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A Research Methodology of Jollibee DV So
A Research Methodology of Jollibee DV So
Jollibee Dv Soria
Submitted By:
Canaza, Odessa
BSBA 3
Submitted To:
August 2013
Table of Contents
Cover Page . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i.
Year Established . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Owner . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
IV. Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
V. Recommendation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
VI. Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
I. COMPANY PROFILE
Jollibee is the largest fast food chain in the Philippines, operating a nationwide
network of over 750 stores. A dominant market leader in the Philippines, Jollibee enjoys
the lion’s share of the local market that is more than all the other multinational brands
plan in the USA, Vietnam, Hong Kong, Saudi Arabia, Qatar and Brunei, firmly
Jollibee was founded by Tony Tan and his family with its humble beginnings as
an Ice Cream Parlor which later grew into an emerging global brand. At the heart of its
of the most admired employers in the region with an Employer of the Year Award from
Philippines Award from Hewitt Associated and a Top 20 Employer in Asia citation from
Aside from promoting a family oriented work environment, the brand’s values
also reflect on their advertising and marketing. Jollibee knows their target audience very
well: the traditional family and all communication materials focus on the importance of
family values, making Jollibee the number one family fast food chain in the Philippines
A Well-Loved Brand
Customer satisfaction has always been key to Jollibee’s success. Never losing
sight of its goals, Jollibee has grown to be one of the most recognized and highly
preferred brands in the Philippines. Now the market leader among fast food chains in
the Philippines, claiming a market share that totals to more than half of the entire
industry.
Great tasting products and quality systems
Jollibee’s growth is due to its delicious menu line-up – like its superior-tasting
satisfying Jollibee Spaghetti -ably complemented with creative marketing programs, and
that work in a culture of integrity and humility, fun and family-like. Every Jollibee outlet
welcomes customers with a clean and warm in-store environment and friendly and
efficient service.
Jollibee is the largest fast food chain in the Philippines, operating a nationwide
network of more than 750 stores. A dominant market leader in the Philippines, Jollibee
enjoys the lion’s share of the local market that is more than all the other multinational
expansion plan, and currently has 80 stores outside the Philippines-USA (26), Vietnam
(32), Brunei (11), Jeddah (7), Qatar, Hong Kong, and Kuwait (1 each), firmly
Jollibee dedicated its continuous success to the Filipinos who have been there from
the very start. Jollibee is so well-loved everytime a new store opens, especially
overseas, Filipinos always form long lines to the store. It is more than home for them. It
Values
Customer Focus
Excellence
Teamwork
Mission
To serve great tasting food, bringing the joy of eating to everyone.
Milestones / History
1975
Mr. Tony Tan and his family opens a Magnolia Ice cream parlor at Cubao. This is
1978
1979
1980
1985
1986
Sales of 570 million pushes Jollibee into the elite Top 100 Corporations.
Jollibee opens 1st fast food outlet in Brunei, marking its entry into the global
market.
Balut and Ligaw TV commercials wins the Kidlat Award in the Service and
Jollibee sales hit P1.3 billion marks, first fast food chain to surpass billion-peso
sales mark.
1990
Jollibee receives the Excellence in Marketing Management Award from the Asian
Institute of Management.
The Lola TV commercial wins the Grand Araw Award and an award of excellence
Improved softserve ice cream line by offering fruit flavored ice cream.
AT PRESENT.
Jollibee opens its 400th store in Intramuros. JOLLIBEE wins Award of Excellence
campaign).
1. As one of the known fast food chain in the city, Jollibee Dv Soria seeks to
satisfy their customer not only with the products they offer but also through their
style towards their customer due to such actions, the tendency ao a decline in their
Soria, is required to set their standards but an employee who has a slow response to
work request & an untimely completion of assignments is a factor that can cause
them to reach their standards. By that the overall outcome of the company’s
productivity is affected & might be the reason for them to lose their edge in the
competition.
Dv Soria of Cagayan de Oro City promotes a family oriented work environment. Yet,
newly hired employees somehow manage to avoid their coworker or having the
must look for a definite solution to finally put an end to such short-comings.
Before solving those problems that occur in the organization the HR or the assigned
manager must first analyze what must needed to be done, what are the reasons for such
trainings, the goals & strategies, why they need to undergo training and who needs to be
trained.
1. Organizational analysis
2. Task Analysis
the employees performs their work. Jotting down notes regarding to what
3. Person Analysis
The final phase of the TNA (Training Needs Analysis) is the person
analysis. The HR/the assigned Manager can’t complete the TNA without
these information the HR/Manager will now know whether he or she needs to
be trained.
There are other factors that contributes to the TNA which is also useful for an
organization to use as a tool in gathering the required information that aids them in
feedback of the employee and how ready they are to engage in such
activity.
training and must look for a place where everybody can focus with all
After gathering all the relevant and needed information, the second approach
The important factors that the HR/Manager must consider is not just how to
deliver the activity but also in documentation, reserving the appropriate space,
Note :
METHODS/ACTIVITIES
1.Developing interpersonal 1.Exhibit the required skills that 1.Lectures For facility For Resource Following
2.Work efficiency 2.Develop knowledge in time 3.Team-building sessions 1.choice of 1.Accomodation must be given
4.Conflict Resolution 3.Enhance their communication 5.Solving situational OJT/Off-Site many fields approval from
training )utilize the
skills. problems. (knowledgeable) the Finance
possible resources
4.Able to adopt the work 2.Good Delivery Department.
to minimize cost.)
4.Pencil
5. Snacks &
Meals
c. Implementing the training – THIRD APPROACH
Putting the plan in-action is the third approach that the HR must do. It is the
most hardest part among the 4 training cycle. One small step may lead to the failure
of the program or a success, but, all must prefer the latter. So the HR/Manager
They said that the success of the training is on the hands of the
trainer, well, I agree with that statement. Trainers that are not
prepared mentally & physically can also jeopardize everything & all
the preparations for the training session would be put into waste. See
his/herself, greeting the participants, explaining why they are here &
work setting)
Must use different approaches/teaching techniques.
The last approach that completes the training process is the evaluation part. This
is the time where trainees are handed out an evaluation form at the end of the session.
By this the HR/Manager will know if further improvements must be done by the
This is a stage where not only trainers, facility & how the
2. Behavior Changes
score they’ve got from an exam, but also through their behavior how
assignments.
The methods used in solving this given problems are by orderly following the
4 training cycles.
for if the 4 Training Cycle is applied properly it would surely result to a satisfactory
outcome.
V. RECOMMENDATION
matching solutions. It’s not advisable to choose only 1 amongst the 4 given
solutions for they are all interrelated with each other. They need to be used
needs training, and to be able to meet with their expectations the HR/Manager
VI. CONCLUSION
employees under it to develop and eliminate the factors that hinder them
failure.
its employees from time to time, giving them the trainings they needed to