability. Unlimited liability
means that the proprietor of the business is liable for the entire amount of debt and
obligations of that business.
2.2 Organizational chart/structure
this organizational chart presents the key personnel involved and needed in the
operation of the business. In order to keep the business going, kubo by the bay
needs a CEO, a general manager, marketing officer, financial officer,
operational officer, human resource head, the cashier, the head cook with two
assistant and also a head waiter with two waiters.

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OWNER/PROPRIETOR
/CASHIER
GENERAL MANAGER
HEAD WAITER
HEAD COOK
ASSISTANT COOK
(2) DISHWASHER(2)
WAITER (2)
2.3 PERSONNEL REQUIREMENTS
2.3.1 DUTIES, RESPONSIBILITIES AND QUALIFICATION
JOB TITLE JOB DESCRIPTION DUTIES & JOB SPECIFICATION
RESPONSIBILITIES
GENERAL General Managers set  Oversee day-to-day  Proven experience

operations. as a General
MANAGER policies, operations, create  Design strategy Manager or similar
TACURONG CAMPUS
and maintain budgets. This and set goals for executive role
growth.  Experience in
is a senior position.  Maintain budgets planning and
and optimize budgeting
General Manager expenses.  Knowledge of
 Set policies and business process
coordinates employees processes. and functions
(finance, HR,
and supervises lower-level procurement,
operations etc.)
managers.  Strong analytical
ability
 BSc/BA in
Business or
relevant field
CASHIER Collects payments by  Manage  Basic PC
transactions with knowledge
accepting cash, check, or customers using  Familiarity with
cash registers electronic
charge payments from  Scan goods and equipment, like
ensure pricing is cash register and
customers and makes accurate POS
 Collect payments  Strong
change for cash customers whether in cash or communication
credit and time
 Issue receipts, management skills
refunds, change or  Customer
tickets satisfaction
 Greet customers oriented
when entering or
leaving the store.
HEAD COOK oversee the daily process  Interviewing, hiring,  A high school
of running a kitchen and and training cooks diploma or
managing food preparation and other kitchen equivalent.
at restaurants and other staff.  At least 2 years’
similar establishments.  Planning and experience working
supervising tasks as a head cook.

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carried out by the  A proven ability to
food preparation create unique and
staff. delicious dishes.
 Taking  The ability to
responsibility for multitask and cope
the health and in a high-pressure
safety of the food environment.
team.
ASSISTANT responsible for preparing  Ability to work well

 Placing orders with
COOK food ingredients, assisting local suppliers to in team
replenish stocks as
in the cooking process, required.  Ability to follow
and maintaining a clean  Maintaining high instructions.
and sanitary food cleaning and  NC2
preparation area. hygiene standards. passer(cookery)
HEAD WAITER Responsible for training  Inspect table  extensive

layouts in the
junior staff, evaluating station ensuring experience as
that they meet the
customer satisfaction, standards set. a waiter/waitress is
 Sell food and
promoting special menu beverage so as to required.
meet restaurant
items, monitoring waiters, budgets.  Degree
 Take food and
assigning tasks, and beverage orders holder(BSHM)
correctly.
solving customer  Ensure that staff
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complaints. meets hygiene and

discipline
standards.
WAITER is a professional who  Providing excellent  Flexibility to work

wait service to in shifts
works in restaurants, bars, ensure satisfaction  High school
 Taking customer
hotels and other food- diploma
orders and
serving and drinking  Strong
delivering food and
establishments. organizational and
beverages
multitasking skills.
DISHWASHER Maintains a clean kitchen, Maintains a clean 18-25 years old ,as long
kitchen, properly as they know how to
properly washes and sorts washes and sorts wash.
soiled dishes
soiled dishes, and preps
foods as needed
2.3.2 HIRING PROCESS
When we have a position to fill, we want to be sure that we can find the
candidate most suited for the job, and the one whose skills and knowledge will
help the business grow.

TACURONG CAMPUS
Here is a 5-step recruitment plan that can help us to improve our chances of
finding the right candidate.
Step 1: Prepare an effective job description
Step 2: Use the right recruitment tools
Step 3: Do a first screen of the applicants
Step 4: Interview the best candidates
Step 5: Offer the job
Step 1: Prepare an effective job description
Writing an effective job description is the first step to attracting the right candidates to
the business. The more clearly we describe the requirements, tasks, working conditions
and advantages of the position, the less time we will waste examining and rejecting
unsuitable applications.
An effective job description should include the following.
 Position title—Avoid using a title that’s unique to your company and make sure
it can be understood by everyone in your industry.
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 Information about your Business—A few lines to explain your business and
why a candidate might be interested in working for it (e.g., mission, values,
recent awards, etc.).
 Job description—Tell candidates what contribution they will be making by
summarizing the most important tasks that the successful applicant will be
required to perform. Be sure to highlight what makes the position unique and
exciting.
 Qualifications—Before writing this section, ask yourself and other key people in
your company, “What kind of person would be ideal for this post?” List the most
important attributes and qualifications in order of priority.
 How to apply—Clearly state which items we want to receive (e.g., resume,
references, other relevant documents) and whether we want candidates to apply
in person or by mail, fax or email. If you don’t want phone calls, make that clear.
Give a deadline date and time.
Step 2: Use the right recruitment tools
Once the ad is written, we need to find the right way to promote it. Two factors will
determine the best choice: your business budget and the type of candidate we are
looking for. Remember that using more than one tool increases our exposure.
It’s important to keep track of the results. (This can be as simple as asking people how
they heard about your company.) In time, this will help you determine which recruitment
tools work best for the business.
Here’s a list of tools we can use to publicize our opening and attract candidates.
 Social media—Social media sites like LinkedIn have become powerful tools for
recruiters. Not only do these sites allow us to post job ads on your accounts, but
they can also be used to identify and recruit candidates that possess specific
skills.
 Your website—If we receive enough traffic, the website can act as an ongoing
recruitment tool. We can create a career section or post vacancies on the home
page.
Step 3: Do a first screen of the applicants
Once we have received resumes and made an initial selection of interesting candidates,
the next step is to do an initial screen of candidates. The more careful we are at this
stage, the less time you’ll lose at the interview stage.
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Here are ways you can screen candidates before the interview.
 E-mail or telephone—Ask people for more information to help you decide if you
really want to interview them
Step 4: Interview the best candidates
The interview is the opportunity to confirm the candidates’ qualifications, determine if

the job matches their expectation and see if they fit in with the business culture.
Step 5: Offer the job
When we have selected our front-runner, call and offer the position. If necessary, give
the candidate a few days to decide. Once they have confirmed, it’s common to send
a letter of offer that states in writing what was discussed over the phone.
2.3.3 COMPENSATION (SALARIES AND WAGES)
SALARY
POSITION (PER DAY) (PER (PER DESCRIPTION
MONTH) YEAR)
General ₱832 ₱26,803 ₱321,632 Full time
manager
Head cook ₱368 ₱11,040 ₱132,480 Full time
Head waiter ₱368 ₱11,040 ₱132,480 Full time
Assistant cook ₱300 ₱9000 ₱108,000 Full time
Waiters ₱300 ₱9000 ₱108,000 Full time
Dishwashers ₱300 ₱9000 ₱108,000 Full time

TACURONG CAMPUS
SOURCES : https://ph.indeed.com/?from=gnav-title-webapp
https://nwpc.dole.gov.ph/region-xii/
2.3.4 BENEFITS
Providing benefits is a great retention strategy because it shows employees
that you care about their professional and personal well-being – both in the short-term
and long-term. Additionally, giving your team a morale boost can lead to happier and
more productive workers. The benefits of working in a restaurant can also inspire and
motivate employees to want to work at our business.
POSITION/WORKERS Monthly PhilHealth SSS Total

Salary Benefit
Credit Expenses
EMPLOYEE SHARE ES ES
GENERAL MANAGER ₱26,803 603.07 1215.00 1,118.07
CASHIER ₱9000 225.00 405.00 630
HEAD WAITER ₱11,040 248.40 495.00 630
HEAD COOK ₱11,040 248.40 495.00 630
ASSISTANT COOK ₱7,500 225.00 337.50 630
WAITERS ₱7,500 225.00 337.50 562.5
DISHWAHERS ₱7,500 225.00 337.50 562.5
Total Benefit Expense P 80,383 P1999.87 P3,622.9 P4,763.07
TACURONG CAMPUS
Free food and discounts- Ensuring your staff have access to free meals while working
can not only keep them happy, but it can also help them become experts on your
menu.20% discount
Source: https://taxcalculatorphilippines.com/sss-contribution-calculator
2.4. KEY SUCCESS FACTORS
A. PRODUCT DEVELOPMENT
this involves developing food products that interest the target market and
address gaps in their current preferences and needs. Great Food
This one is a no-brainer: a famous restaurant is known for its food, and
great tasting food is a vital feature of a good restaurant. No matter what
you do, if the food at your restaurant is not great, people will not
return. This is why delicious food is a key element of a successful
restaurant. The food which we offer does not even need to be exclusive or
unique.
B. Building Customer Satisfaction
Kubo by the bay floating restaurants also focus on building customer
satisfaction. Satisfied customers are more likely to become repeat
customers. In addition to quality, this restaurants often measure elements

TACURONG CAMPUS
such as hospitality, service and cleanliness in their establishments.
Customers expect prompt service in quick-service seafood restaurants.
C. MARKETING STRATEGY
KUBO BY THE BAY will offer fastest and quality service to the customers
by putting a time limit for their food. Moreover, customers will have an
opportunity to evaluate food choices so that we can keep the favorites in the
menus and frequent interacting with the customers will be enhanced so they
can feel that their feedbacks are being valued. Kubo by the bay will use
internet marketing to promote food products. We will encourage our
customers to visit our place through distributing flyers. The first 10 customers
will be given a chance to taste our products for free. We will select
employees that best fit the business. Also we will assure the customers that
we will provide them good service for them to be satisfied and become our
loyal customers.
E .Winning attitude.
No one likes to eat in an empty restaurant. our staff must convey a winning
attitude. An infectious positive attitude is necessary to “bring ’em back”.
While no one can guarantee your success in the restaurant industry, if these
factors are taken into consideration, you will have made great strides toward
success.
TACURONG CAMPUS
2.5 GOVERNMENT POLICIES AND REGULATIONS
To run this kind of business, we need to get permits from Banga, Municipal
Office for Business Permit and MENRO Sanitary Permit for the sanitation.
We will also need the approval of the Barangay official to make the process
of the business become legal. The SWM Permit, BIR Tax Permit and Fire
Inspection Permit are also
being needed.
TACURONG CAMPUS
REPUBLIC OF THE PHILIPPINES

PROVINCE OF SOUTH COTABATO
MUNICIPALITY OF SURALLAH
SANITARY PERMIT TO OPERATE
KUBO BY THE BAY FLOATING RESTO
Date of Issuance: SEPTEMBER XX 2023

Permit Number: 2023-0281 R
Taxpayer/Representative: HAZEL E. MAQUILAN
Category: SEAFOOD PRODUCTS AND SERVICES
Business Location: SITIO TUBUNGAN, BO. 5 BANGA
,SOUTH COTABATO
Owner’s Home Address: SITIO TUBUNGAN, BO. 5 BANGA
, SOUTH COTABATO
NEIL T. CRESPO, M.D

Municipal Health Officer
CRISTINE JOY DIAZ-DARAUG, RN

Sanitary Inspector I
TACURONG CAMPUS
Note: PERMIT IS NOT TRANSFERABLE AND WILL BE REVOKED UPON

VIOLATION.

Department of the Interior and Local Government
BUREAU OF FIRE PROTECTION
BANGA FIRE OFFICE
Banga, South Cotabato
Region 12
Number:
FIRE SAFETY INSPECTION CERTICATE
Date____________
TO WHOM IT MAY CONCERN:
By virtue of the provisions of Republic Act No. 9514, otherwise known as the Fire
Code of the Philippines of 2008, kubo by the bay floating restaurant
(Name of Establishment)
__________________________Classified as______________________
Owned and managed by HAZEL E. MAQUILAN, with postal address at

(Name of Owner/Representative)
Sitio tubungan, bo. 5, banga, South Cotabato

(Location of Establishment)
is hereby granted this FIRE SAFETY INSPECTION CERTIFICATE after said building or
occupancy has been duly inspected for fire safety with the finding that it has
substantially complied with the fire safety and protection requirements of the Fire Code
of the Philippines of 2008 and its implanting Rules and Regulations.
This certificate is issued for THE PURPOSE OF SECURING BUSINESS

PERMIT
TACURONG CAMPUS
This certification is valid until December 31,2024.
Violation of Fire Code provisions shall ipso facto cause this certificate null and
void, and shall hold the owner of the building liable to the penalties provided for by the
said Fire Code.
Fire Code Fee:____________ RECOMMEND APPROVAL:

Amount Paid:_____________
O.R Number:_______________ SPO4 Dennis M. Mamalawan BFP
Date:______________________ Chief, FSES
APPROVED:
CINSP MYRA N.
FELICIANO BFP
MUNICIPAL FIRE MARSHAL
NOTE: This Certificate does not take the place of any license required by law and
is not transferable. Any change in the use of occupancy of the premises shall
require a new certificate
Municipality of Banga
OFFICE OF THE MUNICIPAL ENVIRONMENT AND
NATURAL RESOURCES
(083)238-3983
SOLID WASTE MANAGEMENT COMPLIANCE CERTIFICATE

TACURONG CAMPUS
This is to certify that
KUBO BY THE BAY FLOATING RESTAURANT
Located at
SITIO TUBUNGAN, BO. 5, BANGA, SOUTH COTABATO
has completed the SWM requirements set by MENRO for business permit.
Given this XXth day MARCH 2023 at Municipal Environment & Natural Resource
Office, Banga, South Cotabato
ENGR. YOLANDA B. PLAIRA

MENRO
Other government policies need:
 Food and Drug Administration (FDA). The FDA protects public health by
assuring that foods — other than meat, poultry and egg products — are
safe for consumption. They outline 100%
 Occupational Safety and Health Administration (OSHA). OSHA, an agency
run by the Department of Labor, oversees employees' health and safety \\
 regulations.
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2.5 PROJECT TIME TABLE
Phase Task Duration JAN FEB MAR APR MAY JUN JULY AUG SEP OCT NOV DEC
1 Business 1-2 months

Planning and
Financing
2 Permit and 1-3 months
License
Acquisition
3 Design and 3-6 months
Construction of
the Floating
Restaurant
4 Hiring and 1-2 months
Training Staff
5 Menu Planning 1 month
and Supply
Chain Setup
6 Soft Opening 1 week
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7 Grand Opening -
For the restaurant construction timeline to work, you need a very reliable crew. The
contractors and subcontractors must be willing to work extra hours. Plus, they should
always seek permission beforehand rather than asking for forgiveness later. Otherwise,
the construction schedule may go off-course.
“Kubo by the Bay Floating Resto Grill”.
Year Activity Quarter JAN FEB MAR APR MAY JUN JULY AUG SEP OCT NOV DEC
Year Q1 Q2 Q3 Q4
1
Concept Development: Q1-Q2
Finalize the restaurant
concept, including
cuisine, service style,
and overall theme.
Business Planning: Q3-Q4
Develop a detailed
business plan, including
financial projections
and marketing strategy
Year Financing & Legal: Q1-Q2
2 Secure financing for the
project and handle all
legal requirements,
including permits and
licenses.
Design Phase: Finalize Q3-Q4
the design of the
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restaurant and begin

construction of the
floating structure.
Year Construction & Q1-Q2
3 Hiring: Complete
construction and begin
the hiring process.
Training & Menu Q3
Development: Conduct
staff training and
finalize the menu.
Soft Opening & Q4
Adjustments: Conduct a
soft opening, gather
feedback, and make
necessary adjustments.

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Republic of the Philippines

SULTAN KUDARAT STATE UNIVERSITY

ORGANIZATIONAL AND MANAGEMENT PLAN

2.1 Form of Business Organization

business program and monitor problems and aid them immediately.

ADVANTAGES AND DISADVANTAGES

- You may keep all profits

- Difficult to obtain funding or bank loans

LIABILITY OF THE OWNER

obligations of that business.

2.2 Organizational chart/structure

needs a CEO, a general manager, marketing officer, financial officer,

assistant and also a head waiter with two waiters.

2.3 PERSONNEL REQUIREMENTS

2.3.1 DUTIES, RESPONSIBILITIES AND QUALIFICATION

JOB TITLE JOB DESCRIPTION DUTIES & JOB SPECIFICATION

GENERAL General Managers set  Oversee day-to-day  Proven experience

of running a kitchen and and training cooks diploma or

managing food preparation and other kitchen equivalent.

at restaurants and other staff.  At least 2 years’

similar establishments.  Planning and experience working

supervising tasks as a head cook.

carried out by the  A proven ability to

food preparation create unique and

staff. delicious dishes.

 Taking  The ability to

responsibility for multitask and cope

the health and in a high-pressure

safety of the food environment.

ASSISTANT responsible for preparing  Ability to work well

and maintaining a clean  Maintaining high instructions.

and sanitary food cleaning and  NC2

preparation area. hygiene standards. passer(cookery)

HEAD WAITER Responsible for training  Inspect table  extensive

complaints. meets hygiene and

WAITER is a professional who  Providing excellent  Flexibility to work

2.3.2 HIRING PROCESS

help the business grow.

finding the right candidate.

Step 1: Prepare an effective job description

Step 2: Use the right recruitment tools

Step 3: Do a first screen of the applicants

Step 4: Interview the best candidates

Step 5: Offer the job

Step 1: Prepare an effective job description

An effective job description should include the following.

Step 2: Use the right recruitment tools

Step 3: Do a first screen of the applicants

Step 4: Interview the best candidates

The interview is the opportunity to confirm the candidates’ qualifications, determine if

Step 5: Offer the job

2.3.3 COMPENSATION (SALARIES AND WAGES)

POSITION (PER DAY) (PER (PER DESCRIPTION

General ₱832 ₱26,803 ₱321,632 Full time

Head cook ₱368 ₱11,040 ₱132,480 Full time

Head waiter ₱368 ₱11,040 ₱132,480 Full time

Assistant cook ₱300 ₱9000 ₱108,000 Full time

Waiters ₱300 ₱9000 ₱108,000 Full time

Dishwashers ₱300 ₱9000 ₱108,000 Full time

Providing benefits is a great retention strategy because it shows employees

motivate employees to want to work at our business.

POSITION/WORKERS Monthly PhilHealth SSS Total