Business Plan

Executive Summary

Development Solutions, Incorporated, is currently facing problems which include weak

work relations, low employee retention, and few employees in the Information Technology,
Accounting, and General Office fields. To solve these problems, DSI must follow four steps:
decentralization, collaboration, careful monitoring of economic affairs, and advertising.
Decentralization includes broadening the pool of employees from which local businesses pick
from, offer different products, and even starting teleconference services. It shows the variety of
employees under DSI, makes sure that DSI is not dependent on local businesses and also proves
DSI’s modernization. To improve employee relations, collaboration is crucial. It involves weekly
meeting with the department head and CEO, work surveys, and even partnership with other
companies to reduce competition. Economic affairs must be handled carefully, thus giving jobs
to more accountants. The economic affairs that would change in DSI are the payment flow and
leasing of equipment rather than buying them. Lastly, advertising through social media and
reaching out to the metroplex through college fairs and internships, give awareness about DSI to
the local community. By following this plan, DSI shall solve its current issues and shine above
other companies.

Description of Proposed Business

DSI or Development Solutions, Incorporated is a temporary staffing agency. It was

established in 2002 and is currently headquartered in a metroplex with 525,000 individuals,
eligible for employment. DSI hires individuals from a pool of applicants and send those select
individuals to a local business to work for. Recently however, the company is having problems
recruiting people with specialization in Accounting, Information Technology, and General
Office. Given the recent graduate statistics, these three fields have had less graduates than other
fields. Furthermore, DSI faces competition from other local staffing agencies. Internally
Development Solutions, Incorporated faces issues originating from their lack of modernity, low
employee retention, and poor work relationships.

Objectives of the Business

Development Solutions, Incorporated’s purpose is to offer exceptional service to their

clients and gain credibility. They offer service in the form of employees to the local businesses
or DSI’s clients. DSI will be the first company that local businesses will turn to for exceptional
and hardworking employees. DSI’s service, in the form of the employees, will help boost other
companies.

Proposed Business Strategies

Externally within the next few months, DSI hopes to reach out to more universities to
promote the company. Reaching out to universities helps raise awareness about the company. It
also makes sure that students now when and how to reach to DSI, whether it be for employment
or for employees. DSI can promote itself through social media, college fairs, sponsorships, and
internships. DSI should also select employees with unique capabilities, allowing the company to
naturally expand and attract more local businesses. The variety of employees would allow for
competition between local companies as they would try to get the exceptional ones, which raises
DSI’s credibility. A project for teleconference services should also start within the next few
months, as teleconference helps DSI communicate with various types of companies. The
teleconference setup can include a virtual software that connects the customer to their desired
personal, such the CEO or Manager of the Accounting department. Teleconference would also
create more jobs for the Information Technology department as teleconference is mainly
software-based. Partnership between DSI and another competitive staffing agency, would expand
DSI as well as give them leverage against other staffing companies. The CEO, Dr. Brendenson,
would also have someone help managing the company when he is travelling with his family,
which is mentioned in his bio.
The next few months should also show the internal development of DSI. Given the weak
employee retention and work relationships, changes could include appeals to employees, work
surveys, partnership of the company, and others. Employee retention is often driven by external
factors such as money and extra bonuses. DSI could give salary based on hourly wages, therefore
meaning that the longer an employee works, the more money he or she makes. For the first 600
hours, DSI will be paying the employee $12.50. These first hours run on employee motivation,
so that the small business can report to DSI on the loyalty and behavior of their new employee.
In these first 600 hours, if either the local business DSI is helping is not satisfied with the
performance of the employee, he or she will be told at this time so that changes can be made. For
the next 1480 hours, the employee will be paid $20 per hour as a fixed salary. This fixed salary is
based on employee loyalty, so whenever DSI or the local business is not happy with the
employee’s performance, his or her salary can be decreased. This way the employee is still
working to get themselves money, but it is not as structured as a hourly paycheck would be.
After the two years of employment, other offers such as life, medical, home insurance would
reward the employee for their commitment. Work relationships between the CEO, his
management team and managers can be strengthened through work surveys and personalized
meetings. The work surveys can be basic satisfaction surveys, which ensure that the employees
can communicate their opinions and feeling about the company and its environment. The
personalized meetings can be conducted as focus on different departments, so that its managers
can communicate its strengths and weaknesses. Based on the managers’ reports, the Board of
Directors or the management team and the CEO could discuss possible solutions to the addressed
weaknesses.
In the following year, DSI should see a rise in employees within the Information
Technology, Accounting, and General Office department. This should occur after the
modernization of the company, more advertising, and branching out their employees to more
demanding fields. The modernization includes software updates, implementation of recent
technologies, and usage of social media. For a cost-saving measure, DSI should lease equipment
instead of buying them. It allows DSI to get the latest equipment given the rapid technological
developments. Leasing equipment also lets DSI replace the equipment for free as it is not their
responsibility. Furthermore, DSI will see a rise in the three categories of employees, if they
branch out to modern companies such as ones involved with Robotics, Biomedicine, or Finance.
Robotics and Biomedicine have a heavy Information Technology component, while Finance is
based on Accounting principles. Branching out to more employed fields, ensures that DSI has a
larger pool of applicants to choose potential employees from. On the other hand, internships
should be offered for the front desk or General Office positions, as it allows students to
collaborate with all the departments. Interns also require less money, offering a cost-saving
measure for DSI. When looking from the intern’s perspective, it allows for exposure into their
given fields as well as a chance for future employment, a bonus for DSI. The intern would find a
sense of security within the environment, thus preferring DSI for employment.
Decentralization, business collaborations, advertising, and careful management of
economic affairs will help DSI overcome its current weaknesses and stand out from its
competitors.

SWOT Analysis

Before our solution was implemented, DSI was facing many issues such as having a lack
of retention of temporary staff, weak work relationships, local competition, and an outdated
hiring and marketing processes. They were unable to sustain the number of temporary staff they
already had, as well as recruit new temporary staff members. Also, there were weak work
relationships as the CEO, Dr, Brendenson, was traveling very often, and was unable to maintain
good relationships with his staff. After our solution is implemented, DSI will see an
improvement in all these issues. Our plan to offer insurance assistance to staff members will not
only attract new temporary staff, but it will also help retain the number of temporary staff they
already have. In addition, we propose that DSI should go to college fairs and offer internships so
students can get exposed to DSI and hopefully come back to work there after they graduate. The
college fairs will allow DSI to get their name out in the community so that new graduates will be
interested in coming to work at DSI, instead of local competition. Also, our plan to improve
relationships between the CEO, managers, and staff will allow the staff to feel as though they are
a valuable asset in the company. They will be happy knowing that their CEO and managers care
for what they must say and they can offer valuable information that can benefit the company.

Product(s) and/or service(s) to be Provided

Given that DSI is a temporary staffing agency, it offers local business more employees to
help expand their businesses. If DSI follows its future plans described in the section above, it
will be a larger and more advanced company than its competitors. DSI offers a variety of
employees pertaining to many fields, therefore ensuring that DSI has the employees that each
company desires. DSI’s strong employee retention also guarantees the employee’s hard work and
commitment to any job given to them. DSI has also recently branched out to employees
specializing in newer fields that are currently in demand, giving ideas to local businesses for
their specialization and main product or service. DSI stands out from other staffing agencies as it
employs unique people who can add to the local business.

Management and Ownership of the Business

Development Solutions, Incorporated’s current CEO is Dr. Brendenson. He manages the

company’s external affairs, owns most of DSI’s shares and is the representing face of DSI. The
management team are a group of Dr. Brendenson’s advisors who help manage the company’s
external affairs and advise him for decisions. The investors of the company also take part in
handling the company’s shares. On the other hand, the Board of Directors are a group of people
who also own shares in the company. They give ideas for the development of the company and
give their consent for legal measures pertaining to DSI. The department managers of DSI are the
heads of their respective departments. They make sure that their department is running efficiently
and productively. The contractors of DSI are the employees that DSI send to local businesses.

Marketing Analysis

DSI offers its employees to local businesses, in need of more part-time employees. These
local businesses are identified through their communication with DSI and need for a larger work
force. New graduates or people with experience are those who are targeted by DSI for
employment. To fulfill its mission statement, offering exceptional service in the form of
employees to our customers, they need people of unique capabilities. DSI attracts these people
through insurance policies, various branches of work, and even the number of opportunities
found at DSI. The company attracts applicants by reaching out to them through social media, like
LinkedIn, Facebook, and Twitter, and through various college fairs and internships.

Financial Analysis

For the first 600 hours, DSI will be paying the employee $12.50. These first hours run on
employee motivation, so that the small business can report to DSI on the loyalty and behavior of
their new employee. In these first 600 hours, if either the local business that DSI is helping is not
happy with the performance of the employee or DSI is not happy with the behavior of the
employee, they will be told now, so that changes can be made. For the next 1480 hours, the
employee will be paid $20 per hour as a fixed salary. This fixed salary is based on employee
loyalty, so whenever DSI or the local business is not happy with the employee’s performance,
his or her salary can be decreased. This way the employee is still working to get themselves
money, but it is not as structured as a hourly paycheck would be.
As said earlier, the employee will be paid $12.50 per hour of the first 600 hours. At the
end of these 600 hours, the employee would have made $7500. Then, he or she will be moved to
a different salary model where they are paid $20 per hour at a fixed rate. An employee’s first
year being employed by DSI at the local business, he or she will earn $37,100. However, if the
employee was just paid $12.50 for the entire year, they would only make $26,000, but if they
were paid a fixed salary of $20 they would be paid $41,600. Even though there is a difference
between what the employee is getting paid and what they could get paid, that difference is used
as a profit of DSI.
The local business will be paying DSI $30 per hour, for every employee hired from DSI.
When the employee is getting paid $12.50 per hour, DSI is getting paid $17.50 per hour and in
the first 600 hours, DSI will make $10,500. During the fixed salary, DSI will make $10 per hour
which gives them $14,800 at the end of the 1480 hours. With this, DSI will make $25,300 in the
first year of an employee working for a local business under DSI.
Works Cited

Field, Anne. "5 Ways To Pay Your Employees When Your Startup Is Just Getting
Started."Business Insider. Business Insider, 01 July 2010. Web. 09 Jan. 2017.

Hayden, Andrea. "Pros and Cons of Leasing vs. Buying Equipment." QuickBooks. Intuit, 23
Nov. 2016. Web. 09 Jan. 2017.

"Computer and Information Research Scientists." U.S. Bureau of Labor Statistics. U.S.
Bureau of Labor Statistics, 17 Dec. 2015. Web. 09 Jan. 2017.