CHAPTER III
THE MANAGEMENT
Overview of the Management
This chapter presents the management structure, team expertise, and operational plan for
the proposed eat-all-you-can restaurant. Effective management is crucial for ensuring smooth
operations, maintaining high standards, and achieving profitability.
Management Team
The restaurant will be managed by a dedicated team with diverse expertise in restaurant
operations, marketing, finance, and customer service. The key management roles and
responsibilities will include:
a. Product Manager – oversees daily operations, manages staff, ensures food quality and
consistency, and maintains a positive customer experience. This individual will possess
string leadership skills, and experience in restaurant management, and knowledge of food
safety regulations.
b. Head Kitchen Staff – responsible for menu development, food preparation, inventory
management, and maintaining high culinary standards. The head chef should have
extensive experience in the relevant cuisine and a track record of success.
c. Marketing Manager – develops and implements marketing strategies, manages social
media presence, and tracks marketing return of investment. This individual should have
experience in restaurant marketing and a strong understanding of digital marketing
techniques.
d. Service Manager – manages the restaurant’s finances, including budgeting, forecasting,
and financial reporting. The finance manager will ensure compliance with financial
regulations and provide financial insights to support strategic decision making.
Organizational Structure
The restaurant will adopt a clear organizational structure to ensure efficient
communication and accountability. This structure will define reporting lines, responsibilities and
decision-making processes. A flat organizational structure may be adopted to foster collaboration
and empower employees. Detailed job descriptions will be created for each position to clarify
roles and expectation.
Owner Third Party
1 Product
1 Service Manager
Manager
2 Kitchen Crew 1 Cashier 1 Security Guard
2 Food Servers 1 Sanitary Crew
Staffing Plan
A comprehensive staffing plan will be developed, outlining the number of employees
needed for each position, their qualifications, and their compensation. The staffing plan will
consider peak hours, anticipated customer volume, and the restaurant’s operating hours. We will
prioritize hiring experienced and motivated individuals who are passionate about providing
excellent customer service.
Current Staff and Monthly Salary
This section outlines the staffing requirements and associated compensation costs for the
proposed eat-all-you-can restaurant. Accurate staffing and compensation planning is crucial for
ensuring efficient operations and controlling labor costs. Compensation will be determined based
on a combination of factors including experience, skills, local market rates, and legal
requirements. The compensation structure will be competitive to attract and retain qualified staff.
The following table provides an estimated range for monthly salaries.
Table 4
Position No. of Person Daily Salary Wage base on DOLE
(Php)
Product Manager 14,000-16,000
Service Manager 14,000-17500
Kitchen Crew (41/hr) 9,840
Food servers (41/hr) 9,840
Cashier 8,000-12,000
Sanitary Crew (41/hr) 9,840
Security Guard 8,000-10,000
Recruitment and Hiring Practices
This section details the recruitment and hiring processes for the proposed eat-all-you-can
restaurant. A well-defined process is crucial for attracting and selecting qualified candidates
who align with the restaurant's values and contribute to its success. Before initiating recruitment,
clearly define the requirements for each position. This includes:
a. Job Description: a detailed description of each role, including responsibilities,
required skills and experience, and reporting structure. For example, a kitchen crew’s
description will differ significantly from a server.
b. Compensation and Benefits: Outline salary ranges, benefits packages (health
insurance, paid time off, etc.), and any other perks offered. Competitive
compensation is crucial for attracting top talent in a potentially high-turnover
industry.
c. Performance Expectations: Establish clear performance metrics and goals for each
role. This will be used for performance evaluations and promotions.
Recruitment Strategies
Employ a multi-faceted recruitment strategy to reach a diverse pool of qualified
candidates:
a. Online Job Board- post job openings on popular job boards (Indeed, LinkedIn, etc.)
targeting relevant keywords and demographics.
b. Social Media Recruitment – utilize social media platforms (Facebook, Instagram) to
advertise openings and engage with potential candidates. Consider targeted
advertising to reach specific demographics.
c. Employee Referrals – encourage current employees to refer qualified candidates.
Offer incentives for successful referrals.
d. Walk-in Applications – accept walk-in applications and maintain an organized system
for processing them.
Application and Screening Process
Establish a clear and efficient application and screening process:
a. Application Forms – utilize online application forms to collect consistent information
from applicants.
b. Resume Screening - review resumes to identify candidates who meet the minimum
qualifications.
c. Initial Screening Interviews - conduct brief phone or video interviews to assess basic
qualifications and communication skills.
d. Background Checks - perform background checks on shortlisted candidates to verify
information and ensure compliance with legal requirements. This is particularly
important for roles handling cash or food.
Interviews and Selection
The interview process should be structured and consistent across all candidates:
a. Multiple Interview Rounds - conduct multiple interviews with different managers or
team members to gain a comprehensive assessment of the candidate.
b. Behavioral Interview Questions -ask behavioral questions to assess candidates past
experiences and how they have handled various situations.
c. Reference Checks: Contact previous employers or references to verify information and
gain further insights into the candidate's work ethic and performance.
Once a candidate is hired, a comprehensive onboarding and training program is essential and
provide a thorough orientation to the restaurant's policies, procedures, and culture.
Training Programs
Training programs will be implemented to ensure that all employees are well-trained and
knowledgeable about the restaurant’s operations, menu, and customer service standards.
a. Job-Specific Training: Provide detailed training on the specific tasks and responsibilities
of the role.
b. Food Safety Training: Ensure all staff receive appropriate food safety training to
maintain hygiene and prevent foodborne illnesses.
c. Customer Service Training: Train staff on providing excellent customer service and
handling customer complaints effectively.
