II.

Company Profile
Company Name
The companys name will be Snapsnack.
Company Description
The Snapsnack intends to offer the service and knowledge a
discerning leisure traveler seeks whilst on vacation, with the intention of
seeing and appreciating the numerous sights in the area. Keeping in mind
the comforts of a tourist, our fleet shall be very well maintained and
designed as per customer standard and expectations.

Tag line
Snap it! Snack it!
Business Type
Retailer
Snapsnack is a general partnership owned by Princess Santos
and Christie Mary Javines.
Company Logo
Capitalization Requirements
NAME
POSITION
Jasmine Lopera
General Manager
Christie Mary
Operations Manager
Javines
Princess Santos
Sales Executive
Michelle Rapadas
Administration
Manager
Breakdown of Capital Contributions
Office Location
3F Tower A, Adriatico Gardens Condominium, Malate, Manila
Service Location
PAL Express
Cebu Pacific
AirAsia
Products and Services
Travel Agency and Ticketing Office
To be the worlds most exciting travel company delivering an
amazing
experience to our people, customers and partners.

Mission and Vision

The companys mission is to provide customers with the
highest quality
outdoor adventure. We exist to attract and maintain our
customers.
Business Objectives
The companys objective is to:
1. Provide a high standard of services suitable for
individuals seeking relaxing, comfortable and
memorable experiences in the hospitality and tourism
industry.
2. Provide the tourist market with the quality personal
required by the tourism industry.
3. Produce expeditions and memories that would satisfy
each and every single of the customers.
4. Evaluate current cultural, economic, and social issues
affecting the tourism and travel industry.
5. Participate in both local and regional community service
by providing general lectures, consultation, and training
programs.

III. MANAGEMENT ASPECT

Key Operations
We acknowledge the fact that successful recruiting,
motivation, and discipline procedures are keys to the growth of the
utilizing. Hence, we promote and maintain good labor relations, strong
people and high quality work per employee through undertaking the
following:
Organization Structure

Job Description
A manager plans, organizes, directs and controls the
operations of travel-related organizations. They also co-ordinate and
direct the activities of staff, overseeing not only the day-to-day tasks, but
hiring, training and evaluating of staff members as well. Agency managers
may also research new products and destinations, often by traveling to
them and experiencing first hand the services available.
A secretary helps to keep an organization running
smoothly. The role is varied but the main tasks are administrative.

An operations manager is a senior role which involves

overseeing the production of goods and/or provision of services
Its an operations managers job to make sure an
organization is running as well as it possibly can, with a smooth efficient
services that meets the expectations and needs of customers and clients.
A travel counselor is a certified agent that assists clients
in planning trips and travel. Certification in this field requires coursework
and multiple steps and travel counselor may work for agencies or
corporations.
A liaison officer is a person who liaises between two
organizations to communicate and coordinate their activities. Liaison
officers are used to achieve the best utilization of resources or
employment of services of one organization by another.
A reservations and ticketing personnel is responsible
for answering phone, booking ticket for direct customer or agents by GDS
and Excalibur system.
An administration manager is responsible for
researching, arranging, and coordinating travel, transportation and clients
according to a specific organizations business and budget needs.
Relevant experience in a related field is usually necessary to become a
travel administrator and an education in business administration is
oftentimes preferred.
A bookkeeper develops system to account for financial
transactions by establishing a chart of accounts; defining bookkeeping
policies and procedures. Maintains subsidiary accounts of verifying,
allocating, and posting transactions. Balances subsidiary accounts by
reconciling entries.
A cashier is responsible for taking money in the form of cash,
check, or credit card from patrons in exchange for food or services. Scan
items, provides change, balances drawer and processes card
transactions.
A utility personnel take orders from supervisors for
maintenance and repair systems and buildings.
A sales representative sell retail products, goods and
services to customers and they work with customers to find what they
want, create solutions and ensure a smooth sales process.
As an account executive, the person must act as an
important link between an advertising agency and its clients.

Benefits
Retirement pay
Upon the age of 60 years or more, the employee who has
served at the establishment for at least five years may be granted a
retirement pay equivalent to at least one-half month of salary for
every year of service. A fraction of at least six months is considered
as one whole year.
The one-half month salary includes:
1. 15 days salary based on the latest salary rate;
2. Cash equivalent of 5 days of service incentive leave;
3. One-twelfth (1/12) of the 13th month pay

Overtime pay
The employee who renders overtime will be given additional
compensation equivalent to his regular wage plus at least 25%
premium.
Overtime pay for holiday or rest day shall be paid an
additional compensation from the rate of the first eight hours on a
holiday or rest day plus at least 30%.
On a Special Non-Working day, or rest day, an additional
compensation of 30% premium will be paid in addition to the rate of
the first eight hours on holiday or rest day.
Night shift differential (NSD)
Applies to employees who work between 10:00 p.m. and 6:00
a.m. An additional 10% premium is applied for every hour at work.
Leave Benefits
While sick leave and vacation leave benefits are not
specifically stated under the law, it stipulates that private
employees are allowed to provide employees a yearly Service
Incentive Leave of five days with pay. This applies to employees with
work tenure of at least one year within the company.

Maternity Leave
Any pregnant woman employee who has worked with the
company for at least six months will be granted a maternity leave of
at least two weeks prior to her due date (expected date of delivery)
and four weeks after normal delivery or miscarriage with full pay
based on her regular salary.
A total of 60 days is granted for government employees, and
60 to 80 days for employees in the private sector.
The Maternity Leave benefit is effective up to the first four
deliveries of the woman employee working in the company.
However, Senate Bill 2982, or the Expanded Maternity Leave
Law of 2015, has been approved on its third (3rd) reading on
January 18, 2016. If enacted into law, will grant 100 days of
maternity leave for employees in the government and private
sector, regardless of the type of delivery.
Paternity Leave
The R.A No. 8187, or Paternity Leave Act of 1996, grants
seven days of fully paid leave to married fathers. This is effective up
to the first four deliveries of the legitimate spouse.
Parental Leave for Solo Parents, or Solo Parenting Leave (SPL)
Seven days leave with pay for every year of service, on top of
other leave privileges, e.g. Maternity or Paternity Leave.
Special Leave Benefits for Women
This entitles women who underwent surgery due to
gynecological disorders to two months leave with full pay, as
stipulated in R.A. 9710 or the Magna Carta of Women. This applies
to employees who have rendered at least six months of service with
the company.
On the other hand, victims of violence against women, as
stipulated in R.A. 9262 or the Anti-Violence Against Women and
Their Children Act of 2004, are entitled to 10 days leave with full
pay.
Mandatory Government Benefits and Contributions
The following government contribution will be automatically
deducted from regular employees based on their salary, with the
following benefits:
Social Security System (SSS) benefits
The SSS Employees Compensation (EC) program has been in
place to help workers who encounter work-related illnesses or injury
resulting in disability or death. This includes compensation for:
medical services, appliances, and supplies in an accredited hospital;
rehabilitation services, including medical, surgical, and hospital
treatment; and income cash benefit.
Pag-IBIG benefits

This entitles employees to avail of a Housing loan, Calamity

Loan, and Multi-Purpose Loans that aim to provide financial
assistance to their needs.
PhilHealth benefits
Provides financial assistance for inpatient and outpatient
hospitalization, as well as Z Benefit Packages for patients
undergoing prolonged hospitalization and expensive treatments and
suffering from Millennium Development Goal (MDG)-related
illnesses.

Hiring of Personnel
Step 1: Identify Vacancy and Evaluate Need
Recruitments provide opportunities to departments to align staff skill sets
to initiatives and goals, and for departmental and individual growth.
Proper planning and evaluation of the need will lead to hiring the right
person for the role and team.
Newly Created Position
When it is determined a new position is needed, it is important to:
Understand and take into consideration strategic goals for the
University and/or department. Are there any upcoming changes that
may impact this role?
Conduct a quick analysis of UC Core Competencies. Are there any
gaps? What core skills are missing from the department? Evaluate
the core skills required now and those which may be needed in the
future.
Conduct a Job Analysis if this position will be new to your
department. This will also help to identify gaps.
Replacement
When attrition occurs, replacing the role is typically the logical step to
take. Before obtaining approval to advertise the position, consider the
following:
As with a newly created position, it may be helpful to conduct a Job
Analysis in order to tailor the position to what is currently required
and to ensure proper classification. Your HR Classification Analyst
can assist in reviewing and completing.

Review the role and decide if there are any changes required as
certain tasks and responsibilities performed by the previous person
may not or should not be performed by the new person
Carefully evaluate any changes needed for the following:
Level required performing these tasks; considering the appropriate
classification level. Be aware that changes in the classification of
positions from represented to non-represented will require union
notice and agreement
Tasks carried out by the previous employee
Tasks to be removed or added if any of the work will be transferred
within department
Supervisory or lead responsibility
Budget responsibility (if any)
Work hours
Is there still a requirement for this role at all?

Step 2: Develop Position Description

A position description is the core of a successful recruitment process. It is
used to develop interview questions, interview evaluations and reference
check questions. A well-written position description:
Provides a first impression of the campus to the candidate
Clearly articulates responsibilities and qualifications to attract the
best suited candidates
Provides an opportunity to clearly articulate the value proposition
for the role
Serves as documentation to help prevent, or defend against,
discrimination complaints by providing written evidence that
employment decisions were based on rational business needs
Improves retention as turnover is highest with newly hired
employees. Employees tend to be dissatisfied when they are
performing duties they were not originally hired to perform.
Optimizes search engine results by ensuring job postings rank high
in candidate search results when searching on-line
Determines FLSA classification and is used to map to the
appropriate Payroll Title
Identifies tasks, work flow and accountability, enabling the
department to plan how it will operate and grow
Assists in establishing performance objectives
Is used for career planning and training by providing clear
distinctions between levels of responsibilities and competencies
required
Is used as a benchmark to assist in ensuring internal and external
equity
Identify Duties and Responsibilities
Prior to developing the job description the hiring manager should identify
the following:
1. General Information
2. Position Purpose

3. Essential Functions
4. Minimum Requirements
5. Preferred Qualifications
1. General Information
Basic position and pay information will need to be determined to assist
with the development of the job description and job classification and for
entering into the ATS. This information will be different for each position
being recruited:
Payroll Title The Payroll title and associated title code determines
the, FLSA status, Personnel Program Code and Description, and the
Bargaining Unit Code and Description fields in the ATS.
Pay Grade/Step
Working Title Market titles should be recognizable and common to
various industries as most job seekers search for commonly referred
to market titles when conducting on-line job searches
Department Name
Department Head
Supervisor Name
Title Codes and Full-Time Equivalent numbers of employees
supervised
Special Requirements and Conditions:
o Specific requirements job seekers must possess or complete in
order to be hired (e.g. background check, valid drivers
license, etc.)
o Bona Fide Occupational Qualifications (BFOQs)which are in
compliance with UCRs applicable policies (e.g. physical or
mental requirements)
o Contact Staff Employment for assistance with special
requirements and conditions
2. Position Purpose
Describes the departments functions, the units functions, and/or the
organizational units functions. The statement should summarize the
positions essential functions and its role in relation to supporting,
administering, or managing the activities of the department, unit, or
organizational unit.
Posted Position Purpose The posted Position Purpose will be
searchable and viewable by job seekers on UCRs job board and other
posting sites. Therefore it is important to ensure it:
Includes a description of the role and its relation to the department,
organization and University
Includes the estimated duration (i.e. Limited 6-9 months or Contract
2.5 years) for non-Career positions
Lists the number of openings when there is more than one position
being recruited
Describes any pre-employment assessments if applicable.
Is optimized for search engines. Candidates conduct job searches by
entering key words or phrases into search engines.
Most candidates utilize job aggregators such as Google and
Indeed versus searching individual company job posts.

To ensure your position reaches the top of candidate search results,

include key words such as career, job, skills and title of the
position in the beginning of the posted position description (first 150
words).
Attracting a Talented Diverse Applicant Pool:
Once you have identified the position purpose, essential functions
and qualifications, you will want to go back and review the
description. Is it written to attract an individual who is a top
performer? Does it describe the inclusive culture of your
organization?
Marketing the job to a diverse audience is just as important as
accurately describing the role. For more information and tips visit
the Best Practices for Attracting a Diverse Workforce webpage.
3. Essential Job Functions
Essential job functions describe the duties and responsibilities of a
position. A job function is considered essential when the performance of
the function is the purpose for the position. Typically, an essential function
occupies a significant amount of time of the employees time and requires
specialized skills to perform. By accurately describing the essential
functions of the job, job seekers will have a clear understanding of the role
and your expectations for performing them.
When developing essential functions for the position the following should
be noted:
Functions of the job which are critical for the position are arranged
by importance and percentage of time spent
Complexity level and authority for the role should be described to
help attract the appropriate level of qualified candidates
Essential tasks listed should be inter-related to the accomplishment
of the essential function.

e.g., The essential function of event planning is composed of several

independent tasks including scheduling and securing the venue;
interviewing vendors and executing contracts for service; arranging
for food delivery; supervising event workers and ensuring clean up.
Therefore, the various tasks required to successfully accomplish the
essential function should be identified and described.
4. Minimum Requirements
The minimum requirements or basic qualifications are those
qualifications or criteria which was established in advance and advertised
to potential applicants:
Must be relevant and relate to the duties and responsibilities of the
job (e.g., should not list driving requirement if not part of
responsibilities or duties of the job).
Soft skills can be required qualifications (e.g.,
communication/collaboration) and will:
o Vary among applicants
o Not be absolutely ascertained in resume
o Be evaluated in interview
Can be position/department specific (e.g. valid drivers license)

Can be assessed by reviewing the resume

Must be objective, non-comparative and business related:
o Objective
Correct: Bachelors degree in Business Administration
Incorrect: A business degree from a good school
o Noncomparative
Correct: 5 to 7 years of experience designing computer
software programs
Incorrect: Must be one of the top five among the
applicants in years of experience
o Business Related
Correct: 5+ years of experience in accounting
Incorrect: Must have experience with volunteering for
Habitat for Humanity
The minimum requirements should support the accomplishment of
the essential function. For example, the essential function of event
planning could require:
o Organizational skills (to ensure all details are cared for)
o Communication skills (to interact with vendors and guests)
o Prior event planning experience
Listing too many skills as requirements significantly limits your applicant
pool and selection. It is recommended no more than 3-5 hard job skills
(e.g., Bachelors degree, 5 years accounting experience, experience in
accessing and retrieving data from financial systems using PC based tools
and other technical job skills) in addition to the soft skills be listed
depending upon the level of the position.
5. Preferred Qualifications
Preferred qualifications are skills and experience preferred in addition to
basic qualifications and can be used to narrow down the pool of
applicants. These preferred skills, knowledge, abilities and competencies
can describe a more proficient level at which the essential functions can
be performed such as:
Prior experience with corporate/institutional event planning (prior
experience in a related area can be preferred) and knowledge of
applicable UC policies and procedures (prior experience within the
UC system can be preferred).
UCR experience, certifications and/or advanced degree are
additional
Applicants who meet some or all preferred qualifications (e.g., UC
experience) tend to have shorter assimilation time, reach full job
competence faster and are able to take on advanced responsibilities
sooner.
Career Ladder Recruitments
When the scope of the position and the department needs allow for
varying levels of skills and experience, a position may be advertised with
multiple job titles at different levels within a single class series.

Pre-employment Requirement
Orientation

Performance Appraisal

Gantt Chart

General Policies
Objective
The purpose of this policy is to outline how Travel Escape Tours pays for
business travel. [Travel Escape Tours] travel should be properly
authorized, reported and reimbursed; under no circumstances may
expenses for personal travel be charged to, or be temporarily funded by,
[Travel Escape], unless otherwise noted in this policy. It is the travelers
responsibility to report his or her actual travel expenses in a responsible
and ethical manner, in accordance with the regulations set forth in this
policy. Any exceptions to the policy must be submitted for approval to the
department head or other [Travel Escape Tours] official, as defined in this
policy.
Approval of Travel
Travelers may not approve the reimbursement of their own travel
expenses. In addition, an employee may not approve the travel expenses
of an individual to whom he or she reports either directly or indirectly.
Payment of Travel Expenses
Under guidelines established by Travel Escape Tours, corporate travel
cards may be issued to employees who travel on official Travel Escape
Tours business. Any traveler issued such a card should use the card to pay
for all expenses related to official company business travel, including

lodging and subsistence, except where the card is not accepted. Certain
prepaid expenses such as transportation tickets and conference fees may
be billed directly to the company.
Travelers are required to use their corporate travel card to obtain cash
advances for expenses incurred in connection with official Travel Escape
Tours business travel, if the card provides this feature. Reasonable fees
charged for obtaining a cash advance using the corporate travel card are
eligible for reimbursement.
Transportation Model
Transportation expenses will be reimbursed based on the most economical
mode of transportation and the most commonly traveled route consistent
with the authorized purpose of the trip.
Transportation tickets should be procured in advance to obtain any
discounts offered by the carrier or negotiated by Travel Escape Tours. Such
tickets should be purchased from the Travel Escape Tours contract travel
agency.
Mileage Expenses
Mileage should ordinarily be computed between the travelers
headquarters and the common carrier or destination. Expenses for travel
between the travelers residence and headquarters (commuting expense)
will not be allowed. However, mileage expenses may be allowed between
the travelers residence and the common carrier or destination if company
business travel originates or terminates before or after the travelers
working hours, or if travel originates or terminates during a regularly
scheduled day off.
Air Travel
Coach class or any discounted class airfare should be used in the interest
of economy. The use of business or first-class or other higher-cost services
may be authorized only under the circumstances listed in the policy.
Automobile Travel
Travelers may use their private vehicles for business purposes if it is less
expensive than renting a car, taking a taxi or using alternative
transportation, or if it saves time.
Mileage reimbursement rate
The standard mileage reimbursement rate is [44.5] per mile, which
takes into account all actual automobile expenses such as fuel and
lubrication, towing charges, repairs, replacements, tires, depreciation, and
insurance. Under Internal Revenue Service (IRS) regulations, travelers who
claim this rate are not required to substantiate the actual costs of
operating the vehicle, but are required to substantiate business miles
traveled.
Travelers with physical disabilities who must use specially equipped or
modified vehicles may claim reimbursement at the standard [44.5] per
mile. However, if the traveler incurred higher-than-standard operating

costs, the traveler may seek reimbursement. The traveler must certify in a
statement submitted with the Travel Expense Voucher that he or she
incurred higher operating costs. The actual fixed and variable costs must
be specified in the statement.
Surface transportation used in lieu of air travel
If advance approval has been obtained, a traveler may use surface
transportation for personal reasons even though air travel is the
appropriate mode of transportation. The cost of meals and lodging,
parking, mileage, tolls, taxis, and ferries incurred while in transit by
surface transportation may be reimbursed. Such costs may not exceed the
cost of airfare, based on the lower of the regular coach fare available for
the location of travel from a standard commercial air carrier or Travel
Escape Tourss travel program fare, plus transportation costs to and from
the terminals.
Rental cars
A vehicle may be rented when renting would be more advantageous to
Travel Escape Tours than other means of commercial transportation, such
as using a taxi. Advance reservations should be made whenever possible,
and a compact or economy model requested. The traveler is responsible
for obtaining the best available rate commensurate with the requirements
of the trip. The discount negotiated with car rental agencies by Travel
Escape Tours should be requested when available.
Travelers are expected to use rental agencies with which Travel Escape
Tours has contracts that include insurance coverage. On contract rental
vehicles used in the continental Unites States, charges for additional
insurance are not allowable, including any charge for a collision damage
waiver. The rental agencys company identification number should be
given to the agency at the time of rental to ensure that the vehicle is
covered by physical damage insurance.
Vehicle rental charges billed directly to Travel Escape Tours will not be
authorized. Rental car charges should be paid with the travelers
corporate credit card.

Code of Conduct
Code of Conduct

Introduction
This code of conduct outlines Travel Escapes vision, purpose,
philosophies and sets out the standards expected of Travel
Escape officers, employees, consultants, in our business

Adherence to the Code

It is important that you adhere to this Code to ensure that we
conduct our business with integrity, honesty and
transparency, to continue to meet the expectations of our
customers, partners, suppliers, and the general public.

Our purpose

To open up the world for those who wants to see and

explore.
-

For our people this means is to open up their

world by helping them develop professionally and
personally.
For our customers this means opening up their
world through means of great travel experiences.

Our Philosophies
o Our people
Our company is our people. We care for our colleagues
health and well-being, their personal and professional
development and their financial security. We believe
that work should be challenging and fun for everyone
through work we contribute to our country.
o Profit
A fair margin resulting in a business profit is the key
measure of whether we are providing our customers
with a product and service they value.
o Taking Responsibility
We take full responsibility for our own success or failure.
We accept that we have total ownership and
responsibility and responsibility.

Law and Ethical Behavior

We are committed to obeying the relevant laws governing

operations in all countries and regions in which we do
business. You must ensure that you act in compliance with
applicable laws, regulations, company policies and procedures
at all times. You must also promote compliance with your coworkers.

Conflicts of Interest
o Close Personal Relationships
All employees involved in close personal relationship
must disclose this relationship to avoid conflict where
the employees concerned may have the ability to
influence the others employment.
o Confidentiality
Travel Escape does not allow the making of payments to
payments induce government official to make favorable
business decisions. Accordingly, facilitation payments,
kick-backs, secret commissions and other similar
payments are strictly prohibited and are unlawful.
Making such payments may expose us and our people
to criminal prosecution and severe penalties.
o Privacy
Travel Escape is committed to ensure that the privacy of
individuals is maintained, and that appropriate
safeguards are in place to protect the personal
information of our people, customers, partners,
suppliers, contractors, and potential employees.

Flowchart process

Technical Aspect