III.

Planning

A. The Strategic Plans

 Vision and Mission Statement

As Original Biscocho Haus continues its development, the current management
envisions a socially responsible company that will be an instrument in the
interest of the common good. Recently, it has sponsored Dinagyang Tribes,
youth football games, feeding programs, scholarships for the underprivileged,
church projects and so on. The company also thrives in improving the lives of
its employees and those who are closely associated with it. It hopes to create an
even greater impact on the community that has been very kind to it.

 Objectives

Original Biscocho Haus aims to achieve the following:

 To promote and empower Ilonggo culture and heritage

 To be a socially responsive company that will benefit the common
good
 To provide a wide variety of delicacies from the best ingredients
available in Iloilo for local travelers and tourists
 To address consumers’ desire to bring something home that has a rich
and unique Ilonggo taste

 Core Values
Original Biscocho Haus’ foundation is built around a set of values inspired
by the late Dr. Carlos L. Guadarrama and Mrs. Teresa Jalandoni Guadarrama.
The company’s core values are perseverance, hard work, fiscal discipline,
community service and generosity of spirit.
 The founders believe that success can be achieved through hard work,
perseverance and discipline. But they emphasize on the value of humility,
service and generosity. Even though Original Biscocho Haus became
prosperous, the founders and the company want to give back to the community
and inspire others to do the same.

B. Programs and Projects

 Medium Term Plans

They conduct picnics between December, January, April, and May (their peek
seasons) to serve as their kick off to welcome the heavy load of work to meet
the demands of their customers. If the financial performance of the company
is good, they offer midterm/midyear bonus. They usually have it in cash, but
if the performance is overwhelming, they also give bonuses in kind.

 Innovations and Expansions

In terms of expansion, today, Original Biscocho Haus is not only a pasalubong

center, it also has a restaurant that serves short orders and has a pension house
in their main branch in Jaro, Iloilo City. Original Biscocho Haus has opened
the Jaro Bellevue Pensionne in the 1990s, and more recently, Carlitos’ and T
Grillhaus restaurants. It is believed that the Carlitos’ and T Grillhaus
restaurants were named after the founders Dr. Carlos L. Guadarrama and Mrs.
Teresa Jalandoni Guadarrama, who are also the current company owner’s
parents.

Currently, Mr. Jerry and his siblings are talking on planning to have another
base store, where they can produce the products on one of their lands here in
Iloilo.
  Activities

Since Original Biscocho Haus envisions a socially responsible company that

will be an instrument in the interest of the common good, it has activities that are
socially beneficial for their employees and the community as well. Original
Biscocho Haus sponsored Dinagyang Tribes because not only it helps the tribe
financially but it is also a means of promotion for the company. They sponsor
youth football games because they believe the youth should also be socially
involved and physically active to develop values such as teamwork, sportsmanship
and perseverance. There are also feeding programs and scholarships for the
underprivileged. These are testaments on how the company exhibits their core
values which is community service and generosity of the spirit. Original Biscocho
Haus also has activities that are related to their employees and those who are
closely associated with the company welfare in order for their lives can improve.

IV. Organizing

Organizing is a function by which the concern is able to define the role positions,
the jobs related and the co-ordination between authority and responsibility. Hence, a
manager always has to organize in order to get results.
Organizational tasks are subdivided into individual jobs to maximize efficiency.
Original Biscocho Haus follows the Functional structure where the owner is at the
highest level, followed by the supervising manager then the branch managers leading
down to the HR manager then lastly, the employees. However, during occasions
where the owner is not available, for instance if he is attending to personal concerns
overseas, Mr. Jerry Guadarrama assigns people from his family, who is directly
associated with the business, to take over some of his responsibilities.
In situations that call for immediate (and important) decisions, the head of each
department is given the authority to establish a solution. This is applicable to their
specified and assigned departments only. For example, when a problem arises from
the kitchen or during the production of the goods, the head in that certain area could
be the one to resolve the problem.
 V. Staffing (Recruitment Selection)

A lot of people are submitting them biodata for applications. From the point of view of
the manager, Sir Jerry, they prefer to read and receive biodata anonymously in order for them to
consider it objectively based on qualifications and no other biases involved. Most of the time,
they receive intents of application with referrals of connections to their family. Despite of the
connections existing, they would still evaluate the applicant objectively to avoid wrong hiring or
non-efficient and effective employees and performances.