Kingfisher School of Business and Finance

Mc Arthur HW, Lucao Dictrict, Dagupan City

Case Study No. 1

Mang Inasal
Submitted By:

Magboul, Sarah Elyassa Ahmed Ali V.

Cabanlig, Ma. Fernanda C.

Columbres, Audee Jude S.

Sefil, Jannah Dyan D.

Clores, Ronje Klarc S.

Manzon, Mervin C.

Block 21 – Group 4

Submitted to:

Ms. Sheen Alliah May S. Felix

BME 13 - Instructor
 I. Background.

It all started with a Vision. Edgar “Injap” Sia, at the age of twenty six, grabbed the opportunity
to lease a 250 square meter space at the Robinson’s Mall Carpark-Iloilo in December 2003. It
was there that Mang Inasal, Hiligaynon for Mr. Barbeque, was born. Early on, he learned the
importance of following your instincts, taking risks, strategizing, negotiating, and motivating
yourself and your people. He also knew that the Filipino barbeque quick service restaurant
category still had the potential for growth. He started a business that had the potential for
nationwide expansion. With the support of his family, he embarked on a journey that changed his
life forever.

Mang Inasal’s authentic fusion of traditional Filipino cuisine with the dine-in
concept. Famous for its native-style and “nuot-sarap” Chicken Inasal with its pioneering “unlimited
rice”, Mang Inasal quickly won the hearts of its customers with its distinctively Pinoy stamp-grilling
and special marinade made out of local secret spices. The restaurant was an instant success,
opening close to thirty branches in just three years. By 2005, confident of the stability and brand
recall of the business, he opened Mang Inasal for franchising, concentrating his efforts in Visayas
and Mindanao where Inasal is most popular. Franchise offers for Luzon soon followed.

The primary reason for Mang Inasal’s success is its wide array of Filipino comfort food,
especially Chicken Inasal - with its distinct taste that Pinoys have grown and continue to love. By
2009, only six years after the first branch opened, Mang Inasal had a store network of one hundred
stores. Mang Inasal soon drew the attention of Jollibee Foods Corporation (JFC), the Philippines’
largest food service company and one of Asia’s most admired companies. JFC acquired 100%
share of Mang Inasal in April 2016. Today, Mang Inasal is the leading Pinoy branded outlet in the
country, with its strong portfolio of Chicken Inasal, Pork BBQ, Halo Halo, and Palabok. Variations
in the menu are constantly being developed to meet the discriminating demands of its growing
customer base. Mang Inasal has steadily grown ever since its acquisition, making it one of the
fastest growing quick service restaurants in the country.

To date, Mang Inasal has over 450 stores nationwide and counting. The brand has garnered
numerous awards over the years, including the Outstanding Fast Growing Local Food Company
from the 19th Annual National Consumers Awards in 2008, the Most Outstanding Quick Service
Restaurant and Most Outstanding Chicken Inasal restaurant from the 2010 Dangal ng Bayan
Awards, and the Outstanding Filipino Franchise Award from the 2015 Franchise Excellence
Awards. Mang Inasal now lays the foundation for a new era of prosperity, moving forward to a
horizon of possibilities as the brand continues its winning tradition of excellence.

II. Statement of the Problem

“Integrating Employee Satisfaction for Mang Inasal’s Worker Satisfaction.”

Most of their former employees gave their opinions by reviewing the company on how they
treat their workers. In the said Employee review, we were able to detect a common issue within
the workplace by cross referencing their opinions on how they think the company did well for
them. Some of these review also attach complains about the system of their workforce.

There were three common problems that affects employee satisfactions that are seen in the
reviews: Benefits, Short break time complains, and Insufficient Salary rate. Why is that so? If a
company does not offer benefits to their employees, the common reason, in theory, is that the
coverage of these benefits are too high for employers to handle, a company that only has a short
break time because Mang Inasal is a fast food chain that serve hundreds of hungry customers
every day, this means that this restaurant is usually loaded with tasks. The fast food chain was
deemed successful, and the place is always crowded, and lastly insufficient salary, the possible
reason for this is that they only have to follow salary rates for their employees, let’s not be too
cynical to discuss whether an employee’s salary is below average or not, but it might be because
of how a company fairly distributes employee’s pays that is still deemed as not enough for them.

III. Alternative Courses of Actions

The following will be the alternatives suggested in order to improve Human Resource
Management of the company:

1. Benefits – the lack of benefits can impact your employee’s ability and loyalty to the
company. These employee benefit packages may include overtime, medical insurance,
vacation, retirement benefits and many more. Offering benefits to your employees is
important because it shows them you are invested not only for their overall health, but for
their future. It can also help you attract and retain talent. Also benefits can differentiate your
business from competitors. We choose this as an alternative solution to the low employee
 satisfaction of some Mang Inasal employees, because majority of their employees are not
receiving the benefits they need. This alternative solution will surely boost the morale of the
employees and will be satisfied in their jobs. This would also help them lessen the pressure
and stress of their works and resulting to motivated employees and high productivity. They
will also feel that you care for them and dedicated to them as a result they will be satisfied
and work much better.

2. Elongate Break Time - by increasing the breaks time it can help the employee to be more
productive and creative. Also they can avoid stress and exhaustion. Taking breaks
refreshes the mind, replenishes your mental resources, and helps you become more
creative and active.

3. Improve Salary Rate – companies often tries to dodge topics that involves negotiating with
salary but we would like to suggest that Human Resource manager will have to be more
transparent with discussing salary when they meet new applicants. This can help the firm
by being more open to explaining how the rate works for each employee and with this you
can explain the reasons regarding the salary rate. The best way to help employees manage
their financial stress is by helping them out, this can also be a way of appraisal and giving
recognition to employees who are proactive in their work, and this decision also depends
on how you facilitate higher pay. Be sure to look at the types of employees you have.

IV. Recommendation

For this study we have chosen alternative number one, (1) because the break time
enhancement is an option where it might not be suitable for a fast food chain that deals with rush
hour. Companies would often assign substitutes to switch waiters/cooks/cashiers when needed
in busy hours, the second reason we chose the first alternative is because the third option
(improvement of salary rate) would compromise the company’s protocol, they have been following
the same standards for years and it would need some changes.

The first alternative is a simple investment, although we’ve mentioned that increasing salary
would manage your employee’s financial stressors, but Benefits does as well, because this
includes medical, retirement, holiday parcels in total which will be of big help for your employees.
 V. Conclusion.
For a large company in the Philippines, human capital is vital. Business must also be ethical
and humane. We chose alternative number one because this is a way of showing loyalty, this will
improve their productivity and this lives up to the humane business we want to achieve.

You must be able to make decisions that will help the people in you company so that they
will be able to work to help your business grow as well. These benefits will be helpful because the
overall ensure your employees’ betterment in the near future and by doing so, you will establish
a trusting relationship. The employee review sent by Mang Inasal’s employees have the most
common interest – Insurance. The reviews shows that the performance is stable and striving, the
treatment, however, need more improvement.