Management & Financial Advisory Services

Representation in Board / executive meetings
Agree with the Client on a representation role in Company's Boards, Executive Committees or Strategic Managerial meetings. In this representation, we will act as per the given authority and instructions. We will only act as a "technical Review Manager". This means that we review working papers, minutes, propositions, suggestions and business plans, and present to the Client the technical opinion that is recommended to be excercised in that meeting or in following correspondence.

We have no voting authority under this role unless it is clearly endorsed by the Client in writing and for specific ;purpose.

Final Product:
Meeting Evaluation Report that documents summary of minutes of meeting, highlight risk areas and concerns, propose solution and opinion with a request / reply letter to be submitted by the Client.

Performance reviews
Carry out an operational review to the company's business segments and the overall results. This review will cover not more than 3 years performance period , unless identified specificly by the client to cover more years , or specific number of years.

The scope of the review for an example, but not limited to; Board or Senior Management directions and set of objectives to performance and profitability, management ladder and changes in management , number and quality of people handling decision making and operational management responsibility, level of management that look after strategies and planning, nature and quality of products and services of the company, financial position and programs, projections and business plans, competition, market share and potential, government regulations and constraints and all other internal or external factors that have direct or indirect impact on the assessment of the business performance and are important to be regarded in the performance review to assist in forming a professional assessment opinion.

The information collected will be analysed, screened and grouped under related sections and compared against set of performance parameters have been identified as a measure for acceptable performances. This " level" of performance is determined as a formulae of market performance and internal set targets by Management.

Final Product :
Operations review report that will contain a summary of the strengths and weaknesses of each business segment and the overall business environment in the company, and propose specific recommendations and solutions that are characterized being feasible and cost effective. The set of recommendations will be classified as " H"- high priority, to be implemented immediately and represent risk area and " M/L"- Medium to low that can wait to be programmed in a timed implementation plan.

Business Plan preparation
Meet Client ( Company, individual) to familiarize ourselves with the business operations; current or new business segment. Summarise business targets and desired investment return and carry out all the necessary research, investigation and referencing to complete the operational and financial information of the project / business.

Cross check all the provided information and challenge general and specific results to Prepare a 3-5 years business plan to cover products & services, investment / capitalization required, resources structure, market analysis and findings and financial forcasts ( P & L. cashflows and Balance sheet), including key factors for success and list all possible risk areas

Final product :
Business Plan Document that defines project or business idea, list set of assumptions considered, describe related operational envionement, highlight products or services as end product, specifiy markting plan and advertising, present financials ( P & L, cashflow & balance Sheet)

Review Funding requirements & identify sources
Review financial plans; cash flows, investment programs, commitments , business plan indicators and conduct walk through session with management to agree on funding requirements and the economic terms .

Depending on the amount and terms of funding identified, list potential parties that would be interested to take this further. Prepare a proposal document with presentation to banks and investors

Final product :
Business opportunity Program that describes the business performance and the reasons why the client is a good account to be granted finance, with the financing program suggested.

Representation and negotiation with banks & investors
Represent clients, or accompany them in their meetings with banks and investors, and present the scenarios of funding and carry out all necessary technical and financial negotiations on behalf of the client and try to reach to the best arrangement that suits the clients needs, terms of work and financial objectives.

Final Product :
Investment / Borrowing Program & Agreement

Debts restructuring & review of related documentation
Review and program outstanding debts by type, location and period and compare the portfolio of debts to the company's financial plans and ability to settle. Structure

Final product :
Debt scheduling & Repayment program

Corporate Plan Development and Implementation

Corporate Strategic Planning
Establishment of corporate objectives in relation to profitability, growth, diversification and overall development;
Analysis of current market in terms of services, locations, customers served and industry specialisation;
Establishment of importance, in financial terms, of existing and likely future products;
Detailed economic assessment of market potential compared to market share;
Evaluation of internal strengths and weaknesses, and external influences;
Assessment of organisation and staffing requirements.

Marketing Studies
Determination of present and forecast of future market size and shares;
Analysis of competitors' strengths and weaknesses;
Identification of customers' requirements (likes and dislikes);
Development of pricing strategies;
Identification of effective marketing activities.

Feasibility Studies
Economic and financial evaluation of new products, plants and new overseas divisions including;
Country political, social and economic background
Status of industry / sector
Project description
Financial projections and its basis.

Merger / Acquisition Analysis
Identification of potential merger / acquisition candidates;
Formulation of action plan for merger / acquisition;
Analysis of candidates' strategic position and future potential;
Evaluation of facilities, resources, and profitability;
Assistance in contract negotiations;
Planning and integration of post-transaction operations
Organisation, personnel and staffing
Merger administration
Policies, systems and procedures.

Organisation Analysis and Development

We critically examine the current Organisation Structure of the organisation and assess its objectives and detailed functions, and if necessary redefine, roles and responsibilities so that it adequately reflect the plans of executive management.

Once these objectives are formally defined and agreed, we turn to reviewing the Internal Structure of the departments / units and the division of functions and duties.

In reviewing the structure, we essentially consider whether it provides an effective framework for decision making and co-ordination and control of the various functions.

We evaluate such factors as:
Delegation of tasks from Executive Management through Middle
Management to Department Heads and down to staff.
The span of control.
The number of levels in the hierarchy.
Whether the organisational emphasis placed on a function is
Commensurate with its importance.
Whether similar and related functions are co-ordinated through the organisation at the right level.
Lateral and functional (as opposed to line) relationships.
The ease and effectiveness of communications up and down the organisation.

After the organisation analysis, we discuss our findings and recommendations with Management and agree on organisational improvements.

We then develop the organisation manual which includes:

Organisation chart, based on the structure previously agreed with Management.

Organisational Principles, wherein the duties and responsibilities of every organisational unit on the structure will be defined and whereby the principles of the following will be specified.

Inter-department relationships.
Reporting relationships
Decision making
Co-ordination
Control

Job Descriptions, for managerial, senior supervisory and specialist posts, within the organisation structure. These will define:

Job title
Reporting relationships
Main functions
Detailed duties and responsibilities
Authorities
Lateral and functional relationships

We also append to each job description a specification of the qualifications, experience and personal qualities that we would expect ideal job holders to possess. We appreciate that these norms will not always be met, but the objective should be to gradually achieve them.

The organisation manual is a tool for Senior Management in the recruiting, promotion and senior managerial control functions, while middle managers and supervisory staff will use it for day - to - day operating controls.

Economic Development Strategy

Analysis of the Current Situation
Industry Trends
Country income and size
Production growth
Export performance
Gross domestic product (GDP) etc...

Comparative Characteristics
Identification of Relevant Industry Segments
Geography ;
Technology;
International competition
Sectoral interrelationship

Screening Segments for Attractiveness / Competitiveness
Underlying technology trends and alternative technologies;
Underlying end use market trends;
Potential market size;
Impact on other segments;
Relevant skill bases;
Synergy with other industries;
Competitiveness relative to average economy;
Geographic advantages and disadvantages.

Identification of Development Partners and Companies within Attractive Segments

Scan world wide competition in key segments;
Outline competitors strategies in segments;
Strategic attractiveness to potential development partners.

Identification of Action Steps
Develop the strategy
Immediate (90 - 180 day)
Medium term (180 - 1 year)
Long term (3-5 years).

Policies Formalization

We review the set of operational, financial, and administrative policies, introduce necessary changes and formally document them after discussion with Management in a form to allow Management to assess and monitor the methods and procedures within the functional areas.

These policies are subject to the type of business and functional areas of the concerned Industry, e.g. Banking, manufacturing, trading, government, etc .

Tool Analysis

Once the organisation structure and the policies are identified and formalized, We then concentrate on the detailed analysis of the practices, methods, procedures, systems, tools, etc. , that are used to accomplish the objectives set for different functions.

Basic documentation covering work flows, reports, forms, volumes, data elements and files will be assimilated and/or prepared.
In addition, we conduct detailed analysis of the following:
Quality of existing data
Exception processing
Timing of work flows
Impact of incomplete information
Controls used to identify and correct errors
Relationship with departments
Systems / procedures interface points and the level of data integration
Current level of systems performances
Impact of increasing transaction volumes, Etc.

Beside procedures and systems documentation, we also hold discussions with relevant personnel of the various departmental managers and supervisors, in order to determine their information requirements.

We finally evaluate available tools in performing the required tasks and jobs, and identify the organisation needs.

Human Resources Management - Hay Models

Salary Scale and Employee Benefits

Revision of present salary scale and employee benefits;
Examination of market remuneration to ensure competitiveness;
Development of compensation package;
Development of procedures for reviewing and updating salary and grade structure.
Development effective reward strategy.

Personnel policies and procedures

Recruitment;
Appointment;
Attendance and leaves;
Prohibited matters and penalties;
Records, files and reports;
Performance evaluation;
Promotion and salary increase;
Indemnities;
End of service.

Job Evaluation

Organisation review
Job duties, structure and importance
Job values
Job ranking & classification

Training and Development

Determination of the training needs for management and staff;
Definition of the training methods and techniques;
Development of the training plan and costs;
Development of training programs;
Training of staff;
Assessment and improvement of training programs.

Staff Evaluation

Development of policies, rules and regulations governing staff evaluation;
Assessment of qualifications of staff;
Identification of employee development program
Career path/growth planning
Link pay to performance
Job / task performance vs annual performance

Information Technology (IT)

Systems Planning

Assessment of benefits and costs;
Development of automation strategy.

Systems Requirements

Compilation of systems specifications;
Market assessment of hardware and software availability;
Preparation of requests for proposal;
Evaluation of suppliers bids and recommendations;
Assistance in contract negotiations with hardware and software suppliers.

Systems Development

Preparation of technical specifications;
Environment preparation;
Application programming and testing;
Development of users procedures and controls;
Development of organisation and job descriptions;
Preparation of systems implementation plan;
Training personnel in current technology.

Systems Implementation

Conversion and phased implementation;
Refinement and timing;
Post implementation review.

Manuals Preparations

After the systems and procedures analysis step, we prepare a detailed system manual to cover all financial and administrative systems using the play script method.

The manual will start with an introduction defining the objectives, purposes, content and format of the manual, and the procedures for its distribution, control, periodic review and update.

Following completion of the draft systems manual we meet with management and pertinent staff to discuss and agree the various components of these manuals.

Upon approval of the draft manuals, we then finalize and incorporate the amendments into a comprehensive, loose - leaf manuals.

Training and Implementation

After finalization of the manuals we construct a systematic plan and timetable for the training and the implementation of the new systems. This needs careful thought in order to minimise disruption and problems during the transition stage. The plan will include such important aspects as:

Definition of required projects to implement improvements and new systems.
Assignment of responsibilities for executing the tasks.
Relative priority of each project and task.
Estimate as to level of effort.
General comments pertinent to the specific task and to the project as a whole.