Globalization A World Wide Movement Essay - 1267 Words

Globalization is a phenomenon, a world wide movement where nations and communities come together and form a network. Throughout the course we explored the integration and interdependence of various nations, which ultimately shapes world affairs on a global level.Evidently, growth of the developing countries is the main cause of globalization and it brings both opportunities and disadvantages to them. There are numerous ways in which globalization has impacted the world today.The course also created great emphasis on what it means to be a Global Citizen. Some of these include modification of worldwide environment, global economy, and culture and media. A Global Citizen can be defined as someone who can identify themselves with being part of an emerging world and who contributes in the making. A global citizen is not limited in the number of the ways they can contribute. In fact, every contribution has its own valuable, a contribution can be as simple as recycling or as complex as creating an a world wide movement. By being a Global citizen one is agreeing to contribute and be part of a community which is focused on creating a better world. Global citizens are to articulate shared values and build a more governed structure for beliefs. A global citizen ideally combines their own ethically beliefs with those of others, allowing them to become involved and have a sense of purpose on a higher lever.Throughout this essay I will discuess the impact of being a global citizen canShow MoreRelatedLabor Unions Must Fight Globalization or Become Extinct Essay1594 Words   |  7 Pages â€Å"Two world wars [along with Rooseveltâ€℠¢s] â€Å"New Deal† had indeed, made government big.† (Moody, 2007, p. 114) Government became â€Å"big† because of its controlling interest in business and labor. 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A Reflection On Self Awareness - 1782 Words

*Names have been changed to protect the identities of all the people within this reflection. Stage 1 – Self Awareness: I was really looking forward to going back into birth suite. I feel it’s an area that I can always work to improve on my performance and self confidence. I strive to make improvements every shift and would like to be a competent midwife in any given situation. Stage 2 – Description: My preceptor, Lou*, and I were half way through a quiet night shift when a woman, Lucy*, was transferred to birth suite from the ward as she was contracting. Lucy was a G4 P3 and was an induction of labour in the morning for Cholestasis. She did not speak any English and had the support of a friend who interpreted for her as they could not†¦show more content†¦Within ten minutes of the doctor leaving, Lou and I continuously monitored Lucy and her baby, we began to see signs of the woman pushing. 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Project Appraisal of Dairy Firm Free Essays

string(80) " is a commodity and mostly every one drink daily, we have a more customer base\." As the need for milk is constantly increasing, this gives easy access to the market. This milk is made available to the common people at a comparably low cost and also providing them with a good quality. As people are becoming health conscious, the need for vitaminzed milk is increasing. We will write a custom essay sample on Project Appraisal of Dairy Firm or any similar topic only for you Order Now Product proposed to be manufactured: Shrud is a milk dairy which is aimed to supply pure milk to the people at a comparably low cost. The following different types of milk are produced in the dairy. Standardized milk- This is made by combining buffalo milk and skimmed milk. The fat percentage is maintained at 4. 5%. Whole milk: Whole milk must contain at least 3. 25% milk fat and 8. 25% milk solids by weight—which means it derives about 50% of its calories from fat. Because of this relatively high fat content, whole milk is best used only for infants and young children up to age 2. Reduced-fat milk (2%): This milk contains 2% milk fat. The percentage of milk fat refers to the percentage of fat by weight, and much of milk’s weight is water. Once you subtract the water from 2% milk, for example, you’re left with a product that contains 20% fat by weight; such milk actually derives 35% of its calories from fat.Drinking 2% milk is a good way to wean oneself from whole milk at first, but is too high in fat as a permanent choice, unless your diet is otherwise very low in fat. Low-fat milk (1%): One-percent milk gets 23% of its calories from fat. Many people find low-fat milk more appealing and a good compromise. Skimmed milk/non-fat milk: This type of milk has as much fat removed as possible. It may not contain more than 0. 5% milk fat by weight, and usually contains less than 0. 5 gm of fat per cup, deriving just 5% of its calories from fat.Skimmed milk has about half the calories of whole milk. It is the best choice for adults, and is the only type of milk that should be consumed by people on strict low-fat diets. Unfortunately, skim milk has a very â€Å"thin† flavor and an unappealing bluish cast. Vitaminized or Irradiated Milk Vitaminized milk is milk to which one or more vitamins are added. Irradiated milk is milk in which the vitamin D content has been increased by exposure to ultra violet rays. Addition of vitamins (and minerals) to milk is called fortification and such milk is called fortified milk.The vitamins and minerals may be added singly or in combination as multi-vitamin and mineral milk preparations. It also produces Curd but mainly concentrates on milk. As milk is a daily product and every one drink daily, every one who drinks milk are our customers. The main differentiated factor is the vitamin milk or multi vitamin milk which gives the company a competitive edge. Marketing will be the key for this company because there are many competitors from many years who have a strong foot fold in the state. So it is necessary for he company to show differentiation and the campaigning is very important. Flavored milk: By providing various kind of flavored milk like strawberry, vanilla etc Butter: Providing various kings of butter in the market like butter, low fat bread spread butter and cooking butter. Ghee: Naturally obtained ghee from the diary farm. ABOUT THE PROMOTERS OF THE PROJECT NAME OF THE PROMOTERSAGENET WORTH N. PADMANABARAO221000000 M. HARSHITHA221000000 VISHNUPRIYA221000000 SWATHI. V221000000 AISHWARYA. J221000000 2. MARKETING FEASIBILITY Market feasibilityMarket Feasibility Study typically involves testing geographic locations for a real estate development project, and usually involves parcels of real estate land. Developers often conduct market studies to determine the best location within a jurisdiction, and to test alternative land uses for given parcels. Jurisdictions often require developers to complete feasibility studies before they will approve a permit application for retail, commercial, industrial, manufacturing, housing, office or mixed-use project. Market Feasibility takes into account the importance of the business in the selected area.Market share: As per 2009 survey the population in around Rajahmundry is 15 lacs. According to the data, market share of vishaka is 22%, market share of Vijaya is 18%, market share of heritage is 6% and market share of jersey is 4% and local milk vendor are dominating the market by holding a market share of 40%. We can grab a market share of 0. 06% market share. Unit Market Share (%) =Unit Sales (#)/Total Market Unit Sales (#) = 10000/ 1500000 = 0. 06 There is a huge population of 15 lacs in and around Rajahmundry. So, we can easily sell the 10000 liters of milk every day.It’s easy to grab the market. 2. 1 MARKETING PLAN: a) MAJOR CUSTOMERS: As milk is a commodity and mostly every one drink daily, we have a more customer base. You read "Project Appraisal of Dairy Firm" in category "Papers" As our capacity for the processing of milk is small we can serve only to Rajahmundry. b) Region: As we want to serve the market of Rajahmundry, we have located our plant close to it. There are benefits we can incur such as reduction in transportation cost, better availability etc. c) Major players already in the field: the market is presently dominate by key players like vishaka, jersey, heritage, and vijaya. ) Competitive advantage enjoyed by the proposed venture: Our main competitive edge is low pricing, easily availability. This can be achieved, as the plant is located at the centre of 40 villages and the milk can be easily procured. Another advantage is as the plant is near to the Rajahmundry we serve the market well, the cost can reduced in terms of transportation and we can offer at low price compared to competitors. e) Sales channels and methods: in this type of industry, distributors play a vital role. So we have selected this as a channel as it offers a good step into the market.This helps in penetration of market. As milk is a commodity and we are offering high margin for distributors we are not advertising or promoting the product. f) Market tie-up: A good tie up gives a competitive edge in this type of industry. As our business is completely of procuring the milk, processing and supplying to the customers, a trusted tie up with the villagers is very essential. So we are concentrating on building the relationships with the farmers , which will enhance the productivity and leads to better profits. 3. TECHNICAL FEASIBILITY 3. 1 RAW MATERIALS REQUIRED Raw MaterialsThe average composition of cow’s milk is 87. 2% water, 3. 7% milk fat, 3. 5% protein, 4. 9% lactose, and 0. 7% ash. This composition varies from cow to cow and breed to breed. For example, Jersey cows have an average of 85. 6% water and 5. 15% milk fat. These figures also vary by the season of the year, the animal feed content, and many other factors. Vitamin D concentrate may be added to milk in the amount of 400 international units (IU) per quart. Most low fat and skim milk also has 2,000 IU of Vitamin A added. a) Raw materials required: Milk and water in ratio 1:2 and packing materials ) Sources of supply: Local vendors Near by villages Own cattle farms c) Minimum purchase quantity, lead time, seasonality; Minimum purchase quantity from local vendor is 2 liters Lead time is 1 day Minimum Seasonality variations as milk is commonly used commodity at any period of time. d) Arrangements made for regular supply of the required quantity of raw materials Vans are provided at our cattle firm to transfer milk from firm to production place. Vans are provided at the morning times every day in the villages for collecting milk. 3. 2 Manufacturing ProcessMilk is a perishable commodity. For this reason, it is usually processed locally within a few hours of being collected. In the United States, there are several hundred thousand dairy farms and several thousand milk processing plants. Some plants produce only fluid milk, while others also produce butter, cheese, and other milk products. Dairy cows are milked twice a day using mechanical vacuum milking machines. The raw milk flows through stainless steel or glass pipes to a refrigerated bulk milk tank. Collecting * Dairy cows are milked twice a day using mechanical vacuum milking machines.The raw milk flows through stainless steel or glass pipes to a refrigerated bulk milk tank where it is cooled to about 40 ° F (4. 4 ° C). * A refrigerated bulk tank truck makes collections from dairy farms in the area within a few hours. Before pumping the milk from each farm’s tank, the driver collects a sample and checks the flavor and temperature and records the volume. * At the milk processing plant, the milk in the truck is weighed and is pumped into refrigerated tanks in the plant through flexible stainless steel or plastic hoses. Separating The cold raw milk passes through either a clarifier or a separator, which spins the milk through a series of conical disks inside an enclosure. A clarifier removes debris, some bacteria, and any sediment that may be present in the raw milk. A separator performs the same task, but also separates the heavier milk fat from the lighter milk to produce both cream and skim milk. Some processing plants use a standardizer-clarifier, which regulates the amount of milk fat content in the milk by removing only the excess fat. The excess milk fat is drawn off and processed into cream or butter. Fortifying Vitamins A and D may be added to the milk at this time by a peristaltic pump A clarifier removes debris, some bacteria, and any sediment that may be present in the raw milk. The milk is then fortified and pasteurized. which automatically dispenses the correct amount of vitamin concentrate into the flow of milk. Pasteurizing * The milk—either whole milk, skim milk, or standardized milk—is piped into a pasteurizer to kill any bacteria. There are several methods used to pasteurize milk. The most common is called the high-temperature, short-time (HTST) process in which the milk is heated as it flows through the pasteurizer continuously. Whole milk, skim milk, and standardized milk must be heated to 161 ° F (72 ° C) for 15 seconds. Other milk products have different time and temperature requirements. The hot milk passes through a long pipe whose length and diameter is sized so that it takes the liquid exactly 15 seconds to pass from one end to the other. A temperature sensor at the end of the pipe diverts the milk back to the inlet for reprocessing if the temperature has fallen below the required standard. Homogenizing * Most milk is homogenized to reduce the size of the remaining milk fat particles.This prevents the milk fat from separating and floating to the surface as cream. It also ensures that the milk fat will be evenly distributed through the milk. The hot milk from the pasteurizer is pressurized to 2,500-3,000 psi (17,200-20,700 kPa) by a multiple-cylinder piston pump and is forced through very small passages in an adjustable valve. The shearing effect of being forced through the tiny openings breaks down the fat particles into the proper size. * The milk is then quickly cooled to 40 ° F (4. 4 ° C) to avoid harming its taste. Packaging * The milk is pumped into coated paper cartons or plastic bottles and is sealed.In the United States most milk destined for retail sale in grocery stores is packaged in one-gallon (3. 8-liter) plastic bottles. The bottles or cartons are stamped with a â€Å"sell by† date to ensure that the retailers do not allow the milk to stay on their shelves longer than it can be safely stored. * The milk cartons or bottles are placed in protective shipping containers and kept refrigerated. They are shipped to distribution warehouses in refrigerated trailers and then on to the individual markets, where they are kept in refrigerated display cases.Cleaning * To ensure sanitary conditions, the inner surfaces of the process equipment and piping system are cleaned once a day. Almost all the equipment and piping used in the processing plant and on the farm are made from stainless steel. Highly automated clean-in-place systems are incorporated into this equipment that allows solvents to be run through the system and then flushed clean. This is done at a time between the normal influx of milk from the farms. Quality Control * The federal Food and Drug Administration (FDA) publishes the Grade AMilk Ordinance which sets sanitation standards for milk production in most states and for all interstate milk shippers. Testing of milk products includes tests for fat content, total solids, pasteurization efficiency, presence of antibiotics used to control cow disease, and many others. The Future The trend to low-fat dairy products over the last 20 years is expected to continue in the future. Sales of butter are expected to decline, while sales of low-fat yogurt and low-or reduced-fat milk are expected to increase. Overall consumption of liquid milk is expected to increase as the population increases. 3. PLANT CAPACITY: | 1st year(litres)| 2nd year(litres)| 3rd year(litres)| 4th year(litres)| Licensed capacity| 10000| 10000| 10000| 10000| Proposed capacity| 5000| 6000| 75000| 10000| 3. 4 LOCATION AND SITE: Procured 2 acres of land at korukonda which is 20 km away from Rajahmundry. LOCATIONAL ADVANTAGES OF THE PROPOSED LOCATION: Location is surrounded by 40 villages from which we can easily procure the milk. The connectivity to various places is easier. 3. 4 INFRASTRUCTURAL FACILITIES: a) Transport facilities: The vehicles required for procurement and distribution of milk depends on the quantity of milk to be handled.The number of vehicles required, source of supply, rental charges etc. need to be furnished. Depending upon the need, the requirement of vehicles may be considered in the project cost. Vehicles provided are vans. b) Utilities:- i)  Power: Normally a three phase electricity supply is required for milk processing plants. The power requirement depends upon the load to be connected and the necessary approval from SEB should be obtained for connection. Depending upon the position of power supply, standby generators may be considered for connecting the essential sections. ii)  Water:A milk processing plant requires the water in the ratio of 2:1 (2 liters of water for 1 liter of milk processed) for cleaning of equipment, cold storage and drinking purposes (source of water supply, quantity available and suitability for the purpose has to be mentioned). Accordingly, the size of the well is required to be designed and depends on the quality of water, the water softening plant may be considered. Easily availability of water as it is nearer to river Godavari. iii)  Steam: The steam requirement (kg/hr) depends upon the processes involved and the source of steam may be met by coal/oil/gas fired / electric boiler; iv)   Fuel:LDO/coal/gas requirement and the availability to be ascertained. v)  Compressed Air: It will be required for various pneumatic operations flow control operations as well as for cleaning purposes. The total requirement of compressed air and the capacity of the compressors is required to be furnished. vi)   Vehicles: The vehicles required for procurement and distribution of milk depends on the quantity of milk to be handled. The number of vehicles required, source of supply, rental charges etc. need to be furnished. Depending upon the need, the requirement of vehicles may be considered in the project cost. ii)  Other Services: Although a maintenance workshop is an integral part of milk processing for carrying out repairs and maintenance of equipment. 3. 6 SCHEDULE OF IMPLEMENTATION: ACTIVITYCOMMENCEDCOMPLETTED ACQUSITION OF LAND23rd august 201015th September 2010 Land development16th September 201025th September 2010 Construction of buildings26th September 201030st November 2010 Procurement of plant and machinery15th November 20105th December 2010 Erection of plant and machinery6th December 20109th December 2010 Trial production15th December 201018th December 2010Commercial production25th December 2010 MAN POWER REQUIREMENT Executive productionno of persons requiredcomments on availability Executives: Production :1 available Marketing :1 available Finance and accounting :1 available General management :1 available Procurement officer : 1 available Supervisory staff : 2 available Skilled worke rs : 5 available Administrative staff :3 available Unskilled workers :8 available Others (watch man) : 3 available Drivers :2 available 4. FINANCIAL FEASIBILITY: g) Fixed capital:Details of fixed assets required for the project: h) Land: Procurring 2 acres of land in korkunda 20kms from Rajahmundry, East Godvari District. Each acre cost 10lacs and the total cost incurred for procuring the land is 20lacs. i) Land Development: entire site should be fenced with barbed wire or compound wall should be constructed with gates. j) Buildings: Factory building: The civil works comprises of factory building, quarters, office, garages, security post etc. The factory building for the milk reception, quality control, processing, packing and storage of milk products should be as per the BIS.The total covered area depends on the processes involved, products manufactured, the quantity of milk handled and the equipment chosen for services and product manufacturing. About 4000 sq. ft. area of building is required for handling 10000 liters of milk. Cost incurred for construction is Rs 7 lack. * Finished stock godown: it is constructed near to plant. Cost incurred for construction is Rs 1 lack. * Office and administrative building: it is constructed nearer to plant. Cost incurred for construction is 2lacks. 4.. 1 Plant and machinery: )| PLANT AND MACHINERY|   Specification| Quantity|   Total cost (lacs)| i)| Can conveying and washing system| –| –| 2. 23| ii)| Weigh scale| 500 kg| 2| 2. 36| iii)| Dump tank and accessories| 1000 lts| 1| 0. 59| iv)| Detergent tank| –| 1| 0. 31| v)| Milk chiller| 3000-5000lph| 1| 0. 97| vi)| Cream Separator| 2000-5000 lph| 1| 5. 7| vii)| Milk pasteurizer| 5000 lph| 1| 17. 82| viii)| Storage tanks| 10,000 lts| 2| 6. 38| ix)| S S tanks| 300 lts| 1| 0. 76| x)| Packaging machine amp; accessories| 2500 pph| 1| 3. 14| xi)| Ghee boiler| 500 kg| 1| 1. 76| xii)| Ghee storage tank| 1000 lts| 1| 0. 9| xiii)| Boiler amp; accessories| 300 kg/h| 1| 5. 46| xiv)| D. G. set| 62. 5KVA| 1| 5| xv)| Refrigeration equipment| –| –| 15. 21| xvi)| Electrical panels amp; cables| –| 1 set| 3. 02| xvii)| Pumps| –| 4| 1. 2| xviii)| S S pipes amp; fittings| –| –| 2| xix)| Erection amp; commissioning| –| –| 2. 5| | Total|   |   | 84. 38| 4. 2 Miscellaneous fixed assets MISC. FIXED ASSETS|   Particulars|   | No of units|   | i)| Furniture| –| –| 0. 3| ii)| Computer| Pentium| –| 0. 3| iii)| Fire fighting equipment| –| –| 0. 2| iv)| Collection centre equipment| Centrifuge, butyr. 20| –| 0. | v)| Work table| –| –| 0. 28| vi)| Milk cans| 40 lts (plastic)| 500| 3| vii)| Crate conveying system amp; trolleys| –| –| 0. 52| viii)| Lab equipment| –| –| 2. 5| ix)| Effluent treatment plant| –| –| 3. 25| x)| Water softener| –| –| 0. 2| | Total|   |   | 12. 35| E)| VEHICLES|   |   Ã‚  Ã‚  |   Ã‚  | i)| Jeep Mahindra|   | 1| 3| ii)| Bajaj ct 100|   | 1| 0. 4| Sr. No. | Particulars| Unit cost| Period days| Years|   |   |   |   | (Rs. )|   |   |   |   | |   |   |   | I| II| III onwards 75%| |   |   |   | 50%| 60%|   | 1| Stock in progress| 7. 8| 1| 0. 39| 0. 46| 0. 585| 2| Packing material| 0. 4| 30| 0. 6| 0. 72| 0. | 3| Chemicals amp; detergents| 0. 07| 30| 0. 105| 0. 126| 0. 157| 4| Stores, spaces and fuel**|   | 30| 0. 399| 0. 408| 0. 405| 5| Finished goods|   |   |   |   |   | | Toned Milk| 15| 1| 0. 75| 0. 9| 1. 12| | Standard Milk| 16| 1| 0. 8| 0. 96| 1. 2| | Cream milk| 15| 1| 0. 75| 0. 9| 1. 12| |   |   |   |   |   |   | | Saleable Cream| 90| 10| 22. 5| 27| 33. 75| | Saleable Ghee| 100| 30| 67. 5| 81| 101. 2| 6| Receivables|   | 7| 3. 2| 3. 4| 4. 2| | Total ( 1 to 6)|   |   | 96. 244| 114. 974| 143. 517|   | Less sundry creditors (days)|   | 7| 10. 23| 13. 45| 15. 23|   | Total working capital required|   |   | 86. 14| 101. 524| 128. 287|   | Margin money @ 25% of working capital|   |   | 21. 5035| 25. 381| 32. 07175|   | Bank Cash credit|   |   | 64. 5105| 76. 143| 96. 21525|   | Interest on working capital @ 16%|   |   | 13. 76224| 16. 24384| 20. 52592| 4. 3 WORKING CAPITAL ASSESSMENT : (Rs. in lakhs) 4. 4 Preliminary amp; Preoperative Expenses Preliminary amp; Preoperative Expenses|   Particulars|   1st year|   2nd year|   3rd year|   | i)| Incorporation of company| 0. 2|   0| 0|   | ii)| Project preparation| 0. 25|   0| 0|   | iii)| Market survey| 0. 3|   0. 5| 0. 6|   | iv)| Establishment ( Salary amp; wages )| 4. 3|   5. 75| 6. 54  |   | v)| Travelling| 0. 3|   0. 5| 0. 65|   | vi)| Consultancy| 1|   0| 0|   | vii)| Administrative expenses| 1|   1. 5| 1. 8|   | viii)| Interest during construction| 2. 5|   2. 5| 2. 5|   |   | Total| 9. 38|   10. 75|   12. 09|   | H)| CONTINGENCY ( @ 5% of cost of buildings, plant amp; machinery and misc. fixed assets )|   |   |   |   4. 57| I)| MARGIN MONEY FOR WORKING CAPITAL( 25% of first year’s requirement – statement – 2 )|   Ã‚  |   |   |   21. 57| 4. 5 PROJECT COST: Particulars| TOTAL COST(in lacs)| Land| 20| Land development| 3| Building| 10| Plant and machinery| 84| Tools and spare parts| 1|Miscellaneous fixed assets| 12. 75| Preliminary and pre operative expenses| 9. 38| Contingency| 4. 57| Margin money for working capital| 21. 23| 4. 6 MEANS OF FINANCING: PARTICULARS| TOTAL (in lacs)| promoters contribution| 50| term loan| 100| Margin money assistance| 25%| Unsecured loans| 0| Total| 150 | 4. 7 PROJECTED PROFITABILITY STATEMENT: INCOME PROJECTIONS| S. No| Particulars| Unit|   | Years|   | |   |   | I| II| III onwards| 1| Milk procured| litres/day| 5000| 6000| 7500| 2| Yield per day|   |   |   |   | i)| Toned milk ( 3% fat )| litres/day| 3250| 3750| 4145| ii)| Standard milk (4. % fat )| litres/day| 1750| 2250| 3355| iii)| Saleable cream ( 25% of iii approx. )| litres/day| 100| 115| 135| iv)| Ghee| kg/day| 142| 169| 206| 3| Income per day|   |   |   |   | i)| Toned milk (Rs. 24. 00 / litre )| Rs. Lakhs| 0. 72| 0. 84| 0. 9948| ii)| Standard milk ( Rs. 26. 00 / litre )| Rs. Lakhs| 0. 39| 0. 455| 0. 728| iii)| Cream ( Rs. 90. 00/ litre)| Rs. Lakhs| 0. 225| 0. 3375| 0. 24975| iv)| Ghee ( Rs. 110. 00/kg)| Rs. Lakhs| 0. 1562| 0. 1859| 0. 2266| 4| Total income/day| Rs. Lakhs| 1. 4912| 1. 8184| 2. 19915| 5| Income per year (1st year for 6 months i. e. 182 days)| Rs.In lakhs| 271. 3984| 330. 9488| 400. 2453| | | | | EXPENDITURE PROJECTIONS S. No| Particulars| Unit|   | YEARS|   |   |   | | I| II| III onwards| 1| Milk processing per year| Thousand litres/day| 5| 6| 7. 5| 2| Raw material – milk| Rs. 18/litre| 90| 108| 135| 3| Commission on milk collection| Rs. 1. 0/litre| 5| 6| 7. 5| 4| Transportation charges| Rs. 0. 40. litre| 2| 2. 4| 3| 5| Power and fuel | -| 5. 351| 10. 804| 10. 841| 6| Packing material| Rs. 0. 50. litre| 2. 5| 3| 3. 75| 7| Chemicals ;amp; detergents| Rs. 0. 1. litre| 0. 5| 0. 6| 0. 75| 8| Salaries and wages|   | 17. 733| 19. 492| 23. 674| | Repairs ;amp; maintenance| Rs. 0. 1. litre| 0. 5| 0. 6| 0. 75| 10| Overheads| Rs. 0. 1. litre| 0. 5| 0. 6| 0. 75| 11| Milk distribution cost | –| 19. 644| 23. 52| 28. 71|   12| Total operational cost| Rs. lakhs| 148. 728| 181. 016| 222. 225| | | PROJECTED CASH FLOWS STATEMENT: Sr. No| Particulars| I| II| III| 1| Income (Statement 5)| 271. 3984| 330. 9488| 400. 2453| 2| Operational cost (Statement 6)| 148. 728| 181. 016| 222. 22| 3| Gross operating profit| 122. 6704| 149. 9328| 178. 0253| 4| Less|   |   |   | i)| Interest on term loan @ 16%| 16| 13. 44| 11. 2896| ii)| Interest working capital @ 16%| 13. 6224| 16. 24384| 20. 52592| Iii| Depr. On straight line method|   |   |   | | Land and building| 1. 452| 1. 307| 1. 176| | Plant and machinery| 16. 096| 12. 072| 9. 054| | Misc. fixed assets| 5. 263| 1. 15| 2. 362| iv. | Amortisation of preliminary and preoperative expenses| 0. 215| 0. 215| 0. 215| 5| Profit before tax| 69. 88216| 105. 50496| 133. 40278| 6| Tax at 35%| 24. 458756| 36. 926736| 46. 690973| 7| Net profit| 45. 423404| 68. 578224| 86. 711807| 8| Net income available (7+4)| 98. 211644| 113. 006064| 131. 334327| PROJECTED BALANCE SHEET ASSETS|   2010| 2011| 2012| Current Assets|   |   |   |Cash| 6| 17| 14| Net accounts receivable| 3. 2| 3. 4| 4. 2| Inventory| 78| 113| 126| Prepaid expenses| 9. 38| 10. 75| 12. 09| Total Current Assets| 96. 58| 144. 15| 156. 29| Fixed Assets|   |   |   | Land and buildings| 33| 32. 6| 31. 3| Plant ;amp; equipment (net)| 84. 38| 68. 34| 56. 25| Miscellaneous fixed assets| 12. 75| 6. 34| 5. 2| Total Net Fixed Assets| 130. 13| 107. 28| 92. 75| TOTAL ASSETS| 226. 71| 251. 43| 249. 04| LIABILITIES|   |   |   | Current Liabilities|   |   |   | Accounts payable| 17. 23| 18. 45| 22. 23| short term loan| 69. 51| 58. 73| 42. 25| Total Current Liabilities| 86. 74| 77. 8| 64. 48| Long-term Liabilities|   |   |   | term loan| 100| 89| 76| Total Long-term Liabilities| 100| 89| 76| SHAREHOLDERS’ EQUITY|   |   |   | Capital stock| 40| 40| 40| Retained earnings| 0| 45. 23| 68. 57| Total Shareholders’ Equity| 40| 85. 23| 108. 57| TOTAL LIABILITIES ;amp; EQUITY| 226. 74| 251. 41| 249. 05| FINANCIAL PARAMETERS: a) Promoters contribution: 0. 28% b) Debt service coverage ratio: DSCR = (Annual Net Income + Amortization/Depreciation + other non-cash and discretionary items (such as non-contractual management bonuses)) / (Principal Repayment + Interest payments + Lease payments)Debt Service Coverage Ratio = 1. 526209183 A DSCR of less than 1 would mean a negative cash flow. Typically, most commercial banks require the ratio of 1. 15 – 1. 35 times (net operating income or NOI / annual debt service) to ensure cash flow sufficient to cover loan payments is available on an ongoing basis. c) Break even point: Break even point = fixed cost/ contribution Fixed Cost: Interest on term loan @ 16%| 16| Interest working capital @ 16%| 13. 76224| Depr. On straight line method|   | Land and building| 1. 452|Plant and machinery| 16. 096| Misc. fixed assets| 5. 263| Amortisation of preliminary and preoperative expenses| 0. 215| fixed cost| 52. 78824| Net income available (7+4)| 98. 21164| Break even point = (fixed cost/ fixed cost+ profit)*100 =(52. 78824/52. 78+45. 42)*100 =34. 95% d) Return on investment: Return on investment = net profit per year *100/ total investment =45. 42*100/ 140 = 32% Bibliography 1. Project management – Samuel 2. Project Appraisal and financing – K R Sharma 3. www. nabard. com How to cite Project Appraisal of Dairy Firm, Papers

Critically Evaluate Effective International-Myassignmenthelp.Com

Question: Critically Evaluate Why Effective International? Answer: Introducation Quality Human Resource Management for the international hospitality industry is important. It has an influence on the brand image and the employees performance. Management practices enhanhce performance in the organization. New dimensions reveal the development of complex factors in the service industry because of the global organizations. Several factors from external forces affect the hospitality industrys internal management. Culture determines the personality attributes of employees in an organization because of the sociocultural influences. Managing people from different cultural backgrounds calls for strategic implementation in order to ensure that the brand emerges as a leader in the business environment. The national legislations provide guidelines for global organizations on how to manage its practices including employment policies. HR practices in a competitive environment also describe strategies that shape the brand. The Human Resource Management is a modern organizationa l factor that covers a wide discussion. The performance management practices encourage effective employee management through important processes such as recruitment and training. The global hospitality industry has businesses which employee cross border workers. The workers need care and reliable payment. This discussion highlights these strategic Human Resource Management practices together with the challenges in the global environment. It looks at the reward systems and the employment agreements for expatriates and their benefit systems. Global Human Resource Management The growth of global organizations continues to change the business models in the hospitality industry (Boella Goss-Turner, 2013). The use of franchising as market entry strategies helps organizations to spread across borders. The employee recruitment process considers foreign workers as well as new workers from the host country. The global hospitality industry comprises of hotels, restaurants, joints, resorts, events, serviced apartments, and travel/tourism. This is a highly competitive industry with countless number of employees. Motivated by the desire for productivity, profitability and strategic planning, strategic HRM takes advantage of the global environment for better business opportunity(Marler S.L, 2013). The hospitality industry is service oriented and it has a customer-focused approach. The penetration of global organizations across borders has its challenges and advantages. Besides creating a highly competitive environment, the global multinationals in the hospitality industry have broadened the industry by incorporating more businesses with a niche focus to business. This reorganization of HR practices incorporates global interaction and the human factor. In order to understand the dynamics in these sectors, it is important to define the HR elements of an organization(Thompson, 2011). It is also crucial to look at the market factors, which influence HRM practices. These are significant in the implementation of strategic management and reduction of mismanagement causes. Performance Management The high failure rate of mismanaged organizations in the global environment is due to human factors. Among them are employee and leadership issues. Poor working conditions, disgruntled workers, employee harassment and unfair employment terms are major causes for this. Effective management of people in global organizations such as hotels calls for risk management through occupational safety. PM is about organizational objectives, and the ability to align these with the personnel factors for a competitive edge(Cummings Worley, 2014, p. 265). The employee participation paves the way for organizational development because the workers give evidence-based information about their needs. They contribute to changes and decision-making processes for work design, talent management, continuous and transformational change. These stimulate better performance around the world. Performance management is the effectiveness of the workforce depicted through the employee competencies and performance (Hitt, Ireland, Hoskisson, 2012). Performance management for the hospitality industry reflects on the performance needs in the service industry. It focuses on productivity and the reinforcement of human capacity because the measures of performance revolve around people. Employees affect the processes because the business gains from quality and efficient services. People will pay more for quick booking, restaurant services, cuisine, security, and hygiene services. Competent leadership personnel ensure that the employees understand how to make the customer feel appreciated. The organizations ability to offer great customer experience contributes to the financial performance. HR Competencies The business environment calls for competent skills for HR leaders and employees. The skills should match the objectives of the organization. Research shows that behavioral attributes can define change within a group of people (Marescaux Luc, 2012). People influence the outcome of processes. Workers who have the self-determination support the organization in its quest for successful because of the commitment and personal zeal that they have. In order to derive the best performance from the workers, a brand in the hospitality industry needs to have reliable policies. According to the Singapore Institute for Human Resource Professionals, certified leaders in HR must have the national certification (WSG, 2017). Having capable leadership sets an example for other workers to develop their professionalism for brand equity. Some of the necessary skills required for the hospitality industry include service excellence, customer care and advanced management. All hotels and tourist departments seek to deliver excellent customer service. Having a competent team in the culinary, operations, service and management units contributes to customer satisfaction. Soft skills such as personality traits and hard skills like pastry skills are important in the industry (Adams Sisson, 2013). These competencies may vary from one organization to another but there needs to be a balance between technical skills and individual abilities. Selection and Recruitment Employees prospecting for job opportunities in the global hospitality industry need competent skills in order to fit in to the strategic organizations. The alignment of skills with organizational expectations is a best practice. Competent organizations hire highly qualified personnel who portray professional and personal advantages. The Selection and recruitment of employees must relate to the required competencies. The job description for a guest service segment needs to capture service skills, politeness, and a sociable personality. Communication abilities apply across all jobs because the industry revolves around people. Hiring incompetent personnel may lead to certain risks such as negligence, which can lower the brand image(Citchley, 2017). A rigorous recruitment process follows organizational HR policies, industry standards and global trends. It would be fruitless to invest in competent organizational structures yet compromise on important security details. Modern hospitality centers like hotels face global threats such as terrorism. Tourists visiting any area around the globe are curious to know what solutions are available. The protection of employee data is also an important move by modern organizations due to online transactions and bookings made by guests. Franchised hotels cannot ignore the value of secure shared technology in the delivery of service and management practices(Mell Grance, 2011). Measured service is efficient because it ensures that there is maximum use of resources and employee capabilities. The Induction Process. The hospitality sector is about selling services to peoples. Contemporary organizations in the industry adopt strategies that enhance the customer experiences. Friendliness, courtesy and personalized services encourage customers to come back for more. As a result, organizations invest in a strategic workforce for a better turnover and employee job satisfaction. Induction lays the foundation for this plan by preparing employees for productivity through effective performance. This stage aligns the employee to the brands objectives, standard of operation and culture. The structuring of the induction process ensures that employees go through the organizations procedures and policies effectively. In the hospitality industry, this becomes a challenge because of the duplication of quality services across the sub branches. The JD process considers candidates based on their specification, advert placement, assessments and competency interviews. Employees need to agree with their leaders on the Key Performance Indicators (KPI) and how to achieve them(Maitra Srivastava, 2016). The decision making process informs workers on the organizations values, missions, vision and customer base. Competent operating procedures depend on the skills portrayed by the employees. The structures laid out by the brand must encourage effective interaction by employees for performance. The management team sets the goal from the moment an employee joins the organization. Training and Talent Management. Different personnel have individual abilities and competencies, which complement their professional training. It is the role of the Human Resource Management to tap into these abilities for the better of the organization(Dries, 2013). Training fills in the gap between skills gap and organizational needs. Basic training in the use of technology tools such as tablets, smartphones and technology devices is important. Contemporary approaches in management and operations include the use of software service applications for efficiency. These are systems configured with customized settings for internal usage. Employees need training on how to use organizational databases for different records including customer care data(Linoff Berry, 2011, p. 68). Strategic Human Resource Management (SHRM) advocates for the incorporation of technology in the management of relationships. Global businesses in the hospitality industry need efficient approaches. The electronic HRM simplifies the functions of managing people in the organization(Fisher Marler, 2013). Such investment makes service delivery, knowledge and change management much easier. Technology systems such as cloud computing systems vary from one industry to another organization, internal systems and available resources for its purchase and maintenance. The implementation of electronic services in HR practices boosts other performance strategies like better HR policies and a good reward system. HRM in Hospitality Market Systems In the global market, large, medium and small organizations have a level playing field within the e-commerce platform. However, the political, economic, social, technological and legal factors influence the business world(Fernandez, Cala, Domecq, 2011). Diversity characterizes the hospitality industry because of employees working in foreign countries. The cost factor influences outsourcing of employees for the hospitality industry. These are workers from different parts of the world. New business ventures such as the cruise business is an example of a plan, which devises new ways of doing business, there by bringing a new dimension into the industry(Davidson, McPhail, Barry, 2011). Potential employees seeking jobs in the multinationals have to acquire marketable skills such as language, communication, concierge and guest service skills. Some of the new competencies for the industry include IT skills(Okumu, Cobanoglu, Berezina, Bilgihan, 2014). These prepare graduates for the changing and competitive market. There are data systems for different departments in the hospitality industry including the revenue collection, customer communication, rewards systems and other management practices. Although there are technology programs for the industry at large, the sector also has technology for employees such as email communication, and office applications. Employees in the service sector also need a grasp on end user technology such as Wi-Fi technology, infrastructure set up for coffee house customers and digital conference halls for hotel facilities. These are the leading revenue collection points for most global hotels(Shashou, 2016). Graduates from the hotel indust ry also need literacy in data management and problem solving systems. Reward Systems One of the main reasons for having an effective reward system is to retain employee. As a significant contribution to improved productivity in the hospitality industry, it encourages employment creation(Makoto, 2011). The HR systems use of financial and non-financial rewards targets employee job satisfaction and organizational strategies. For example, employees working in foreign countries may require extra security details and health benefits for themselves and their families. Although modern organizations have competent pay systems in place, the challenge arises in the identification of the right package for the employees (Teng, Bustamam, Abdullah, 2014). There is not set standard for specific pay in the industry therefore organizational and legal frameworks in the region of operation determine the earnings. Employees find motivation from incentives in the reward systems. Managers and junior employees appreciate recognition for great performance and achievement. The HR unit needs to reward its employees across different levels using strategic methods. An effective method supports unity within the organization and it gives the organization an identity. Creating a culture of recognition is not easy because it faces challenges of misuse and exploitation. When some workers are favored without merit, other employees may feel sidelined and discriminated against. Fairness motivates the workers while an inconsiderate system destroys the motivation of employees. Pay for performance stirs up the passion for the employees to perform and group incentives may sometimes work better than individualized rewards(Eijkenaar, 2013). Employment Policies Organizations have policies that enhance performance by encouraging employees. However, these processes may serve as a disadvantage if employees are discouraged in the same rules(Kersley, et al., 2013, p. 37). The relationship between managers and employees traditionally has had contentions because of the challenges in employee relations. The development of HRM from Personnel Management practices was for improving the relationship between the employee and the organization. Policies regarding employment range from recruitment, induction and the reward systems. The HR department needs a comprehensive approach that considers the organizations goals and objectives. The competition in the market system also influences changes in the policies. Dealing with diversity is harder because of the employee cross-cultural background. Employee sign different employment contracts. Some have temporary contracts while others have long-term contracts. Employment laws should have information about legal procedures for hiring and relieving employees. This reduces conflicts within the organization. HR management governs HR positions, structures, leadership, and practices(Kersley, et al., 2013, p. 275). The policies, guide the managers on when to train, outsource, collaborate and restructure HR functions. Companies have come under attack for relieving employees illegally. There are national laws to guard against unfair dismissal and business change(Victoria, 2017). The flow of skilled workforce across the globe makes immigration a global issue of concern. This means that employment policies need auditing and integration with the employment systems in the modern business world. Cultural factors and people management Culture is a significant factor in complex global organizations because it affects the emotional labour and consequently job satisfaction (Gursoy, Boylu, Avci, 2011). Employees from different nationalities have diversities in values, lifestyle and language elements. Although a hotel may have its organizational culture, it cannot ignore differences in people. Global leadership tactics start with the management of people skills (Mendenhall, 2012). Knowledge management across franchised units needs an effective system of knowledge management. The diversities in language calls for translations in cloud computing as well as communication plans. A director who runs cross-cultural teams needs a leadership plan that considers the employee diversities. Cultural management in the hospitality industry faces challenges of discrimination. The impact of insecurity matters like terrorism poses a challenge for employee from certain religious and cultural backgrounds(Bratton Gold, 2012). However, most national regulations encourage fairness in job appointments and allocations in order to give a gender balance. Communicating the organizations goals also needs to be clear because the hospitality industry tends to have scandals about the integrity of their businesses(Chung, 2017). Employees have the power to discredit a multinational for mistreating its employees.in cases where the organization exploits immigrants because of cheap labour, the company risks losing on its reputation and brand equity. As part of social responsibilities credible organizations embrace ethical strategies which include respect for employee rights. The leaders code of conduct influences customer perception. Brands, which have a negative image, find it hard to succee d in business. Strategic management The SERVQUAL model of strategic management provides an approach for the management of quality in the service industry(P Spenser, 2011). This helps the organization to reach its goals and objectives whether in the food beverage, transport or tourism industry. The interaction between key players in the industry is important. The customer, employee, manager and government represent the critical stakeholders in the hospitality sector. Paying employees well encourages quality in services within the organization. The service industry values the delivery process. As a result, the employee motivation becomes an integral aspect in performance. Employees as direct connections to the customer facilitate for target marketing strategies through cluster detection approaches and interaction with them (Linoff Berry, 2011, p. 499). Conclusion The hospitality industry has broadened its scope of operations. The growth of new business segments in the hospitality industry such as cruise ship, events and transport transcends the traditional classification of hospitality into food and beverages, lodging, tourism and recreation. As a result, there are changes in the management of its management practices. Of particular interest is HRM, which now has various connotations such as Strategic Human Resource Management, e-HRM among others. Therefore, there are visible challenges in the human resource strategies, practices, policies and functions. Among the solutions to these hindrances is the acceptance of cross-cultural factors. The hospitality industry comprises of a large number of foreign workers who travel for work assignments in foreign countries. Whether the search for employment is in the tourism or hotel industries, attractive human resource practices entice skilled personnel. References Adams, A., Sisson, L. (2013, Sept 17). 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