Lyceum of The Philippines University Cavite Management Aspect

LYCEUM OF THE PHILIPPINES UNIVERSITY CAVITE
CHAPTER 2
MANAGEMENT ASPECT
2.1 Business Profile
A business profile is a component of a firm's business plan that gives potential
consumers and investors an overview of the company. It is a well-written document that
provides an outline of the company’s mission, vision, values, and objectives. It provides
a general summary of a company's operations, as well as a glimpse into its business
strategy. It also offers the users an indication of where the company is heading. A
business profile is often referred to as "company's curriculum vitae” as it demonstrates
a company's capabilities and qualities.
2.1.1 Business Name
The Greek word “Philia” is the name of the business, which means love
or affection. The business name concept emanates from the term “biophilia,"
which was popularized in the 1960s by psychoanalyst Erich Fromm. It describes
the innate human need to connect with the environment and other living things.
Its direct translation is "love of life." Biophilic design, which uses natural
materials, forms, and concepts to preserve a sense of connection within the
constructed environment, is based on this principle. Research has shown that
biophilic design can help with cognitive, physical, and psychological well-being.
The Philia company uses biophilic design in all its workplaces to boost employee
welfare and productivity while also encouraging interactions between humans
and the environment.
COLLEGE OF BUSINESS ADMINISTRATION

2.1.2 Company Tagline
“Unleash the modern green.” The company tagline adopts the imperative
type of tagline. Imperative taglines command its consumer to take a certain
action that would make a significant impact in relevance to the brand’s
mission. Aside from earning a profit, Philia company also wants to encourage
and promote vertical farming in urban spaces.
2.1.3 Company Logo
The business logo represents the vertical greenhouse farm of the Philia
company. The company is dedicated to propagating organic and fresh products
in the city with minimal land consumption yet ensuring its quality and optimal
yearly production. The dark green color signifies nature, while white-lined
colors indicate cleanliness.
Figure 1: Company Logo of Philia Inc.

2.2 Type of Business Organization
The Philia company will be organized as a corporation. It is a legal entity that is
independent and distinct from each of its owners or incorporators. It has legal rights and
obligations comparable to those of an individual, and each element of the corporation
will benefit from them. Since a corporation’s nature has its own distinction, it will be
easier for the company to raise fund by issuing stocks to each investor and involve a
large amount of capital to operate the Philia company. Moreover, owners are protected
from their personal liability in the event of a lawsuit since the nature of a corporation
operates independently.
2.3 The Incorporators
The names, nationality and residences of the incorporators are as follows:
NAME NATIONALITY RESIDENCE
Ratificado, Jean Filipino Philippines
Carcer, Alyssa Nicole Filipino Philippines
Santiago, Reina Neth Filipino Philippines
Negros, Princess Lyca Filipino Philippines
Diaz, Louieh Jay Filipino Philippines
2.4 Management Style
The Management by Walking Around Style of Working is adopted by Philia as
it provides an open and friendly environment for both managers and staff. Management
by wandering is a type of corporate management wherein managers randomly roam

around the workspace, monitoring in with the staff, equipment, and the ongoing project's
status. Managers listen to their employees' ideas and concerns while moving about such
an office or facility. This management style responds to concerns or issues raised by
taking immediate and fair action.
2.5 Mission Statement
Philia company mission is to furnish a wide array of commercially viable and
organic agricultural crops with the intention to unravel matter concerning food and land
deprivation.
2.6 Vision Statement
Philia company envisions to foster a harmonious ecological equilibrium between
human and nature through the integration of innovative and modern agriculture.
2.7 Our Values
P – Propagate naturally L – Love of Life
H – Harvest abundantly I – Indoor Planting
I – Independent-based A - Agronomy
2.8 Objectives of the Company
Philia company aims to ensure that major cities have access to sustainable food
sources exclusive of reliance on pesticides, herbicides, fertilizers while allowing the
revert of agricultural land to its natural state. To successfully achieve the company’s
vision, this study shall serve the following company objectives:
1. To provide an adequate source of freshly grown products to a highly dense city.

2. To divulge innovative and modern farming techniques bound to reduce carbon
footprint while optimal production escalates.
3. To restore the ecological balance between humans and nature by incorporating
biophilic design in a structured environment.
2.9 Organizational Chart
Figure 2: Organizational Chart

The organizational structure of Philia Corporation is depicted in the diagram,
from top to bottom management. The business type agreed by the incorporators is
Corporation due to the intricacy of the objective of the venture.
The General Manager will supervise the organization to achieve its objectives
and fulfill its mission for the greater good, which will be aided by the Production
Manager, Food Safety Manager, Integrated Pest Management, Marketing Manager,
Human Resource Manager, Finance Manager, Warehouse Manager, and their staffs.
More personnel will be hired for their assigned functions such as Production workers,
Facilities Technician, Machine Mechanic, Factory Helper, Safety Officer, and Delivery
Driver under Production Manager. Farmer or Grower would be hired under Integrated
Pest Management. Then Marketing Staffs under Marketing Manager. Under Human
Resource Manager would be Human Resource Staff and Company Nurse. Meanwhile,
Chief Accountant and Accounting Staffs would be under Finance Manager. And
Security Guard would be hired through an agency under Warehouse Manager.
2.10 Job Description and Job Qualification
2.10.1 President
Job Description
• Holding meetings with members of the board and other
executives to analyze the company's direction, set short and long-
term aims, strategies, and initiatives to guarantee that the
corporation's stated mission is being fulfilled.

• Overseeing the company's entire operation and ensuring that all
targets are accomplished following the firm's operations plans.
• Managing finances, personnel, and executives, as well as
assessing the company's financial performance.
• Fostering business investment through cultivating and sustaining
relationships with community and industry experts.
• Managing risks linked with fund investments, supervise cash
management activities, implement capital-raising strategies to
support a company's growth, and deal with acquisitions and
mergers.
Job Qualification
• A bachelor's and master’s degree in business administration or a
similar field.
• More than 10 years of industry experience obtained in a variety
of responsibilities and roles.
• Knowledge of diverse industries' financial and operational
aspects.
• Persuasive and clear communication abilities for addressing
topics and dealing with direct subordinates, as well as presenting
choices and policies to others both inside and outside the business
• Problem-solving abilities for identifying and addressing
organizational difficulties and putting solutions into action.

2.10.2 Executive Secretary
Job Description
• Arranging and organizing meetings, taking down notes and
documenting the entire meeting.
• Providing the executives with top-level administrative
assistance and support.
• Managing travel and accommodations of the executives.
• Collecting and examining e-mail and memos, summarizing its
contents, and distributing to authorized personnel.
• Maintaining accurate records and other similar duties inside the
office.
Job Qualification
• A bachelor's in business administration or a similar field.
• Excellent communication and multi-tasking skills.
• At least one year of experience as an clerical secretary or similar
job.
• Certification gained or any other administrative credentials is
advantageous.
• Expertise in Microsoft Office and other associated software.
2.10.3 General Manager
Job Description
• Managing the day-to-day operations of the company.

• Planning and enforcing strategic plan.
• Analyzing financial and accounting data, as well as managing
risks investments of the company.
• Examining the industry trend and conducting extensive study of
potential opportunities.
• Supervising and training lower manager and staff
Job Qualification
• MA in Business Administration or a related field.
• At least 5 years of previous experience as a General Manager.
• Broad knowledge of business functions and aspects.
• Excellent leadership and communication abilities.
• Excellent work ethic.
2.10.4 Hydroponic Production Manager
Job Description
• Managing harvest schedules and coordinating with the farmer
and the facilities management to maximize production
efficiency.
• Implement quality control programs and track productivity rates
and product standards.
• Monitor production processes and make necessary adjustments
to timetables.
• Motivating, assisting, and advising production personnel.

• Regularly communicating with upper authorities about hurdles
that affect production.
Job Qualification
• A degree in business management and/or agricultural education.
• Management experience for at least 3 years in the field.
• Exceptional organizational and time management skills.
• Ability to solve problems quickly and efficiently.
• Excellent verbal and written communication skills.
2.10.5 Food Safety Manager
Job Description
• Develops and implements food safety programs and processes
under business, national, regional, local, and municipal
requirements.
• Establish simple and clear instructions and conducts safety
practices training.
• Conducts food safety audits to discover standards violations.
• Collects data and prepares reports that show trends and point up
potential issues.
• Works with cross-functional teams to establish a safety culture
throughout the company. HACCP, GMP, and other industry
standards, concepts, and techniques are all applied.

Job Qualification
• A bachelor's degree in food science, a related subject, or an
equivalent is usually required, and certification in Hazard
Analysis and Critical Control Points (HACCP) would be
beneficial.
• More than 5 years of experience as an individual contributor in a
relevant field.
• Supervisory experience of at least three years may be necessary.
• Thorough understanding of the department's and function's
processes.
2.10.6 Warehouse Manager
Job Description
• Responsible for managing the receipt, delivering, and storing of
items in the facility.
• Ensure that warehouse equipment is used efficiently and safely.
• Maintaining and keeping accurate records of warehouse
activities.
• Setting operational procedures and controls.
Job Qualification
• A minimum of 5 years of warehouse management experience.
• Thorough knowledge of warehouse management systems such
as inventory management and inventory control.

• Ability to operate a forklift safely.
• Computer skills are essential.
• Excellent leadership, interpersonal, organizational, multitasking,
problem-solving skills, writing and vocal communication
abilities.
2.10.7 Integrated Pest Management
Job Description
• Recognize pests and illnesses, as well as their treatments.
• Ability to create and implement IPM strategies, systems, and
protocols to avoid pest infestations on plants.
• Proficiency with pesticides and biological controls, particularly
in terms of modes of action and application strategies.
Job Qualification
• Acquired a pesticide applicator certification or an equivalent
license or expertise.
• At least 5 years of experience in the same role as an Integrated
Pest Management Manager.
• Working experience in Organic Farms (Vegetables, Plants,
Fruits).
2.10.8 Farmer/Growers
Job Description
• Nourishment, horticulture, and propagation of plants.

• Meet production needs by keeping the environment and growth
elements consistent throughout the plant's life cycle.
• Maintaining a crop timeline to guarantee that all plants are treated
on time to promote optimal health and growth.
• Reduce farm environment variance by monitoring and adjusting
irrigation, nutrition, lighting, and climate to improve plant health
and productivity.
• Communicate with the production manager regarding crop
dilemmas, transplant times, and harvest schedules.
Job Qualification
• Considering vertical farms grow crops using hydroponic or
aeroponic technologies, most grower positions require knowledge
and experience of these systems.
• This position would suit someone with a green thumb who is also
a great team player and communicator.
• This position is appropriate for someone who enjoys gardening
and taking care of plants.
2.10.9 Factory Helper
Job Description
• Plant propagation items in vertical towers, according to their
microenvironment.
• Disinfect planting equipment and areas.

• Plant harvesting
• Work with farmers and facility personnel to optimize production
efficiency by sticking to harvest schedules.
Job Qualification
• Must have completed high school.
• Ability to work as part of a team, manage and operate machines
• Patience and the ability to remain calm in stressful situations are
required.
2.10.10 Production Workers
Job Description
• Maintain warehouse equipment, especially machines, for quality
and upkeep.
• Ensure that the goods and products are subjected to extensive
quality assurance testing.
• Maintain adequate warehouse storage for material and product
inventory.
• Deliver supplies, finished goods, and packages to predetermined
destinations.
Job Qualification
• A high school diploma or a GED
• Previous industrial experience of at least one year is
advantageous.

• Excellent communication abilities and capable of working as part
of a group
• Physical dexterity is important.
2.10.11 Machine Mechanic
Job Description
• Assembling, installing, and testing of new machineries and
equipment.
• Regular inspection of machineries.
• Identify and repair defective or damaged parts of machines.
• Has broad knowledge and skills in performing job as to hand tools
and power.
Job Qualification
• A high school diploma or a GED
• Experienced in mechanical engineering and manufacturing.
• Capacity to respond quickly and effectively in an urgent
situation.
• Well-organized with an eye for the smallest of details.
2.10.12 Facilities Technician
Job Description
• Must be familiar with electrical HVAC/plumbing.
• Must know to operate and utilize forklifts, scissor lifts, and
different forms of storage equipment.

Job Qualification
• A high school graduate with maintenance or system experiences
for at least 3 years.
• A certificate of expertise or any other credential is advantageous.
• In-depth knowledge of Heating, ventilation, and air conditioning
(HCAV), plumbing, and electrical equipment.
2.10.13 Safety Officer
Job Description
• Assisting and training on a wide range of safety-related topics
• Enforcing and adhering to health and safety requirements.
• Conduct a risk assessment and implement preventive measures.
• Verify and update current rules and procedures to ensure they
are by legislation.
• Recognize dangerous waste and appropriately dispose of it.
Job Qualification
• A bachelor's degree or an associate degree
• Verifiable proof of expertise.
• Proven experience as a safety officer.
• Ability to draft health and safety reports and recommendations
• Knowledge in data analysis and statistics compilation
2.10.14 Marketing Manager
Job Description

• Leading and collaborating with partners or teams, particularly in
the execution of marketing projects from inception to end,
leveraging internal resources, and promoting cooperation.
• Develop effective plans, analyze various customer insights,
consumer trends, market analyses, and best marketing practices.
• Determine the business’ target consumers, arrange the
positioning, and create marketing plans with precise goals for
various channels and segments.
• Create, manage, and run analytics reporting across various
platforms, extracting critical information for future campaign
creation and go-to-market strategies, along with formal proposals
and tactical suggestions.
• Communicate with executives about marketing initiatives,
strategies, and budgets by presenting ideas and final deliverables
to internal and external teams.
Job Qualification
• Bachelor's degree in marketing or any similar course.
• A master's degree in a relevant field will be advantageous.
• At least two years’ experience as a marketing manager.
• In-depth knowledge of marketing management
• Excellent communication, creativity, and problem-solving skills
2.10.15 Marketing Staff

Job Description
• Assist with the day-to-day execution of marketing campaigns,
promotions, and sales assistance, as well as a range of marketing
activities that promote brand recognition, trial, and distribution.
• Organize public relations and outreach efforts, such as news
releases, awards, business announcements, and speaker ideas.
• Measure and report marketing campaign performance, acquire
insight, and evaluate against goals.
• Assist in gathering, analyzing, and presenting a brand,
competitor, trend, and data insights.
Job Qualification
• A bachelor's degree in business administration major in
marketing management or a closely related course.
• Proven experience as a marketing assistant.
• In-depth knowledge of office management and marketing
fundamentals.
• Ability to multitask and meet deadlines.
• Exceptional communication skill.
2.10.16 Human Resource Manager
Job Description
• Establish and execute orientation and training programs to assist
with recruiting efforts and to prepare workers for responsibilities.

• Oversee, improve, and implement employee standards and
processes, utilizing and enhancing HR's current and suggested
systems and processes.
• Maintain and improve employee benefit programs, such as
payroll, health insurance, expenditures, vacation, and other perks.
• Schedule management meetings with workers, hear and resolve
employee concerns, train managers to coach and reprimand
employees, and counsel employees and supervisors to plan,
monitor, and evaluate HR operations.
• Prepare, update, and recommend human resource policies and
procedures to maintain management guidelines.
Job Qualification
• Must possess at least a bachelor’s degree in Business
Administration major in Human Resource Development
Management or a closely related field.
• At least 3 years of working experience as a manager
• Communication, writing, interpersonal, and ethical mentality are
all exceptional.
• Problem-solving and conflict-resolution skills are strong suits.
• Extensive knowledge of HR policies and systems.
2.10.17 Human Resource Staff
Job Description

• Documenting grievances, terminations, absences, performance
reviews, salary, and benefits.
• Involved in recruiting, employing, and training new employees.
• Posting job vacancies and gathering information on new
applicants.
• Contacting references and alerting employees of their hiring
status.
• In charge of everything from planning the office holiday party to
making travel arrangements for company executives.
Job Qualifications
• A Bachelor's Degree in business administration major human
resources or a similar field
• Communication, writing, interpersonal, and ethical mentality are
all exceptional.
• Problem-solving and conflict-resolution skills are strong suits.
• Basic understanding of labor laws and of HR policies and
systems.
2.10.18 Company Nurse
Job Description
• Provides basic healthcare services.
• In charge of delivering general first aid when needed, as well as
assessing and promoting staff health hazards.

• Seek to increase client retention and reduce healthcare
expenditures.
• Work a full-time, 8-to-5 shift and report to the office manager.
Job Qualification
• A diploma from a nursing school.
• Basic occupational health and safety postgraduate degree.
• Working as a company or as a regular nurse is a plus.
• Comprehensive Occupational Health and Nursing Clinical
Training.
• A kind and compassionate demeanor.
2.10.19 Finance Manager
Job Description
• Examines day-to-day financial activity and offer advice and
direction to higher management on long-term financial strategies.
• Provides significant business decisions.
• Reviews financial reports, overseeing accounts, and producing
financial predictions.
• Look for ways to boost profits and assess markets for business
prospects including expansion, mergers, and acquisitions.
Job Qualification
• Excellent problem-solving skills, as well as strong analytical
skills, business process comprehension, and system optimization.

• Finance or accounting bachelor's degree.
• Familiarity in financial planning and analysis, investment
banking, company administration, or management consulting.
• Ability to analyze data and make relevant and wise management
decisions.
2.10.20 Chief Accountant
Job Description
• Oversee and manage the whole accounting department.
• Detect and address any compliance concerns before they become
a problem.
• Ascertain that all required documents are sought, gathered, and
compiled with accuracy and correctness.
• Examine both company and individual tax returns and provide tax
advice to business owners and members of the public
• Supervise and train subordinate employees, clerks, and
bookkeepers.
Job Qualification
• A degree holder in a relevant discipline and a Certified Public
Accountant.
• Minimum of 2 years of managerial experience and a minimum of
5 years of experience as a CPA in a corporate context.
• Extensive knowledge in corporate and personal taxation.

• Consistent, accurate, and comprehensive, with a keen eye for the
finer points
• Computer abilities, especially Microsoft Office and databases, are
exceptional.
2.10.21 Accounting Staff
Job Description
• Keep accounting records and files up to date.
• Create expense reports and analyze budgets.
• Examine tax policies and procedures, as well as the processing of
tax payments and returns.
• Examine transactions with both internal and external parties.
• Work with the Chief Accountant to enhance and report financial
processes.
Job Qualification
• A bachelor's degree in accounting is required; a master's degree
is preferred.
• Similar experience as a Staff Accountant or in an accounting-
related function
• Excellent Microsoft Office Word and Excel skills; excels at
spreadsheets.
• An understanding of an accounting information system is
advantageous.

2.10.22 Delivery Driver
Job Description
• Delivers goods and vegetables to a range of locations, including
those that are far away.
• Follows the agreed-upon delivery schedule and plans the most
efficient routes.
• Secures the items and products in place before departing and
monitors the voyage, including the safe arrival.
• Records the timestamps of the whole route, as well as rest stop
durations, kilometers traveled, fuel, repair, and toll charge.
Job Qualification
• Must have completed high school and has professional driving
experience within the preceding three years. .
• Clean driving records.
• Capable of making quick, safe decisions with minimal
supervision and adapting to constantly changing working
conditions.
2.10.23 Security Guard
Job Description
• Regularly inspect and patrol the premises.
• Secure all exits, doors, and windows.
• Surveillance cameras should be checked often.

• Respond swiftly to alarms and aid individuals in need.
• Submit daily surveillance activity reports, as well as any
suspicious activity reports.
Job Qualification
• A high school graduate with at least three years of experience as
a security guard
• 30 years old and above
• Took self-defense and first-aid/BLS classes
• Well-versed about legal guidelines of local security and public
safety requirements
• Superior monitoring and observation skills

2.11 Projected Salary
No. of Semi-
Position Monthly Annually Total
Employees Monthly
Executive Group
President/CEO 1 24,500.00 49,000.00 588,000.00 588,000.00
Executive Secretary 1 10,000.00 20,000.00 240,000.00 336,000.00
General Manager 1 19,000.00 38,000.00 456,000.00 456,000.00
Hydroponic Production
1 16,000.00 32,000.00 384,000.00 384,000.00
Manager
Food Safety Manager 1 12,500.00 25,000.00 300,000.00 300,000.00
Integrated Pest Manager 1 12,500.00 25,000.00 300,000.00 300,000.00
Farmer/Growers 4 7,000.00 14,000.00 168,000.00 672,000.00
Production Workers 4 6,500.00 13,000.00 156,000.00 624,000.00
Machine Mechanic 1 6,500.00 13,000.00 156,000.00 156,000.00
Facilities Technician 1 6,750.00 13,500.00 162,000.00 162,000.00
Safety Officer 1 6,625.00 13,250.00 159,000.00 159,000.00
Factory Helper 2 6,500.00 13,000.00 156,000.00 312,000.00
Delivery Driver 2 7,000.00 14,000.00 168,000.00 336,000.00
Marketing Manager 1 14,000.00 28,000.00 336,000.00 336,000.00
Marketing Staff 2 10,000.00 20,000.00 240,000.00 480,000.00
Human Resource Manager 1 14,000.00 28,000.00 336,000.00 336,000.00
Human Resource Staff 2 10,000.00 20,000.00 240,000.00 480,000.00
Company Nurse 1 12,000.00 24,000.00 288,000.00 288,000.00
Finance Manager 1 14,500.00 29,000.00 348,000.00 348,000.00
Chief Accountant 1 15,000.00 30,000.00 360,000.00 360,000.00
Accounting Staff 2 11,000.00 22,000.00 264,000.00 528,000.00
Warehouse Manager 1 12,000.00 24,000.00 288,000.00 288,000.00
Security Guard 1 6,500.00 13,000.00 156,000.00 156,000.00
Php
Total
8,309,000.00
Table 1: Annual Projection of Employee’s Salary

2.12 Business Policy
2.12.1 Hiring Process
The Philia company believes that choosing the best employee to occupy
a corporate job is critical to the company's success. The Philia company will hire
the ideal person who will have a significant influence and will lead the company.
If an individual yearns for a job position, the applicant must complete the
following procedures:
1. Application. Every vacant job in the Philia company should demand the
preparation of a resume from any applicant interested in working there.
The resume must contain the title of the job position, abilities and
qualifications for the job, and any other credentials.
2. Resume Screening. The Philia company management will look over the
employee's resume to see an applicant has the skills and characteristics
beneficial to the company. The management will select the employee
who will be ready for the screening as they evaluate the applicants.
3. Screening Call. The management will contact the candidate and ask them
questions about the position they are applying, in preparation for any
circumstance that may result in an interview.
4. Assessment test. The management will perform a practical skill test to
see if the employee's abilities and capacities meet the requirements for a
particular job position.

5. Face to Face Interview. If it is in the company's best interests, the
company will call the employee and set up an interview to discuss and
learn more about the person's qualities. The company will review the
employee's background check and references. If everything appears to be
in order, the employee will be notified during the interview and will
negotiate the position and provide the salary that the employee desires.
2.12.2 Training Policy
The Philia company shall conduct training plans to improve an
employee's performance towards the work they assigned to. The Philia company
has a training program for all of its employees in order to develop each one's
abilities. Every employee receives training for days or weeks at a time during
the year. Employee training that maintains and improves their abilities, making
them more informed, adaptable, and productive. On occasion, the Philia
company may hire and engage some specialists to teach and train the workers.
In this case, the Philia company will be responsible for the full cost, and they
will not be obliged to take time off. The program might include attendance
records. This sort of training and development includes the following:
a. The farmers will be able to discern the parameters of the nutrients
required for the optimal growth of the plants will help them precisely
measure the needed requirement nutrient substances needed in the plant.

b. Internal specialists of the organization would also undergo thorough
training. Those employees are provided training to assist them to prepare
for promotions, transfers, or greater responsibilities.
2.12.3 Performance and Evaluation Policy
Philia company’s performance evaluations are part of the management
that needed to track the performance of each employee. The managers use this
to assess how the employee accomplishes the work. The company has created a
policy that applies to all employees. The management discusses how employees
evaluate performance and provides managers lead their teams and assess
employee performance. The evaluation cycle is independent of the merit salary
increase process. However, a recent performance evaluation (within the last
twelve months) is expected to support merit wage modifications and grade
changes.
1. The Philia company will have a yearly evaluation for the employees.
The employee will see the result of their results one by one through email
or for some employees the result will be discussed with the Human Resource
Department or by the Elected Official. The evaluation of the employee is
observed by the Elected Official or the Human Resources so the employee
knows if the result will be biased. The Elected official and the department
heads will completely represent to each employee the result of their
evaluation based on the performance they have. If the employee is due for
an assessment on their work because of a demotion, promotion, or

completion, the evaluation will be presented by the employee earlier on the
other employee.
2. Personal Growth Plan
An individual development plan (IDP) is a document created by the
individual for the following evaluation period, typically one year. To align
individual goals with organizational goals and job obligations, the supervisor
discusses and reviews the plan. They also examine other ways to achieve the
goal. At the conclusion of the year (or another period), this plan is reviewed
to see how many goals have been met and what new objectives and plans are
in store.
2.12.4 Promotion Policy
The employee’s improvement and promotion policy outline the company
procedures for advancing and promoting employees inside the company. The
organization shall reward an employee for their hard work. Employees will be
promoted depending on their performance and workplace behavior. One must be
able to have the best performance, or the performance of the employee result can
be reasonable to be promoted given the requirements:
• To be eligible for promotion, an employee must have performed well in
the last two review cycles.
• The employee must possess the abilities and characteristics that are
appropriate for the promoted position to which they will be assigned.

• The individual must have the personal motivation and willingness to take
on the increased responsibilities that come with the promotion.
The criteria that the company considers is the overall scope of an
employee's profession. Managers should refrain from making promotion choices
based on recent or trivial occurrences. The manager will keep a log of significant
incidences that they may want to examine when promoting one of their team
members. Thus, the company will not permit promotions based on the following
criteria:
• Performance measurements or assessments do not support managers'
subjective views.
• Discrimination as to the employee was accepted over for a promotion
because of his background.
• Employees will take advantage of their managers, or managers will take
advantage of their employees.
• Promoting an employee based on personal interests rather than
performance or background.
2.12.6 Contract and Confidentiality Agreements
This contract is established on the __day of ____ in the year of ____,
between Philia Corporation and [employee name] of Pasay City. Considering
that both the Employer and the Employee are interested in retaining and
providing the Employee's services, the terms, and conditions of this agreement

are unambiguous. Considering this common agreement, the parties accept the
terms and conditions set forth in the following:
1. The Employee must perform the duties and obligations given to them
through the Employer with integrity and to the utmost of his or her
abilities while adhering to all corporate policies, rules, and procedures.
2. The Employee will be paid Php__ [per hour/year] for their services,
depending on their position and will be evaluated quarterly or annually.
Work deductions will be made on all payments. (BIR, SSS, and
PhilHealth)
3. The Employee may join any of the Employer's benefit schemes being
offered. These benefits are only available after the worker's initial pay.
4. The employee may take the following paid time off: [Vacation time]
[Sick/personal days] [Bereavement leave may be provided.
The company can amend any paid time off restrictions at any moment.
The Employee must return all Employer property upon termination.
• Non-compete and confidentiality. As a worker, the employee has access
to sensitive information owned by the Employer. Employees may not
disclose this information to third parties. During the employment with
the Employer, employees may not work for a similar or competing
employer. Employee must fully disclose all other work connections to
employer and may pursue other work if it (1) does not impede with ability

to meet obligations, and (2) does not promote a competitor of the
employer.
The employee must also refrain from seeking business from any
of the Employer's clients for at least [period]. Unemployment benefits
are not paid until [time] after loss of work.
1. Entirety. These terms and conditions supersede any earlier verbally or in
writing agreements between the parties. A written consent from both
parties is required to alter this agreement.
2. Legal permission. Employee certifies that he or she is legally permitted
to work in [country name]. The Employer needs this documentation for
legal reasons.
3. Severability. No portion of this agreement is void or unenforceable, and
the parties agree that the remaining clauses remain in full force.
4. Jurisdiction. This contract shall be governed by the laws of [state,
province, or territory].
The Employer has carried out this contract in accordance with
procedures, with the permission of official business representatives and with the
Worker's approval, granted hereby in writing, in witness and agreement whereof.
2.12.7 Leave of Absence
Philia company shall grant all its employees of a privileged to file for a
work leave. A right provided to employees under law and Executive Order No.
292, Rule XVI. Procedures for submitting and processing leave requests:

1. When taking a leave of absence, employees must use CSC Form No. 6,
which must be filled in full in duplicate original copies.
2. The authorized official approves or rejects the application in accordance
with the rules regulating responsibilities and authority delegation.
3. The Personnel Division processes the application and certifies leave
balances.
4. A copy of the completed application is sent to the employee each month,
and one is stored at the Personnel Division as a reference.
Employees may file for a leave in any of the following:
1. In case of illness or incapacity, employees are entitled to sick leave. Upon
returning to work, employees must submit a sick leave application. Sick
leave requests of five (5) days or more require a medical certificate.
Employees whose sick leave requests are authorized but not reported
with the Personnel Division by the sixth working day are penalized.
2. Vacation leave is a leave of absence offered to an employee for personal
reasons. Unpaid vacation is considered as a service gap.
3. In addition to vacation and sick leave, all workers who have worked for
two (2) years or more are entitled to sixty (60) calendar days of paid
maternity leave.
4. Married male employees are entitled to seven (7) days of paternity leave
for each of their lawful spouse's first four deliveries. It's non-
accumulative and non-transferable.

2.12.8 Salaries and wages
a. Monthly Salary
According to the Department of Labor and Employment,
Philia Corporation's direct and indirect employees must be paid a
minimum wage. Each classified position has a salary range that includes
a minimum, midpoint, and maximum salary rate that can compete with
external labor market rates and corresponds to the enterprise's ability to
pay; and adequate interactions within state government employment to
maintain internal equity, based on similar employment in the defined
labor market. Hourly employees such as Farmers or Growers, Production
Workers, Factory Helpers, Safety Officers, and Security Guards will be
paid. Direct employees will work for eight hours a day, with a one-hour
lunch break.
b. Gross Annual Pay
The yearly gross salary of Philia Corporation personnel is made
up of the employee's annual salary before deductions plus the 13th month
pay. Philia Corporation takes a unique way of calculating salaries based
on employee working days.
Administrative employees have only five working days per week, or a
total of 270 days per year, depending on the project's state, whereas field
workers have a total of 324 working days per year. Every employee will
also be compensated for the thirteenth month at the same rate as their

monthly income. The total salaries of Philia Corporation's employees
will be allocated Php __ each year, including the thirteenth month pay.
c. Compensation
The Philia Corporation has made it a policy to compensate its
employees adequately to encourage high performance and preserve the
labor market competitiveness required to recruit and retain qualified
people. The corporation's pay period will be on the 15th and 30th days
of each month, as is standard. Employees must provide their bank
account numbers to the company in order for salary payments to be made
through bank transactions.
d. Work Pays
The minimum wage would be Php 465, with a Php 10 COLA
(Cost of Living Adjustment) and a Php 25 Basic Wage Increase under
W.O. No NCR-17 incorporated into the basic pay, bringing the total to
Php 500.00.
e. Basic Pay
Basic compensation from the Philia Corporation will range from
Php 465 to Php 1, 500 per day. Employee wage rates will vary depending
on the scope of their responsibilities and the level of education
completed.

f. Overtime Pay
Overtime pay pertains to extra compensation for labor completed
outside of the regular working hours of eight hours each day.
g. Back Pay
Back pay refers to prior salaries and benefits (bonus, increment,
overtime, and so on) to which an employee is entitled due to a
retrospective increase or employment practices (such as dismissals or
denial of promotion) that have been found unlawful by a court or
tribunal. HR deletes the employee's name from the payroll automatically,
so he or she is not paid for the days worked from the prior payroll to the
date of resignation. Pay is calculated manually, which can take a long
time because it must be confirmed and approved by management.
2.12.9 Holidays
a. Regular Paid Holiday
Holiday pay is the daily compensation paid for any normal holiday
missed. Nonworking regular holiday employees are entitled to their base wage.
Those who work on a holiday will be double compensated. Employers must
observe any Presidential Proclamation or Congressional Bill proclaiming days
as ordinary holidays, special days, or special working holidays. Executive Order
No. 292, as revised by Republic Act 9849, provides for only twelve ordinary
holidays per year.

b. Premium Pay
Premium pay refers to additional compensation for labor accomplished
in under eight hours on non-working days such as rest days and special days.
Under Executive Order No. 292, as amended by Republic Act. 9849, the
Philippines shall honor three special days each year, unless otherwise modified
by law, order, or proclamation. Thus, Philia company shall adhere to this
government labor policy, giving premium pay to those who labor on non-
working days.
2.12.10 Attendance Policy
Each employee at Philia Corporation is accountable for punctual and
consistent attendance. Employees are expected to be at work on time, ready to
work, and on schedule. Employees are also expected to stay at work for the
whole of their shift. Arriving late, leaving early, or missing other scheduled
hours is inconvenient and must be avoided. This policy does not apply to
absences or leave taken as a reasonable accommodation under the People with
Disabilities Act (PDA). These exceptions are covered by their own policies.
2.12.11 Thirteenth Month Pay
Under Presidential Decree No. 851 signed by President Ferdinand
Marcos, thirteenth month pay stated that all employers must pay, not later than
the 24th day of December, all of their employees receiving a monthly basic
salary not exceeding Php 1,000. Under this decree, Philia will give thirteenth
month's pay to their employees as part of the company's business policy.

Employees working within a year or more than are eligible to receive the
thirteenth month's bonus. Nonetheless, Philia is required to comply with these
for the worker's benefit.
2.12.12 Recognition Policy
The purpose of the recognition policy of Philia is to remember and
reward the employees who showed better expectations and performance of their
work. Aside from giving recognition, the company will also repay its hard work
through monetary and non-monetary compensations. Some of the rewards are as
follows:
• Adherence Reward - given to employees who worked for the company
for 15 years or more. Aside from a certificate of recognition, the
employee will also receive monetary compensation, as well as free travel
or vacation trips to their chosen country.
• Farmer of the Year Award- given to the chosen farmer who showed a
hardworking performance and a never-ending dedication to their work.
The rewards given for them are a scholarship grant for their children and
monetary compensation.
• Excellent Leadership Award- this award is given to the chosen and voted
manager who did responsible and effective work. Aside from receiving
a certificate, they will also receive monetary compensation or a gift.

• Perfect Attendance- given to the employee who attended work for a
whole working month at the exact time, as well as left at the exact out
time. They will receive a certificate and a monetary reward or a gift.
• Group of the Year- given to the department who showed teamwork,
cooperation, and encouragement throughout the whole working year.
They will receive monetary rewards, certificates, and trophies, as well as
gifts.
2.12.13 Employee Misconduct
Rules of conduct for Philia employees are designed to foster the
professional and organized operation of the company that protects the rights of
all employees. Violations, therefore, shall be regarded as cause for disciplinary
action. Ignorance of the policy shall not justify the exemption for violation. Each
employee must be aware of the guidelines and policies. These rules are not all-
inclusive, and further departmental regulations may exist. Hence, employees are
required to grasp and abide by these rules as well.
Misconduct can include the following, but is not limited to:
a) Excessive absenteeism and tardiness.
b) Inappropriate behavior directed at executives, supervisors,
coworkers, and customers.
c) Workplace unethical behavior.
d) Harassment and or bullying in any form.

e) Disobedience to organizational rules, procedures, or practices on
purpose.
f) Refusal to follow a legitimate and reasonable suggestion made by an
authorized representative.
Gross misconduct can include the following, but is not limited to:
a) A breach of the employee's work contract.
b) Any form of harassment or discrimination.
c) Theft of company property or funds (including from coworkers,
customers, and vendors) or fraudulent transactions.
d) Purposefully causes property damage due to negligence.
e) Failure to adhere to safety rules, putting the employee and
coworkers in danger.
f) Being inebriated or under the influence of illegal drugs while on
duty.
g) Intentionally submitting inaccurate or misleading information to the
Company or any of the Company's customers or suppliers.
h) Accepting bribes or commissions that aren't disclosed.
2.12.14 Termination or Resignation of Employee
The Philia corporation will follow all legal requirements for employee
termination/separation and prevent "implied contracts" and unwanted
dismissals.

• Under employees at-will, employees and management may terminate
their engagement with Philia at any time, for any reason, with or without
warning.
• A voluntary termination of employment happens in two forms. First is
when an employee submits to his supervisor a written or verbal notice of
resignation. The second is when an employee is away from work for three
consecutive workdays and fails to contact his supervisor.
• Involuntary termination happens when the organization dismisses
employees with or without cause, comprising layoffs of more than 30
days.
• Involuntary termination may also occur from an employee's failure to
fulfill the core functions of his work, with or without a reasonable
adjustment. Misconduct, tardiness, absenteeism, unsatisfactory
performance, or inability to perform may cause an employee dismissed
for these legal reasons.
2.12.15 Employee Benefits
The benefits of employees under Philia compromises of two: the
company's benefit for the employees and the contributions mandated by the
government. The benefits given by the company are the result of the employee's
efforts and work. The following benefits are as follows:

• Overtime Pay- employees who rendered their service beyond the given
working hours will receive additional compensation amounting to their
salary and an additional 25% of it.
• Premium Pay- premium pay is compensation from the service of an
employee rendered during rest days and official holidays. Employees
will receive an additional 30% from their regular eight-hour rate. In the
Philippines, there are three (3) types of official holidays: regular
holidays, special holidays, and double holidays.
• Separation Pay- under the Labor Code, employees terminated from the
company must receive separation pay. However, employees terminated
for the reasons of misconduct or crime involvement are ineligible for this
kind of benefit.
• Retirement Pay- the employees who reached the age of 60 years old and
have served the company for at least five (5) years are eligible to receive
retirement pay. The required payment given by the Department of Labor
and Employment (DOLE) National Wages and Productivity Commission
is equivalent to half a month of the employee's salary for every year of
service.
The following are the mandatory contributions given by the government:
• Social Security System (SSS)- SSS functions as an insurance program
created by the government.

• PhilHealth- serves as a health insurance service for private employees
that provides financial assistance as well as health-care service
privileges. The benefits included under PhilHealth are inpatient benefits,
outpatient benefits, Z benefits, and SDG related.
• Pag-IBIG- known as Home Development Mutual Fund (HDMF), another
type of national savings’ plan as well as a financing agency for low-cost
housing. Pag-IBIG has the following benefits: housing loan, multi-
purpose loan, calamity loan, and secured savings.
2.12.16 Illegal Drugs and Alcohol
In line with Drug-Free Workplace Act of 1988, Philia Corporation, Inc.
has always been committed to creating a productive, safe, and quality-oriented
work environment. Alcohol and drug abuse endanger the health and safety of
Phil Corporation, Inc. personnel and the protection of business equipment. Phil
Corporation Inc. strives to minimize workplace drug and alcohol use and misuse
for these reasons. The company explicitly prohibits the following:
• Alcohol is not authorized for possession, consumption, purchase, or sale
on Company property. While performing corporate activity off-site, no
employee may be under the influence of alcohol.
• Marijuana, amphetamines, cocaine, opiates, barbiturates,
benzodiazepines, methadone, and propoxyphene.

Philia Corporation, Inc. will conduct drug and alcohol tests within the following
circumstances:
• Employees might be picked at random for drug and/or alcohol testing at
any time the company thinks appropriate. Philia Corporation Inc. uses
random testing. A HR personnel may instruct an employee to submit to
a drug and alcohol test at any time, assuming the employee is under the
influence of medication or alcohol with evident indicators of medication
or alcohol.
• Incidental testing occurs when an employee is involved in a workplace
accident or injury. The circumstances indicate that medicine or alcohol
may have been used or influenced during the accident or injury. The
employee is additionally required to submit to a drug and alcohol test,
including every employee who may have contributed to the accident or
injury in any way.
2.12.17 Smoking Policy
To provide a safe and healthy work environment for all employees, Philia
Corporation has made it a policy to prohibit all forms of smoking in all corporate
facilities. Smoking is defined as the act of lighting, smoking, or carrying a lit or
smoking cigar, cigarette, or pipe of any kind.
All workers are not allowed to smoke during work hours or work breaks
within the company premises, properties, and vehicles owned, leased, or rented
by the company. Likewise, smoking at other premises for work purposes or in

transit around working sites, during or while off duty is prohibited. Philia
company adheres to its company vision to encourage and promote ecological
stability between humans and the environment. With the intention of achieving
this, the company must disallow all kinds of activities that are proven to be
associated with health risks. Thus, advocating beneficial outcomes to the
employees, but also to the environment.
Employees who violate this policy may risk disciplinary action, including
dismissal. Managers and Human Resources department are responsible for
taking appropriate action after thoroughly evaluating such incidents.
2.12.18 Dress Code Policy
The company's dress code determines how workers must dress.
Employees need to be aware that they are showing their organization to
customers, members of the public, and others. Employees shall be subject to
dismissal if such actions cause irreversible damage, such as losing a significant
client or not dressing properly. The following are standard guidelines regarding
dress code policy:
• Employees must wear uniforms or work attire unless otherwise
instructed by management.
• A tidy and professional appearance is required.
• Everyone must be well-groomed and dress properly without holes, rips,
or other damage.
• Religious or ethnic dress are excluded to this policy.

• Clothing must not have offensive or indecent patterns or markings and
should not be unduly exposed.
• A management should reprimand an employee who violates the dress
code. In some cases, supervisors may force employees to return home
to change.
2.12.19 Telephone and Computer Use Policy
This policy covers the usage of personal and corporate computers and
cell phones during business hours. Standard guidelines for employee cell phone
use during work hours include:
• Cell phones and laptops are not permitted at work.
• Professional cell phones should not be utilized.
• No cell phones during meetings.
• Avoid recording sensitive information on phones.
The company acknowledges that employees may use cell phones and laptops.
Staff are encouraged to use their phones when:
• Making and receiving business calls and emails.
• Inappropriate locations and situations for work-related communications
like texting or email.
• Schedule and track appointments.
• Doing work-related research.
• Organizing work-related stuff.
• Recording business contacts.

Disciplinary actions may be imposed for cell phone and computer
misuse. Cell phone and computer use at unsuitable times or in distracting ways
may result in loss of rights. Employees who use their phones or computers for
illegal or harmful purposes, harassing others, or violating corporate policies may
be terminated.
2.12.20 Employment Classification
Philia Corporation Inc. seeks to clarify employment categorization
definitions to know their job status and eligibility. These qualifications do not
guarantee employment at any moment. Both the employee and the company can
terminate the employment agreement at any time. This policy applies to all
corporate personnel and anybody representing or acting on the business's behalf.
All employees are classed as either non-exempt or exempt under state and
federal wage and hour regulations:
• Non-exempt employees are those whose employment is governed by the
Fair Labor Standards Act. They are not exempt from the minimum wage
and overtime rules enacted by the government.
• Executives, managers, technical, administrative, or field service
personnel are the employees who are exempt from the minimum wage
and overtime. Exempt workers work in jobs that meet the FLSA
regulations and requirements established by the United States
Department of Labor.

• All workers must understand whether they are exempt or not to grasp
their rights and avoid misunderstandings.
• Philia Corporation Inc. has established the following categories for both
non-exempt and exempt employees.
• Regular full-time employees are not on a fixed-term contract and are
scheduled regularly by the company's full-time schedule. In general, they
are entitled to the whole benefits package, subject to the terms,
limitations, and limits of each benefit program.
• Regular part-time employees do not have a fixed-term status and are
often scheduled for fewer than full-time hours per week, but at least 34
hours per week. Regular part-time workers are eligible for various
benefits provided by the company, according to the terms and conditions
of each benefit program.
• Full-time Temporary employees are hired to complement the workforce
or help with the execution of a specific project and are only employed
for a short time according to the company's full-time timetable. Job
extension beyond the initially specified time frame does not reflect a
change in job status in any way.
• Part-time employees are employed as temporary substitutes to
supplement the workforce or assist with the execution of a specific
project and are paid less than full-time employees for a limited time.

2.12.21 Payment Policy
A payment policy refers to the list of payment rules and directions set
forth by the company. It is a guideline that encompasses remuneration in which
customers and suppliers must conform to avoid subsequent dissonance. The
standard payment terms of Philia company are 30 days. The due date is
determined by following the terms and conditions to the later of the valid invoice
submitted or the date of receipt of goods. Likewise, the payment process is
completed the next business day if an invoice is due on a weekend or holiday.
Early payments as such within 15 days are highly encouraged to avail 2%
discount on the total bill. However, if the customer fails to pay within the
specified time (30 days), a 2% surcharge of the total bill will be imposed. The
company only accepts payment options such as cash, debit and credit cards,
mobile and online payments. Customers may pay through affiliated payment
centers and digital financial technology services.
2.12.22 Forms of Violation
Philia company strives to create an invigorating workplace that
encourages respect, decency, and integrity for its employees. The ambiance
inside an office could be quite daunting as it consists different kinds of values
and beliefs from diverse people. The company will not accept any form of
unlawful discrimination and prejudice against one another. Hence, the creation
of company rules of behavior is intended to support the company's orderly and
efficient functioning thereby upholding the rights of its employees. As a result,

violations will be treated as grounds for disciplinary action. These guidelines are
publicly disclosed for the benefit and welfare of employees. Ignorance of
workplace acts is not a valid excuse for breaking them. Each employee should
understand and follow the regulations.
An employee who violates any of the following regulations may face
sanctions ranging from a formal written warning to termination:
• Failure to perform one's responsibilities.
• Excessive tardiness and absenteeism.
• Fabrication of employee information, salary reports, or other
company records with the intent to defraud.
• Intentional obliteration of company property.
• Intentional or negligent of duty affecting the security of oneself
or others, particularly the solicitation or instigation of violence.
• Drinking of alcohol, smoking and use of illegal narcotics while
on duty.
• Harassment, threats, or discrimination of another employee.
• Intentionally allowing an unauthorized individual into a
restricted office or location of the company.
• Any other conduct of a similar severity to the one listed above.
If an employee that is off duty engages in any conduct of violation
mentioned above and conduct is perpetrated outside the company premise yet

cause adverse publicity to the firm, the organization may discipline the employee
up to the extent of termination,
2.12.23 Disciplinary Actions
Disciplinary action is a corrective measure against improper conduct,
policy violation, and underperformance of an employee. The disciplinary
measure shall serve as a reprimand to a worker who violates any of the company
policies. If the employee causes any of the following violations stated in section
2.12.23 Forms of Violation, he may face disciplinary action up to and including
dismissal. Before employing disciplinary action to an employee, the company
shall first conduct a thorough investigation, gather valid evidence and from then
conclude to give reprimand or not. Depending on the weight of misconduct, the
corrective measures may be imposed in several forms:
1. After executing a comprehensive investigation of an alleged
violation of an employee, the company shall issue a warning
verbally. The management must handle the situation in a
progressive way of disciplining.
2. If an employee has proven guilty for the third time, the
management shall issue a warning in form of a written
notification containing its repercussion and reprimand. The
management shall have a discussion with that employee for
advising, counseling, and guiding.

3. Several misconducts committed by an employee shall be subject
to suspension of work and earnings, only for a specific period.
4. Termination may take place for a just and lawful cause after the
observance of due process. If an employee committed gross
misconduct, willful disobedience, and habitual neglect of duty,
the management may dismiss an employee for such actions.
2.12.24 Procedural Due Process
Before terminating an employee's contract, an employer must follow the
proper procedures. Due process is required in a termination for just cause, and
authorized cause.
1. In a termination for just cause, it includes the two-notice rule:
a. The employee will be given a written notice stating the basis for
dismissal. An opportunity to reasonably explain the employee’s
side shall also be granted.
b. The employee is given the chance to respond to the charges and
refute the evidence presented against him within the said hearing
or meeting
c. The employee will receive a written notice stating that upon due
considerations of all conditions, basis for termination have been
established.
2. In the case of an authorized cause termination, due process includes
providing the employee with a written notice of dismissal detailing the

3. reasons at least 30 days prior to the date of termination. A copy of the
notification must also be sent to the Department of Labor and
Employment's (DOLE) Regional Office where the employer is situatin
2.13 Strategic Plan

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LYCEUM OF THE PHILIPPINES UNIVERSITY CAVITE

2.1 Business Profile

A business profile is a component of a firm's business plan that gives potential

consumers and investors an overview of the company. It is a well-written document that

a general summary of a company's operations, as well as a glimpse into its business

business profile is often referred to as "company's curriculum vitae” as it demonstrates

a company's capabilities and qualities.

2.1.1 Business Name

which was popularized in the 1960s by psychoanalyst Erich Fromm. It describes

materials, forms, and concepts to preserve a sense of connection within the

constructed environment, is based on this principle. Research has shown that

welfare and productivity while also encouraging interactions between humans

and the environment.

COLLEGE OF BUSINESS ADMINISTRATION

2.1.2 Company Tagline

type of tagline. Imperative taglines command its consumer to take a certain

action that would make a significant impact in relevance to the brand’s

and promote vertical farming in urban spaces.

2.1.3 Company Logo

company. The company is dedicated to propagating organic and fresh products

colors indicate cleanliness.

Figure 1: Company Logo of Philia Inc.

COLLEGE OF BUSINESS ADMINISTRATION

2.2 Type of Business Organization

The Philia company will be organized as a corporation. It is a legal entity that is

obligations comparable to those of an individual, and each element of the corporation

2.3 The Incorporators

The names, nationality and residences of the incorporators are as follows:

NAME NATIONALITY RESIDENCE

Ratificado, Jean Filipino Philippines

Carcer, Alyssa Nicole Filipino Philippines

Santiago, Reina Neth Filipino Philippines

Negros, Princess Lyca Filipino Philippines

Diaz, Louieh Jay Filipino Philippines

2.4 Management Style

The Management by Walking Around Style of Working is adopted by Philia as

by wandering is a type of corporate management wherein managers randomly roam

COLLEGE OF BUSINESS ADMINISTRATION

an office or facility. This management style responds to concerns or issues raised by

taking immediate and fair action.

2.5 Mission Statement

Philia company mission is to furnish a wide array of commercially viable and

2.6 Vision Statement

Philia company envisions to foster a harmonious ecological equilibrium between

2.7 Our Values

P – Propagate naturally L – Love of Life

H – Harvest abundantly I – Indoor Planting

2.8 Objectives of the Company

sources exclusive of reliance on pesticides, herbicides, fertilizers while allowing the

vision, this study shall serve the following company objectives:

1. To provide an adequate source of freshly grown products to a highly dense city.

COLLEGE OF BUSINESS ADMINISTRATION

2. To divulge innovative and modern farming techniques bound to reduce carbon

footprint while optimal production escalates.

3. To restore the ecological balance between humans and nature by incorporating

biophilic design in a structured environment.

2.9 Organizational Chart

Figure 2: Organizational Chart