Use and develop systems to promote communication free essay sample

When communicating with Young People in our care we need to analyse their communication needs upon admission. This is usually carried out with a Pre Planning Care meeting upon the child coming into our care. For example we could have a Young Person who is deaf and requires a hearing aid. As Carers we would ensure the maintaining of the device on a daily basis. This Child may also need Carers to have a knowledge of sign language and this is a skill that we as carers would need to have for the child to come into our care to ensure effective communication. The Child may have complete hearing loss and no hearing device would be sufficient so therefore it would require the team to use Pictures as a form of communicating. This could be used by using PECS. PECS (Picture Exchange Communication System) is a successful approach that uses pictures to develop communication skills. We will write a custom essay sample on Use and develop systems to promote communication or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is appropriate for children and adults with a wide range of learning and communication difficulties including autism. Easy to access, affordable to implement and scientifically supported as one of the most effective communication interventions, PECS is an opportunity to open the door to spontaneous communication. As Team Leader it is part of my job role to be able to communicate with a range of groups and individuals. I regularly change the use of my language on a variant of levels dependant on the target audience. I deal daily with young people who respond effectively to language relevant to them, normally within a relatively informal setting. I am responsible for information sharing across a wide range of professionals and parents, including Social Services, Health Workers and Education and so my approach needs to be that of a more professional nature when dealing with them. Not only do I have to communicate with all of the above verbally but via email, telephone and postal correspondence. It is even equally important that I am able to do so clearly and effectively in this instance. It is important I train and develop staff knowledge and understanding on how to change and develop their  use of language and other communication techniques in order to break down any barriers they may face, particularly when dealing with the young people directly. The young people may be upset, frustrated or excitable making communication quite difficult. I ensure staff and myself understand how to be assertive, sensitive and able to respond appropriately to different behavior. I have been on mental capacity act training which promoted the understanding in my practice to take into consideration the individual’s ability to communicate with you. An outcome of the training enabled me to reflect and alter any communication I have with those who may find it difficult to communicate effectively with others 1.2 It is important to have good communication skills to develop positive relationships and share information with people using services. I also need to be able to communicate well with Young Peoples families, Social Worker, colleagues and other professionals. I use several different forms of communication within my job role. Interpersonal skills are those skills that enable me to interact with another person, allowing me to communicate successfully with them. Good communication skills are vital for working in Health Social Care as they help to: Develop positive relationships with service users and their family and friends, so they can understand and meet their needs. Develop positive relationships with work colleagues and other professionals. Share information with people using the services, by providing and receiving information. Report on the work I do with people. One to one communication: One to one communication means one person communicating with another person with no other people joining in. I use this form of communication daily within my job role. Examples would be communication between me and a client. Communication between me and the Social Worker in relation to a Young Person. Communication between me and the GP in relation to a Young Person. Communication between me and my line manager to discuss cases and approval for services etc. Verbal communication: Verbal communication uses words to present ideas, thoughts and feelings. Good verbal communication is the ability to both explain and present your ideas clearly through the spoken work, and to listen carefully  to other people. E.g. telephone call to Social Worker, Education, Young People and Families. Discussion at team meetings, One to One Supervision etc. We have regular Team Meetings at least once a month an d I carry out Supervisions to my staff at least once a month. My Line Manager carries out Supervsion once a month with myself. 1.3 Effective Communication is significant and a fundamental relationship-building skill in the workplace for any employee especially for managers to perform the basic functions of management, i.e., Planning, Organising, Leading and Controlling. If people dont communicate well they limit their ability to connect on any meaningful level which can create conflict. Depending on the position in workplace, others will have expectations of how an individual should communicate with others. It is important that for any employee show respect to those he or she works with. The general social care council’s code of practice states that communications should be conducted in an appropriate, open, accurate and straightforward way. By communicating in this way others will have trust and confidence in any employee and their abilities. Workplace relationships become a lot stronger when people can clearly and effectively communicate what they need and allow others to do the same. There are several barriers that affect the flow of communication in an organisation. These barriers interrupt the flow of communication from the sender to the receiver, thus making communication ineffective. It is essential for managers to overcome these barriers. The main barriers of communication are summarised below. The first barriers to check out are those that an employee could be creating. People may think that they are doing everything possible to assist communication, but they should make sure that they are not making it difficult for people to understand what they say for instance using abbreviations another person does not understand. People should avoid professional jargon and terminology. Physical barriers – these are due to the nature of the environment where people are trying to communicate. It could be there are distractions or noise, such as the TV on or interferences from a loudspeaker. These barriers can affect how individuals try to send and receive messages. If there is a lot of background noise than the receiver may not hear what the sender is saying. If the temperature in a work environment is too hot or too cold the sender may not be as focused on the message that they are trying to send. If people in the work place are separated by others, communication is not as effective. As long as people still have a personal space that they can call their own, proximity to others aids communication because it helps us get to know one Emotional Barriers Your emotions could be a barrier to communication. If you are engrossed in your emotions for some reason, you tend to have trouble listening to others or understanding the message conveyed to you. According to the College of Marin, if someone is angry, resentful, happy or excited, that person may be too preoccupied with emotions to receive the intended message. Emotions mainly involve fear, mistrust and suspicion. Excessive fear of what others might think of us and what we say can interfere with what we want to communicate and our ability to form meaningful relationships 1.4 Building relationships and appropriate verbal and non-verbal communication. It is very important to build relationships with people who use services involve skills listening, together with appropriate verbal and non-verbal communication. It also may be important to use friendly, warm non-verbal behavior that expresses interest in another person such as: Making effective eye contact(varied and appropriate contact with another person’s eyes Smiling-looking friendly rather than frozen or cold in expression Adopting a relaxed and calm body posture Using an appropriate gentle tone of voice Using hand movements and gestures that show interest Nodding your head slightly while talking to communicate messages such as â€Å"I see,’ or ‘I understand’, or ‘I agree†. It is important to build an understanding of the needs of people we work with in health and social care. Very often, people will make their preferred method of communication obvious. Sometimes a medical or professional social work assessment may needs in order to clarify the person’s needs and their preferred method of communication. All the skills of recognizing and overcoming barriers to communicate will be useful to avoid trigger situation, such as aggression. Reflective listening skills are vital in order to make the other person feel listened too. 1.5/ 2.2 Verbal Communication Verbal communication is one way for people to communicate face-to-face. Some of the key components of verbal communication are sound, words, speaking, and language. 2) Non Verbal Communication The process of communication through sending and receiving wordless messages is known as Non Verbal Communication. Such messages can be communicated through gesture; body language or posture; facial expression and eye contact. 3) Written Communication Written Communication means communication by means of written symbols as explained previously using PECS. We also use the Phone, Email, Companies Intranet and Local media to gain information and access information within our setting. What exactly is communication? Communication is the process of sharing information between two or more people. Now this is just the basic definition of communication, and we know that the process is not just confined to information sharing. Rather, it is a mode of sharing thoughts, feelings, expressions, and many other things too. 2.1- 2.4 Communication is an art. For some it comes naturally, while others are too nervous when it comes to communicating. Communication is necessary in all walks of life, be it professional or personal, so to master it, one needs to practice this art, and this comes with knowledge and experience and is paramount within our workplace looking after LAC Children. Communication forms an important constituent of every organization. It is necessary that every person in the workplace communicates with one another for better coordination and maintaining good working relations, besides keeping everyone on the same page as far as the companys goals are concerned. Here are some basic but important tips that can help in a big way to improve communication at work and that I as a Team Leader like to demonstrate. Workplace Communication Skills There are two types of communication; formal and informal. Informal communication is between Colleagues but when it comes to formal communication, there are some etiquette and rules that need to be followed. Here are some factors for effective communication in the workplace with your subordinates, colleagues, as well as seniors. Be Clear and Transparent: You need to be very clear and transparent in the way you communicate, especially at work. Avoid statements that may be dubious or with a double meaning. Whatever you communicate, be it any changes in the rules, regulations or policies, everything should be explained properly and clearly with examples. Be Well Prepared: Remember this is professional communication, so you should always have a proper documentation of all the points to be covered while communicating with your employees or colleagues. Include everything that you want to communicate, as missing out on even a single important point might create a hassle later on. Be Precise: You are here to communicate about organizational matters, and so you need to honor the time of everyone involved directly or indirectly. For this, you have to be precise. So do not drag the discussion unnecessarily and come to the point directly. Be Generic: Communicating on a professional level needs discussion on a generic level. Pointing at anyones mistakes or errors is not desirable, as this might result in a conflict. Use the word we for success as well as failures, and try not to use the word you unless there is a need for mentioning something specifically. Be Assertive: Communicate in an assertive manner. It should be such that you, as well as the person in front of you should be benefited. Be open and honest about what you say, while respecting the feelings of others. Do Not Assume: Never work with any assumptions, at least as far as communication is concerned. For example, if there is a set of tasks that need to be performed, make sure you specify all of them along with the end result, and do not assume that everyone involved will know most of the things needed to be done anyway. Encourage Two-way Communication: Always give the other party a chance to speak. Ask questions, and take the other persons opinion too, once you have finished speaking. Such a two-way conversation forms the basis of a healthy communication, and you also come to know about peoples thoughts over certain things. You never know, anyone can come up with a great idea when least expected. Importance of Communication in the Workplace Building Trust Employees would always feel motivated if the management communicates about any changes in the working strategy or the company policies. This boosts the employees morale and builds trust and confidence between the management and the employees. It always allows everyone to know whats going on and what they need to work towards as a team. Good Working Relations One of the most important benefits of workplace communication is establishing and holding good working relations with peers, subordinates, and seniors as well. Good working relations at the workplace ensure a friendly and conflict-free working environment. There will be no room for difference of interests and any sort of confusion whatsoever. Problem Solving No workplace is ever free of conflicts, contradictions, and problems between the employees! However, communicating with colleagues and seniors about the issues help to solve the problems and thus prevents them from further aggravation. Festering of problems inside only leads to bigger conflicts and problems later on, which will adversely affect the company in some way or the other. Healthy from Business Point of View Communicating with the employees about any changes, amendments in the rules, regulations, policies, work rules, etc., helps in getting a better idea of things, and implementation of the work becomes easy. This further results in increased productivity and accuracy, minimizing wastage of resources and time. It is like everyone taking the shortest route to a designated point in the simplest way, all together. Giving feedback simply means telling people how theyre going at work. But the real art of feedback is the ability to also accept feedback yourself – being prepared to listen to what others tell you, without being defensive if its bad news. Building a communication culture in your workplace, where everyone is comfortable about giving and receiving feedback about their performance, builds staff morale. Accepting feedback yourself helps you discover ways to improve your own or your business performance. Many managers though equate feedback with delivering bad news, with criticism of poor performance. But feedback also can, and should, be about giving good news. The reality seems to be that it isnt often done. Giving, and receiving, feedback starts at the top, with the business owner, the manager, even with the team leader. It means stepping back from the immediate action to look at the bigger picture, at the business from a leaders perspective. What do leaders do? They do things that inspire people to follow them, to help them build the business. Your people need to know exactly what they have to do, or not do, and how well they are going. They need feedback – and so do you. As a leader you can give positive feedback, deliver negative feedback in a constructive manner and also encourage feedback for yourself. This kind of give and take builds a communication culture that encourages employees while it builds your business. Five-Step Process for Building a Communication Culture . 1. Think and act like a leader Learn why you need to be a leader, what people want from a leader, what it takes to be a leader and how feedback is an essential part of leadership 2. Clarify what you want Clarify your vision for the business or department and decide what needs to be done to achieve it. 3. Understand staff needs Learn from research what all staff want; then apply some practical strategies for improving your own workplace relationships and business. 4. Plan, discuss, agree, commit Turn your staff into a team and have fun, whether you own the business or manage a team or department. 5. Give and get feedback Deal with the hard stuff constructively, knowing what to say and how to say it. Then encourage staff to give you feedback. Developing a communication culture means encouraging people to feel comfortable about giving and receiving feedback about their performance – in the interests of better business and their own personal development. Feedback doesnt have to be negative; indeed there are far more occasions when positive feedback should be given. As a leader, you can seek those occasions using the above simple five-step process. 3.1/3.2/3.3 Within our workplace there is a lot of Partnership working to ensure the young people we look after receive the best care. We liaise with Dentists, Pharmacists, Opticians, Social Workers, Education and Pathways teams. It is  vital that all communication is clear concise and accurate. I tend to mostly use telephones and emails. Emails are more effective as you have a clear record of all conversations. I tend to use these more so on a daily basis. Sometimes it is not always possible to communicate by email so I ensure there is a clear log of all telephone conversations I make to multi agency recorded and on file. 4.1/4.2 Within our field it is paramount that we work together as a Multi Agency and all information in relation to the child and their background is always disclosed within the team as a need to know basis ensuring all risk assessments are completed with full detail for all proffesionals working within our field. However, from a legal point of view we have to abide the laws associated with maintaining confidentiality and these are as follows: Data Protection Act 1998, Human Rights Act 1998 and the Skills for Care guidelines. 4.3 As a Registered Organization we are governed and Registered by Ofsted. This requires that us as a Organization abide by all regulations. We have to ensure that our homes are run to a Required minimum standard and failure to do this could result in closure of the home. However, Ofsted are there to help and guide us run our homes to a adequate level. Ofsted visit our homes twice a year. Once to carry out a full inspection which then determines what standard the home has reached for the care of the child. It runs in four categories which is Outstanding, Good, Adequate and Inadequate. If you were unfortunate to receive inadequate they can serve you a notice to ensure you prepare the home to a adequate standard. This is usually a 12 week notice depending on the severity. However, if you comply with all guidelines this should not happen. In Our team meetings we have once a month I ensure the NMS and companies policies and procedures are discussed ensuring all staff have effective knowledge. All young Persons records are held electronically as well as paper version and it is a legal responsibility that companies keep all information for 75 years.

buy custom The Canadian Tourism Human Resource essay

buy custom The Canadian Tourism Human Resource essay In any part of the world tourism is a very dynamic sector that needs a lot of staff to succeed. Tourism needs people in all aspects of the tourist circuit and this poses an insatiable demand for the well trained personnel. In British Columbia, the human resource challenge brought about by dynamism is the fact that not many people working in the tourism sector have been specially trained. One may find a professional waiter taking on the duties of an usher when the demand arises. Some professionals are only needed when the demand arises and as such they result in taking on other jobs to fend for their families. According to Tourism Industry advisory council. (2006) most of the tourists visiting British Columbia are people who have prior experience in tourism having visited other parts of the world. They tend to compare the services offered in British Columbia with those they experienced elsewhere. This comes in total disregard to the numerous new opportunities and experiences that the country has to offer. The human resource well conversant with the country is thus found to be wanting in the eyes of the frequent traveler. Most of the people that work in the tourist attraction areas, in British Columbia have had no prior training in professional colleges. Rather, they have been trained on the job in the relevant institutions where they work. The human resource is rich in experience but lacks the fine touch that professional school training can offer. More and more establishments are beginning to value the training that comes with attending one of the few approved tourism colleges in the country. There are a couple of internationa training colleges that offer various courses covering the hospitality and tourism sectors present in British Columbia that train students. However, due to the dependability on seasons of the tourism sector in the country, most of them end up finding work in foreign countries. This is because competition is more dynamic in foreign countries leading to better pay for the graduates. This is not good for the long run since the tourism sector will end up lacking professionally trained staff (Propel Industry Credentials, 2008). There is also a large discrepancy in the employment numbers through the different sectors in the tourism industry. For instance, according to Canadian Tourism Human Resource Council (2011) the accommodation services required more than 66,000 members of staff as compared to 43,500 in 2001. The problem with this growth pattern is that it is unstable and as such it can record substantial increases in some years and steep declines in the following years. Another factor affecting the human resource in British Columbia is the inability for the sector to attract large numbers of talented individual to pursue careers in tourism and hospitality. This is mainly because the sector is still struggling and people look into pursuing strongly cemented careers that will guarantee success in both monetary and career growth aspects (McCallum, 2009). The food and beverage sector attracts more employees than any other sector in the tourism circle. Preliminary data for 2001 shows that tourism related employment in British Columbia stood at 14% of the overall employment in British Columbia. The rates have increased over the years to stand at 18% in the year 20099 (Canadian Tourism Human Resource Council, 2011 and The Canadian Tourism Human Resource Council and Capilano College, 2001)). This is evidence of the growth in the tourism thus it is important for the industry players to ensure that their establishments are ready to cater for the growing numbers. Tourism has also continued to attract tourists into British Columbia increasing at a rate of 11% in the last decade (BCJobs.ca , 2010). The larger numbers of these tourists are those who are attracted into the country for adventure tourism activities like skiing and golf. These are occasional adventurers who in turn require part time staff to take care of their needs during these ti mes. The tourism sector thus has to be flexible enough to accommodate these needs (Industry Canada, n.d). Projections have shown that employment in this sector is likely to reach 37,700 by 2012 and increase by a further 10,600 through to the year 2020. The annual employment growth rate is projected at 4.2%, though this figure is slightly below the growth rate experienced in this sector during much of the early 2000 (Go2, n.d.). The projections show numbers well above employment growth rates for other areas of tourism related industries. In conclusion, it is important for the industry players to take into account the different needs of tourists who frequent British Columbia and adjust accordingly (Kootenay Rockies, 2007). This will ensure that the current human resource remains employed and relevant in the sector if the tourists keep coming. Tourism is a very viable sector the world over and the staff in this sector need to be well taken care of to ensure that they remain in British Columbia to serve within it own boundaries (Victoria, 2006). Buy custom The Canadian Tourism Human Resource essay

Religion in the Workplace Essay Example | Topics and Well Written Essays - 500 words

Religion in the Workplace - Essay Example As such, practitioners of Buddhism are calm, positive, and centered, especially during stressful incidents or moments that people would normally respond to with anger. In the workplace, Buddhism can bring about numerous positive experiences for both an individual and anyone who happens to communicate with that individual. As in any workplace, stress levels and tempers tend to be high; indeed, it can almost be considered proper workplace conduct to tread with caution around one’s boss or supervisor for fear of upsetting them or getting on their bad side. Someone who follows the practices and tenets of Buddhism will find it easier to respond to people that often let situations, and thus their emotions, get the better of them. Even during a crisis, a Buddhist is able to remain calm and rational. While in the workplace, they can use these practices to help keep a clear mind so that they may focus on their work and not on the negativity that surrounds them.

Integration processes in the countries of the Asian-Pacific region Essay

Integration processes in the countries of the Asian-Pacific region under the conditions of the globalization intensification - Essay Example The paper illustrates the increasing role of the countries of the Asian-Pacific region in the world economy in terms of GDP, trade volumes and capital flows. The impact of the globalization on Asian countries is under the consideration. States in the region have become increasingly interdependent and regionalism is perceived as a stage for further multilateral trade liberalization. Regionalism is divided into two categories. One is discriminatory in that there is free trade among the members of the region but the non members are excluded. These include customs unions and the other are preferential trading areas. The other one is compatible to the most favored rule of the World Trade Organization and referred to as ‘open regionalism’ which allows free trade among all members and non members in the region. The gradual elimination of internal trade barriers leads to greater multilateral trade liberalization in a given region promoting globalization The South Asian countries face political instability and ethnic conflicts which hinder trade liberalization and global integration. These countries are highly dependent on the world economy. A good example is China where FDI-driven models are essential to their growth models. Taiwan, Japan, South Korea, Hong Kong and Singapore have a comparative advantage in high-value goods and services. China has an apparent advantage in labor intensive agricultural and manufacturing exports. India has a pool of cheap labor and it should be labor intensive, FDI driven exporter motivating the industrial sector as well as a major exporters of labor intensive agricultural products. Southeast Asia is the main beneficiary of the deep integration into the East-Asian manufacturing supply chains.

Reflection on Global Operation Management Essay Example for Free

Reflection on Global Operation Management Essay Pietra Rivoli who is an associate professor in the Georgetown University, specializes in finance and social issues, and is the author of the book, ‘The Travels of a T-shirt in the Global Economy’. The main reason which instigated Rivoli to write this book, was a speech a student had given at the Georgetown University, the student was severely criticizing globalization, and asking about who made the T-shirts they were wearing. She told some facts about child labor in India and Vietnam, which made everybody, sit up and think, including Rivoli. Rivoli then starts on a journey to find out some interesting facts about the origin of the T-shirt. Her case study starts in Texas at the home of Nelson Reinch, who produces enough cotton for more than 1.3 million T-shirts. Reinch and his colleagues control the whole world market of cotton, through hard work, determination, modern technology and much needed discounts from the government. Reinch was no where in comparison to the poor farmers in India and Africa, who did not have proper funds or government support in marketing their goods. Rivoli’s next stop was China, were she met a young woman Yuang Zhi, who spun the yarn for the fabric and sewed the shirt. This young lady worked for 50 hours a week, and earned nearly $150 per month. This woman’s working conditions were far better than the conditions in which women had to work previously in Manchester and England. This was probably the woman’s first encounter with independence and identity, which came in the form a paycheck, even though it was a small amount.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The most important point which was very surprising was that, throughout the world there must be millions of people who manufacture cotton, but the manufacturers from Texas were totally dominating the cotton industry, because of their shrewd manner by which they manage to avoid competition. These manufacturers manage to control the market by avoiding the labor market, which make the other manufacturers unable to compete with them due to no government and political assistance, lack of proper education and money. People who support globalization vow by the free trade of clothes, as it can be used to the advantage of the poorer countries. Rivoli was surprised to find that how recycled clothes from the USA were a rage in Tanzania. Used clothes from America get imported in huge quantities to Tanzania. Tanzania is a small country which was slowly proceeding towards a more liberal capitalist system from the socialist model. People are able to freely take part in the daily auctions of the clothes at the market place, and merchants are also making a mark for themselves in the cutthroat markets as consumers or retailers. Rivoli feels that free trade should be encouraged without any government or political interference in the markets. According to the author, United States is on the top of the market whereas Africa is at the bottom; she feels that USA will have a better chance to make progress economically if they give a reasonable chance of competition to other poorer countries. Tanzania is a proper example of how a free market should work, and these markets are extremely professional, but do not get acknowledged, because of the low capital raised through such markets, which is not significant. Two of the most important principles which need to be followed are that, government and political interference should not be there in any market. Another point is that the subsidy which US government gives the cotton manufacturers is indirectly harming other poorer countries. Rich people are becoming wealthier and the poor are becoming poorer. If the subsidies are reduced, the price of cotton can be increased, which would be beneficial to other poorer markets. Another important point which is a shock is that the clothes that people donate, are not given away freely to poor people, but are sold to middlemen for huge profits, which later land in the streets of   the Tanzania marketplace. Some of the most important principles which can be followed by other industries also are that free market in any trade should be encouraged, and people should have the power to voice their demands, meaning a free democracy should be prevalent to achieve a fruitful society. Government should support free trade in any industry, and should provide the necessary platform in the form of proper education and capital to help the markets grow. Some of the other reasons for the trouble that African industries are facing are the lack of proper authority, which is due to no proper education, corruption and insecurity. The author Rivoli made a very good job of the book, she was successful in exposing the secrets and complications of the cotton trade globally.   Her views on free trade and liberal democracy are very interesting, and should be followed by the authorities of the poorer countries for a better society. On the whole she succeeded in voicing her thoughts and opinions on the recycle market in Tanzania, and hopefully, their government will provide a strong platform for such global trades. References Kris Hundley, What a T-shirt Teaches Series., St Petersburg Times, 4 October 2007, http://pqasb.pqarchiver.com/sptimes/access/819871301.html?MAC=02bf1feb f29a46475f850792f7bc0fa9did=819871301FMT=FTFMTS=FTdate=author=pu b=printformat=1desc=What+a+T-shirt+teaches+Series%3A+BOOKS. Lauren Dorsey, Lauren Barbieri, Zack Thomas, ‘The Travelers of a T-Shirt in the Global Economy, by Pietra Rivoli’, 4 October 2007, http://www-learning.berkeley.edu/cipolat/PDF/ISF100E/Student%20Summaries/Rivoli.pdf.

Positive Quotes :: essays research papers

You can have anything you want ..if you want it badly enough. You can be anything you want to be, do anything you set out to accomplish if you hold to that desire with singleness of purpose. - Abraham Lincoln Learn to self-conquest, persevere thus for a time, and you will perceive very clearly the advantage which you gain from it. - St. Teresa of Avila No one is in control of your happiness but you; therefore, you have the power to change anything about yourself or your life that you want to change. - Barbara De Angelis June 5, 2004 Cherish your visions and your dreams as they are the children of your soul; the blue prints of your ultimate accomplishments. - Napoleon Hill In every person who comes near you look for what is good and strong, honor that; try to imitate it, and your faults will drop off like dead leaves when their time comes. - John Ruskin There are two educations. One should teach us how to make a living and the other how to live. - John Adams May 29, 2004 None will improve your lot if you yourself do not. - Bertolt Brecht, 1933 "When meditation is mastered, the mind is unwavering like the flame of a lamp in a windless place." - Bhagavad Gita I can give you a six-word formula for success: Think things through ..then follow through. - Captain Edward V. Rickenbacker May 22, 2004 You gain strength, courage, and confidence by every experience in which you really stop to look fear in the face. - Eleanor Roosevelt The more people have studied different methods of bringing up children the more they have come to the conclusion that what good mothers and fathers instinctively feel like doing is best after all. - Benjamin Spock People are eternally divided into two classes, the believer, builder, and praiser, and the unbeliever, destroyer and critic. - John Ruskin May 15, 2004 To be capable of steady friendship or lasting love, are the two greatest proofs, not only of goodness of heart, but of strength of mind. - William Hazlitt There is in every true woman’s heart a spark of heavenly fire, which lies dormant in the broad daylight of prosperity, but which kindles up, and beams and blazes in the dark hour of adversity. - Elisabeth Guizot Look at a day when you are supremely satisfied at the end. It's not a day when you lounge around doing nothing; it's when you've had everything to do, and you've done it.

QSR Industry In India Essay

Executive Summary 4 ï‚ ¨ India is witnessing rapid urbanization of small towns and growth of mid-sized cities. This along with rising population in key metros and higher disposable incomes is fuelling growth in every industry. 35% of India‟s population will be in urban centres by 2020 totaling to 53 crores compared to the current urban population of 32 crores. ï‚ ¨ Consumer markets are being driven by the country‟s youth population. Be it college goers or the young working class, exposure to the international environment and culture, has created a demand for world-class products at affordable prices. ï‚ ¨ This has led to the rise of Quick Service Restaurants (QSRs) in India, the fastest growing segment in the eating out market. By 2012, there will be at least 2000 more QSR outlets across India. ï‚ ¨ With QSR giants like Starbucks and Dunkin‟ Donuts yet to foray in the market, there is a lot to look forward to. 5 Industry Overview 7% of the total restaurant market comprises of QSRs 6 ï‚ ¨ The Indian fast food market is growing at an annual rate of 25-30 per cent, Foreign fast food chains are Estimated Size of the Indian Restaurant Industry Organized Eating Out Market, Rs. 8600 Cr. Growth : 20% (20%) aggressively increasing their presence in the country. ï‚ ¨ The market is dominated by global brands like McDonalds, KFC and Dominos specially in the organized fast food segment. Growing trend of Unorganized Market, Rs.3 4400 Cr. (80%) Growth : 5-6% consumption of new cuisines and increasing brand awareness has led to the increase of global players. The new age Indian consumers have also played a QSR Market Rs.3000 Crores 7% significant role. ï‚ ¨ Organized modern formats like malls, multiplexes and Organized Restaurant Market (Except QSRs) Rs.5600 Crores 13% food courts have also become a favoured destination. Larger companies are teaming up with small franchisors to set-up their brand. ï‚ ¨ QSRs started with big metros, but are now building their presence in Tier 2 cities like Unorganized Restaurant Market Rs.34400 Crores 80% Pune, Ahmedabad, Chandigarh and Bangalore. Sources: www.nrai.org,, www.rncos.com Total Restaurant Industry Rs. 43000 Crore Market Segmentation 7 Restaurant Industry †¢Road-side location †¢No technical standards †¢No accounting standardization Unorganized Full-Service Restaurants QSRs Fine Dining Take-away Casual Dining Organized Home Delivery Eat-in Bars and Lounges †¢Accounting Transparency †¢Organized Supply Chain †¢Quality Control †¢Sourcing Norms †¢Multiple Outlets †¢Dominated by Global Players Kiosks/Carts Highest growth segment. Maximum Footfall due to increasing traffic at airports, railway stations, malls, multiplexes and supermarkets Growth Drivers 8 25% of population eats out at least twice a month and spends Rs.150-Rs.500 / meal Urbanization Youth Spending Expanding Middle Class 2% 11% Better logistics A younger and richer India is fuelling rapid growth in the eating-out segment 29% Affuent Upper Middle Class 300 million 29.5 % or 88.5 million Key consumption areas 2% 5% Total population of Gen Next (13-24 Age Group) Total population of Gen Next living in urban areas Household Distribution By Annual Income 1% Nuclear families Mall and Multiplex boom Clothing & accessories, Food, Entertainment and durables Spending Power Rs.3000-40000 per month †¢ †¢ Lower Middle Class 86% 64% Bottom of the pyramid Urban youth behaviour †¢ †¢ 2010 2020 Sources: Marketing Whitebook 2011-12, Economic Times, MGI Socially active Hangs out at coffee shops and malls Prefers to be seen at the right places Expresses one‟s identity through choice of brands consumed Maintaining Consistency in product and quality of service are the biggest challenges faced by QSRs 9 Challenges Demand Side Supply Side Health and hygiene concerns among buyers Maintaining Quality of Service Acquiring Key Talent Building a costeffective supply chain QSR customers are very easy to sell to, but also very easy to lose Localization of Menu Managing high attrition rate amongst junior level employees Establishing a supply chain in a new region Beating local competition Standardization of product across outlets Low entry barriers Monitoring multiple outlets Reducing service time – efficient assembly line Talent Supply Chain Monitoring quality of products procured from third parties SWOT Analysis 10 STRENGTH OPPOTUNITIES †¢ Burgeoning middle class †¢ Risk-sharing in a franchise based model †¢ Abundance of cheap labour in India †¢ Increase in malls and Positive multiplexes †¢ Increasing youth spending †¢ Urbanization WEAKNESS THREATS †¢ Sourcing Talent †¢ Food Inflation †¢ Monitoring franchisees †¢ Product imitation †¢ Maintaining quality standards across outlets †¢ Understanding Indian tastes Internal Factors †¢ Price Competition †¢ Dependency on third parties †¢ Local Competition External Factors Negative Urban Youth Make Up The Prime Target Audience 11 Particulars Low Cost in terms of initial investment as well as operating cost Target Audience Profile Category Young Urban Professionals on the move Low Risk Key Features of a QSR Teenagers High Impulse products Students Best Retail Locations Multiplex audience Competitive Prices Shoppers Target Audience Behaviour Age group 16-35 Hygiene & Taste conscious Location Cities and towns Social Class Middle and Upper Middle Class Lifecycle Dependent and Pre-Family* Brand conscious Westernized culture Seeking international standards Value seekers Experimental *based on Sagacity Lifestyle Model 12 Working of a QSR Brand Image, Ambience and Overall Experience are important intangible factors for QSR customers 13 ï‚ ¨ A QSR is meant to create instant interest in the mind of the consumer. It has to have ï‚ ¤ Intangible parameters that make a QSR successful Mass appeal Brand ï‚ ¤ ï‚ ¤ A unique experience ï‚ ¤ ï‚ ¨ A characteristic ambience A strong brand identity One cannot find Ronald at any other burger joint except McDonalds. ï‚ ¨ The service, which is the only human touch, plays a big role in creating a unique experience. A lot of time and resources are spent on training the staff ,as they represent the brand. KFC employees are expected to live up to their 3 F‟s to create to perfect environment – Fun, Friendly and Familiar. ï‚ ¨ In an effort to maintain the same experience across outlets, the service, interiors and menu items are standardized . Experience Ambience QSR Formats and Locations 14 QSR FORMATS LOCATIONS Malls Restaurants Tourist hubs Food Court Counters Corporate hubs Kiosks/Food Carts Take-away/Delivery Drive-ins Shopping Centers Multiplexes Airports/ Railway Stations Setting up a Franchise Outlet 15 Initial Qualification †¢ Application Review †¢ Background and Credit Check †¢ Assess training needs †¢ Signing of Franchise Disclosure Document †¢ Verify Assets Site Registration †¢ Franchisor sends site registration to brand for approval †¢ Franchisee remits funds Operation Plan Site Exploration and Securing Control †¢ Prospective franchisee makes an operation plan which is reviewed thoroughly Franchise Onboarding †¢ Franchisee arranges for Financing †¢ Hires a Team †¢ Franchisor provides Support and Training †¢ Builds Restaurant †¢ Supports in Grand Opening †¢ Determine Site Selection Strategy †¢ Identify focus areas †¢ Franchisor completes Action Plan for Trade Area †¢ Franchisee negotiates for the site and sends letter of intent Franchisor’s Role after the launch †¢ On-site Training is provided for every procedure. †¢ The Franchisor has an approved vendor list from where the ingredients can be sourced. †¢ They have an annual promotional and advertising plan that they implement with the support of the franchisees. †¢ Quality checks are conducted via Consumer Feedback, Food SafetyAudits and Standard Audits Managing Human Resources 16 ï‚ ¨ Acquisition When QSRs come to India, they find it difficult to get experienced talent for Human Resource Tree at at a typical QSR outlet strategic positions. There are very few people with relevant experience, Restaurant Manager especially in a global firm. Poaching employees from competitors would mean huge incentives and salary raises. Thus a lot of companies hire people in the same function but from a different industry. ï‚ ¨ First Asst. Manager Support & training The franchisors offer support and training to the franchisees for effectively Trainee Manager running the small format franchise business. Training is conducted at 3 stages: ïÆ'Ëœ Induction ïÆ'Ëœ On-going ïÆ'Ëœ Refresher ï‚ ¨ Retention Trainee Floor Manager Out of 10000 emloyees, KFC has to replace 7000 employees each year. This means cost for fresh recruitments, training and relieving employees is very high. Dominos has increased salaries of store front employees by 20% and implemented an incentive plan in order to reduce attrition rate. Training Squad Crew Member Second Asst. Manager Marketing Strategies 17 ï  ± QSRs have to play on their strengths to create and communicate a brand promise. ï  ± The brand promise can be anything from fast service to low prices to healthy food. ï  ± Successful QSR chains have been able to take their brand promise very effectively to the masses. 1 †¢ A large burger chain targeted the value seeker community and created highest value for money as its brand promise. 2 †¢ India‟s largest Pizza chain targeted the customers who wanted fast service at their doorsteps. It created the brand promise of assured fast delivery and communicated it with its â€Å"30 mins or its free† campaigns 3 †¢ A large coffee shop chain wanted to position itself as not just a coffee shop but a place to hangout with friends and family. They marketed themselves with the tag line â€Å" A lot can happen over coffee† which clearly communicated that they wanted their customers to have a complete experience much beyond just coffee. Pricing Strategies 18 ï  ± Its important for QSRs to price their products carefully because of the stiff competition that they face. ï  ± The strategy is to price their products in such a way that the maximum number of customers can be retained and at the same time higher margins are abstracted from the customers who do not mind paying more for extra value. This is achieved by: DIFFERENTIAL PRICING Pricing the base product aggressively and keeping higher margins on the side orders This strategy is for the price conscious consumer who sees great value in the base product and can choose to not take the side orders At the same time it allows the QSR to charge the customer for whom price does not matter, much more through the high margin side orders Most QSRs keep fighter brands in their menu to remain competitive. VALUE PRICING Value combos allow the QSR to sell more no of high margin products with the low margin base products. Eg: QSRs try to sell more French fries and cold drinks through their value meals. Pizza chains sell more garlic bread and cold drinks through their value meals Growth Strategies of QSRs 19 A large burger chain in India has the highest foot fall amongst all countries, but the lowest average bill. Growth in India is achieved based on volumes, hence every QSR is looking to expand its presence . A coffee trading company who supplies coffee beans, started a retail business of coffee shops all over India. Forward Integration A casual restaurant chain diversified into food court stalls., thus entering the QSR market. Horizontal Diversification A coffee shop chain diversified its coffee shops business by establishing express outlets and coffee machines. Concentric Diversification A soft drink giant branched out to form a new company with Pizza and Fried Chicken chains in its umbrella. It sold off its stake, but is in a lifetime contract with the firm Lateral Diversification Menu Planning 20 Menu Selection is critical, especially when localizing in markets like India and China where traditions, religion and local taste are cannot be ignored. Enlisted below are some of the important factors: Size of outlets Target in terms of demographics Local taste preference †¢ QSRs do not keep the full menu at all outlets. †¢ Instead they include only a few high volume products at outlets with space limitations like food courts and express kiosks †¢ Depending upon the age group they are targeting, QSRs have to adjust their menus. †¢ QSRs targeting older age groups have to include healthier and more traditional food items in their menus where as QSRs targeting the youth can have more experimental and/or fast food items. †¢ Product adaptation according to customer preferences is really important for QSRs to succeed. †¢ International chains in India have to adjust their menus to include more vegetarian and spicy items. A Fried Chicken brand has the most extensive range of items in India amongst all its worldwide outlets †¢ Most QSR giants avoid using beef and pork due to cultural taboos. The 4 pronged approach to ensure standardization across all outlets 21 Standardized aspects of every outlet There are 4 important factors that enable standardization for a restaurant with multiple outlets: Training Equipment †¢Every new employee has to go through a specific pre-designed training program for that level of employment. Recipes Procurement of Products †¢The same machines are used by all outlets for making the  dishes. Standard recipes have to be followed by the chefs who receive thorough training for the same. †¢QSRs have centralized approved vendors from where they  procure and process raw materials. They also procure finished products like spices and condiments from the same vendor and distribute it. Case Study – Dominos India 22 60 9000+ 400 364 9000 Jubilant Foodworks Ltd. operates the 364 Dominos international markets outlets in India, pursuant to a Master Franchise Agreement International, which operate Domino’s pizza delivery stores and the associated trademarks in the operation of stores in India, Nepal, Bangladesh and Sri Lanka. The pizza million pizzas sold each year employees in India Domino’s provides them with the exclusive right to develop and outlets worldwide outlets in India with stores in Sri Lanka are operated by their subfranchisee, DP Lanka. It is the largest Pizza chain in India, way ahead of its immediate competitor Pizza Hut with 50% of market share in the Indian Pizza market and 70% market share in the home delivery market. Source: dominos.com, dominos.co.in, reuters.com Case Study – Dominos India 23 Particulars Market share in the Indian Pizza market – 50% Market share in the home delivery segment –70% Sales Per Day Per Outlet Rs.56600 80% of their sales come from the Pizza segment, and EBIDTA margin (9M FY2011) 18% the remaining is attributed to beverages and side items. Same Store Sales Growth (9M 38.7% 80% of sales come from home delivery and 20% from 65% FY2011) Market Share OTC sales. Sales Break-up: Cuisine-wise 4% Sales Break-up: Segment-wise 20% 16% Pizzas Home Delivery Beverages Over-the-Counter Others 80% 80% Source: indiainfoline.com, dominos.co.in Critical Success Factors of Dominos India 24 Critical Success Factors 1. Delivery-oriented model reduces cost 2. Dominos has a vertically integrated supply chain. (as seen below) 3. Franchising model Supply Chain of Dominos Regional warehouse Raw Material Supplier (Approved vendor) Regional Centralized Facilities for processing raw material like dough – 4 centres across India Refrigerated trucks carry the finished items to retail outlets Retail Outlets Items are prepared based on orders and sent to end consumer 25 Key Players‟ Profiles Key Player Profiles 26 Name Cuisine Parent Company/ Master Franchisee Origin Location Formats Outlets Expansion Plans in India McDonalds Burgers Hard Castle Restaurants Pvt. Ltd USA PAN-India Dine-In, Food Courts, Drive-in 210 To add 20-25 outlets by 2013 KFC Fried Chicken Devyani International Ltd. USA PAN-India Dine-In, Food Courts 110 500 outlets by 2015 Chicking Fried Chicken Mirah Group UAE South Zone Dine-In 14 – Bangs Fried Chicken Fried Chicken Bangs India India South Zone Dine-In, Food Courts 7 100 outlets by FY2011 Pizza Hut Pizzas Devyani International Ltd. USA PAN-India Dine-In 171 300+ outlets by 2015 Dominos Pizzas Jubilant Foodworks USA PAN-India Dine-In, Delivery , Food Courts 364 To add 70 outlets in 2011 Papa Johns Pizzas Om Pizzas& Eats USA West Zone Dine-In 25 – Pizza Corner Pizzas Global Franchise Architects India South Zone Dine-In, Delivery 50 – US Pizza Pizzas United Restaurants Ltd. India PAN-India Dine-In, Delivery 77 – Smokin‟ Joes Pizzas Smokin‟ Joes Pizza Pvt. Ltd. India PAN-India Dine-In, Delivery 52 – Garcia‟s Pizzas Garcias Famous Pizza India West Zone Dine-in, Delivery 20 To add 20 outlets Slice of Italy Pizzas Green House & Hestoft Foods Pvt. Ltd. India North Zone Dine-In, Delivery 16 – Key Player Profiles 27 Name Cuisine Parent Company/ Master Franchisee Origin Location Formats Outlets in India Expansion Plans in India Barista Coffee Shop Barista Coffee Company Ltd. India PAN-India Espresso bars, High end cafes 230 – Costa Coffee Coffee Shop Devyani International Ltd. England PAN-India Cafes 75 300 outlets by 2014 CCD Coffee Shop Amalgamated Bean Coffee Trading Co. India PAN-India Cafes, Mall & Airport kiosks, Office outlets 1090 To add 200+_ outlets by 2014 Gloria Jean‟s Coffee Shop Citymax Hospitality Australia Metros Cafes 15 40 outlets by 2012 Kent‟s Fast Food Burgers Kents Fast Food India North Zone Dine-In 15 – Subway Submarine Sandwiches Subway Systems India Pvt. Ltd. USA PAN-India Dine-In, Food Courts 200 250 outlets by end of 2011 Tacobell Tex-Mex Yum Restaurants USA Bangalore Dine-In 3 100 outlets by 2015 Falafel Veg. Hummus House Lebanese Mirah Group India Mumbai Dine-In, Kiosks 8 100 outlets by 2011 Wimpy Burgers Famous Brands Ltd. UK Delhi Dine-In 3 – Yo! China Asian Moods Hospitality Pvt. Ltd Delhi, India PAN-India Dine-In, Kiosks 80+ – Key Player Profiles 28 Name Cuisine Parent Company/ Master Franchisee Origin Location Formats Outlets Expansion Plans in India Dosa Plaza South Indian Prem Sagar Dosa Plaza Pvt. Ltd. Mumbai, India PAN-India Dine-In, Food Court 35 – Jumboking Vadapav Jumboking Foods pvt.ltd. Mumbai, India West Zone Express, Restaurant & Takeaway 43 250 outlets by 2011-12 Kaati Zone Mughlai East West Ethnic Foods Pvt. Ltd. Bangalore , India South Zone Dine-In 15 – Mast Kalandar Indian Spring Leaf Retail Pvt. Ltd. Bangalore , India South Zone Dine-In 21 – Nirula‟s MultiCuisine Nirula‟s Corner House Pvt. Ltd. Delhi, India North Zone Dine-In, Kiosks 80+ To add 50 outlets by 2012 Kailash Parbat MultiCuisine Kailash Parbat Restaurants Pvt. Ltd. Mumbai, India PAN-India Food Court Stalls 15+ – Comesum MultiCuisine RK Group Delhi, India PAN-India Dine-In, Delivery 11 – Haldiram‟s MultiCuisine Haldiram Snacks Pvt. Ltd. Delhi, India North Zone Dine-In 18 – Bikano Chat Cafe MultiCuisine Bikanervala Foods Pvt. Ltd. Delhi, India North Zone Restaurant, Institutional Tuck Shops, Food Cart 68 – Sagar Ratna MultiCuisine Sagar Ratna Hotels Pvt. Ltd. Delhi, India North Zone Dine-In, Food Court 53 – Tibbs Frankie Frankie J.Tibbs & Co. Mumbai, India West Zone Kiosks 20+ Key Players‟ Segmentation 29 Segmentation based on Size of the Chain Local Chain Jumboking National Chain International Chain Segmentation based on Cuisine Pizzas Burgers & Sandwiches Coffee Shops Indian Specialty Cuisine Dominos McDonalds CCD Comesum Jumboking Pizza Hut KFC Barista Sagar Ratna Yo!China Pizza Corner Wimpy Costa Coffee Kailash Parbat Tabobell Papa Johns Subway Gloria Jeans Mast Kalandar Falafel Pizza Hut Smokin Joes Kents Fast Food Kaati Zone Tibbs Frankie Barista Pizza Corner Garcia‟s Haldirams Haldiram‟s Cafà © Coffee Day Papa Johns Slice of Italy Nirulas Sagar Ratna Tibbs Frankie Tacobell US Pizza Bikano Chat Cafe Comesum McDonalds Nirulas Dosa Plaza KFC Mast Kalandar Kailash Parbat Subway Kaati Zone Yo! China Wimpy Garcia‟s Smokin‟ Joes Dominos Falafel‟s US Pizza Bang‟s Fried Chicken Bikano Chat Cafà © Costa Coffee Kents Fast Food Gloria Jeans Geographical Segmentation 30 PAN-India : International Cuisine McDonalds* NORTH ZONE Nirula‟s Haldiram‟s Bikano Chat Cafà © Slice of Italy Kent‟s Fast Food Sagar Ratna Wimpy PAN-India : Coffee Shops Gloria Jean* KFC* Costa Coffee* Subway* Barista Pizza Hut* Cafà © Coffee Day Dominos* US Pizza Smokin‟ Joes WEST ZONE Papa Johns* Garcia‟s Falafel Jumbo King PAN-India : Indian and Specialty Cuisine Dosa Plaza Comesum 65% of Dominos‟ revenues are contributed by the top 7 cities out of 70 cities it is present in. 50% of their outlets are in Maharashtra, New Delhi and Karnataka SOUTH ZONE Pizza Corner* Chicking* Tacobell* Kaati Zone Bangs Fried Chicken Mast Kalandar *International Brands Kailash Parbat Yo! China Tibbs Frankie Key Players‟ Positioning 31 PAN-India Ethnic Cuisine Ethnic Cuisine PAN-India Pizza Hut Dominos Comesum* Dosa Plaza* Kailash Parbat* Yo! China* Cafà © Coffee Day* Barista* Gloria Jeans Costa Coffee Sagar Ratna* Haldiram‟s* Mast Kalandar* Jumbo king* Kaati Zone* Bikano Chat Cafà ©* Nirula‟s* Zonal Tacobell Falafel Pizza Corner Papa Johns US Pizza* Smokin Joes* Slice of Italy* Garcias* McDonalds KFC Wimpy Subway International Cuisine Chicking Bang‟s Fried Chicken* Kent‟s Fast Food* Tibb‟s Frankie*International Cuisine Zonal *Indian originated chains Dominos and Cafà © Coffee Day are the largest QSRs in India in terms of reach and number of outlets 32 No. Of Outlets v/s Geographical Spread of Pizza Chains Pizza Chain Outlets Spread Origin Indian 52 PAN-India Indian 50 South Zone International 25 West Zone International 20 West Zone Indian Slice of Italy 16 North Zone Indian Chain Outlets Cities 1090 120 PAN-India Indian 364 87 PAN-India International McDonalds 210 45 PAN-India International Pizza Hut 171 34 PAN-India International Barista 230 30 PAN-India Indian Subway No. of Outlets PAN-India Dominos 115 77 Cafà © Coffee Day No. of Cities 65 International Garcias 15 PAN-India Papa Johns No. Of Outlets v/s No. of Cities of top brands in India 171 Pizza Corner 15 International Smokin Joes 5 10 Geographical Spread PAN-India US Pizza 0 364 Pizza Hut No. of Outlets Dominos 200 26 PAN-India International KFC 110 21 PAN-India International Spread Origin 33 Trends and Future Prospects Big brands – Small cities – Small formats 34 Locations Large chains expanding to smaller cities Domestic chains setting up in big cities Formats Cuisines Technology Express Outlets Basic street Foods entering organized market – Vadapav, Ice Gola Online ordering systems Smart Carts/Kiosks Regional cuisines– Kebab Lucknow Wale, Malwaneez IVR system for placing order and making payment via Credit Card Kiosks have managed to attract huge footfalls at sales points. Even big chains are now customizing their outlets to smaller models like „express‟ and „stand-ins‟ Integration of concepts – so Mcdonalds serves coffee and CCD serves sandwiches Menu diversification by introducing Indian flavours – Chicken TandooriSub at Subway Investors are queuing up to get a big slice of the pie 35 ï‚ ¨ With the number of QSRs growing at 30% per year, the industry is attracting investors‟ interest, especially after the IPO of Jubilant Foodworks, the master franchise of Dominos Pizza in India ï‚ ¨ ICICI Venture acquired 10% stake i.e. $55 Million in Devyani International who is the franchisee of KFC, Pizza Hut and Costa Coffee in India ï‚ ¨ Also Mast Kalandar, a Bangalore-based QSR chain, secured a second round of investment from Helion Venture Partners, Footprint Ventures and Salarpuria Group. ï‚ ¨ Chinese cuisine QSR Yo! China received funding of $5.5 Million from Matrix partners ï‚ ¨ Accel Partners invested in Bangalore-based fast food chain Kaati Zone. Source: vccircle.com QSR giants Dunkin Donuts and Starbucks set to foray into the Indian market 36 ï‚ ¨ ï‚ ¨ ï‚ ¨ Dunkin’ Donuts- Jubilant FoodWorks is to develop, sub-franchise, and operate more than 500 Dunkin‟ Donuts restaurants throughout India over the next 15 years. The first Dunkin‟ Donuts locations are expected to open by early 2012. The Agreement marks the largest international store development commitment in Dunkin‟ Donuts‟ history. Starbucks – Tata Coffee is to bring Starbucks , the world‟s largest coffee chain to India through a Joint Venture Quiznos – The US-based subway restaurant chain has signed a master franchise agreement with Arjun Valluri for setting up outlets in Southern India. Source: www.dunkindonuts.com, www.trak.in, U.S. Franchise Trade Mission Participants Profile, April 10-15 2011 Sources 37 Research firms ï‚ ¨ Technopak ï‚ ¨ IBEF ï‚ ¨ Marketing Whitebook 2010-11, 2011-12 ï‚ ¨ Mckinsey Global Institute ï‚ ¨ www.rncos.com ï‚ ¨ www.nrai.org Company Websites ï‚ ¨ www.yum.com ï‚ ¨ www.mcdonaldsindia.com ï‚ ¨ www.dominos.co.in Other websites ï‚ ¨ Hospitalitybizindia.com ï‚ ¨ Indiaretailing.com ï‚ ¨ Franchiseindia.com Newspapers ï‚ ¨ Deccan Herald ï‚ ¨ Economic Times ï‚ ¨ Business Standard ï‚ ¨ DNA 38 About D‟Essence Our Services 39 D‟Essence Hospitality is Boutique Management Consulting firm based in Mumbai which provides specialty consulting services for the entire spectrum of the hospitality industry with a special focus on hotel operators, builders and investors ï  ± Feasibility Studies ï‚ ¤ Management Model Viability ï‚ ¤ Technical Viability Economic and Financial Model Viability ï‚ ¤ ï‚ ¨ Market Viability Business Model Viability Exit Strategy Viability Site Analysis – We have vast experience in project planning & site selection. In many cases it has been seen that planners & architects normally look into a project from design and land-use perspectives. But we do detailed site and market analysis to determine the viability of the project from financial and investment standpoint. ï‚ ¨ India Entry Strategy – We help our clients to develop suitable market entry strategies through analyzing entry barriers (ease), geographical factors, incumbents‟ resistance and routs to market. ï‚ ¨ Management Contracts – Branded operators have very stringent clauses in the contracts. To deal with them needs deep understanding of the domain and effects of each clause on the profit margins. D‟Essence Hospitality Services makes full use of its expertise in understanding the management contracts and negotiating it for best acceptable terms. Our Services 40 ï‚ ¨ Key Recruitments D‟Essence Hospitality is dedicated to becoming India‟s leading executive search firm exclusively serving the Hospitality Industry. Our search team enables you to recruit for executive level management, divisional managers, general managers, culinary, finance, sales and marketing, food and beverage, engineering professionals who will all, directly affect and drive the profitability of your organization ï‚ ¨ Acquisitions From our years of experience, we advise our clients on which assets to buy and when to buy and based on our recommendations they devise strategies for buying assets. We also provide assistance to our clients to develop assets disposal strategies in order to maximize project performance ï‚ ¨ Business Model and Business Plan We assist our clients in the business planning process and then prepare a plan based on the available resources and their business objectives. Our Business Planning services include feasibility studies, business formation plans, strategic plans, new product plans, marketing and promotional plans, etc. ï‚ ¨ Fund Raising ï‚ ¨ Mentoring ï‚ ¨ Growth Strategy THANKYOU D‟Essence Consulting 303, Aar Pee Center, 11th Road, Gufic Compound, MIDC, Andheri (E) Mumbai- 400093 Tel +91 22 28347425 www.dessencehospitality.com