Entrepreneurship & New Ventures - EPR 511 Final Project

Entrepreneurship & New Ventures - EPR 511
Final Project
Human Resources Software Company
Done by:
XXXXX
XXX
Submitted to:
XXX
2
Table of Content
Abstract
...............................................................................................
.................................... 3
Introduction
...............................................................................................
............................. 4

Company profile
...............................................................................................
..................... 7
About us:
...............................................................................................
.......................................... 7
Our Mission:
...............................................................................................
.................................................................. 7
Our Vision:
...............................................................................................
..................................................................... 7
Values:
...............................................................................................
............................................................................. 7
The Strategist of the project
...............................................................................................
.. 9
Opportunity Recognition and the Opportunity Assessment Plan
................................. 9
Opportunity checklist:
...............................................................................................
......... 18
The Business Model Canvas
..............................................................................................
19
Our packages are:
...............................................................................................
................ 25

Actions framework (Eliminate, Reduce, Rise and
Create)........................................... 29
Feasibility Analysis
...............................................................................................
.............. 30
Financial
Feasibility:............................................. .................................
.................................. 31
Conclusion
...............................................................................................
............................. 43
References
...............................................................................................
.............................. 44
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Abstract
Three co-founders combining their professional and educational
skills to form a business
startup of Human Resource Software Company. According to
the development of technology
and the new Saudi Arabia‘s vision of 2030, it helps the
companies to look for improvements

and challenges to enter the global market. Nowadays most
companies look to eliminate the
waste specially by decreasing the expenses as much as they can.
The future innovation in
technology will eliminate various jobs in market, and one of the
jobs eliminated will be
human resource jobs because companies will depend more in
technology than staff of
employees. Our objective is to give our clients all Human
Resources services that make them
successful. Our services will give the clients the right way to
compete on the global market
because our employees have an experience and knowledge of
the trends in global market and
we will fulfill that need with developing unique resources to
makes our services more
professional. The main objective of our project is to make the
local companies compete on
the global market and be the leader of Human Resources
software services in Saudi Arabia.
We choose this project because we researched for the demand of
a need of HR software in
the market of KSA by providing service to the employees saving
their cost and time.

4
Introduction
• What Is Entrepreneurship?
Developing a HR Software which will be focused on creating a
workplace that
complies with government regulations for compliance, safety,
and health providing
legal protection for your company. Regulations changes often
by the government,
which is where a dedicated HR software company team can help
ensure you‘re in
compliance with government laws.
• Corporate Entrepreneurship
Corporate entrepreneurship involves vast business structure
which is followed based
on the hierarchy of the business organization.
• Stages to Establish Startups Firms
1. Concept research
2. Detail analysis of market

3. Feasibility study
4. Creating and establishing plan
5. Starting up the business
• Factors Influencing an Entrepreneur
Economic factors, Political Factors, Social factors,
Geographical factors
• Creativity and the Business Idea
It generally involves creating the human resource requirement
and need in the
domestic market and standing based on the need and demand of
the market.
• Trends
Personalization, Development of user-friendly software, Hiring
professionals,
implementation and generation
• Sources of New Ideas
5
Each day new rules and regulations are implemented by the

MOL thus generating the
idea by providing the required service is very important to keep
the track in the
market for the HR needs.
• Opportunity Assessment Plan
It is a plan in which the opportunities are found and the
implementation is done based
on the business model.
• Strategy & Innovation
The software technology will help HR departments. Human
Resource Information
Systems to track employee time, recruit new employees, manage
paychecks and
benefits, automate administrative tasks, track compliance, keep
records, and much
more. However. HRSC will have all the features that are
required to be part of Saudi
Labor market and it doesn‘t mean your company needs to spend
the extra cash to
purchase everything. Your HR can take some services if he feels
that work is
overloaded for him.

• Blue Ocean Strategy
Blue ocean strategy is the simultaneous pursuit of
differentiation and low cost to open
up a new market space and create new demand. Blue ocean
strategy will help Human
resource Software Company to expand and grab the customers
in the market. As this
strategy is basically about creating and capturing uncontested
market space, thereby
making the competition irrelevant. Basically, Human resource
Software Company
will create the desire and demand for the Human resource as
already the market is
facing this issue because of lack of professionalism. So, it will
help Human resource
Software Company to capture the market as it will be the
innovation which will be
solving the problems of the companies in HR. The blue ocean
strategy is based on the
view that market boundaries and industry structure are not using
the given Human
Resource plans and it can be reconstructed by the actions and
beliefs of the innovative
players in the market. In blue oceans, Human resource Software

Company will create
the demand rather than following old process. There is ample of
opportunity for the
growth of Human resource Software Company that is both
profitable and rapid. The
key to Human resource software business success is to define
the terms of
competition and move into the "blue ocean," where the space
for HR tools are for
Human resources only. The goal of these strategies is not to
beat the competition, but
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to make the competition irrelevant so that HR can not only
benefit but also expands
its areas of operations.
Traditional Human Resource Human Resource software
Company
Low System adoption
High cost
Made from Firms own strategy

Involved Less numbers of Labor
Need Time
Takes more days to solve
Simplifying the work on System
Low cost
Works on Domestic Requirement
Involves more numbers labor
Informs about time
More work in less time
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Company profile
About us:
We aim to provide services for local and multinational, small
and medium size companies
with online services. Our business includes dealing with
companies by providing services
such as; hiring, contract, training, attendants, terminations,

transfers of sponsorship,
performance appraisal services, rewards and benefits,
compensation and planning with
policies and procedures.
Our Mission:
―Be a leader by providing excellent HR software services to
customers to become the global
king in the Human Resources software services industry.‖
Our Vision:
To become the leading HR software services company offering
word class solutions.
Values:
Our priority is to satisfy our clients by providing solution in HR
needs with affordable
prices.
To be truthful and trustworthy in all types of business dealings.
We act ethically and professionally.

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We are energetic and driven to do the best we can for our
clients
We add value to our client's businesses and establish long
relationships based on trust
and respect.
at a
medium size or small
company, HR Software company saves your time, money and
effort. Support service
for small businesses.
rate. The question
before HR professionals is not whether they should adapt to
these changes or follows
with the old methods of HR strategy, to keep pace with the
needs of the business HR
software company is born. We are prepared to take hold of the

changes and
innovations into the future.
have the skills, ability, aptitude and
knowledge which you as
customers look for in relation to the job. We know that lack of
capability will lead to
unsatisfactory HR performance which in turn is likely to cause
problems for both
managers and colleagues. We have the capability to solve these
problems. In HR your
staff might be underperforming due to overload we give support
to them to improve
to the required standard of competence. Our policies are to set
commitment and
responsibilities in all HR area and provide you with information
and guidance on how
to solve this HR issues.
Learning are the part of a
healthy culture in professional growth, and working of
organization. We help
support HR and learning staff in their critical roles by providing
training, consulting,

and guiding them in this area. We connect with your teams in
HR and learning so as
to create a development to connect and post issues for real -time
solutions.
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The Strategist of the project
1) The competitive services presently available filling this need
and their feature and
prices: (Radical doing something different) what makes the
company different
from others is it will provide Human resource solutions to the
small and medium
sized companies with the human resource planning and service.
It will not only be
limited to companies but also client who are actually working in
HR in their
respective firm by making their work load less and giving or
helping them to
create efficiency in working.

2) The companies in the service market space and the unique
selling proposition of
this service: There are some in the domestic market that provi de
this kind of
services but we are the only company that provides packages
with suitable price
for startup companies. The price we offer includes all services
that come in HR
whereas the other companies do the work of outsourcing only.
We have our own
software which will guide the person using the step by step
work to make the
work easier for them.
Opportunity Recognition and the Opportunity Assessment Plan
1. The major section (Market need filled, social condition
underlining the market need,
any data available to describe the market need, the size, trends
and characteristics of
the domestic market, the growth rate of the market)
HR in Saudi Arabia is evolving at a fast rate to keep up with the
global market trends
and improvement in the local digital transformation that is
taking place with the

introduction of vision 2030. The country‘s educated and
youthful workforce is
accepting and operating well with new digital transformation
journey by observing
the changes in the international. Attracting, engaging,
developing and retaining talent
is reshaping the current Human Resource position, role and
expectation in the
kingdom of Saudi Arabia. The following data show the need of
HR requirement in the
domestic market.
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The above data shows the country has 54.5% of the youth group
which will be in the
employment sector. Thus, creating a demand and need of the
HRS for different types
of firms.
The Labor Market results for Q3, 2018 showed that total
number of employees
reached 12,688,042 individuals, out of which the private sector
employed 70 percent

in the domestic market.
The illiteracy rate in the Kingdom of Saudi Arabia was 60
percent in 1972, but in
2018, the illiteracy rate was less than 5.6 percent.
Thus, from the data it can be said that the youthful society,
educated talent and a
nationwide transformation will influence HR trends in KSA.
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The data collected by KPMG helps us in formulating or finding
that will there be
demand for our company service or not?
The above data shows that 63% of the human resource position
holders of the firms
agree that they are initiated with the new changes in the
government rules and
regulations where as 42% accepts that they cannot do the tasks
which are to be
followed by the company as per MOL rules.
It can be seen that 60% of the HR managers are not able to do

their tasks because of
the required capability or skills it means that 60% only have
degrees but no practical
experience of the HR work.60% cannot do HR tasks related to
IT or they lack
computer skills. 33% are not able to accept the exposure in their
work place. So, these
findings show us that business will need Huma n resource
software company to take
their service which will cover up their areas of lankiness. The
Chart below shows the
Perceived value of HR capabilities to the enterprise, top five
Saudi Arabia vs Global
(in %)
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.
Human resource is now required at every level of the
organization and play a key role
in top management decision making. By introducing Human
resource software, the

managers will find ways to cut costs and increase service by
efficiency.
2. Minor section:
Organizations in Saudi Arabia are facing significant challenges
especially due to
continuous changes in the external environmental factors.
Technological,
economical, demographical and political factors are affecting
how organizations
operate especially in Human resource department. In responding
to the external
challenges, Human resource Software Company will take
measures particularly
related to workforce to adapt to change and minimize the effects
on the small and
medium sized business organizations.
The new Vision of Saudi Arabia 2030 will increase the
competitions between local
companies because of being under global standards. Nowadays.
Saudi Arabia is changing

to become beyond oil, and by this changing the country will
depend more on technology,
so the companies need to apply HR software systems to
eliminate their expenses. Our
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clients will have a great human resource management services
packages that will increase
their HR performance by an excellent price with high quality.
With the changes taking place in the social trend of the
kingdom, the human resource
management by firms also needs to change. The women are now
working shoulder to
shoulder with females in all the areas of the business structure.
Our company human
resource software does not do any discrimination with gender
and is keen on simplifying
the task for both males and females. People are more willing to
use social media to
cooperatives and with all the introduction of new services in the

market. Using social
media and being updatable will help us to attract clients. Being
a part social
responsibility for example; volunteering and events will
increase the trust between us and
the clients. Helping the companies is one of our goals to have a
successful company.
As we wrote on the economic trends that Saudi Arabia now is
changing and the new
vision is helping us to become a global competitor. The
technology in Saudi Arabia is
updateable and most of the companies now are eliminating their
expenses and depending
more in technology than human. So our company will afford the
clients with new and
updatable services. For example, using training program
through online class system.
Registered via mobile application. Using Cloud system to
protect the data. All this
process will Save time and money.
The Ministry of labor has changed the old laws and created new

changes in the
employment regulations which are affecting a lot of the
companies. Most of the
companies now are eliminating their staffs so that they meet the
Saudization laws in their
company‘s size and number of employments. Also, the taxation
system is affecting the
savings of company as they have been imposed with collection
of 5% VAT and with this
the effect is seen on medium and small size companies. Our
services will help those
companies to get their work successfully done without any extra
payment for extra
employees.
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experience of the management
team?
The Professional HR teams of the company have a full
knowledge and background of

human resource management. The co-founders are graduates of
human resource
bachelor‘s degree program and they have a master in business
administration which is
specialized with HR, so they have gained vast experience and
with that a knowledge of
the business, they will manage and organize their work. They
are able to improve their
business and they have the ability to solve their problems. The
company idea is fitting the
co-founder human resource knowledge.
The business skills that the company need are as follows:
Human recourse skills
MIS skills
Management skills
Organizing skills
As co-founders we have most of these skills. Our service
includes hiring a management
information system which will combine a team of employees to
design the packages of

services for us. One of the co-founders is a finance graduate and
she will do the financial
plan and how to have a finance system on the company. Also,
we will hire a manager
who has a management and organizing skills to help us on
managing our company to
achieve our goals.
(Planning, Organizing, Staffing,
Directing and controlling)
Planning: It is the basic function of Human Resource
management. Planning helps with
finding out a future course of action & deciding in advance the
most appropriate course of
actions for achievement of pre-determined goals. Planning is
determination of courses of
action to achieve desired business goals. planning is a
systematic thinking about ways &
means for accomplishment of human resource management.
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Organizing: Human resource software will bring together
physical, financial and
productive relationship amongst different size of businesses for
achievement of HR
goals. To organize in Human Resource Software Company, it
involves determining &
providing human and non-human resources to the organizational
structure.
Organizing involves:
tion of grouping those activities in different groups.
Staffing: Staffing involves hiring of proper and qualified
employee for the Human
Resource software so that the main aim and objective is
established. The main
purpose of staffing is to put right man on job Staffing involves:
person and

giving the right place)
nt, Selection & Placement.
Directing: Directing is guiding the work in from the first
process to the last. As
without guidance no work can be successful. Direction is that
aspect of management
which deals directly with influencing, guiding, supervising,
motivating sub-ordinate
for the achievement of Human Resource software goals.
Direction involves
supervision of staff, Motivation, leadership and communi cation.
Supervision- implies overseeing the work of subordinates by HR
professionals. It is
the act of watching & directing how the work is done by the HR
staff.
Motivation- it involves inspiring, stimulating and encouraging
the sub-ordinates with
monetary, non-monetary incentives.

http://www.managementstudyguide.com/manpower-
planning.htm
https://www.managementstudyguide.com/training-and-
development.htm
https://www.managementstudyguide.com/employee-
remuneration.htm
https://www.managementstudyguide.com/performance-
appraisal.htm
16
Leadership- it is the process by which HR manager guides and
influences the work of
subordinates in desired direction.
Communications- is the process of passing information,
experience, opinion etc from
one person to another. Human resource Software Company will
communicate so that
things work as per the service required.
Controlling: is measurement of performance against the
standards and correction of
performance to ensure achievement of Human resource
software. The purpose of
controlling is to ensure that everything occurs with the
standards. Controlling is the

process of checking whether or not proper progress is being
made towards the
objectives and goals. Controlling has following steps:
critical steps into some
sequential order:
ource Software Company will include the
following activities in
sequential order:
ying what will be accomplishment in each step

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First and foremost, step is to establish a structure through which
the business
will operate. It includes the structure of functional department,
organizational
structure etc.
In this Human Resource software will decide how much of the
work force will
be required in the staffing process so that the basic management
function is
performed.
Manage performance
In this HRSC will see what are the sales plan, how the business
is opting the
plans and what strategy is followed so that performance work
increases and
plans are implemented.

Based on the requisites of the orders from different business
requirement the
training and development will be implemented so that the new
or working
staff does not follow as a work load on them and instead does
the work on or
before the dead line.
In this the company will create personal relations with its small
and medium
sized business so that the the revenue for the firm is generated.
Once things go as per plan the supply of services can be varied
based on
timely manner.
of time and cost
which might occur at each step, identifying the source of getting
the finance.
An assumption is that the administrative costs will not exceed
20% of the total

staff costs approximately 2000SR.
Staff costs do not exceed 60% of the total sales value
approximately 20000SR
Staff costs do not exceed 40% of the value added that is 5000
SR
Total estimate cost of creating the software will be 10000 Sr
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Opportunity checklist:
Customer
Small and
medium sized
business,
HR employs
Competition
Human
resource
service

providing
firms
Vendors
Software,
Firmware
Government
State,
Local,
International
Global
environment
No
environmental
effects
involved
Trend
Human
Resource

software and
usages
Market size
Small and
medium sized
business firms
Price
Ranges from
500sr to
1500Sr
Market
growth
Based on
employment
trend
Distribution
From Top
level to

medium level
management
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The Business Model Canvas
Value Proposition: our value proposition is to deliver online
service related to Human
Resources and we provide it 24/7 with affordable prices so it
can suet small and medium
companies.
The collection of Human resource software we offer will meet
the needs of the companies.
Human resource software company value proposition is what
distinguishes it from the HR
field. There is no such firm with this innovative idea in the
kingdom. Human resource
software company will provide value through various elements
such as newness,
performance, customization, "getting the HR work done on
time", less price, cost reduction,
risk reduction, accessibility, and convenience/usability by the

HR department.
The value propositions will be in two forms:
– price and efficiency
– overall business or employee experience and
outcome
Business companies as customers will be able to solve their HR
problems by an app and our
software. With a single click by them they will get a
confirmation of their requirement and
contacted by our employee to collect more information. The free
employees will be notified
by the software to the computer operating system which will
help the customers to know how
much cost and time will be incurred.
Customers: Human resource Software Company believes in the
term ―Customer is king‖ and
for this customer oriented and easy interface application will
make it easier for the customers
to take the benefit of the services offered by Human resource
Software Company.
We have different segments such as: small and medium
companies, Candidates,

Employees and Managers there will be a user interface in the
software which will
make the working easy for all the above segments of customers
and their work will be
easily handled by our HR team. The main job will be providing
the HR solutions to
the business customers.
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To build relationships with customer we will give them
membership, automated
system and club to keep them close and know their needs. To
ensure the survival and
success of Human resource Software Company, Human resource
Software Company
identifies the type of relationship it should create with their
customer segments. Now
a day‘s widely used methods are used to contact or create
interest in the business.
Various forms of customer relationships include:

-
customer interaction. Such
assistance will be performed during sales and/or after sales.
ds-
on personal
assistance in which a sales representative will be assigned to
handle all the needs
and questions of a special set of clients in the HR.
interaction between the
Human resource Software Company and the clients. Human
Resource Software
Company will provide the tools needed for the customers to
serve themselves
easily and effectively with proper guidance on the software user
interface.
to self-service but
more personalized as it
has the ability to identify individual customers and their
preferences. Human
resource Software Company will be making changes based on
suggestions based
on the characteristics or requirements of Customer Company.

Various sets of customers (Small and medium sized business
firms) can be segmented
based on their different needs and attributes to ensure
appropriate implementation of
their HR strategy and to meet the characteristics of selected
groups of clients. The
different types of customer segments include:
of customers will
be able to access the service through HR software and no
restrictions will be
there on any type of customers who accepts to purchase it.
needs and
characteristics of its clients. e.g. foreign company, outsourcing
company like
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their employees in India and service provided in KSA (Zain,
Souk.com call

centers)
additional
segmentation if the clients need more source of attractions if
they lack in HR
knowledge.
channels either face to face, email, phone call for both
communication channels and
distribution channels or for information about this type of
service can use system. Human
resource Software Company can deliver its value proposition to
its targeted customers
through different channels. Effective channels will distribute its
value proposition in ways
that are fast, efficient and cost-effective. The best source will
be mobile app, internet and
website. Use of face to face meetings, replying through emails,
answering phone calls
will be the channel for Human resource Software Company to
communicate.

we need software courses, workshops and tutors. The most
important activity in
execution by Human resource Software Company will be value
proposition by giving
solutions in HR. Through the use of software application
customer and the companies
will know what are their need and how will it be solved. This
will help the firm to be
effective and efficient in its service to the customers. Human
resource Software
Company will be creating an efficient supply of to the small and
medium sized
companies in the kingdom and to drive down costs so that all
are benefited from it.
Software and web development, IT employees and programmers.
The resources that
is necessary to create value for the customers will be IT
employees who will help the
customers to enter in the software and take the service they
want. The database
system will also help in knowing which customer is regularly

using the software or
using the service very often. Through this different pricing
strategy will be created.
software engineers and the IT employee will be the main assets
to Human Resource
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Software Company as they will be needed to sustain and support
the business. These
resources will be in form of human, financial, physical and
intellectual.
Investment company, license and government authority. The
main key partners for
Human resource Software Company will be the main
commercial businesses, investment
companies, government authorities, and some companies with
high number of staff. The
technical support from the company who is going to follow our
model in preparation of

software is the prime investors as they are seeing this idea as a
positive innovation in
meeting their HR solution in the kingdom of Saudi Arabia. In
order to optimize
operations and reduce HR work, we will usually cultivate buyer -
supplier relationships so
that we can focus on our activity. We are also looking for
complementary business
alliances through joint ventures or strategic alliances.
Purchasing and joining fees. Several ways to generate the
revenue stream will be:
–Selling ownership rights of the software
– Money generated from the use of our HR
software
– Revenue generated by selling access to a
continuous service.
– Giving exclusive right to a HR
software for a particular
period of time.
– Revenue generated from charging fees for
product advertising at our

software about some departments like insurance company etc.
Characteristics of Cost Structures:
– Costs are unchanged across different expenses.
e.g. salary, rent
– Costs vary depending on the production of
services. e.g.
hardware and installation
– Costs go down as the software is sold
with minor changes
required by client.
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– Costs go down due to more sale and
usage of software
application.
Key

Partners
Small and
medium sized
companies
with high
number of
staff
Key
Activities
Value
proposition.
use of
Software
application
Value Propositions
"getting the HR work
done on time", less price,
cost reduction, risk

reduction, accessibility,
and convenience/usability
for the customers.
Quantitative – price and
efficiency
Qualitative – overall HR
experience and outcome
Customer
Relationships
Personal
Assistance
Dedicated
Personal
Assistance
Self Service
Automated
Services
Customer

Segments
Mass
Market
Niche
Market
Segmented
Diversified
Platform
Key
Resources
Intellectual
Human
Resource
software
Channels
Software- Direct
Customers

Firms- Number
of Staffs and
employees
Service- By
customers self
24
Cost Structure
Scope
Revenue Streams
Service Fee
Subscription
Lending/using/ Advertising

25
Our packages are:

Our business includes:
ility
Payroll:
Administration

Performance review:
Employees self-service:
26
ompany announcement
Time and Attendance:

Learning management:
-learning management
Applications
equisitions
Package #1: 250 SR per employee
raining administration

Package #2: 350 SR Per employee
27

rmation

28
vents management

ck time monitoring

29
Actions framework (Eliminate, Reduce, Rise and Create)
Strategically Reduce Cost:
1. Free trial for less than 1 month.
2. Discounts after 100 employees after 3 times using the
service.
3. Price competition.
4. Price generation on special demands
1. Capital
2. Net strategy; labor and depend on technology
3. Packages

4. Installation charges
Strategically Invest In:
1. Outsourcing
2. Quality of service
3. Data security
4. Data safety
5. Data management
1. Platform
2. Brand image
3. Innovation ideas
4. HR solutions
5. Decreasing gap in firms HR

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Feasibility Analysis
The kingdom of Saudi Arabia, is diversifying its economy by
changes in market labor force.
The Saudi labor market is multicultural, characterized by a
distinctive tradition, including
new labor laws implemented by the MOL. The market has
struggled to meet expectations
because of lack of professional experience and management.
Providing additional service in
HR software is necessary element in pursuing this goal for the
vision of 2030.
Service Feasibility:
Over the past few years, The Small and medium sized business
have taken multiple steps
toward improving the Human resource departments. By 2014
changes have been observed in
the HR strategy as new laws started implementing creating it a
form of new innovation and
strategic plan for the human resource department. Thus, Human

resource software company
knows the need of the market and can wit stand those needs.
Target Market Feasibility:
Reexamine HR design options followed over the past few years
Evaluate changes in the domestic market requirements
Analyze software development options and prepare projections
Reach the target customers through providing them services
they require
Organizational Feasibility:
professional staff with other
employees to provide the service of smooth operations
Software, HR knowledge
etc

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Financial Feasibility:
Business Name
Human Resource Software
Company
Start Date 01-12-19
Financial Assumptions - Income
Statement
Turnover
Year 2 Year 3 Year 4 Year 5
Annual Turnover Growth
%
8.0% 8.0% 10.0% 10.0%

Gross Profit %
Operating Expenses
Annual Expense Inflation
%
6.0% 6.0% 6.0% 6.0%
Depreciation &
Amortization
Annual Depreciation
Charges
263,000
307,000
250,000

275,000
12,000
12,000
12,000
12,000
Interest, Taxation &
Dividends
Financial Assumptions - Balance
Sheet
The following balance sheet balances are projected by
entering the appropriate monthly
movements during the first year on the cash flow

32
Reserves
-
-
-
-
Loans & Advances
(20,000)
-
10,000

15,000
Other Receivables
(7,000)
-
(5,000)
(10,000)
Other Accruals
6,000
(16,000)
20,000
10,000

Other Provisions
(9,000)
19,000
15,000
18,000
Purchases of property,
plant & equipment
(300,000)
(180,000)
(200,000)
(350,000)
Purchases of intangible
assets

-
-
-
-
Purchases of investments
(400,000)
(600,000)
(500,000)
(400,000)
Proceeds from
shareholders'
contributions

-
-
-
-
33
Forecast set up Cost:

Set-up costs
Setting up the business
Accountant's fees SR1,000
Solicitor's fees SR500
Business registration SR5,000
Domain name registration SR5,000
Insurance premiums SR500
Licenses SR5,000
Workers compensation
Setting up the Office
Lease deposit and advance SR50,000
Fitout SR5,000
Utility and connection SR1,000
Stationery and office supplies SR500

Plant and equipment
Equipment SR10,000
Vehicles SR20,000
Telecommunications SR6,000
Computers and software SR50,000
34
Starting operations
Advertising and promotion SR2,000
Raw materials and supplies SR2,000
Working capital SR50,000
Start-up capital
Equity investment SR100,000

Borrowings
Total SR100,000
The result
Total set-up costs SR213,500
Surplus funds 0
Borrowings required SR113,500
Forecast Income Statement:
Dec-
2019
Year-
2020
Year-
2021
Year-
2022
Year-

2023
Year-
2024
Product Sales
305,200
3,662,300
3,955,284
4,271,707
4,698,877
5,168,765
Income From
Services
131,200
1,535,100

1,657,908
1,790,541
1,969,595
2,166,554
Total Turnover
436,400
5,197,400
5,613,192
6,062,247
6,668,472
7,335,319
Software
Products
195,328

2,362,230
2,452,276
2,563,024
2,819,326
3,101,259
35
Total Cost of
Sales
195,328
2,362,230
2,452,276

2,563,024
2,819,326
3,101,259
Products
109,872
1,300,070
1,503,008
1,708,683
1,879,551
2,067,506
Services
131,200
1,535,100

1,657,908
1,790,541
1,969,595
2,166,554
Total Gross
Profit
241,072
2,835,170
3,160,916
3,499,223
3,849,146
4,234,060
Gross Profit % 55.2% 54.5% 56.3% 57.7% 57.7% 57.7%
Other Income

500
6,000
6,480
6,998
7,698
8,468
Operating
Expenses
Accounting
Fees
2,000
24,000
25,440

26,966
28,584
30,299
Advertising &
Marketing
5,000
131,000
138,860
147,192
156,023
165,384
Bank Charges
250

3,000
3,180
3,371
3,573
3,787
Cleaning
Expenses
860
9,420
9,985
10,584
11,219
11,893

Computer
Expenses
4,200
8,000
8,480
8,989
9,528
10,100
Consumables
-
5,289
5,606
5,943

6,299
6,677
Electricity &
Water
1,200
13,400
14,204
15,056
15,960
16,917
Software
developer
Hire
-

18,000
19,080
20,225
21,438
22,725
Insurance
2,300
25,800
27,348
28,989
30,728
32,572

36
Legal Fees
-
74,000
78,440
83,146
88,135
93,423
Motor
Vehicle
Expenses
-
1,800

1,908
2,022
2,144
2,272
Printing &
Stationery
300
3,600
3,816
4,045
4,288
4,545
Professional

Fees
-
32,000
33,920
35,955
38,113
40,399
Rent
22,000
244,000
258,640
274,158
290,608

308,044
Repairs &
Maintenance
-
5,880
6,233
6,607
7,003
7,423
Training
-
12,000
12,720

13,483
14,292
15,150
Total
Operating
Expenses
41,045
664,139
703,987
746,227
791,000
838,460
Staff Costs
Salaries

70,000
840,000
890,400
943,824
1,000,453
1,060,481
Wages
30,000
360,000
381,600
404,496
428,766
454,492

Total Staff
Costs
100,000
1,200,000
1,272,000
1,348,320
1,429,219
1,514,972
Depreciation
&
Amortization
Depreciation
19,000
188,000

263,000
307,000
250,000
275,000
Amortization
1,000
12,000
12,000
12,000
12,000
12,000

37
Total
Depreciation
&
Amortization
20,000
200,000
275,000
319,000
262,000
287,000
Profit / (Loss)
before Interest
& Tax
80,527

777,031
916,409
1,092,675
1,374,625
1,602,096
Profit / (Loss)
before tax
60,797
558,434
674,280
852,107
1,163,172

1,405,688
Taxation
17,023
156,362
188,799
238,590
325,688
393,593
Profit / (Loss)
for the year
43,774
402,072
485,482
613,517

837,484
1,012,095
Dividends
40,207
40,207
48,548
61,352
83,748
101,210
Retained
earnings for
the year
3,566

361,865
436,934
552,165
753,735
910,886
Profit / (Loss)
%
10.0%
7.7%
8.6%
10.1%
12.6%
13.8%

38
Forecast Cash Flow Statement:
Dec-
2019
Year-
2020
Year-

2021
Year-
2022
Year-
2023
Year-
2024
Cash flows from operating
activities
Profit / (Loss) for the
year
43,774
402,072
485,482
613,517

837,484
1,012,095
Interest
19,730
218,597
242,128
240,568
211,453
196,408
Taxation
17,023
156,362
188,799

238,590
325,688
393,593
Depreciation
19,000
188,000
263,000
307,000
250,000
275,000
Changes in operating
assets & liabilities
Inventory
2,605

(32,153)
(7,706)
(9,478)
(21,934)
(24,127)
Receivables
(831)
(62,638)
(34,611)
(37,380)
(50,463)
(55,509)
Advances

-
-
(20,000)
-
10,000
15,000
Software Receivables
-
-
(7,000)
-
(5,000)
(10,000)

Service Payables
(1,161)
(7,785)
4,988
5,981
12,643
13,867
Other Accruals
60,000
5,000
6,000
(16,000)
20,000

10,000
39
Other Provisions
30,000
(12,000)
(9,000)
19,000
15,000
18,000
Cash generated from
operations
221,144

914,035
1,124,123
1,382,472
1,625,848
1,866,192
Taxation paid
(81,714)
(156,362)
(188,799)
(238,590)
(325,688)
(393,593)
Net cash from operating
activities

119,700
539,076
693,196
903,314
1,088,707
1,276,191
Cash flows from investing
activities
Purchases of property,
plant & equipment
-
(240,000)
(300,000)

(180,000)
(200,000)
(350,000)
Purchases of investments
-
-
(400,000)
(600,000)
(500,000)
(400,000)
Net cash used in investing
activities
-

(240,000)
(700,000)
(780,000)
(700,000)
(750,000)
Cash flows from financing
activities
Repayment of finance
leases
(7,791)
(88,761)
(99,524)
(111,592)

(125,124)
-
Net cash from financing
activities
(21,650)
123,420
(41,887)
(250,080)
(307,546)
(131,677)
Increase / (Decrease) in
cash equivalents
98,050

422,496
(48,691)
(126,766)
81,161
394,514
Cash & cash equivalents
at beginning of year
495,446
171,000
593,496
544,806
418,040
499,201

Cash & cash equivalents
at end of year
593,496 593,496 544,806 418,040 499,201 893,715
Forecast Balance Sheet:
Dec-2019 Year-
2020
Year-
2021
Year-
2022
Year-
2023
Year-
2024
40

ASSETS
Non-Current Assets
Software & Equipment
1,102,000
1,102,000
1,139,000
1,012,000
962,000
1,037,000
Intangible Assets
108,000
108,000
96,000
84,000

72,000
60,000
2,010,000
2,010,000
2,435,000
2,896,000
3,334,000
3,797,000
Current Assets
Inventory
202,153
202,153
209,859

219,337
241,270
265,397
Trade Receivables
432,638
432,638
467,249
504,629
555,092
610,601
Other Receivables
53,000
53,000

60,000
60,000
65,000
75,000
Cash & Cash Equivalents
593,496
593,496
544,806
418,040
499,201
893,715
1,336,288
1,336,288

1,356,914
1,277,005
1,425,563
1,894,714
Total Assets
3,346,288
3,346,288
3,791,914
4,173,005
4,759,563
5,691,714
EQUITY & LIABILITIES
Equity
Retained Earnings

761,865
761,865
1,198,799
1,750,964
2,504,700
3,415,585
761,865
761,865
1,198,799
1,750,964
2,504,700
3,415,585

Non-Current Liabilities
Finance Leases
336,239
336,239
236,716
125,124
-
-
2,248,420
2,248,420
2,246,741
2,045,209

41
Fore Cast Break-even
Average selling price per unit $5,000
Average cost of each unit $2,000
Gross profit margin 60%
Fixed costs $5000
sales to break even $2000
Current Liabilities
Bank Overdraft

-
-
-
-
-
-
Trade Payables
122,215
122,215
127,203
133,184
145,827
159,693

VAT Tax
62,580
62,580
61,423
68,825
76,454
84,890
Accruals
20,000
20,000
21,200
22,472
23,820

25,250
Other Accruals
60,000
60,000
66,000
50,000
70,000
80,000
Other Provisions
30,000
30,000
21,000
40,000
55,000

73,000
335,002
335,002
345,374
375,832
454,849
524,042
Total Equity & Liabilities
3,346,288
3,346,288
3,791,914
4,173,005

4,759,563
5,691,714
42
Financial decision
The startup capital is 100000 Sr and the borrowed capi tal
planned is 130000. The reason of
being the capital high is the software production and
maintenance which will be one of its
kinds in the market and it will require IT professional
assistance. Once the software is sold to
different firms it will be an asset as the firm will grow in sales
and the software cost will be
decreased. The first two years are crucial as it will be analyzed
based on equilibrium point.
Another reason for the investing of money is the above study
which shows that there is a high
gap of HR professionalism in the Saudi market which needs to
be fulfilled. Thus, our service

will definitely be helpful for small and medium sized firms to
be availing that service. From
financial analysis view though the startup capital looks high but
once two to three small or
medium sized firms are joined as our customers our cost will
definitely be controlled and
after that there is 100% chance of earning profit.

43
Conclusion
Many well-known examples of the use of information
technology for competitive human
resource systems has been generated to establish an
organization in the areas of Human
resources. But few have been of success as every country labour
markets has some changes
based on international market changes. In general, these
systems use information or
processing capabilities in small and medium sized organization
to improve the performance
inside the organization. Human resource Software Company
knows the areas where Saudi
market stands and what are the ways theses changes can be
tackled. The future innovation in
technology will eliminate various jobs in market, and major
jobs will be eliminated which

will affect companies and their employees. Human Resource
software objective is to give the
clients all Human Resources services that make them successful
in the areas of HR. HRSC
services will give the clients the right way to compete on the
global market because
professional employees have an experience and knowledge of
the trends in global market The
main objective of our project is to make the local companies
compete on the global market
and be the leader of Human Resources software services in
Saudi Arabia. Thus, the demand
of a need of HR software in the market of KSA will be
providing service to the employees
saving their cost and time.
44
References

Purcell J and Hutchinson S (2007), Front-line managers as
agents in the HRM-performance
causal chain: theory, analysis and evidence, Human Resource
Management Journal 17(1), pp.
3-20
Purcell J (1993), The challenge of human resource management
for industrial relations
research and practice, The International Journal of Human
Resource Management, 4(3),
pp.511-527
Reilly P (2012), The practice of strategy, Strategic HR Review.
11(3), pp.129-135
Strauss, G. (2001). ‗HRM in the US: Correcting Some British
Impressions‘, International
Journal of Human Resource Management, 12(6): 873–97.
Streeck, W. (1987). ‗The Uncertainties of Management in the
Management of Uncertainty:
Employers, Labour Relations and Industrial Adjustment in the
1980s‘, Work, Employment &

Society, 1(3): 281–308.
Sturdy, A. and Fineman, S. (2001). ‗Struggles for the Control
of Affect—Resistance as
Politics and Emotion‘, in A. Sturdy, I. Grugelis, and H.
Willmott (eds.), Customer Service,
Empowerment and Entrapment. Basingstoke, UK: Palgrave, pp.
135–56.
Taylor, P. and Bain, P. (1999). ‗An Assembly Line in the Head:
The Call Centre Labour
Process‘, Industrial Relations Journal, 30(2): 101–17.
Terry, M. (1999). ‗Systems of Collective Employee
Representation in Non-Union Firms in
the UK‘, Industrial Relations Journal, 30(1): 16–30.
Tesser, A. and Rosen, S. (1975). ‗The Reluctance to Transmit
Bad News‘, in L. Berkowitz
(ed.), Advances in Experimental Social Psychology, Vol. 8.
New York: Academic Press, pp.
193–222.
37

12/21/21, 2:14 PM EAD-510 Topic 4: Conducting a Needs
Assessment for the Site Budget
https://halo.gcu.edu/courses/EAD-510-O500-20211125/course-
units/f60a12eb-7dad-4b65-82eb-22bbc001c1f8 1/5
MAIN
CONTENT
T4
Topic 4: Conducting A Needs
Assessment For The Site Budget
Dec 16 - 22, 2021 Max Points: 70
Resources
The Principal’s Guide to School Budgeting
View Resource
A Punishing Decade for School Funding
https://www.cbpp.org…
Sample Budget for School Operating Funds
EAD-510-Sample bud…
Needs Assessment: How to Move Forward w/ Your

Needs Assessment
Objectives:
1. Analyze a school's budget and financial status. [ELCC 1.2,
3.1,
3.2; PSEL 9b, 9c, 9d]
2. Use formal assessment methods to identify the resource needs
of a school as part of an effort to promote continuous and
sustainable school improvement. [ELCC 1.3; PSEL 9a, 9d, 10b,
10c]
3. Reflect on personal professional practices related to building
the
budget of a school campus. [ELCC 3.2, 5.2; PSEL 6i, 9c, 9d,
10b]
Collapse All
Review Chapter 3.
Read “A Punishing Decade for School Funding,” by Leachman,
Masterson, and Figueroa, located on the Center on Budget
and Polic... Read More
Use the “Sample Budget for School Operating Funds” to

inform the topic assignment.
Watch “Needs Assessment: How to Move Forward w/ Your
Needs Assessment ” located on YouTube (2011)
Institution Resources
GCU Time Dec 21, 12:14 PM
Main
Forums
Classroom Materials
19 Students
Topic 1T1
Topic 2T2

Topic 3T3
T4 Topic 4
Topic 5T5
Topic 6T6
Student Success CenterSSC
DW
Clinical Field Experience
B: Schoolwide Budgetary
Needs - Rubric
Collaborate: Current Budget 4 points
Criteria Description
Collaborate: Current Budget
5. Target 4 points
Summary insightfully discusses the
current budget’s development

timeframe, stakeholders involved,
needs, process of defense and
modification, and district
technology requirements.
4. Acceptable 3.48 points
Summary clearly discusses the
3. Approaching 2.96 points
Summary vaguely discusses the

2. Insufficient 2.76 points
Collapse All
units/6e91b804-681b-4b31-9500-5355030086cb
units/f60a12eb-7dad-4b65-82eb-22bbc001c1f8
units/4a074cc0-e1bf-4a1e-a488-1a7ca346700d
units/3829b941-49f0-4604-baeb-7f7b573b6b13
https://library.gcu.edu/
https://www.gcumedia.com/lms-resources/student-success-
center/v3.1/#/
https://students.gcu.edu/student-resources/student-success/ace-
centers/academic-resources.php/
center/v3.1/#/tools/new-student/7/0/71/
https://halo.gcu.edu/courses/EAD-510-O500-20211125/
https://halo.gcu.edu/courses/EAD-510-O500-
20211125/announcements
https://halo.gcu.edu/courses/EAD-510-O500-20211125/syllabus
20211125/student/gradebook
20211125/forums/discussion
20211125/forums/class-questions
https://halo.gcu.edu/courses/EAD-510-O500-20211125/class-
resources
units/ec8094f8-dedb-45c6-8701-e4798f22d099
units/00058366-1aa8-47a9-9011-f26e6d763986

units/6e91b804-681b-4b31-9500-5355030086cb
https://halo.gcu.edu/inbox
Assessments
Topic 4 Discussion Question 1
Start Date
Dec 16, 2021, 12:00 AM
Due Date
Dec 18, 2021, 11:59 PM
Points
5
Status
Published
https://youtu.be/mU_…
Major Policy Shifts, Economic Forces Shape the Ed-Tech
Market

https://www.edweek.…
Improving Efficiency in School Budgeting and Spending
https://sdp.cepr.harv…
Return on Investment in Education: A “System-Strategy”
Approach
https://eric.ed.gov/?id…
A Beginner’s Guide to Planning and Managing School
Budgets
https://www.theguard…
Collapse All
GO TO DISCUSSION
Assessment Description
Needs Assessment, located on YouTube (2011).
Read "Major Policy Shifts, Economic Forces Shape the Ed-Tech
Market," by Cavanaugh, from Education Week (2014).
Read “Improving Efficiency in School Budgeting and
Spending,” by Yan and Linick, located on the Center for
Education Policy R... Read More

Read “Return on Investment in Education: A ‘System-Strategy’
Approach,” by Frank and Hovey, from Education Re...
Read More
Read “A Beginner’s Guide to Planning and Managing School
Budgets,” by Banning-Lover, located on The Guardian website
(2... Read More
Main
Forums
Classroom Materials
19 Students

Topic 1T1
Topic 2T2
Topic 3T3
T4 Topic 4
Topic 5T5
Topic 6T6
Classroo
Needs - Rubric
5. Target 4 points

Collapse All
20211125/forums/discussion/c56b69b8-ae5e-4aff-bf3e-
1cabdc6454e4
units/6e91b804-681b-4b31-9500-5355030086cb
center/v3.1/#/

resources
units/00058366-1aa8-47a9-9011-f26e6d763986
units/6e91b804-681b-4b31-9500-5355030086cb
Topic 4 Discussion Question 2
Start Date
Dec 16, 2021, 12:00 AM
Due Date
Dec 20, 2021, 11:59 PM
Points
5
Status
Ungraded
Clinical Field Experience B: Schoolwide

Budgetary Needs
Requires LopesWrite
Start Date
Dec 16, 2021, 12:00 AM
Due Date
Dec 22, 2021, 11:59 PM
Points
40
Rubric
View Rubric
Status
Upcoming
Explain the return on investment model. Identify at least one
program from your school that exemplifies this model and one
program that you would eliminate, using the ROI criteria.
GO TO DISCUSSION
Identify stakeholders in the budget development process and

explain how the concept of “all of us are smarter than any one
of
us” can serve to ensure better budgets for better schools and
promote continuous and sustainable school improvement.
SUBMIT ASSIGNMENT
This assignment replicates an authentic process that school
leaders
conduct each year. Reviewing the prior and current budget
against
the school’s CIP/SIP and the data gathered from the needs
assessment are required for the principal to plan and develop
the
upcoming budget. This process could also reveal
accomplishments
in goals and help set new improvement goals for the future.
Allocate at least 5 hours in the field to support this field
experience.
This assignment requires the review of a full site budget, not
just
one area. (A sample budget is provided if you are unable to
access

your school’s budget.).
Part 1: Collaborate
Main
Forums
Classroom Materials
19 Students
Topic 1T1
Topic 2T2
Topic 3T3

T4 Topic 4
Topic 5T5
Topic 6T6
Needs - Rubric
5. Target 4 points

Collapse All

20211125/forums/discussion/6474d7ac-85ef-41ad-8dcf-
828d6f8da8cc
units/6e91b804-681b-4b31-9500-5355030086cb
center/v3.1/#/
resources
units/00058366-1aa8-47a9-9011-f26e6d763986
units/6e91b804-681b-4b31-9500-5355030086cb

Engage in a collaborative discussion with your principal or
another
school principal about planning a site budget and request to
review
the school's current and previous year's budget, as well as their
CIP/SIP. After reviewing the two budgets and the CIP/SIP, ask
the
principal to describe how the current budget was developed,
including:
Development timeframe
Stakeholders involved in the process
How needs were identified
Process of defense and modification
District technology requirements and their effects on the
budget process
Review the differences between the current budget and the

previous budget, asking the principal to provide insight on any
differences. Discuss to what degree the principal thinks the
budget
realistically supports the CIP/SIP.
Part 2: Budgetary Needs Assessment Survey
Administer the online needs assessment survey that you created
in
Topic 3 to six or more faculty and staff identified by you and
the
principal mentor.
Use any remaining field experience hours to observe and assist
the
principal mentor.
Part 3: Schoolwide Budgetary Needs Assessment Summary and
Reflection
In 750-1,000 words, summarize your schoolwide budgetary
needs
assessment, addressing:
Background information: An overview of the school (e.g.,
student demographics, community profile, major programs)

Current budget expenditures
Current budget revenue
Key findings from comparing last year’s budget, this year’s
budget, and the current CIP/SIP
Key findings from analyzing the results of the assessment
surveys
2-3 preliminary suggestions you might make, based on the
needs assessment data you presented
Reflect on how conducting a formalized needs assessment is an
important step in promoting continuous and sustainable school
improvement. Incorporate PSEL standards into your reflection.
Describe how you will apply what you have learned to your
future
professional practice.
Main
Forums
Classroom Materials

19 Students
Topic 1T1
Topic 2T2
Topic 3T3
T4 Topic 4
Topic 5T5
Topic 6T6

Needs - Rubric
5. Target 4 points

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resources
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Topic 4 Participation
Start Date
Dec 16, 2021, 12:00 AM
Due Date

Dec 22, 2021, 11:59 PM
Points
20
Status
Active
While APA style format is not required for the body of this
assignment, solid academic writing is expected, and PSEL
standards
should be referenced using APA documentation guidelines,
which
can be found in the APA Style Guide, located in the Student
Success
Center.
This assignment uses a rubric. Review the rubric prior to
beginning
the assignment to become familiar with the expectations for
successful completion.
You are required to submit this assignment to LopesWrite. A
link to
the LopesWrite Technical Support Articles is located in Class
Resources if you need assistance.

Document the locations and hours you spend in the field on
your
Clinical Field Experience Verification Form.
Submit the Clinical Field Experience Verification Form in the
last
topic. Directions for submitting can be found on the College of
Education site in the Student Success Center.
GO TO DISCUSSION
There is no description for this assessment.
Topic 3T3
T4 Topic 4
Topic 5T5
Topic 6T6

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EPR 511 : Entrepreneurship & New Ventures
(-)
Assessment Guidelines “Business Report for a new venture”
Develop a group business idea for a new venture, implementing
the theoretical material you have covered. Groups should
ideally be of two people or three. This assignment is intended to
be the application of theory so we do not want theory
reproduced, but the application of theory to the project.
The team will then write a business report that is no longer than
30 pages of texts and exhibits.
It Is important to note what was your contribution and what was
the contribution of others.
The business report is used the course outline. Therefore, there
is no need to reference material in an academic sense but
demonstrate application of principles.
The project plan should cover all of the elements of the course
and should also cover the following:
1. Executive Summary
· Up to 250 word description of what the business idea is;
· Where is the project located;
· Who is the owner and sponsor (they may be the same
organisation);
2. Introduction
3. Factors Influencing the Entrepreneurs in this venture
4. Innovation Imperatives
· Explain is the new venture Incremental or Radical
innovation and why?
5. Visualizing Opportunity
· In general, by looking into you and your team, the market,

and the competition.
6. Sources of New Ideas
7. Opportunity Assessment
· Product or services, or both, Market, Team, Steps
8. Business Model Canvas
9. Blue Ocean Strategy
10. Feasibility Analysis
· Product or Service Feasibility, Target Market Feasibility,
Organizational Feasibility.
11. Financial Plan
12. Conclusion

Entrepreneurship & New Ventures - EPR 511 Final Project

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