Revised FINAL-THESIS-2018-2019

CACHAPERO LEARNING SCHOOL INC.
A QUALITATIVE INVESTIGATION OF HUMAN RESOURCE MANAGEMENT PRACTICES IN

FAST FOOD INDUSTRY
BY
CHESKA A. CASANOVA
ROSE MARIELLE C. BONAGUA
SENIOR HIGH SCHOOL
CAVITE
2018
A QUALITATIVE INVESTIGATION OF HUMAN RESOURCE MANAGEMENT PRACTICES IN

FAST FOOD INDUSTRY
BY
CHESKA A.CASANOVA
ROSE MARIELLE C. BONAGUA
A Research Paper Presented to
Senior High School
City of Imus Cavite
In Partial Fulfillment of the Requirement for
Research for Daily Life 1
SHS- Accountancy, Business, Management
OCTOBER 2018
APPROVAL SHEET
This research, A QUALITATIVE INVESTIGATION OF HUMAN RESOURCE MANAGEMENT
PRACTICES IN FAST FOOD INDUSTRY, prepared and submitted by Casanova, Cheska A. and
Bonagua, Rose Marielle C. In Partial Fulfillment of the Requirements in Practical Research for Daily
Life.
__________________________________ ____________________________
Anthony G. Rackhold LPT, Ma, Ed Nela Mae G. Cachapero, LPT

School Principal Thesis Adviser
THESIS COMMITTEE:
________________________
Dionisia Corpuz-Cachapero, LPT
School Director
ABSTRACT
Title: A QUALITATIVE INVESTIGATION OF HUMAN RESOURCE
MANAGEMENT PRACTICES
Authors: Cheska A. Casanova
Rose Marielle C. Bonagua
Degree: Grade 11(Accountancy. Business. Management)
School: Cachapero Learning School Inc.
Academic Year: 2018- 2019
Adviser: Mrs. Nela Mae G. Cachapero
No. of pages: 62
This study was conducted to investigate the human resource management practices in fast food
industry.
This was a case study that used a semi-structured interview as an instrument. The study
interviewed two respondents whom are the managers from KFC and Chowking. The respondents
oriented on the purpose of the study.
The gathered data from respondents were transcribed, organized, coded, and analyzed for
interpretation.
Acknowledgement
It is therefore our honor to express our deepest appreciation to all the people who have made
this research possible.
First and foremost, we owe our wholehearted gratitude to God, the author of knowledge and
wisdom. Praises and thanks to God, the Father Almighty for all the blessings He had showered upon
us throughout our research journey to complete this study successfully.
We would like to express our gratitude to our research teacher, Mrs. Nela Mae G. Cachapero,
for guiding us all throughout and for providing motivational support that we can do this study sucessfully.
Also to our school administrator, Mrs.Dionisia C. Cachapero, and our school principal, Mr. Anthony G.
Rackhold for giving us a great opportunity to learn about research subject. We know that when we
reach college, this will be a great advantage for us, also, this will serve as our edge to other students
who doesn’t have research yet that is why we’re very thankful for giving us the quality of education we
deserve.
We thank profusely our parents, Mr. Mariano Casanova & Mrs. Evangelyn Casanova, and Mr.
Marlon Bonagua & Mrs. Roselen Bonagua for all your prayers, love, support, hardwork and care. Also,
we give thanks to our siblings, brothers and sisters for their valuable prayers.
We are extending our deep and sincere gratitude to our respondents, Ms. Fatima, the assistant
manager of Chowking, and Ms. Malicsi the manager of KFC, the completion of this study would not
have been possible without your participation.

Finally, to all our classmates, friends, bestfriends, and inspiration for the help, understanding and
moral support.
TABLE OF CONTENTS
CHAPTER PAGE
1 THE PROBLEM AND ITS BACKGROUND
Introduction 1
Background of the Study 2
Research Locale 5
Statement of the Problem 5
Scope and Limitations 5
Significance of the Study 6
Definition of Terms 8
2 REVIEW OF RELATED LITERATURES AND STUDIES
Local 12
Foreign 18
Synthesis 25
Theoretical Framework 26
Conceptual Framework 28
Research Paradigm 30
3 METHODOLOGY
Research design 32
Respondents of the Study 32
Sampling Technique 32
Research Instrument 32
Validity and Reliability of the Instrument 33
Data Gathering Procedure 33
Ethical Consideration 33
4 PRESENTATION , ANALYSIS AND INTERPRETATIONS OF DATA

5 SUMMARY OF FINDINGS, CONCLUSIONS AND RECCOMMENDATIONS
References
Summary of Tables of Results(Appendices)
Figures
Appendices (Resources And Documentation)
Curriculum Vitae
Chapter 1
THE PROBLEM AND ITS BACKGROUND
Introduction
Human Resource Management (HRM), likewise called personnel

management, comprises of all the activities undertaken by an enterprise to
guarantee the effective utilization of employee towards the attainment of individual,
group, and organization goals. HRM was developed in light to the substantial
increase in competitive American business association, when they started
experiencing by the late 1970’s because of such factors as globalization,
deregulation and rapid technological change.
HRM Practices are very significant and strategic in nature. These are
considered as the backbone for any kind of organization. It form the foundation
supporting the way your company’s human capital will operate. It include hiring
potential employees and building a committed workplace for the employees, by
providing proper compensation, promotion, and performance appraisal. Other
examples include the creation of a program to reduce work-related injuries, and
building a framework to ensure employment laws are adhered to.
Some HRM practices are recruitment, selection, performance appraisal,
employee compensation, training and development, and HR planning. As we enter
the 21st century, there are many studies which investigated the trends in human
resource management. The most discussed topics are globalization and its impact,
knowledge management, work-life balance, flexible working hours, talent
management and changes in compensation and benefits. But despite of all these
trends, there also some issues faced by HR Management.
According to an interview conducted by Ang (2018) with the HR
Professionals from different organisations, generations nowadays have a
tendency to think that they wanted to be a manager within five years only. This is
CACHAPERO LEARNING SCHOOL INC. 2
where the issues arise, HR Professionals had a hard time on getting people who have language
capabilities and who are open to learn beyond their course. Also, those who are open to learn beyond
what they have already learnt. Addition to this, the retention of employees gets challenging each year
for there are a lot of competitors who offer greater benefits to employees.
HR enhances the organization's main concern with its information of how human capital affects
organizational success. Leaders with expertise in HR strategic management participate in corporate
decision-making that underlies current staffing assessments and projections for future workforce needs
based on business demand.
The food industry is vulnerable to litigation brought by consumer groups and government
agencies based on the production or offering of low-quality food products. Human resources teams
serve an essential function in protecting a business from these costly lawsuits. HR staff members take
seriously the food safety training provided to the employees; inattention to this issue can result in
consumer illness or even death. The HR department can ensure that your business hires and trains an
adequate number of personnel engaged in food quality control programs that include regular testing on
safety issues.
Food is part of people’s basic necessities. Food industry is the industry that deals with the preparation
of food items or products. The food industry will always remain in the list of high demands because of
its genre. These industries are restaurants, fast foods, school and hospital cafeterias, catering
operations, food courts, food trucks and more. Fast foods are one of the main contributors to the food
industry. Some of these fast food chains are Jollibee, KFC, McDonalds, Chowking and others. The
culture of eating outside of our homes has been practiced for centuries, especially nowadays that most
of the Filipinos are having a busy lifestyle.
All businesses that hires people, including those in the fast food industry, are open to contention
resulting from applying illegal employment practices. These include harassment issues, discrimination,
improper work hours, inattention to overtime laws and a host of other caveats designed to protect
employees. The quick pace of the fast food industry often leaves management unaware of scheduling
or harassment matters. A professional HR staff legitimately and decently direct these kinds of
employment quagmires.
HR's obligations can be extensive in the in the fast food industry. HR personnel commonly manage sets
of expectations, compensation and health and retirement benefits. Risk management is a priority for
human resources, monitoring work-related injuries and mitigating their cost to your business. Also
critical is the ability to work effectively and reasonably with both association and non-association
employees. HR staff members create opportunities for advancement for your employees and ensure
your food-related business is fully staffed at all times with the most qualified people.
In this study, the researchers aim to investigate the different Human Resource Management
Practices in the fast food industry. Specifically, they wanted to determine its importance, effectiveness
and contributions to the fast food industry.
Background of the Study
We all know that man power plays an important role in an organisation for it impacts everything
from the production to client relationships,that is why managers pay careful attention to the number of
employees a business engages at any given time. The importance of manpower is best understood by
looking at its benefits in depth.
The relationship between manpower and the goals of the company is fairly simple, manpower is
proportional to productivity. The more employees you have in a company, the faster projects can be
accomplished. Conversely, lack of manpower prevents a business from completing tasks. Insufficiency
of productivity leads to the reduction of revenue and profit, which in some cases also means that the
business can’t stay operational.
When an organization hires a sufficient number of employees, there are more people to check
adherence to safety regulations and policies. Also, employees can seek assistance for physically
challenging work. A good level of manpower helps in preventing problems such as burnout and injury.
When the level of manpower in a company is enough, the organization will have more options in
how it operates. It has some flexibility in which workers cover shifts, it is easier to get people to fill in.
The company additionally has a more prominent pool of employees with which to develop strong teams
and is more likely to have workers with the skills, knowledge, and abilities to handle current organization
issues. Furthermore, the organization has more employees who can give their own thoughts and point
of views. In this way, it may have an easier time remaining innovative and competitive.
Having a good manpower allowed the companies to keep the production amd delivery promises
they make. If organizations do this, they can establish and keep up great customer relationships. This
can lead to additional sales and revenues. At the same time, fullfilling promises can prevent
organizations from paying fines and penalties, which keeps the amount of profit higher. Also, manpower
is an essential tool for keeping companies accountable. With more workers in the organization, they
will have the capacity to gather as one to lobby for better treatment if they are treated unjustly.
The researchers come up with the title of the study simply because of curiosity, they wanted to
know more things about Human Resource Management Practices. They wanted to determine its
significance, contributions, effectiveness and disadvantages if there is any. The researchers conducted
the study for they observe that some organizations in Imus Cavite doesn’t have HR yet and they want
to help them through this investigation . The aim of this study is to find out what is or are the most and
least effective human resource management practices that are being implemented in the fast food
chains.
Research Locale
The study will be conducted on the selected fast food chains in City of Imus Cavite such as: KFC
and Chowking. The respondents will be the employees together with their respective managers to know
the necessary information needed for this study.
Statement of the Problem
The purpose of this case study is to know HRM Practices implemented in the fast food chains of
Imus City, Cavite to describe the effectiveness of each of the practices towards the employees and
organisational performance. This study sought to answer the following questions:
1. What are the HRM Practices implemented in the following fast food chains:
1.1 KFC
1.2 Chowking
2. What are the benefits of implementing HRM Practices in the fast food industry?
3. What are the disadvantages of implementing HRM Practices in the fast food industry?
4. What are the things that will be lose without having HRM Practices in the food industry?
5. What are the most effective HRM Practices implemented in the fast food industry?
6. What are the least effective HRM Practices in fast food industry?
7. How do HRM Practices develop the growth of the business and its staff?
8. How does HRM Practices affect the growth of the business in food industry?
8.1 Employee
8.2 Managers
8.3 Establishment
9. What are the hindrances in accomplishing HRM Practices in fast food industry?
Scope and Limitations
This study covers the Human Resource Management Practices of fast food chains in KFC, also
known as Kentucky fried chicken is the kind of fast food chain that specialise fried chicken. The second
of the biggest fast food restaurant in the world after McDonalds. This fast food chain was founded by
Colonel Harland Sanders, he began to sell fried chicken on his roadside in Corbin Kentucky. Chowking
is a Chinese restaurant that is based here in the Philippines. Robert Kuan is the owner of this
fast food chain and set up the first store in 1985. The highlight of the study is to know the different HRM
Practices and its effectiveness to the employee and to the fast food chains in the area of Imus, Cavite.
This study does not include other fast food chains on other locations in Cavite.
It is limited on focused implementation of HRM practices with the goal that the worker can easily adopt
the information and benefit from it, discussing the advantages and disadvantages of HRM practices can
also help to avoid problems and it is also important to the fast food industry.
Significance of the Study

The researchers anticipate that the findings of the study shall be beneficial to the following sectors.
Country. The fast food industry has a vital role in increasing and improving the economy of the country.
This study will give a contribution in the business sector in fast food industry through gathered data for
it will provide accurate results and information that are useful for the improvement of fast food industry.
Fast Food Industry. This research will serve as a guide towards the development of HRM Practices
in the Fast Food Industry, for they will know what are the most effective and what are the least effective
HRM Practices.
Fast food Companies. This study will aid the company to be enlightened of the advantages and
disadvantages of HRM Practices in the fast food industry.
Franchisers. This study will be of benefit to those willing to franchise fast food chains for it will give
them basic information about the different HRM Practices that are being utilised by popular fast food
chains here in our country. Through this, additional skills and knowledge will be acquired in becoming
an effective manager.
Managers. One of beneficiaries of this study is really the managers, for they will know what is or are
the best HRMPs that they can implement in the working are throughout the years. They will have
knowledge on what is the best and least effective HRMPs based on the perceptions of the employees.
Employees. As for the employees, this study can provide them with the necessary information on HR
Practices that can aid them in various tasks and jobs.
Unemployed citizens. This study would be a great help for those persons who are unemployed and
have interest in working in fast food chains, for it is important for them to know the different HRM
Practices implemented in a specific fast food chain. So that they could properly carry out their
responsibilities and take part in the success of the business.
Students. It will help students, especially HR students as this study consists of various information
regarding selected HRM Practices. They will have sufficient knowledge on having a deeper
understanding about Human Resource Management Practices in fast food industry.
Future Researchers. This study can help the future researchers in gaining further understanding of
HR Practices and also, this can serve as a reference to their respective research related to this topic.
Definition of Terms
The terms are defined operationally:
HRM. It is a kind of employee management that plays an important role in a business for it is used to
maximise the productivity of an organisation or business by optimising the effectiveness of its
employees.
HR Managers. It refer to the persons of a business who are responsible in recruiting staff, hiring new
employees, conducting trainings, supervising employee evaluations, developing HR planning, also
involved in benefits and compensation, and more.
HRM Department. It is a kind of department that provides structure to an organisation through
managing one of the most important elements of a company, its employees. It is composed of several
HRM Practices that are being implemented in a business for the betterment of the function in an
organisation.
HRM Practices. These are said to be the ‘backbone’ or the foundation of a business for its main goal
focused more on the development of the employees. Also the flow or how will an organisation will
operate is also included in the functions of HRM Practices..
Enterprise. It refers to an organisation that makes services and products and it is composed of
employees which operates in a company. In short, it is a kind of business that is often small.
Deregulation. It is the reduction or elimination of norms and regulations or the government power in a
particular industry to create more competition in supply of goods and services.
Fast food Chains. It is also known as fast food restaurant or quick service restaurant (QSR). The foods
are prepared and served quicker than the traditional food and has minimal table service.
Fast food Industry. It is a kind of industry that is in the list of high demands and most favourable by
costumers. It provides cheap goods and services that are usually prepared to give a quick service to
the costumers.
Franchise. It a permit that is given by an organization to a person allowing them to sell its goods and
services. It is the act of getting the right from the franchisor to do a business under a franchisor’s
trademark or trade name and benefit from it.
Franchiser. It is a person or company that allows the franchisee to do a business under their trademark
or trade name. These are mostly the companies in the industry who have a good competition with one
another.
Employees. It also refers to man power. These are individuals working for another person, organization
or business firm that receive payment and benefits. It is the most significant element of a business.
Human Capital. It is the measurement of skills, knowledge, capacity, attribute, and experience
possessed by a person or population which greatly affects or influences a worker’s productivity.
Strategic. It refers to judiciously planning to achieve long-term goals. It is the act of analyzing carefully
each steps that will be done in an organization or business to gain its target.
Globalization. It is the process of an interaction and integration between people, companies and even
governments worldwide. It is the act of exchanging goods and services with one country to another to
gain benefits with one another.
Recruitment. It is the process of finding and hiring the best-qualified candidate (from inside or outside
of an organization) for an employment opportunity or job opening. The recruitment process includes
analyzing the requirements of a job, attracting employees to a specific job, screening and selecting
applicants, hiring, and integrating the new employee to the organization
Selection. It involves choosing the most suitable applicants who meets the requirements for a particular
job. The selection process are reviewing the information like resume and application form provided by
all job applicants to determine which applicants meet the minimum qualifications as stated in the job
posting.
Performance appraisal. It is also referred to as a performance review, performance evaluation, career
development discussion, or employee appraisal is a method that assesses an individual employee's job
performance and productivity in relation to certain pre-established criteria and organizational objectives.
Employee Compensation. It refers to the benefits that a worker receives in exchange for the service
they supply to their employer. Few examples are cash compensation consisting of wages and salaries,
retirement plans, employer-paid health insurance, life insurance, paid leave for vacation and sick days,
and disability insurance.
Training and Development. It is a program that helps employees learn particular knowledge or skills
to improve their performance in their current roles. It results to employee growth and future
performance, rather than an immediate job role.
Human resource planning/HR Planning. It is a process that determines the current and future needs
of human resources for an organization to achieve its goals. It is a link between human resource
management and the overall strategic plan of an organization.
Organisation. It refers to a person or group of people in a business working together in pursuit of the
same commercial interest. It is a collective brought together for one unifying purpose of providing goods
and services.
Ethical Leadership. This means guiding your people, leading by example, and doing the right thing
without leaving your personal or organisational values. It is a form of leadership in which individuals
demonstrate conduct for the common good that is acceptable and appropriate in every area of their life.
Employee Relations. It refers to the company’s efforts to manage relationship between employers and
employees. This provides fair and consistent treatment to all employees so they will be committed to
their jobs and loyal to the company.
Entrepreneurship. It is the process of designing, launching, and running a new business, which is
often a small business. It is a way of organising goods and services, markets, processes, and raw
materials through organising efforts that previously had not existed.
Corporate Entrepreneurship. This is crucial for large companies, it is generally believed to refer to
the development of new ideas and opportunities within large or established business.
Elevate. It refers to raise something up to a higher level, position or even state. In this study, this means
to enhance or improve a particular theoretical model about HRM Practices to give a better
understanding of its determinants.
Requisite. This refers to a specific, particular or necessary HRM Practices in an organisation. It only
refers to what is needed and important HR practices in a business.
Remuretion. It is one of the component of reward management in which the company gives payment
or compensation to employees in exchange for the services performed.
Profitability. This is one of the four building blocks for analysing statements and organizational
performance as a whole. It refers to the ability of the company to utilize its assets to generate revenues
in excess of its expenses. In short, it is the capability of the company to generate profit from its
operations.
Benefactor. It refers to a person who gives money, benefits, or provides advantages to the employees
of an organization. It is the person who ensure the profit of an organization.
Chapter 2
REVIEW OF RELATED LITERATURE AND STUDIES
To enlighten the path this study, articles from different journals, studies from different theses
and dissertations, books related to this study were cited.
Local
According to Inyang (2010) Strategic Human Resource Management is further characterized by
increasing globalization, greater organizational complexity, market competitiveness and cutting-edge
information communication technology. It is the practice of attracting, developing, rewarding, and
retaining employees for the benefit of both the employees as individuals and the organization as a
whole. As a result, the goals of a human resource department reflect and support the goals of the rest
of the organization. Strategic HRM is seen as a partner in organizational success, as opposed to a
necessity for legal compliance or compensation. Strategic HRM utilizes the talent and opportunity within
the human resources department to make other departments stronger and more efficient.It is very
important for an organisation to have Strategic HRM for this ensurs, clarifies, and aligns the aims and
initiatives of both the organisation and its employees longing to achieve. Without this, it would be
complicated for an organisation and its workforce to accomplish its goals.
Dr. Edralin (2012) stated that human resource management plays an important and strategic
function in managing firms. It will serve as a key management tool, since human resources are
considered essential in the continued presence and achievement of any business. It is therefore; not
surprising that management continuously invests in the recruit, train, and motivate people to
develop human resource management. It is a kind of investment which affects the employees’
motivation and ability to provide goods and services that are valued by customers. Research has shown
that companies that attempt to increase their level of competitiveness by investing in new technology
and become involve in the quality movement. Enhancing Human Resource Management can surely
achieve a competitive advantage in business firms. This can lead to the improvement and growth of the
organisation as well as the employees. It can bring and build up effective and productive function of the
organization and also a good relationship between the employees and their employer.
As mentioned by Nierras (2012) Human Resource Management enhances productivity and the
effectiveness of organizations. Its implementation has proven that when organisations employ such
practices, these would develop its ability to accomplish objectives and goals. Human Resource
Practices can boost the efficiency of any organisations when implemented properly. It is also said that
these practices are considered to be one of the assets in every company for this play an important role
in developing the system or function of a company starting from its people going up to the whole
organisation.It would be difficult to compete and be out standing against other companies without
human resource management practices for it helps the organisation a lot on enhancing its employees
and ensuring the company on achieving its goals and objectives. That is why companies tend to invest
in different HRM Practices for the sake of the performance of the company and its employees.
Addition to that, Mondy (2010) indicated that with Human Resource Management, companies
have a tendency to use assets (people or workforce) to accomplish organizational objectives and all
managers at every level must concern themselves with HRM by identifying the functions that should be
highly considered and the external factors that would affect it ranging from legal considerations, the
labor market, society unions, shareholders, technology, or economy. It is said that in every step of the
way the employees of play an essential part in fulfilling the goals and initiatives of the organisation.
Companies should always seek the satisfaction of the people who make goods and services under
them. Because they must be the one who responds to the needs of their employees for this can also
lead to employee retention, which is one of the most important aspects a company must have. This is
the reason why should the managers be aware with HRM practices for there are a lot of factors that
can be a hindrance in implementing strategic human resource management practices. Before applying
a certain human resource management practice, the HR Management should analyse it first very
carefully to ensure that it will be implemented positively.
In another perspective, human resources should adjust the role it performs by knowing what is
desirable and achievable most especially in these times where globalization is the name of the game
(Reilly, 2012). Globalization influences organizations that compete for customers with high expectations
for performance, quality, and cost. Globalization also inputs pressure on the Human Resource
Management (HRM) function to adapt to changing organizational needs and add greater value. Due to
changes in the business world, the human resources department should be changed. In the past 20
years, the importance of flexible work force, well- motivated and highly skilled has been revealed.
Because of its emphasis on diversity, globalization also has a deep impact on the way companies
manage their employees. Understanding the effects of globalization on human resources can help
managers to better equip their organizations for the increasingly global business environment.
The transformation of human resources today is a direct call of the rapid changes within businesses
due to factors such as globalization. In the global competition within the flat and connected new world,
decision making in organizations has become increasingly intricate and convoluted. Human resources
need to take advantage of technology and data analytics to build a global human resource information
system that collects and stores data from various sources. The system will help to analyze the data to
provide business insights, predict future needs and develop strategies to fill those needs.
Reyes (2013) cited that employees are important stakeholders in a business. When employees
put their trust in the company, the achievement of organizational goals is facilitated. The focus of Human
Resource Management is now moved to the strategic utilisation of employees and the measurable
impacts of employee programs over business. Nowadays, successful companies should be adaptive,
resilient, quick to change direction and customore centered. Human Resource Professionals tend to
establish system for performance development, career planning, and employee development. This
keeps people happy and motivated to be personally engaged in the success of the organisation. The
company’s leadership and the human resource management department play a key role in building
trust within the organization through ethical leadership. Ethical leadership is as important today as it
ever has been. The leaders of these companies must understand the responsibility that they have to
make ethical decisions. If leaders are ethical, they can ensure that ethical practices are carried out
throughout the organization.
Balatbat (2010) find out the perception of the respondents on the extent of implementation of the
following HRM practices such as: recruitment and placement, training and development, performance
appraisal, compensation and benefits and employee relations and the issues and challenges
encountered in the implementation of these practices. The study found out the relationship between the
following: Perception on the extent of implementation of HRM practices and the issues/challenges
encountered in the implementation of these practices; Perception on the extent of implementation of
HRM practices and the extent by which HRM is implemented effectively; and the issues/challenges
encountered in the implementation of HRM practices and the extent by which HRM is implemented
effectively. This study shows that in implementing human resource management practices, there are issues that
you will encounter but the most important thing is that the organisation has the knowledge on what is the
appropriate thing to do or the best solution on facing those challenges.
Llego (2013) studied the relationship between human resource practices and Firm Performance.
As a result an interesting finding was that almost 50 percent of firm performance is affected by the
extent of implementation of HR practices in the firm. These results show that HR practices that are in
line with the organization’s strategic goals are important for future performance. Today’s economy has
forced the business owners to re-evaluate all the aspects of their operations. Evaluating human
resource practices is essential to the infrastructure, productivity, and future success of the company. It
is very important to ensure that the human resource practices that will be implemented in an
organisation is align to the goals of the company. For this ensures the growth, success, and
development of the organisation.

Edralin (2010) conducted a study to determine the degree to which various HRM practices
stimulate corporate entrepreneurship and which HRM function is the most significant driver of corporate
entrepreneurship (CE) in large companies in the Philippines. Findings reveal that the companies are
extensively implementing different practices related to HRM functions that cultivate CE. Employee
relations, training and development, and recruitment and selection HRM functions are found to be
significant enablers of CE. Employee relations proved to be the most significant driver of innovation in
the firms. Strong employee relations are required for high producing and human satisfaction. It generally
deals with the avoidance and resolution of issues concerning the employees which might arise out in
the work scenario. Health employee relations can lead to more efficient, motivated and productive
employees whih further results to increase in sales.
According to Supangco (2012) Strategic management is an important factor in gaining
competitive advantage not only in a domestic market, but also especially in a market that is global.HR
practices in the basic HR functions, namely: staffing, training and development, and compensation.
Strategic management in an organisation ensures that goals are set, primary issues are outlined, time
and resources are pivoted, and more. It is critical for staying competitive and stand out in a crowded
market place. A good strategy helps the management to prioritize the activities that are within the
company and how the resources must be utilised. It is the proper and systematic way of executing
company’s initiatives and goals under its guidance.

Foreign
Many researchers have studied the concept of HRMPs and its relationship with individual and
organizational outcomes.
Organizations today increasingly recognize that their human resources are their most important
resource (Love, Singh, & Singh, 2011). Employees are the most important resources for any
organization. Limited resources are becoming successful solely on the strength, abilities, and
weaknesses of people or human resources. They can easily do this as they have enough knowledge,
skills and technology to do so, this ability acquired people based on education. Therefore, employees
could be a competitive advantage if their organization provides more attention and invest in developing
employees’ skills at the workplace (Danish and Usman, 2010; Zaharie and Osoian, 2013). Every part
of your business boils down to people and by understanding the human element, you’ll be more
profitable, lead more effectively, create brand loyalty, close more deals and do better work to help the
fast food chains grow more . Taking this approach also forces you to consider your own motivations,
and this can lead you to become more compassionate and understanding.
Noe, Hollenbeck, Gerhart, & Wright (2010) defined Human Resource Management as a philosophy,
policy, system and practices that can affect the behavior, attitudes and performance of employees.
Activities of HRM include HRM planning, staffing, training and development, performance management,
compensation management, safety and health and employee relations. In an early stage, the
management of organization has ignored the function of HRM practices as a main driver of
organizational success. Only lately, the potential role of HRM in enhancing organization performance
has been realized. HRM practices can improve the performance of organizations by contributing to
employee and customer satisfaction, innovation, productivity, and development of good reputation
among firm’s community
Human resource management is about the procedures and practices that cover the human
resource aspects within organisations (Al Ariss,Dessler,& Obeidat, 2012). Generally, we consider
Human Resource Planning as the process of people forecasting. It also involves the processes of
Evaluation, Promotion and Layoff. The process involves deciding upon salaries wages, Incentives,
Fringe Benefits and Perquisites etc. Money is the prime motivator for employees to do better in any job
and therefore the significance of this process. The better performance of employees seek raises, better
salaries and bonuses. It is meant to help the organization train, motivate and reward workers. It is also
meant to guarantee that the organizational goals are met with effectiveness. The process not only
includes the employees but can also be for a department, product, service or customer process; all
towards enhancing or adding value to the fast food chains. The HRM practices procedure and practices
cover everything from how the business recruits its staff through to guarantee employees are clear
about procedures, expectations and rules, are how HRM can go about resolving issues if they arise.
A lot of scholars have been explained HRM practices in different ways. HRM comprises procedure and
practices for employees including for the employees that includes remuneration, performance appraisal,
training and development, recruitment and selection (Qureshi, Akbar, Khan, Sheikh, & Hijazi, 2010).
Employee retention is annoying someone with organizations especially in industries that are hugely
competitive in nature. Though there are innumerable factors that motivate an individual to stick to or
leave an organization, but certainly few are under our control. Human resource management
procedures describe responsibilities and processes in relation to recruitment and employment
arrangements, employee entitlements, workforce management, staff development and health, safety
and wellbeing workplaces. Good HRM practices are instrumental in helping to achieve authorized
objectives and enhance productivity. For the purpose of sharing experience and providing reference in
launching HRM initiatives, the data we have gathered some good examples introduced by departments.
Practices are part conceptual, part application of an HR strategy, comprised of systems that follow the
normal or customary way of doing business. The term "best practices" refers to the HR systems that
have the greatest impact on the workforce and the organization. Practices are part conceptual, part
application of an HR strategy, comprised of systems that follow the normal or customary way of doing
business. The term "best practices" refers to the HR systems that have the greatest impact to the trained
workers and the organization.
HRM Practices are known as of key importance among several factors that have been suggested to be
helpful in retaining employees. Organizations must use proper HRM Practices including performance
appraisal, promotional opportunities, job security and more in order to enhance employees’ retention
(Khan, 2010). A PA also referred to as a performance review, performance evaluation and career
development discussion, or employee appraisal is a method by which the job performance of an
employee is documented and evaluated. PA are a part of career development and consist of regular
reviews of employee’s performance within organizations. Job security is the probability that a person
will keep their job; a job with a high level of job security is such that a person with job don’t lose their
jobs. PA is a regular review of an employee's job performance and overall contribution to fast food
chains Also known as an "annual review," "performance review or evaluation," or "employee appraisal,"
a PA evaluates an employee’s skills, achievements and growth, or lack of practice. Companies use PA
to give employees big-picture feedback on their work and to justify pay increases and bonuses of the
employees, as well as termination decisions. They can be conducted at any given time.
According to Byrne, Miller, & Pitts (2010) HRM Practices are being used in order to retain the
highly competent and skilled employee. The main objectives of this study are to present the condition
of Human resources management in the fast food chains Therefore, the developed interview is
conducted through the employees of the fast food chains. Data was obtained from interviewed
managers and descriptively analyzed using SPSS software. The results identified low level of human
resources management in fast food chains. It can be suggested that fast food chains should develop
their human resources strategies and functions and improve the motivation of their employees in order
to do well at work to benefit with it. Keywords: human resources management; employee motivation;
satisfaction; involvement; commitment; individual benefits; organizational benefits. It is important for the
managers of the fast food chains to speak with disengaged team members and let them know that
support them so that they can do their work better. Communication serve as an important bridge to let
the manager team members their value.
Most of the HRM Practices are focused on employee satisfaction and retention as HR is the
main dynamic asset in an institute which helps in achieving competitive advantage in any business
(Byrne, Akbar, & Jan, 2012). In the current study several HRM practices (performance appraisal,
promotional opportunities and job security) have been suggested to explain its impact on employee
working at the fast food chains retention. Previously, other studies have attempt to achieve something
to consider the impact of HRM practices and employees retention but their results are mostly
contradictory, therefore additional investigation is needed. Moreover, mediating effect of job fixed on
the relationship between HRM practices and employee’s retention has been suggested to be
investigated. Furthermore, the use job fixed theory may help to better understand the relationship.
Employee retention refers to the ability of an organization to retain its employees. However, many
consider employee retention is relating to the efforts of the employers trying to retain the employee’s
work force. In this sense, retention becomes the strategies rather than the outcome it is because the
employee’s help the fast food chains gain a lot of money.
Armstrong (2011) once said that an effective human resource management practices in any
organization can absorb, develop, and also motivate the workers in consequence these workers will
not only retain but in turn ensure the profitability of their benefactor by exhibition of their best
performance. An effective human resource management practices namely employee empowerment,
training and development, appraisal system compensation are the main factor for the success of a firm
on employee retention. In this study, we aim to know how employees regard the importance of their
empowerment, equity of compensation, job design through training and expectancy toward effective
performance management on their retention. A considerable body of literature suggests that Human
resource management is effective. The term HRM is ambiguous, the precise ways in which it works
unclear, and hard empirical evidence as to its impact on the organizational performance and
objectives is short to lacking.
But as to Anakwe & Kipkebut (2010) the organisation’s survival depends upon how it manages
human resource practices and their implementation in an effective manner. It doesn’t mean that if the
company has all the human resource management practices it’s mean that the success is the outcome.
It varies upon the implementation of a certain company. It is quite challenging to apply every human
resource management practice in the organisation for it is necessary to analyse each practices to
assure if it is align to the comapany’s goals and objectives.
Pajo, K. et al. (2010) explored the relationships between training and development, employees’
attitude and turnover in intentions in small and medium sized firms. The results of the study revealed
that if employees participate in training activities and career development events, they will less likely to
leave their company. However this participation in training and development is completely intervened
by job satisfaction level and support that employees get from their organization. It was suggested that
organizations should work on the implementation of practices that will enhance job satisfaction and
promote supportive working relations.
Irshad (2011) studied the relationship between human resource practices and employee
retention in various organizations. The researcher reviewed the previous literature and found that HR
practices are the most important and valuable mean of influencing employees retention in any
organization. This research resulted that organizational culture, compensation, rewards, recognitions,
training and career advancement play a key role in motivating employees that will lead to employee
retention. Organizational justice is also found to be a significant tool for retaining employees and hence
the author suggests that organizations must follow fairness formula in order to retain its prowess
employees.
As studied by Delery & Gupta (2016), findings revealed that support the general hypothesis that
HRM practices enhance organizational effectiveness, provide some evidence that HRM practices can
enhance each other’s effectiveness, and underscore the value of theory driven methodological
approaches. Specifically, the authors discovered that HRM system comprising practices that ensure
selectivity in staffing, performance-based pay, and enhanced employee opportunity through
participation in decision-making result in higher levels of organizational effectiveness. Additionally, the
effects of other combinations of these practices varied.
Opoku & Arthut (2015) conducted a study to determine the major factors contributing to the
inability of the company to meet the challenges of the global market competitiveness in the postal and
communication industry. The results indicated that human resource management practices have a
significant effect on organizational performance. Thus, the contribution of the study is that human
resource management practices will have significant effect on organizational performance through
positive HRM outcomes.
Kehoe & Wright (2013) have examined the influence of high-performance HR practice on
employees’ attitudes and behaviors. They revealed that high-performance HR practice positively
related to employees’ attitudes and behaviors which affect the organizational commitment and fully
mediate the relationship between employees’ retention and HR practices.

Furthermore, Vanhala and Ahteela (2011) investigated the relationship between HRMPs and
trust; they found that the perceptions of the fairness and functioning of HRMPs are connected to
employee’s trust.
Synthesis
Based on all the literatures and studies gathered, the authors are proving that human resource
management practices are the foundation of any organization. It serves as a key towards the
achievement of organizational goals. Also, as per sub section of author and research topic, the entire
review shows that Human Resource Practices will be beneficial when implemented properly.
Theoretical Framework
Sustained
Competitive
Advantage
Competitive
Advantage
RESOURCES CAPABILTIES
1. Tangible 1. Tangible
(physical) 2. Intangible
2. Intangible 3. Information-based
(human) organisational
3. Organizational process
4. Intermediate
goods
Figure 1. Theoretical Framework
Figure 1 shows the theoretical framework of resource-based theory, in which it is used to determine
the strategic resources with the potential to deliver comparative advantage to a firm.
These resources such as tangible, intangible and the organizational can be exploited by
the firm in order to achieve sustainable competitive advantage.
A few theoretical models have been elevate or discussed that can help give a better
understanding of strategic determinants of human resource management practices. In order to present
a better model that would give a more understandable description of the variables of interest and their
interrelationship to strategic human resource management theory and research, a good theory should
be focused on the determiner of decisions about human resource practices, the composition of the
human capital resource pool (skills and abilities of the employee), specify requisite human resource
behaviors and effectiveness of decisions given on business managers strategies and competitive
situations strategic human resource management is a business tool that requires the design of having
the employees to work hand in hand with management level. Fastening on this, this study has relied
upon the theory of a resource-based view of the firm which emphasizes that a fast food chains utilize
its resources and capabilities to create a competitive advantage that ultimately results in superior value
creation. The resource-based view of the fast food chains focuses primarily on the relationships among
strategy, HR practices, and the HR capital pool. The fast food chains resources and capabilities
together form its distinctive competencies. These competencies enable invention, efficiency, quality,
and customer responsiveness, all of which can be leveraged to create an advantage. This advantage
then enables the fast food chains to create superior importance for its customers and superior profits
for itself.
Conceptual Framework
HUMAN HUMAN RESOURCE
RESOURCE PRACTICES
 Recruitment
 Selection
 Employee
Compensation
Human Capital  Performance
Appraisal
 Training and
Development
 HR Planning
Employees’
Performance
Organizational
Performance
Figure 2.Conceptual Framework
Figure 2 shows the relationship between human resource and human resource practices
resulting to employees and organizational performance.

Human Resource Management Practices are said to be the backbone of any organization,
while human capital is the asset. There are a number of Human Resource Practices which
include recruitment, selection, employee compensation, performance appraisal, training
and development, and HR Planning.
HRM is a strategic approach which relates to the management of employment relations that
concerns the increasing of an individual’s capabilities. This is significant when it comes to achieving a
competitive advantage and it can be done through the use of programs, practices and policies. A major
part of HR is to provide organizations with motivated employees which can result in higher job
satisfaction and performance which reflects on the overall organization’s performance.

Research Paradigm
INPUT PROCESS OUTPUT
-SEMI-STRUCTURED
INTERVIEW
1. DISTRIBUTIONS OF -COLLECT DATA
HRM PRACTICES -INTERPRETING AND
2. HINDRANCES IN ANALYZING DATA DEVELOPMENT PLAN FOR
ACCOMPLISHING HRM THE IMPROVEMENT OF

PRACTICES EMPLOYEE AND
ORGANIZATIONAL
3. BENEFITS OF HRM
PERFORMANCE
PRACTICES
Feedback Loop
Figure 3. Research Paradigm
Figure 3 shows the research paradigm to be used in this study. It illustrate the input, process and
output on which the specific study will be premised. The first frame contained the demographic profile
of the respondents as to gender, age, civil status, educational attainment and years of service. The
second frame contain the process of the study which will be a semi-structured interview, collection
of data, and last is interpreting and analyzing data.
The third frame contain the output of the study which will lead to development plan for the
improvement of employee and organizational performance.

CHAPTER 3
METHODOLOGY
The design and methodology used in realizing the aims of this study will be
discussed in this chapter. Population and sample of the study will also be defined. The
instruments of the study will be enumerated in terms of the preparation, validation,
administration and retrieval done by the researcher.
Research Design
The method of research to be used in this study will be case study since this deals
with the investigation of HRM Practices in Fast food industry. The researchers sought in-
depth understanding about human resource management practices that are present in
KFC and Chowking.
Respondents of the Study
The respondents of this study are composed of each of the managers from the fast
food chains of KFC, and Chowking.
Sampling Technique
In this study, the researchers will use the purposive sampling method for the
selection of the participants. Purposive sampling refers to intentionally chosen sample
according to the needs of the study. This strategy allows the researcher to collect relevant
and useful information for answering the research questions.
Research Instrument
The research instrument that will be utilized in this study is semi-structured
interview. The researchers will use key questions or topic guide that will serve as a
checklist to ensure that the respondents will provide the information necessary for this
study. Also, this allows the researchers to probe based on the answers of the respondents
for more ideas and as well as for clarification if there will be any.
Validity and Reliability of the Instrument
The researchers will make interview questions which will be submitted to the
research teacher for corrections, comments or suggestions in order to improve the
questions before it will be used.
Data Gathering Procedure
The data essential for this study will be collected through a semi-structured
interview. Next is it will be recorded using mobile phones to clearly capture all the
information that will come from the respondents. After it has been collected and recorded,
all the data gathered will be encoded and analyzed. Right after their administration and
retrieval from the mangers of fast food chains. The sources of the data will come from
each of the manager of fast food chains of Imus City, Cavite such as KFC and Chowking.
Ethical Consideration
This research respects the ethical standards set by the generic research ethics.
The Researchers will take responsibility in securing the rights of the respondents and all
answers will be treated with utmost confidentiality. The researchers will ask permission
with a letter of consent if they can record the interview with the respondents. Also, the
researchers will be honest for the whole interview for respondents are more important
than the study, and will ensure that they will respect the answers of the interviewees or
the respondents.
Chapter 4
PRESENTATION, ANALYSIS AND INTERPRETATIONS OF DATA
This chapter deals with the presentation, analysis,
and interpretation of data collected.
Informations are collected through an interview with two interviewees which are
the managers of KFC and Chowking. Since this study focuses on HRM Practices the first
question was: What are the HRM Practices implemented in this fast food chain?
Manager 1: “Number one is Hiring, in fast food you really need to find a
person whose flexible and has a pleasing personality, then for training and
development it includes the certifying of the applicants for them to be familiar
with the procedures and last in benefits, when they are achieving the quota, we
are giving them incentives like food reward and gift check reward.”
Manager 2: “In HRM Practices, first we have RJP meaning Restaurant Job
Preview which is under the training and development, and next is hiring. When
we’re hiring there is 24-48 hours of training, the applicant is not yet official, but
we’re only assessing if he can do the tasks right and last of course, employee
compensation and benefits”.
Based on the answers of the respondents, they almost have the same Human
Resource Management Practices in their fast food chains. The first manager said that
they have hiring, training and development, and employee compensation and benefits.
These HRM Practices are the same with the practices that are being implemented
according to the response of the second manager or interviewee.

After knowing all the hrm practices present in their organization, surely there are
advantages of implementing those. Just like what some authors used to say, HRM
Practices serve as a backbone of any organization, so next question is: What are the
benefits of implementing HRM Practices in the fast food industry?
Manager 1: “In screening, you will see the capacity of the skills and
knowledge of the applicant through certifying, trainings, seminars and orientation,
which helped a lot for the development of the applicant.”
Manager 2: “As a manager, you will learn the process of human resource.
For example, when in come to your labor, you will learn their rights, benefits, how
to handle you crew, how to make their schedule and how will you train them.”
As stated by the first manager, screening is beneficial for their organization for this tests
the capabilities of the applicant, also it is where the applicant can learn more about the
procedures and operation of the store. On the other hand, the second manager said that
HRM practices give benefits to the manager in a way that they learn everything about
human resource from their rights on to how to train them.
Despite all the benefits, there are still some downsides in having HRM Practices in an
organization, the third question is: What are the disadvantages of implementing HRM
Practices in the fast food industry?
Manager 1: “Sometimes, when they cannot do the job anymore, example we gave
them specific schedule or shift, when they are having a hard time, sometimes in 1-
3 days they are not working anymore or they will file resignation due to heavy
duties here in fast food.”

The manager indicated that there are times, when the employees cannot handle the tasks
anymore, the workers tend to not attend work at all or file a resignation letter due to the
heavy jobs in fast food.
The HR department in any company can be its ace in the hole, if used strategically. HR
is a company’s human resource multiplier. The functions of an HR professional should
focus on the company’s greatest resource of all, its employees. Without good employees,
the best business plan and ideas will fail. In that case, the fourth is question is: What are
the things that will be lost without having HRM Practices in the food industry?
Manager 1: “First of course, loss of employee, because the staff is the
internal costumer, if there will be no internal costumers the store will not operate
well. Then, for us in the management, we will have a hard time. It will be so hard
for us to work, because if there is only one staff that is not present, the operation
will be strain. So it is possible that if there is no human resource, there will be no
proper training nor proper hiring for qualified applicants.”
Manager 2: “The operation will be affected, of course when you do not have
knowledge in handling persons in hiring, you are unable to organize the flow.”
When the managers of different fast foods were asked about the things that will be lost if
HRM practices are not present in their organization, it turned out that their responses are
most likely the same, it’s all about the function of the store. The two managers said that
the operation will be greatly affected without human resource practices, like what the first
manager stated “there will be no proper training nor proper hiring for qualified applicants.”
meaning to say that without HRM Practices, the employees of an organization are not
going to have a good training, in the same time, there will be no proper hiring, which
means that you will only hire and hire people even though they are not qualified for that
specific position which can lead to negative results for the organization.
Human Resource best practices have been around for decades. They have served
as guidelines for many HR professionals. There are a large number of best practices
that have shown to lead to superior performance for the organization. The fifth
question is: What are the most effective HRM Practice/s implemented in the fast food
industry?
Manager 1: “Training and Development”
According the first manager, training and development is the most effective hrm practice,
when the researcher asked the manager “why?” the manager stated that “ through this,
there is a development and the self-confidence of the employees are being boost. Also,
the workers are being enhanced and they can learn well everything about the store.”
We cannot deny that out of all the HRM Practices in an organization, there will be one or
two practices that are not being efficient or effective for the employees, managers and as
well as to the establishment. The sixth question is: What are the least effective HRM
Practice/s in fast food industry?
Manager 1: “Maybe, the orientation and seminars, because the applicants are being
overload. In orientation and seminars are only more on examinations and introduction
of new procedures.”
Mentioned by the first manager, the least effective HRM practices are orientation and
seminars, because according to the manager it is only composed of examinations and
introduction of procedures, meaning to say that it is for the general labor and does not
focus on their specific tasks.

CACHAPERO LEARNING SCHOOL INC
The link between HRM Practices and growth of the organization has been discussed over
years. Eventually, selecting, training, and rewarding employees contribute significantly to
firm growth. The seventh question is: How do HRM Practices affect the growth of the
business in food industry?
Manager 1: “First of all, if you will just hire and hire people, the operation will not
be successful. Because there could be an instance that the person you hired
cannot do the particular task, and possibly will leave the job easily. If that kind of
process will continue in a business, it could be a waste of time and loss of sales,
because you focused more on hiring.”
Manager 2: “Domino effect, in human resource, when you chose the qualified
applicant and gave that person a proper training, you handle them appropriately,
then the flow of operation will be good.”
According to the first manager, simply hiring people who do not fit for the specific job will
only be a waste of time and eventually, loss of sales. That is why it is really significant to
have proper hiring to avoid this kind of situation. While the second manager used the term
“Domino Effect” to describe the relationship of HRM Practices and the business itself. The
second interviewee believed that if you chose the qualified applicant and you train and
handle them in appropriate way, everything will follow and the flow of the operation will
be good.
HR Practices have been considered as major tool to enhance employee as well as
the managerial and establishment’s performance and motivation. The effectiveness
of the skilled employees and managers will be limited if they are not motivated to
perform their jobs. The form and structure of an organization’s HRM Practices can
affect the motivation level and performance of the employees, managers, as wella s
the establishment. The eighth question is: How do HRM Practices affect the
motivation and performance of the employees, managers, and establishment?
Manager 1: “In employees, they are having developmental growth, skills and
knowledge. They are being enhanced very well, and their knowledge on their job
are extending. Not the typical thing that they are always on the path where they
are good at, they can do other tasks, they are being flexible.”
“In managers, it really helps us because it maximizes our work. We
do not really need to focus our attention on them because they already know what to
do in their specific tasks. Second is we are being productive in our own work.”
“In establishment, all the procedures and standard are being
achieved. So it is possible that there will be less mistakes and the business will grow
further. Because if there are less mistakes, additional people will come, of course if
there’s a lot of people, the business will grow more, and the establishment itself will
be developed and also, the sales will increase.”
Manager 2: “When it comes to employees, one example is having incentive
program. So if there is an incentive program in you store or even simple
appreciation like giving meal to them, the morality of your crew will boost.”
“In managers, it’s just the same to the employees.”
“So in establishment, if the flow of the operation has a positive mood,
and so the moral of your staff, their performance in work will also be positive. Just like
what I have said, domino effect, if you have a good communication with your staff the
result will be good.”

From the first manager’s perspective, HRM Practices play a significant role in
improving the skills and knowledge of the workers. Also, there is a developmental
growth and their employees are being versatile and can do a multi-tasking for they
knowledge about their job is expanding, they are not only focusing on their tasks but
also then can do other tasks that will be assign to them. Next, the managers, first
manager said that HRM Practices maximizes their work. They can already do other
tasks for they are confident that their staff is already skilled about their jobs. And lastly
to the establishment, as stated by the second manager “all the procedures and
standard are being achieved” it means that the desires or goals of the organization
are being fulfilled due to the presence of HRM Practices. Also, it helps the
establishment to lessen mistakes which leads to additional people in the work place
which results to the growth of the business. Going to the perspective of the second
manager, the respondent said that through incentive program or even little
appreciation the morality of the staff will be boost which makes them to perform their
job very well. While in managers, it’s just the same with the staff, and when it comes
to the establishment the second manager, used the term “domino effect” once again,
for the respondent believe that HRM Practices make the flow of the operation very
smooth which reflects the performance of its employees.
Strategic HRM Practices are beneficial yet are not easy to achieve, there might be barriers
that may arise in fulfilling these practices, for the last question: What are the hindrances
in accomplishing HRM Practices in fast food industry?

Manager 1: “For possible hindrances, some companies tend to offer greater
benefits and compensation, because the salary in fast food is not that high. It is
not enough for everyday means, for family needs.”
The first manager indicated that there are companies whom considered to be their
competitors offer greater benefits and compensation to attract applicants to work for their
fast food. For we can’t deny that the salary of working in fast food is only for everyday
needs, and if you’re single that is enough. The tendency is their human resource or their
human capital is decreasing due to employee turnover.

Chapter 5
SUMMARY, CONCLUSIONS, AND RECOMMENDATIONS
This chapter presents the summary of the findings, conclusions
and the recommendations of the study.
Summary
In general, the data were gathered from the two respondents whom are the
managers of KFC and Chowking regarding HRM Practices that were present in their
organizations.
Based on the answers of the respondents, they almost have the same Human
Resource Management Practices in their fast food chains. The first manager said that
they have hiring, training and development, and employee compensation and benefits.
When the first manager was asked about which hrm practice/s are effective on their
organization she stated that screening is beneficial for their organization for this tests the
capabilities of the applicant, also it is where the applicant can learn more about the
procedures and operation of the store. On the counterpart, the manager also indicated
the disadvantages of these HRM Practices just like when the employees cannot handle
the tasks anymore, the workers tend to not attend work at all or file a resignation letter
due to the heavy jobs in fast food. According to the first interviewee, training and
development is the most effective HRM practice, when the researcher asked the manager
“why?” the manager stated that “ through this, there is a development and the self-
confidence of the employees are being boost. Also, the workers are being enhanced and
they can learn well everything about the store.” On the other hand, the least effective
HRM practices are orientation and seminars, because according to the manager it is only
composed of examinations and introduction of procedures, meaning to say that it is for
the general labor and does not focus on their specific tasks. As mentioned by the
manager, simply hiring people who do not fit for the specific job will only be a waste of
time and eventually loss of sales,that is why it is really significant to have proper hiring to
avoid this kind of situation. From the manager’s perspective, HRM Practices play a
significant role in improving the skills and knowledge of the workers. Also, there is a
developmental growth and their employees are being versatile and can do a multi-tasking
for they knowledge about their job is expanding, they are not only focusing on their tasks
but also then can do other tasks that will be assign to them. Next, when it comes to the
managers, the interviewee said that HRM Practices maximizes the manager’s work. They
can already do other tasks for they are confident that their staff is already skilled about
their jobs. And lastly to the establishment, as stated by the manager “all the procedures
and standard are being achieved” it means that the desires or goals of the organization
are being fulfilled due to the presence of HRM Practices. Also, it helps the establishment
to lessen mistakes which leads to additional people in the work place which results to the
growth of the business. When the manager was asked about the hindrances that may
appear in fulfilling HRM Practices she said that there are companies whom considered to
be their competitors which offer greater benefits and compensation to attract applicants
to work for their fast food. For we can’t deny that the salary of working in fast food is only
for everyday needs, and if you’re single that is enough. The tendency is their human
resource or their human capital is decreasing due to employee turnover.
The HRM Practices that are present in the organization of the first manager are
the same with the practices that are being implemented in the organization of second
manager. The second interviewee said that HRM practices give benefits to them as a
manager in a way that they learn everything about human resource from their rights on
to how to train them. The manager used the term “Domino Effect” to describe the
relationship of HRM Practices and the business itself. She believed that if you chose the
qualified applicant and you train and handle them in appropriate way, everything will
follow and the flow of the operation will be good. Going to the perspective of the second
manager about the effects of HRM Practices in the motivation and performance of them
as managers, their employees and the establishment itself, the respondent said that
through incentive program or even little appreciation the morality of the staff will be boost
which makes them to perform their job very well. While in managers, it’s just the same
with the staff, and when it comes to the establishment the second manager, used the
term “domino effect” once again, for the respondent believed that HRM Practices make
the flow of the operation very smooth which reflects the performance of its employees.
When the managers of different fast foods were asked about the things that will be lost if
HRM practices are not present in their organization, it turned out that their responses are
most likely the same, it’s all about the function of the store. The two managers said that
the operation will be greatly affected without human resource practices, like what the first
manager stated “there will be no proper training nor proper hiring for qualified applicants.”
meaning to say that without HRM Practices, the employees of an organization are not
going to have a good training, in the same time, there will be no proper hiring, which
means that you will only hire and hire people even though they are not qualified for that
specific position which can lead to negative results for the organization.
Conclusion
Owing to the fact that HRM Practices are necessary for an organization, putting
efforts to implement strategically and effectively these practices would make the growth
of the business, as well as the employees and managers themselves. Choosing the
appropriate HRM Practices for your organization can boost the motivation and
performance of the employees, it can also make them versatile and productive in a way
that their knowledge about their job is expanding and they can do a multi-task for they are
being familiar with the other tasks in fast food. Also, the presence of HRM Practices in
organization is a must for this greatly affects the operation of the store. With HRM
Practices, the function or the operation of the store is positive and smooth, and this is one
of the major things that will be lost without having HRM Practices in an organization.
There are plenty of studies that has been conducted regarding the HRM Practices and its
relation to employee and organizational performance, based on the analysis created, this
research would be beneficial for those fast foods who do not have HRM Practices yet or
for those who wanted gain knowledge about HRM Practices.

Recommendation:
1. The researchers observed that HRM Practices are limited in fast foods, the
companies must try to implement other HRM Practices to enhance more their
workers and develop the establishment at the same time.
2. Since incentive program is said to be one of the major tools to boost the motivation
and improve the performance of the employees, the company should improve their
incentives and rewards for their employees.
3. It is much better to lessen the seminars and orientations for they are only
composed of examinations and discussions, which makes the load of the
employees heavier.
4. Instead of conducting discussions, focused more on training and development, for
this enhance the skills, knowledge and personal growth of the workers as well as
the managers.
5. Lastly, further studies should get more respondents regarding the study.
ADVICE TO FUTURE RESEARCHERS
Since we only have a short period of time in conducting this research, we advise
the future researchers on this same topic to have more respondents to get a variety and
more informations regarding the study. In this research, face-to-face interview is important
so that you can have a chance to probe your interviewee.

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Appendices
Interview Question
1. What are the HRM Practices implemented here in your fast food chain?
2. What are the benefits of implementing HRM Practices in the fast food industry?
3. What are the disadvantages of implementing HRM Practices in the fast food
industry?
4. What are the things that will be lose without having HRM Practices in the food
industry?
5. What are the most effective HRM Practices implemented in the fast food industry?
6. What are the least effective HRM Practices in fast food industry?
7. How do HRM Practices affect the growth of the business in food industry?
8. How do HRM Practices affect the motivation and performance of the employees,
managers and establishment?
9. What are the hindrances in accomplishing HRM Practices in fast food industry?
Letters
CACHAPERO LEARNING
SCHOOL,INC.
Blk.7 Lot 13 Mahogany St. Narra Homes, Carsadang Bago II, City of Imus, Cavite
Catherene Joy Malicsi

KFC, Manager
Imus Nueno Ave. Imus City Cavite
Dear Ms. Malicsi,

Greetings of Peace!
In partial fulfilments of our requirements for Practical Research 1, we Senior High School students of
Cachapero Learning School Inc., would like to ask for your permission to conduct a research study entitled
“Qualitative Investigation of HRM Practices in Fastfood Industry”.
In connection with this, we would like to ask your good office to allow us to conduct our survey and
interview in your vicinity. Rest assured that the data we will gather will remain absolutely confidential and
to be used on academic purposes only. We believe that you are with us in our enthusiasm to finish this
requirement as compliance and to develop our well-being.
We hope for your positive response on this humble matter. Your approval to conduct this study will be
greatly appreciated. For further questions please contact us at 09389904634 and email us at
cheskacsnv@gmail.com and rosemariellebonagua02@gmail.com
Thank you very much!

Respectfully yours,
Cheska A. Casanova
Rose Maielle C. Bonagua
SHS- ABM
Noted by:
Nela Mae G. Cachapero, LPT
Research Adviser / JHS-SHS Coordinator
Approved by:
Anthony G. Rackhold, LPT, MA. Ed.

School Principal
CACHAPERO LEARNING
SCHOOL,INC.
Blk.7 Lot 13 Mahogany St. Narra Homes, Carsadang Bago II, City of Imus, Cavite
Jeffrey Monog
Chowking, Manager
Imus Nueno Ave. Imus City Cavite
Dear Mr. Monog,

Greetings of Peace!
In partial fulfilments of our requirements for Practical Research 1, we Senior High School students of
Cachapero Learning School Inc., would like to ask for your permission to conduct a research study entitled
“Qualitative Investigation of HRM Practices in Fastfood Industry”.
In connection with this, we would like to ask your good office to allow us to conduct our survey and
interview in your vicinity. Rest assured that the data we will gather will remain absolutely confidential and
to be used on academic purposes only. We believe that you are with us in our enthusiasm to finish this
requirement as compliance and to develop our well-being.
We hope for your positive response on this humble matter. Your approval to conduct this study will be
greatly appreciated. For further questions please contact us at 09389904634 and email us at
cheskacsnv@gmail.com and rosemariellebonagua02@gmail.com
Thank you very much!

Respectfully yours,
Cheska A. Casanova
Rose Maielle C. Bonagua
SHS- ABM
Noted by:
Nela Mae G. Cachapero, LPT
Research Adviser / JHS-SHS Coordinator
Approved by:
Anthony G. Rackhold, LPT, MA. Ed.

School Principal
Documentation
Interview with Ms. Fatima, the

assistant manager of Chowking.
Interview with Ms. Malicsi, the

manager of KFC.

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CACHAPERO LEARNING SCHOOL INC.

A QUALITATIVE INVESTIGATION OF HUMAN RESOURCE MANAGEMENT PRACTICES IN

ROSE MARIELLE C. BONAGUA

SENIOR HIGH SCHOOL

CACHAPERO LEARNING SCHOOL INC.

A QUALITATIVE INVESTIGATION OF HUMAN RESOURCE MANAGEMENT PRACTICES IN

ROSE MARIELLE C. BONAGUA

A Research Paper Presented to

Senior High School

CACHAPERO LEARNING SCHOOL INC.

City of Imus Cavite

In Partial Fulfillment of the Requirement for

Research for Daily Life 1

SHS- Accountancy, Business, Management

This research, A QUALITATIVE INVESTIGATION OF HUMAN RESOURCE MANAGEMENT

Anthony G. Rackhold LPT, Ma, Ed Nela Mae G. Cachapero, LPT

Degree: Grade 11(Accountancy. Business. Management)

School: Cachapero Learning School Inc.

Academic Year: 2018- 2019

Adviser: Mrs. Nela Mae G. Cachapero

oriented on the purpose of the study.

this research possible.

us throughout our research journey to complete this study successfully.

have been possible without your participation.

Background of the Study 2

Statement of the Problem 5

Scope and Limitations 5

Significance of the Study 6

2 REVIEW OF RELATED LITERATURES AND STUDIES

Respondents of the Study 32

Validity and Reliability of the Instrument 33

Data Gathering Procedure 33

4 PRESENTATION , ANALYSIS AND INTERPRETATIONS OF DATA

Human Resource Management (HRM), likewise called personnel

Significance of the Study

REVIEW OF RELATED LITERATURE AND STUDIES

and dissertations, books related to this study were cited.

According to Inyang (2010) Strategic Human Resource Management is further characterized by

increasing globalization, greater organizational complexity, market competitiveness and cutting-edge

information communication technology. It is the practice of attracting, developing, rewarding, and

of the organization. Strategic HRM is seen as a partner in organizational success, as opposed to a

complicated for an organisation and its workforce to accomplish its goals.

carefully to ensure that it will be implemented positively.

throughout the organization.

encountered in the implementation of these practices; Perception on the extent of implementation of

appropriate thing to do or the best solution on facing those challenges.

development of the organisation.

employees whih further results to increase in sales.

According to Supangco (2012) Strategic management is an important factor in gaining

company’s initiatives and goals under its guidance.

among firm’s community

procedures describe responsibilities and processes in relation to recruitment and employment

workers and the organization.

development discussion, or employee appraisal is a method by which the job performance of an

the manager team members their value.

employee’s help the fast food chains gain a lot of money.

performance. An effective human resource management practices namely employee empowerment,

objectives is short to lacking.

assure if it is align to the comapany’s goals and objectives.

promote supportive working relations.

selectivity in staffing, performance-based pay, and enhanced employee opportunity through

participation in decision-making result in higher levels of organizational effectiveness. Additionally, the

effects of other combinations of these practices varied.