WORKSHOP ON

ENTREPRENEURSHIP AND
BUSINESS PLAN
D!D! night cabs
D!D! Night Cabs

 Excel file:- Assignment.xlsx

 Financial objectives
 Online Cab service financial model is based on a business concept to “Plan for the Worst, but Manage for the
Best”.
 The first financial objective of my business is to reach the sales i.e. making customer to use my service
frequently in huge number nearly 100 new customers in 1 week . i.e. 100*54= 5400 (expected) customers in a
year.
 With in 2-3 years the return should be more than invested initially.
 The main financial management is to for cost reducing in travelling so that profit will increase.
 Finance required
 Almost 6-7 lakh initially capital required for the business on small scale .
 Some funds i.e. Rs. 5,00,000 from government and then after 1 lakh each partner (3 partners) will contributing in first
year then after in second year we can get easy loan on behalf of our business. [ 5,00,000 + (1,00,000*3)= 8,00,000 ].
 In the second year we take loan from bank (Rs.5,00,000).
 D!D! Night cab financial plan required:-
o Cash flow Statement
o Profit and Loss
o Balance sheet
o Assumption
o Risk Analysis
o Break even analysis.
 Assumptions
 Economy
 Business growth
 Annual Growth Rate Percentage
 Seasonal Sales Variance
 Industry & Start-Up
 Pricing & Cost Control
 Cost Control 
 Inventory turnover and Accounts Payable
Start-up Cost
Projected Profit & Loss
Projected Balance Sheet
Projected Cash Flow Statement
HR Plan
 Human resource forecast
 Initially we need:- For 6 to 9 months.
Position Numbers Reason
General Manger 3 One for the tech team and one for the
administrative.
Technical People 5 To control the request of customer in
which 2 are customer care and 3 are
app management workers.

HR manger 1 To manage the entire resources of

business and hiring new candidate on
basis of requirement..

Legal/ Advocate 1 To mange the legal accepts of the

business.
Drivers 11 On the small scale we start with female
drivers in small town.
 Job description & Job specification- HR
Manger
 Human Resources Manager Job Responsibilities:  [Work Hours & Benefits] This is where you’ll want to include any company-
specific working hours and benefits. Tell prospective human resources managers about
 Enhances the organization’s human resources by planning, implementing, and evaluating employee telecommuting options, flexible work schedules, or any required travel. You can also sell
relations and human resources policies, programs, and practices. potential applicants on the benefits — like commuter credits, paid family leave, or
childcare reimbursement — that set your business apart.
 Maintains the work structure by updating job requirements and job descriptions for all positions.
 Supports organization staff by establishing a recruiting, testing, and interviewing program; counseling  Human Resources Manager Qualifications / Skills:
managers on candidate selection; conducting and analyzing exit interviews; and recommending
changes.
 Hiring, Organization, Human resources management

 Prepares employees for assignments by establishing and conducting orientation and training programs.  Benefits administration
 Manages a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations;  Performance management, Communication processes
preparing pay budgets; monitoring and scheduling individual pay actions; and recommending, planning,
and implementing pay structure revisions.  Compensation and wage structure, Employment law
 Ensures planning, monitoring, and appraisal of employee work results by training managers to coach
 Supporting diversity , Laws against sexual harassment
and discipline employees; scheduling management conferences with employees; hearing and resolving
employee grievances; and counseling employees and supervisors.  Classifying employees
 Implements employee benefits programs and informs employees of benefits by studying and assessing
benefit needs and trends; recommending benefit programs to management; directing the processing of  Education, Experience, and Licensing Requirements:
benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; and designing  Bachelor’s degree from a four-year college or university or similar work
and conducting educational programs on benefit programs. experience required
 Ensures legal compliance by monitoring and implementing applicable human resource federal and state
requirements, conducting investigations, maintaining records, and representing the organization at  5+ years of experience in progressively responsible human resource roles
hearings.  3+ years of experience in Labor Relations and Employee Relations
 Enforces management guidelines by preparing, updating, and recommending human resource policies
and procedures.  3+ years of experience in a supervisory role
 Retains historical human resource records by designing a filing and retrieval system and keeping past  PHR/SPHR certification preferred
and current records.
 Cultivates professional and technical knowledge by attending educational workshops, reviewing
professional publications, establishing personal networks, and participating in professional societies.
 Role :- HR manger
 GENERAL MANAGER (JOB
DESCRPTION)
 The 3 partners are work as General manger of the company. This is because
this is introduction phase of the company and in this we should established
our business.
 General mangers :-
S. Name Position
No
1. Sudhanshu Kumar Singh (MBA) Finance & Business
Analytics
2. Nisha (MBA) Human Resource
3. Sikha (MBA) Marketing
 This will save the cost of hiring and increase the efficiency of work in the
company.
 Job description & Job specification-
Technical Support (Customer Care)
 SKILLS REQUIRED:-
 1. We would prefer immediate joiners.
2. Candidate must have minimum 1+ Year of national Telecom Chat & voice calling  Education:-
experience.
3.Candidate should be aware of basic technical and Voice & Chat knowledge.
4. Good computer knowledge (ISP/Broadband/Telecom Billing). - Final year graduates awaiting results/result
5. Ability to handle Dual/Multiple Voice chat concurrences. published online are also eligible
6. Any Graduate with 1 year or undergraduate with minimum 1.5 Years of International
BPO experience.
7. Candidate should be flexible to work in 24*7 environments, comfortable to work in - Knowledge of basics of - MS
night shifts Office(Word/Excel/Power Point)
 Typing Speed - We need 30 to 35 WPM Speed and 90% to 100% Accuracy is a
Must - CA and CS are NOT eligible.
 Excellent Communication Skills in English and Hindi and Willingness to work for
24/7 working environment is a must, which involves Night Shift. (Rotational shift)
- MBA / PGDM / MCA / MTECH / All PG's
 ***There is no leaves till 6 months once you join in the Company***. are also eligible.
 *Age - * 18 to 30 years.
 Fresher & Experienced, both can apply.
 Salary - 1.2 to 2 Lac Per Annum - Gross (As per Experience)
 Job description & Job
specification- Technical Supports
Role:- Software Developer
The Job:-
You will be responsible for :
Industry Type :-
Delivering and improving application security on multiple platforms.
Operations on audio and video as listed, but not limited to video scaling, pixel format
Automobile, Auto Anciliary, Auto
conversion and compression. Components
Supporting continuous improvement by investigating alternatives and new technologies and
Functional Area :-IT Software - Application Programming,
presenting these for architectural review.
Troubleshooting and debugging to optimize performance.  Maintenance,
The Profile :- Employment Type:-Full Time, Permanent
You possess at least a Master/Degree from a top-tier institute in Information Technology or
Computer science and at least 3 years experience in Software Development. Role Category:- Other
You have strong expertise with Android SDK, Java, NDK, JNI and are proficient in C/C++
and Java. UG :- Graduation Not Required, Any Graduate in Any
You have a strong understanding of Software Architecture & Design as well as application Specialization
security and performance optimization at hardware level.
You have experience in video and image processing related applications on mobile phones PG :- Post Graduation Not Required, Any Postgraduate in
and image/video/renderscripts. Any Specialization
Strong knowledge on Computer Vision & Graphics, Hardware Communication via
Android/NDK build/BLE and experience in augmented reality or game engine development Doctorate :- Doctorate Not Required, Any Doctorate in Any
will be an added advantage. Specialization
You are a creative problem solver and a strong team player.
 Policies & Procedures –Recruitment Policy
(Recruitment Policy Represents the organization's code of conduct A typical policy
statement)

 Recruitment Policy Represents the organization's code of conduct A typical policy statement: In its recruitment
activities the company will:
 1. Advertise all vacancies internally.
 2. Reply to every job applicant with the minimum of delay.
 3. Aim to inform potential recruits in good faith about the basic details and job conditions of every job advertised.
 4. Aim to process all applications with efficiency and courtesy.
 5. Seek candidates on the basis of their qualification for the vacancy concerned.
 6. Aim to ensure that every person invited for interview will be given a fair and thorough hearing.
 The company will not:
 1. Discriminate unfairly against potential applicants on grounds of sex, race, age, religion or physical disability.
 2. Discriminate unfairly against applicants with a criminal record.
 3. Knowingly make any false or exaggerated claims in its recruitment literature or job advertisements. 
 Recruitment policy:- This can be done in 3 Stages they are
Aptitude written test online Technical interview HR
interview.
 Policies & Procedures- Leave policy
 LEAVE POLICY PURPOSE OF LEAVE:
Leave is granted to employees with the good intention of providing rest, recuperation of health and for fulfilling social obligations. This provides for a healthy and efficient staff for
the company.
 LEAVE YEAR AND APPLICABILITY:
 Leave is not a matter of right.
 Sanctioning of leave is at Management discretion based on exigencies of business or seriousness of the case.
 Leave year is from 1st January to 31st December.
 Eligible leave is credited to the employees on the 1st of January every year.
 The different types of leaves given under the policy are:
 Casual Leave (CL) -7 days
 Sick Leave (SL) – 7 days
 Earned Leave (EL) -1 for every 20 working days.
 Maternity Leave (ML) – 84 days
 Loss Of Pay (LOP)
 The Leave policy is applicable for all permanent staff of the company.
 Employees who are appointed during the courses of the year shall be entitled to the above leaves on pro- rates basis.
 Employees whose date of joining services fall between 1st to the 15th of a month are entitled to get the leave credit for that month.
 Employees whose date of joining services fall between 16th to the end of the month are not are entitled to get the leave credit for that month.
 Policies & Procedures- Code of
conduct
Section I – All individuals affiliated with the DIDI shall:

 I. Attempt at all times to work toward the goals and objectives of the DIDI and the game of Lacrosse, and towards the betterment of its members.

 II. Strive to heighten the image and dignity of the Association and the sport of Lacrosse as a whole, and to refrain from behavior which may discredit or embarrass the Association or the game.

 III. Always be courteous and objective in dealing with other members.

 IV. Strive to achieve excellence in the sport while supporting the concepts of Fair Play and Drug free sport.

 V. Show respect for the culture, social and political values of all participants in the sport.

 VI. As a guest in another province or foreign country, abide by the laws of the host jurisdiction and adhere to any social customs concerning conduct.

 VII. Members of the DIDI shall refrain from actions, comments or behaviors, which are disrespectful, offensive, abusive, racist or sexist. In particular, behaviour, which constitutes harassment or abuse will not be tolerated and will be
dealt with under the OLA’s Harassment Policy & Code of Conduct.

 Section II – An Individual’s conduct shall be in question when they:

 I. Breach any of the above Section 1.

 II. Use their position within the DIDI for unauthorized personal and/or material gains.

 III. Willfully circulate false, malicious statements, derogatory to any other member of the Association.

 IV. Willfully ignore or break the Bylaws, policies and/or rules and regulations of the DIDI.

 V. Counsel others to ignore or break the bylaws, policies, and/or rules and regulations of the DIDI.

 Section III – General:

 I. The DIDI endorses the principles of natural justice and due process which allows any individual the right to a hearing and an appeal of any action which affects their rights.

 II. The DIDI and its member governing bodies agree to honor and enforce disciplinary action taken by those governing bodies upon the completion of due process.

 Section IV – Discipline Procedures:

 I. Any report alleging a breach of Member obligation under this Code of Conduct shall be submitted in writing, along with a completed Code of Conduct reporting form signed by two Board of Governors members, of whom only one
may be a member of the Board of Directors, to the DIDI within 14 days of the event/occurrence.

 II. Upon receiving a report, the DIDI staff shall immediately notify the DIDI Executive who shall determine the merit of the complaint and determine if action is necessary. If action is deemed necessary, the event/occurrence will be
dealt with under normal DIDI Discipline and Appeals procedures
Policies & Procedures- Performance
appraisal procedures
 Policies & Procedures- Disciplinary
actions
 DISCLIPNARY ACTION
 DISCIPLINARY PROCEDURE:
 Expected to meet performance standards and behave.
• Issuing a Letter or Charge to Employee calling upon him for
Explanation.  A process of communicating with the employee to improve
unacceptable behavior or performance.
• Consideration of the Explanation.
• Show-Cause Notice.  Corrective measure, aimed at preventing further misconduct or
poor performance.
• Holding of a Full-fledged Enquiry: steps in domestic enquiry are:
preparing and serving the charge-sheet, supervision in grave case,  The most common types of disciplinary action are warnings and,
obtaining reply to charge-sheet, selecting enquiry officer, conducting in serious cases, dismissal.
enquiry proceedings, holding of enquiry in free environment, record
findings, submitting enquiry officer’s report to the disciplinary authority,
 To be lawful, disciplinary action or dismissal must be fair and
decision of the disciplinary authority, communication of the order of reasonable in all the circumstances (with some limited exceptions).
punishment. ~The employer must have good reason for the dismissal or disciplinary
• Considering the Enquiry proceedings and findings and making final action &
order.
~The employer must follow a fair process in reaching and
• Follow Up. implementing its decision.
Perks/incentive policy
 INCENTIVES/BENEFITS
 Health insurance
 Paid time off
 Dental insurance
 Retirement savings plans
 Vision insurance
 Annual or biannual Bonuses
 Profit-sharing plan
 Stock Option
 PERKS
 Flexible schedule and telecommuting. 
 Paid parental leave. 
 Employee discounts.
 Free food (and good coffee)
 PTO for volunteering
 Flexible work schedules
 Telecommuting
 Employee social events
Employee career enhancement opportunity policy
 Continuing Education
 Enrollment in formal degree programs, courses, or workshops
 Pursuing certificates, accreditations or other credentials through educational programs
 Participation in professional organizations
 Attending local, regional, national, and international meetings, conferences and workshops sponsored by professional
organizations
 Presenting papers at conferences and workshops
 Serving as an officer, board member, or committee member
 Coordinating events sponsored by the organization
 Research
 Conducting research
 Presenting findings of research to others
 Improve job performance
 Keeping up with technology, systems, processes
 Learning about new developments in your field
 Improving existing skills
 Increased duties and responsibilities
 Taking on new challenges in current position, projects, long or short-term assignments
 Training & development policy
 Attending various meetings
 Working with external committees/stakeholders
 Using the internet or intranet to research something
 Working on a task which requires you to solve a problem
 Giving, or preparing, a presentation on a topic with which you are not familiar
 Discussing how to deal with a particular problem with someone you work with
 Undertaking a project or assignment that is in some way different to those you have
worked on previously
 Observing how others deal with a particular problem or respond in a given situation
 Delegating tasks to others
 Being a member of a working group or task force
 Being involved in various tasks (both those which are familiar and unfamiliar to you) .
 Adjusting to a new or changed work role.
 Reading (books, journals, reports, newspapers)
 Networking (both internally and with people external to Wireless Group PLC)
 Instruction - being shown how to do something and subsequently putting this into practice
 Attending conferences/seminars/development forums
 Being a member of committees or working groups
 Work shadowing
 Attending a formal training event (both internal and external)
 Taking on new tasks or additional responsibilities to develop particular skills you identify
 Moving into a new or different work role
 Watching training/educational videos
 Being involved in role plays or simulations
 Using case studies to develop your knowledge (both those described in books/journals, and cases that
colleagues or acquaintances may be able to tell you about)
 Using diagnostic instruments (e.g. learning styles questionnaire, Belbin team types questionnaire)
 Asking for feedback on your own performance from those who work closely with you
 Listening to relevant documentaries/news items
 Involvement in coaching/mentoring relationships (can be developmental for both parties)
 Keeping a personal development journal – reflection on experience