CHAPTER I

Company Background

A. History of the Company

Beccoe Sweet Corporation was established on September 20, Year 2000.

“Beccoe” is a combination of initial letter in the surname of the group of friends who

managed the corporation. B stands for Barrios, E for Edos, the first C for Cayaba, second

C for Corpuz and E for Espina.

Our product is Vanilla Letche Custard, which begins in a bad luck of Corpuz,

where supposed to bake a Letche Plan for our dessert after meal but in some instance

we came up in Vanilla Letche Custard and it taste unique so that we decided to sell it to

other friends and they like and love the unique taste of it. Until we decided to build the

Beccoe Sweet Corporation and we made a lot of orders, buyers and customers. Then it

quickly outgrew, and as time goes by we made other sweet and unique dessert.

The Beccoe Sweet Corporation runs today with a staff of 8 and it opened 7 days

a week throughout a year. Beccoe Sweet Corporation equally owned and managed by

its six partners, and we aim to offer our products at a competitive price to meet the

demand of the middle to higher income of local markets.

 B. Company Name

Beccoe Sweet Corporation

C. Company Logo

D. Nature of Business

The Beccoe Sweet Corporation is a type of Manufacturing Business. It is a

manufacturing business since the materials and ingredients that is used to create the

company’s new product is not owned by the company but it came from different

sources. This new product that we created from raw materials and ingredients are can

be sold directly to wholesalers, consumers or to other manufacturing businesses and

they can use these products for making a different product.

 E. Mission

The mission of Beccoe Sweet Corporation is to provide the best products, cause

unnecessary harm, used product to inspire and nurture the memories experienced by

consistently fulfilling affordable and lowest possible cost of sweet products.

F. Vision

The vision of Beccoe Sweet Corporation is to be known worldwide as the highest

quality sweets producer and serves as the framework for our way and guides every

aspect of our business by enumerating what we need to achieve in order to continue

giving and making sustainable, quality growth.

G. Values

We serve our costumer with honesty. If the costumer had a complain to our product

Beccoe Sweet Corporation must be responsible. We will be patient to the costumer

even what mood they have. We will always treat our customers, suppliers and fellow

employees with honesty, courtesy and respect. Even we wellness and service provision,

we will always be willing to learn and embrace the new things and doings as it supports

our mission and vision statements. We will try to do our best as soon as we can do

things.
 H. Capitalization Requirement

START-UP REQUIREMENTS
Start-up Expenses
Legal Php 1,000
Office Supplies Php 5,000
Beginning Inventory Php 10,000
Consulting Php 4,000
Menus, etc. Php 1,000
Insurance Php 1,000
Rent Php 3,000
Design and Construction Php 130,000
Research and Development Php 1,000
Furnishings Php 10,000
Expense Equipment Php 150,000
Dishes, wares, etc. Php 4,000
Total Start-up Expenses: Php 320,000

START-UP ASSETS
Cash Required Php 20,000
Start-up Inventory Php 0
Other current assets Php 0
Long-term assets Php 0
Total Asset Php 20,000
Total requirements Php 340,000

In our capitalization, we assume that we have start-up requirements. First, the start-

up expenses, we stated all the expenses for the start-up and add it all to have the Total

start- expenses and then the second one stating the start-up assets to get the total, you

only need to add and then the total requirements you can get by adding the total start-

up expenses and start-up assets.

 I. Product Concept

Vanilla Letche Custard have a distinct aroma and flavor prepared from fresh milk.

This is the perfect product to impel because it is the most consumed sweet food in the

world. A tasty variety of treat of fruit (apple) flavored and cold are surely have benefits

and affordable. For this brand concept, we decided that we would like to grab the

interest of all citizens. We would like to introduce varieties of flavors to target

consumers want. The following flavors that we would like to propose; Banana,

Chocolate, Apple and of course Vanilla flavor. We add some twist of fruit flavor and

different fresh fruit sprinkled on top. Fresh fruits have good benefits in human body.

Milk which is the most used ingredient contains calcium and iron for stronger bones. We

plan to have a packaging in plastic container which is help to reduce contamination of

food.

J. Long-Term Objective

In three years, our company will increase its sales of Vanilla Letche Custard and have

good feedback and satisfaction of consumer by 20% by adding one branch in three

different regions.
 K. Short-Term Objective

Annually, Beccoe’s objective is to attain a high sale in the first year and to

increase yearly sales by 10%-15% and we planned to expand our manufacturing to a

bigger and wider producer of sweets product.

 CHAPTER 2

Management Aspect

A. Organizational Chart

CHAIRMAN
JOSEPH JAMES A. ESPINA

PRESIDENT
MANNELLA OCIER

CORPORATE CORPORATE CORPORATE CORPORATE

STRATEGY AND RESOURCES GOVERNANCE FINANCE
DEVELOPMENT

ROSALIE BARRIOS VINCENT CAYABA DARYLL CORPUZ JANELLE EDOS

B. Organization and Management Study

CHAIRMAN- is the highest officer of an organized group such as a board, a

committee, or a deliberative assembly. The person holding the office. He or she précised

over meetings of the assembled group and conducts its business in an orderly fashion.

PRESIDENT- is a leader that manage the production. He or she implement policies,

supervise the executive branch of government and prepare executive budget for

submission to congress.

CORPORATE STRATEGY AND DEVELOPMENT- Managing and developing choices

sales organization. Make sales presentation, closing techniques and developing services.

Planning involves helping corporation design a path to growth and profitability amidst
competition and constant change. It helps the corporation to gather and analyze

information.

CORPORATE RESOURCES- It facilitate the process of stuff recruitment compensation

and classification the keeping of proper personal records and providing quality support

services for the proper functioning of the commission.

CORPORATE GOVERNANCE- To facilitate effective, entrepreneurial and prudent

management that can deliver the long-term success of the company. It is the system by

which companies are directed and controlled. Board of directors are responsible for the

governance of their companies.

CORPORATE FINANCE- Is concerned with finding and using funds to carry out the

marketing plan. It is responsible for acquiring funds for the firm, managing funds within

the firm, and planning for the expenditure of funds on various assets. It manages firm

resources so it can meet its goals and objective.

 C. Recruitment and Selection

INTERVIEW

PERSONALITY TESTING

BIOGRAPHICAL DATA
SELECTION

COGNITIVE ABILITY TESTS

PHYSICAL ABILITY TESTS

WORK SAMPLE REJECTED APPLICATION

INTERVIEW

One of the most common ways that individuals are selected. The best interviews

follow a structured framework in which each applicant is asked the same questions and

is scored with a standardized rating scale. In this way, structured interviews provide

more reliable results than unstructured interviews.

PERSONALITY TESTING

Another tool used for selection is personality testing. Personality tests can

provide an accurate analysis of an applicant's attitudes and interpersonal skills. These

tests can reveal a variety of things about an applicant, such as how well the applicant

gets along with others, self-discipline, attention to detail, organization, flexibility, and

disposition.

BIOGRAPHICAL DATA SELECTION

Background Information/Application Blanks Paper-and-pencil questionnaires,

interviews, and communications with past employers in order to assess an individual's

behavioral reliability, integrity, and personal adjustment. In order to implement this

technique a validation study would have to be conducted.

COGNITIVE ABILITY TEST

Employee Aptitude Survey A battery of employment tests designed to meet the

practical requirements of a personnel office. Consists of 10 cognitive, perceptual, and

psychomotor ability tests. Nine of the 10 tests have 5-minute time limits. The remaining

test requires two to ten minutes of testing time. Is a tool for personnel selection and a

useful diagnostic tool for vocational guidance and career counseling. For situations in

which it is desirable to retest an individual on an alternate form, special retest norms

are provided for interpreting retest scores.

PHYSICAL ABILITY TESTS

Fitness for the job – Rejection of an applicant for failing a physical abilities test

must be based on a determination of the individual's fitness for the job not on a general

determination on the disabilities of the applicant.

Liability – Although a physician may administer the physical abilities test, it is the

employer who decides to hire or not, therefore the liability for violations of Title VII or

ADA will rest with the employer.

WORK SAMPLE

Another selection technique is to have the applicant complete a hiring

assignment. The applicant is asked to complete a task that simulates the actual job. The

goal is to assess how well the applicant can learn and perform the tasks. This is common

practice for production jobs.

RECRUITMENT

The action that enlisting people to that particular corporation and when the

applicants pass the 6 (six) Stages the applicant is now can start to work.

D. Employee Hiring Process

Beccoe Corporation provides distinct training programs to train its staffs or

employees to be benefited of their skills, abilities, and knowledge. Therefore, the

willingness to learn is an essential condition to be part of Beccoe Corporation. The

employees are given on job training. It is the responsibility of the concerned manager to

guide and coach the trainees and ensure the staffs make progress in their position.
Hiring Process and Procedures

1. Personnel requisitions

Personnel requisitions must be completed to fill BECCOE Corporation positions.

Requisitions must be initiated by the department supervisor/manager, approved by the

division vice president and then forwarded to the human resource (HR) department.

Personnel requisitions should indicate the following:

 Position title.

 Position's hours/shifts.

 Exempt or nonexempt status of the position.

 Reason for the opening.

 Essential job functions and qualifications (or a current job description may be

attached).

 Any special recruitment advertising instructions.

 Job postings

All regular exempt and nonexempt job openings are posted on BECCOE Corporation

intranet and bulletin boards for employees to review. Jobs will remain posted until the

position is filled. Job postings are updated every Monday-Friday at 7:00 AM - 7:00 PM.
 2. Internal transfers

Employees who have been in their current position for at least one year may apply

for internal job openings. This requirement may be waived with the consent of the

employee's manager and the HR department.

Employees must complete the Internal Job Opening Request Form. The form must

be completed and submitted to the HR department within one week after the job is

posted.

All applicants for a posted vacancy will be considered on the basis of their

qualifications and ability to perform the job successfully. Internal candidates who are

not selected will be notified by the HR department.

3. Recruitment advertising

Positions are advertised externally based on need and budget requirements. The HR

department is responsible for placing all recruitment advertising

4. Interview process

The HR department and the hiring manager will screen applications and resumes

prior to scheduling interviews. Initial interviews are generally conducted by the HR

department and the hiring manager.

Team interviews may be conducted as needed for some positions. If a team

interview is conducted, a structured interview process is recommended. Interview

questions should be compiled by the interviewing team and reviewed by the HR

department prior to the interview. After the team completes the interview process, the

results of the interview should be forwarded to the hiring manager/supervisor for

review. The hiring manager or supervisor has the authority to make the hiring decision.

Supervisors must use the applicant summary tracking form and notify the HR

department of all interviews conducted. All applications and resumes of applicants not

selected must be forwarded to the HR department for retention.

The HR department will notify applicants who are not selected for positions at

BECCOE Corporation.

5. Reference checks, criminal background checks, and drug and alcohol testing

After a decision has been made to hire a particular candidate, an offer will be made

to that individual contingent on satisfactory completion of reference checks and

criminal background checks.

The HR department will check references for all candidates and contact final

candidates to complete a pre-employment drug and alcohol screen.

6. Job offers

If the HR department receives satisfactory results from the reference checks,

criminal background check, and the drug and alcohol screen, it will notify the candidate

to confirm the job offer.

 7. Initial start date and orientation

On an employee's start date, the employee will complete required paperwork and

an orientation with the HR department. The new employee's manager or supervisor is

responsible for providing a department orientation for the new employee.

The employee's supervisor will complete the New-Hire Checklist with new

employees and review department policies and procedures.

E. Training and Development Program

Training is program that helps the employee to learn specific knowledge to improve

their performance in their current roles. Development is more expansive that focuses on

employee growth and future performance, rather than an immediate job role.

Good training and development programs help you to keep the right people and

grow profit. The battle for top talent become more competitive, employee training and

development programs are more important than ever. Hiring top talent takes time and

money, and how you engage and develop that talent impacts retention and business

growth. For example, Great place to work found that employee development, more

than any other area, was identified by the 2014 top 100 best companies as area of

focus.

Companies grow and the war for talent intensifies. It is increasingly important that

training and development programs are not only competitive, but is supporting the
organization on its defined strategic path, and it’s not just about retention. Employee

training and development programs directly impact your bottom line. In their

predictions for 2015, Bersin by Deloitte said, “Organization with high-impact learning

delivered profit growth three times greater than their competitors. Simply put if you can

keep your employees current skilled, you can evolve and perform better than your

competitors”

F. Company Policies

Beccoe’s Company policies establish the rules of conduct within our organization, we

are outlining the responsibilities of both employees and employers. Company policies

are in place to protect the rights of workers and the employer’s business interests.

Employee Conduct

We establish the task and responsibilities for each employee to stick to as a

condition of employment. The conduct policies are in place as a guideline for applicable

employee attitude and the way they act, they proper dress code, harassment policies,

workplace safety procedures, and policies concerning computer and internet usage.

Equal Opportunity

Equal opportunity is a law where we uplift fair treatment in the workplace. Most

of the companies enforce this kind of law to avoid discrimination and affirmative action

policies.
Attendance and Time Off

Timely and regular attendance is an expectation of performance for all Beccoe’s

employees. To assure adequate staffing, positive employee morale, and to meet

expected productivity standards throughout the organization, employees will be held

accountable for adhering to their workplace schedule.

Substance Abuse

We will establish safeguards against drug and alcohol abuse to ensure a safe and

healthy working environment. Substance abuse assesses a burden on those caught up in

the abuse, but also on their coworkers. It may lead to poorer job performance and

accident risks.

Employee Code of Conduct Policy

Company employees are bound by their contract to follow our Employee Code of

Conduct while performing their works and duties.

Compliance with law

All employees must protect our company’s legality. They should comply with

safety and fair dealing laws. We expect employees to be ethical and responsible when

dealing with our company’s activities.

Respect in the workplace

All employees should respect their coworkers. We won’t allow any kind of

discriminatory behavior and harassment. Employees should conform to our equal

opportunity policy in all aspects of their work.

 Protection of Company Property

All employees should respect and care our company’s property, whether

material or intangible things.

 Shouldn’t mistreat company equipment or use it frivolously.

 Should respect all kinds of incorporeal property. This includes copyright,

trademarks and other property. Employees should only use them for the

completion of their job duties.