HUMAN

RESOURCE
PLANS and Finance
Plan of .
Presented by Krishna Chandra(11807137)
HR Manpower Planning

• We need 2 people for developing and maintaining

Developers our application and website.

• To run our advertisement and campaign we will

Marketer have 2 people for offline promotions.

Digital • 2 people to manage our online presence and

content, which includes: social media promotion,
Marketer digital advertisement, content writing etc.
Job Description and Job specification

Web Developer
 Regular exposure to business stakeholders and executive management, as well as the authority
and scope to apply your expertise to many interesting technical problems.
 Candidate must have a strong understanding of UI, cross-browser compatibility, general web
functions and standards.
 The position requires constant communication with colleagues.
 Strong grasp of security principles and how they apply to E-Commerce applications.
 Job Description and Job
specification
Digital Marketer
 Develop and manage digital marketing campaigns
 Manage organization’s website
 Optimize content for the website
 Attend networking events and product launches.
 Promote company’s product and services in the digital space.
 Execute social media efforts to improve KPIs, likes, shares, tweets, etc.
 Creating and executing SMS, and email-based marketing campaigns.
 Create social media marketing strategy and campaign by creating the content idea, budget planning,
and implementation schedules.
 Promote the brand’s products and services on various social media channels.
 Build social media marketing strategy and execute it through competitive and audience research.
 Optimize company pages with each social media platform to increase the company’s social content
visibility.
Job Description and Job specification

Marketing Manager
 Develop strategies and tactics to get the word out about our company and drive qualified traffic to
our front door
 Deploy successful marketing campaigns and own their implementation from ideation to execution
 Experiment with a variety of organic and paid acquisition channels like content creation, content
duration, pay per click campaigns, event management, publicity, social media, lead generation
campaigns, copywriting, performance analysis
 Produce valuable and engaging content for our website and blog that attracts and converts our target
groups
 Prepare and monitor the marketing budget on a quarterly and annual basis and allocate funds wisely
 Oversee and approve marketing material, from website banners to hard copy brochures and case
studies
 Measure and report on the performance of marketing campaigns, gain insight and assess against
goals
 Analyze consumer behavior and adjust email and advertising campaigns accordingly
Job Description and Job
specification
Marketing Executive
• Regularly interacts with marketing managers to receive information and updates
 about marketing staff progress and results
• Evaluates marketing reports and sales data compiled by marketing staff members
• Presents regular updates and information to other department heads and executives
• Works with executives to incorporate marketing needs into overall
company planning and strategy
• Monitors competitor activity and brainstorms potential improvements or changes in
 marketing strategy, products, or services
• Organizes and attends company-wide and marketing events
• Assists in securing access to major media channels and important sponsorships
• Travels to meet clients and attend conferences, trade shows, industry events, and
 seminars
• Adheres to and implements company policies and procedures
Recruitment Policy

Recruitment Policy consists of two main components:

1. Requisition:
 HR form to be used in this Phase for writing Job Description
 It is a form which would be filled by Reporting Manager of job opening.

2. Recruitment Process:
 There would be 3 rounds for selection of candidate
a. Technical Test
b. Technical Interview
c. HR Interview
Leave Policy

 Commencement of Leave Period is calendar year i.e. 1st January to 31st December
every year. All regular employees are entitled to around 27 days leave in a year.
Holiday List will be provided at the beginning of the calendar year.
 7 days casual leave and 14 days sick leave is provided to all the employees.
 Employee need to apply for each leave and take approval except in cases where
approval could not be taken in advance. There is no set rule for which leave to be
approved and not approved. Employer can refuse the leave application, if not
satisfied with the reason of leave.
 Female employees are entitled to a maximum of 12 weeks (84days) paid maternity
leave. Six weeks leave has to be taken after the actual date of delivery.
 Paid paternity leaves are provided.
 If person does not have any unused leave and the situation warrants him to take the
leave, the leave is granted by the Company as loss of pay or which may be adjusted
against the future leave or as a special case depending on management discretion.
Code Of Conduct
Policy brief & purpose
 Our Employee Code of Conduct company policy outlines our expectations regarding
employees’ behavior towards their colleagues, supervisors and overall organization.
 We promote freedom of expression and open communication. But we expect all employees to
follow our code of conduct. They should avoid offending, participating in serious disputes and
disrupting our workplace. We also expect them to foster a well-organized, respectful and
collaborative environment.
Scope
 This policy applies to all our employees regardless of employment agreement or rank.
Policy elements
What are the components of an Employee Code of Conduct Policy?
Company employees are bound by their contract to follow our Employee Code of Conduct while
performing their duties. We outline the components of our Code of Conduct below:
 Compliance with law
All employees must protect our company’s legality. They should comply with all
environmental, safety and fair dealing laws. We expect employees to be ethical and
responsible when dealing with our company’s finances, products, partnerships and public
image.
Cont.……

 Protection of Company Property

All employees should treat our company’s property, whether material or intangible, with
respect and care.
 Respect in the workplace
All employees should respect their colleagues. We won’t allow any kind of discriminatory
behavior, harassment or victimization.
 Corruption
We discourage employees from accepting gifts from clients or partners. We prohibit briberies
for the benefit of any external or internal party.
 Communication
All employees must be open for communication with their colleagues, supervisors or team
members.
 Benefits
We expect employees to not abuse their employment benefits. This can refer to time off,
insurance, facilities, subscriptions or other benefits our company offers.
Performance appraisal
procedures
Performance appraisal policy:
1. Our company has a general definition of what good performance looks like. To achieve a good
performance evaluation, you should:
2. Meet your targets consistently.
3. Complete your job duties as expected.
4. Show a willingness to learn and develop.
5. Follow our Code of Conduct and other company policies.
6. Have a good attitude and collaborate well with your colleagues.

360 degree appraisal:

 A common approach to assessing performance is to use a numerical or scalar rating system
whereby managers are asked to score an individual against a number of objectives/attributes.
Employees are also allowed the opportunity to assess the person(manager) at the same time. This
is known as 360◦ appraisal.
 We will be using 360◦ appraisal technique for assessing and rewarding employees.
Disciplinary actions
The following scenarios indicate where the disciplinary procedure starts depending on the violation:
 Performance issues.
 Failure to meet performance objectives.
 Attendance issues.
 Failure to meet deadlines.
 Misdemeanors/One-time minor offense.
 Rude behavior to customers or partners.
 On-the-job minor mistakes.
 Breach of dress code
 Involuntary Discrimination.
 Misconduct/Frequent offender.
 Lack of response to counseling and corrective actions.
 Lost temper in front of customers or partners.
 On-the-job major mistakes.
 Unwillingness to follow health and safety standards.
 Severe offensive behavior/Felony.
 Corruption/ Bribery.
 Perks/incentive policy
Our employees will have following perks
and benefits:
Employee health insurance along with family members

Workers’ compensation

Work from home

Employee expenses

Company-issued equipment
Employee career enhancement
opportunity policy
 Policy brief & purpose
 Our employee career enhancement and opportunity policy presents our
guidelines for advancing and promoting employees from within our company.
We want to invest in our employees and reward those who perform well.
 Scope
 This policy applies to all employees who qualify for promotion. Employees
may be promoted only after their three-month onboarding period ends and if
they are not under a performance improvement plan.
 Employees may be promoted within the same or another department or branch.
 Policy elements
 We will promote employees based on their performance and workplace conduct.
Acceptable criteria for promotion are:
 Experience in the job or tenure.
 Skillset that matches the minimum requirements of the new role.
 Personal motivation and willingness for a change in responsibilities.
Training & development
policy
We encourage the following employee trainings:
• Formal training sessions (individual or corporate)
• Employee Coaching and Mentoring
• Participating in conferences
• On-the-job training
• Job shadowing
• Job rotation
As part of our learning and development provisions, we can also arrange
for subscriptions or educational material, so employees will have access to
news, articles and other material that can help them become better at
their job. There are two conditions for this:
• Subscription/Material should be job-related
• All relevant fees should not exceed a set limit per person
 Financial Plan
Assumption-Studio

Computers/Laptops 400,000
Portal Design 100,000
Maintenance/year 10%
Escalation Rate - Maintenance 10%
Air Conditioner 50,000
Deprecation Rate 30%
Salvage Value 200,000
Life of computer and camera in years 300%
3

Assumption-Financing

Debt 60%
Equity 40%
Interest on Debt 12%
Tenure of loan (years) 5%

Cost of equity 24%

WACC 16.800%
 Assumption General

Tax Rate 33%

Debt is to be repaid in 5 equal annual installments at the start of every year

interest income 10%

Assumption - Operating Revenues

Pencil Artwork 840000

Digital Artwork 1800000
Comic Design 240000
Tattoo design 2400000
wall art 3000000
Sculptures 48000000
Grafitti Designs 480000
oil paint Artwork 1800000

Total Working Hours 3900

Escalation Rate On income 10%
Rate of Growth of revenue 20%
 Assumptions- operating costs

Electricity yearly in Rs 120000 Employees 7

Camera 400000 Salary of technical guys 40,000
Internet bills 60000 salary of vlogging guys 40,000
Art sheets/Art kits 600,000 Salary of Marketing guys 40,000
Tattoo ink and kits 500,000
miscellaneous (rs/day) 5000
Escalation rate in misc 6% Advertiesement 200,000
Editing Softwares 50,000 Escalation on Advertisement 20%
Frames for artwork 100800 No. of working days 300
Escalation in eletricity bills 5% Studio rent 960000
Escalation in internet bills 5% Escalation in rent 5%
Escalation in demand of supply 10%

Free Cash flow equity

Year 0 Year 1 Year 2 Year 3 Year 4 Year 5
Net income 34101883.3 41515098.3 50455980.3 61233941 74220627.7
Depreciation 216666.667 216666.667 216666.667 216666.667 216666.667
Capital expenses 2100000 0 0 0 0 0
Debt repayment/raised 1260000 198336.26 222136.61 248793.01 278648.17 312085.95
Cash flow to equity 840000 34,234,753 41,647,968 50,588,850 61,366,811 74,353,497

Cost of equity 24%

NPV 107570420
IRR 43%
 Balance Sheet
BALANCE SHEET
,
. YEAR 0 YEAR 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5
ASSETS
Cash 34,234,753 75,882,721 126471571 187838381 262191879
ppe net 2,100,000 1883333.33 1666666.67 1450000 1233333.33 1016666.67
total assets 2100000 36,118,086 77,549,388 127921571 189071715 263208545

LIABILITY
Debt 1,260,000 1061663.74 839527.12 590734.12 312085.95 0.00
Equity 840000 840000 840000 840000 840000 840000
Retained Profit 0 34101883.3 75616981.7 126072962 187306903 261527531
owner's fund 114,539 252879 417875 612726 841015
total liabilities 2,100,000 36,118,086 77549388 127921571 189071715 263208546
 Income Statement
PROJECTED INCOME STATEMENT
Particulars YEAR1 YEAR2 YEAR3 YEAR4 YEAR5 YEAR6
Flag 1 2 3 4 5 6
Revenue 58560000 70272000 84326400 101191680 121430016 145716019
Other Income
Rent 960000 1008000 1058400 1111320 1166886 1225230.3
Maintenance expenses 145000 159500 175450 192995 212294.5 233523.95
Employee cost 3360000 3696000 4065600 4472160 4919376 5411313.6
Electricity Expense 120000 126000 132300 138915 145860.75 153153.788
Internet Expenses 60000 63000 66150 69457.5 72930.375 76576.8938
art supply expenses 1,100,000 1210000 1331000 1464100 1610510 1771561
Miscellaneous Cost 1500000 1590000 1685400 1786524 1893715.44 2007338.37
Advertiesement 200,000 240000 288000 345600 414720 497664

Gross Profit (EBITDA) 51115000 62179500 75524100 91610608.5 110993723 134339657

Depriciation 216666.667 216666.667 216666.667 216666.667 216666.667 216666.667
profit before tax 50898333.3 61962833.3 75307433.3 91393941.8 110777056 134122991

income taxes 16796450 20447735 24851453 30160000.8 36556428.6 44260586.9

Profit after taxes 34101883.3 41515098.3 50455980.3 61233941 74220627.7 89862403.7