2023 - 2027 Game Plan

Who we are
 Who we are
• Incorporated in 2012,
• We have supported more than 50 companies with
various solutions,
• Our areas of focus include: Recruitment, Training,
Outsourcing, Organizational Development,
• Our clientele spans – private for profit, non profit as
well as the government
• Though having isolated projects that we have run in
the rest of Africa, our core presence is in Uganda.
What we aspire for in 2023/27

Road Map
 Vision

To be the best HR firm in every market we serve

 Mission

We exist to help businesses achieve high

operational efficiency.
What will be our culture?
 Our Values
• People of Integrity and high repute
• People that are fast and deliver on time
• People that are quality focused
• People that are customer focused
• People that value confidentiality
• People that demonstrate Teamwork
• People that are Creative and Innovative
 Beliefs & Norms
• Devotions and collective prayers at work
strengthen our spiritual selves and sustain
high morals and ethics,
• We celebrate team achievements and
important days at work with an objective to
spur warmth, fun and teamwork,
• We encourage non conservative workspaces,
non intentional mistakes to encourage
creativity and innovation. Dress for the day
 Living our Culture
• Our values will be placed on walls for all to see
• Our email signatures will be well branded with our logo and
mission statement
• Our values will be recited at meetings
• All staff shall undergo annual trainings about our values,
norms and beliefs
• We will have a culture week in which staff will be recognized
for living and demonstrating our culture – office will be
decorated along with all digital platforms.
• Our greeting on phone and mail shall reflect the pride of our
culture. Bluey – Good morning …
Business Indicators to Monitor
 Business Indicators
Indicators that we will • Time to fill,
closely monitor will • Average cost per employee
include: • Debt to asset ratio
– Solid performance track • Customer satisfaction rating
record - %growth, • Average revenue per
turnover employee
– Success rate of all • Profitability
assignments • Liquidity
– % cost reduction • CV Database growth
– Compliance to statutory • Liability reduction
obligations and internal • Cost to revenue ratio
controls
– Social media
Revenue
 Revenue Growth
• Objectives:
• Turnover revenue in excess of Ugx 1.2bn by close of
the plan period – 2027.

A – 30%
2023 – 130M
2024 – 169M
2025 – 220M
2026 – 286M
2027 – 371M

• Achieve a 30% cost to revenue ratio.

Staffing

A – 30%
2023 – 3 employees
2024 – 4 employees
2025 – 5 employees
2026 – 6 employees
2027 – 8 employees
 Our Strategy Maps

Linking objectives to our goal

 Reduce cost of Improve Improve
operation profitability revenue

Financials
Improve
customer base

Our Customer/ Reduce wait Improve customer

Service quality time satisfaction

Internal Enforce systems & Increase product

Optimize IT
Processes procedures offering

Improve Team
Knowledge, Skills &
People staffing norms
 To be the best HR firm in every market we
operate
To help organizations achieve higher
operational efficiency

30% revenue growth, Customer satisfaction rating >3,

Increase Improve staff

Operational Strengthening
product range expertise Reduce cost of
operation
Customer Focus

Increase Improve
customer base staffing norms Strengthen Compliance
People

Improve staff management

Improve Practices
profitability welfare Optimize IT
Customer
Reduce wait
Satisfaction
time

Team work, Quality, Speed, Customer Focus, Integrity, Creativity & Innovation, Confidentiality
What are our Corporate Goals?
 Corporate Goal

• Achieve revenue or turnover in excess of Ugx

1.2bn by the end of the plan period or an annual
average of Ugx 240M
• Achieve customer retention of 90%
• Achieve a cost to revenue ratio of 30%
• Achieve a customer satisfaction rating >3
How shall we achieve?
Understand our strengths and
weaknesses
Step I
 SWOT Analysis
Strengths Weaknesses

We have already developed products Understaffed

ready for sale. Limited web content
Well networked within CEOs and HRs Audits are not being done
Quality of our products is good Deficiency in some skills
Price plan is good No board
No bureaucratic decision making Lack on external consultants
processes Poor cashflows
Documented policies and procedures Lack performance evaluations
Adequate office space Low employee welfare

Opportunities Threats

Customized trainings for companies Non comformity to statutory obligations

Ecommerce COVID 19 effects
Information syphoning/pirating
 Bridging our Weaknesses
• Align revenue to staffing
• Have a key action of developing web content
monthly
• Build the capacity of the employees
• Start the culture of performance evaluations
• Invest beyond consulting; & automation of
systems to mitigate effects of the pandemic
• Comply to internal controls and statutory
obligations.
Competitor Analysis

Step II
 Competitor Analysis
• Price – They have a higher price plan
• Product – They have a wide number of products that
they offer
• Processes – Have well developed and documented
processes. Most have ISO certification.
• Skill set – 5 to 10 full time employees. MD, Training,
Recruitment, FIN, Admin, support staff, external
consultants
• Location – within the city and the suburbs. Sheltered
in bungalows.
• IT – They have HR/Accounting software
• Annual Turnover – 500M -1bn
Understand our stakeholders

Step III
 Who are our stakeholders?
• Understand and define the people with whom
we do business
– Employees
– The Board
– Customers
– Govt
– Community
Our Customers
Marketing – Who is our customer?
• We plan to target companies that:

– Turnover Ugx 10bn onward,

– Have an international outlook,
– More than 10 years old
– 40 employees onward
– Good repute
– Are in the formal corporate sector
 Marketing – What do our
customers need from us?
• Affordable solutions
• Confidentiality of trade secrets
• Quality and timely solutions
• Legal expertise
• Expertise to support teams to become
engaged
• Feel valued,
Marketing – What do we want from
our customers?
• Loyalty
• Higher productivity
• Less attrition
• Referrals
• Nominate us as the best employer/business
partners,
The Board
 What does the Board Expect from
Us?

• Compliant to statutory requirements

• Growing, structured, company
• Fair to staff and all stakeholders,
• Profitable with a good return to Directors,
• Reputable
What do we expect from the Board

• Guidance to ensure that the company is not

exposed,
• Strengthen our planning so we can achieve
company objectives,
• Provide periodic checks and balances to keep
management on track – in performance and
policy
Employees
 What do employees expect?

• Security of their jobs,

• Good physical work environment,
• Recognition each time they perform well
• Capacity building to help them do their work
better,
• Team building
• Fair salary and benefits structure,
 What do we expect from
employees?

• Achieved targets,
• Loyalty and commitment to the company’s
goals, and values.
• Higher staff retention – low attrition of staff,
• Satisfied and talk positively about the
company. Can recommend others to work at
RCS.
Government
What does the Government expect

• Compliance to statutory requirements,

 What do we expect from
Government?

• Tax protection
Community
What does the community expect?

• More knowledge to be shared,

• Give back to the community – free seminars
for youths, environmental protection, more
jobs for the youths,
• Capacity building or empowerment
 What do we expect from the
community?

• Protection from local criminals,

• Brand promotion,
• Business opportunities,
Collating what we have and what
we miss
Step IV
 Key Issues and Levers
• We are below 50% of the average annual turnover as
compared to competition.
• We are not ISO certified
• Policies have been documented
• Our prices are within range
• Our location is okay. In Nsambya 10 mins from the city
• We are understaffed.
• We lack standard systems or software.
• We are limited on products
• Not giving back to the community
Our strategies

Strategic Initiatives
Training Department
 TRAINING - People
• Department Structure
MD

Training Manager

Training Coordinator
 TRAINING SERVICES
2023 Targets
• Training services include:

– Webinars,
Target - Annual Ugx 36M, Monthly Ugx 3M
– In person trainings
Target – Annual Ugx 24M, Quarterly Ugx 6M
Strategic Initiatives for the Training
Department
• Hire a Training Coordinator
• Become members of the HR Association
• Invest in marketing on leaderchat
• Conduct a survey to understand the needs of the customers and
use them to develop training topics
• Have an annual training calendar with facilitators ready
• Review the daily training fee – to 2M
• Specialize in a few trainings – Team Building, Performance
Mgt, Supervisory Skills,
• Develop good proposals with trainer profiles, good
methodology and fair training fees
Strategic Initiatives for the Training
Department
• Invest in paid social media adverts
• Identify good trainers in our specialty areas
• Start marketing trainings for 3 months.
• Have the prospecting card grow by 100
contacts daily
• Review and win back lost customers
Recruitment
 RECRUITMENT - People
• Department Structure
MD

ICT Support

Talent Acquisition
Specialist

Recruitment Officer
 Recruitment Services
2023 Targets
• Recruitment services include:

– Recruitment and selection – Ugx 20M

 Strategies for Recruitment
• Email Marketing
• Hire a Human Resource Associate
• Responding to job adverts in news papers
• Close following up on old customers
• Train staff in professional recruitment modules
• Develop a rich CV database
• Use technical experts when interviewing
• Adhere to recruitment and database policies
Finance and Administration
 F&A - People
• Department Structure
MD

Accountant

Finance Officer

Administration
Assistant
 F&A DEPARTMENT - People
• Improve staff expertise
– Create a staff development plan,
– Have a performance management plan
– Train staff to be mindful about cost
– Develop JDs and skills matrix to inform the succession
plan
F&A – Organizational Structure
Board

MD

Talent
Training Senior
Accountant Acquisition
Manager Specialist Associates
Finance Training Recruitment Associates
Officer Coordinator Officer

Administration
Officer

Support
staff
 Organizational Structure – Head
Count
• Board – 3 members
• MD – 1 person
• Finance officer – 1
• ICT Officer – 1
• HR Associates – 0
• Finance Associate – 1
• Client Relationship Executive - 0
• HR Officer - 1
 F&A – Organizational Structure
• The Board – To direct strategy and governance
• MD – Lead overall operations and achieve planned growth,
• ICT Officer – lead digitalization agenda & also ensure that the
CV Mart is launched,
• Client Relationship Exc – Resolves client issues, ensures clients
are happy, solicits repeat business, feeds strategy with info.
• Accountant – Charged with oversight of the finance function
(analysis and good financial stewardship)
• Finance Officer – Book keeping
• Training Coordinator – Coordinate client trainings,
• Recruitment Specialist – Manages all recruitments,
• Associates – Manage client HR/Finance work offsite.
• HR Officer – Manages recruitment and training activities
 F&A – Internal Processes
• Improve internal efficiency
– Document and implement the Finance and Administration
policy. Strong internal controls
– Adopt an accounting system
– Sign up for ISO certification
– Hold biannual Board Meetings
– Put in place a Board Charter
– Procure efficient equipment
– Invest in planning for the department
– Performance evaluations
– Buy a generator
– Record work orders, proposals, and commissions
 F&A – The customer
• Improve stakeholder satisfaction

– Develop a good and affordable staff incentive plan

– Design and implement a COVID 19 policy
– Improve the quality of workspaces and or office
environment
– Introduce book for complaint registration
– Categorize our online audience and create
separate contact lists for effective communication
 F&A – Financial Requirements
• Ensure compliance to best practice &
statutory obligations
– Get external auditors

• Reduce cost of operation

– Use webinars
– Replace ATS with CV Mart
– Domain cost reduction
Outsourcing Department
 OUTSOURCING - People
• Department Structure
MD

Contracts Manager

Senior Associates

Associates
 Outsourcing Services
2023 Targets
• Outsourcing services include:

– HR management – Ugx 30M

– Contract Management – Ugx 10M
 HR Outsourcing Strategies
• Develop and share proposals
• Collecting contacts of defined companies
• Develop an Operations guide for Contract
management
• Look out for startups looking streamlining HR
operations and allocate them an associate
• Hire an HR Associate
Organizational Development
Department
 OD - People
• Department Structure
MD

External Consultants OD Specialist

 OD – Products and Services
2023 Targets
• Our products and services will be:

– Salary survey reports – Ugx 14M

– Policy manual developing – Ugx 10M
– Job grading and structuring – Ugx 8M
 OD Strategic Initiatives
• Email marketing
• Ask for referrals
• Partner with strategic companies
• Collecting contacts
• Conduct HR Audits
• Hire an HR Associate
• Identify OD consultants to work with
• Develop proposals for OD services
• Search websites for companies that have published
RFPs
How will customers learn about
our products and services?
Marketing Plan
Marketing Plan

Strategic Initiatives
 Marketing - What markets do we
want to operate in?
• Serve the East African market

– Uganda
– Kenya - 2023
– Rwanda - 2026
 Marketing – Who are we
competing with?
Uganda Rwanda
– NFT • Career Options Africa
– PPG
• EuroTrade International
– Job Connect
– Exquisite Solutions
– Q Sourcing Tanzania
– Brand House • Radar Limited
• KP Recruiters
Kenya
• Empower
– BrighterMonday
– Corporate Staffing Services • Genius Consultancy
– Career Directions Ltd
– Summit Recruitment
– Manpower Services Group
 Marketing – What Products shall
we invest in?
• Recruitment • Sales House
• Employee Training • CV Mart
• HR Outsourcing • Payroll Management
• Salary and Benefits • Human Resource Audits
Surveys • Organizational Capacity
• Coaching & Mentoring Assessment
• Organizational • HRIS software reselling
Development • Fund Management
• Call center management
 Marketing – What will be our
advertising channels:
• Invest in the use of digital media
– Leaderchat,
– Paid Linkedin ads
– Paid Facebook ads
– Email marketing
– Website
• Membership in associations
– Build strategic networks during conferences
– Advertise services over their platforms
 Marketing – What will be our
marketing channels?
• KYC Initiatives

– Through external HR audit programs,

– Mystery shopper programs that are run annually,
– Pre & Post engagement evaluation surveys,
– Through website and social media research,
Marketing – How shall we increase
visitor traffic?
• Achieve increased visitor traffic
– Search Engine Optimization,
– Review and optimize website design,
– Use google analytics and use it to inform strategy
– Facelift the website
– Increase web content
 Marketing – Marketing Tools
• Improve proposal success rate.

– Review and improve the quality of our proposals

– Get all documents required for bidding
– Get the required professionals (CVs) for each
proposal
– Know how to pitch
– Get satisfaction letters from companies we have
worked with.
 Marketing – General marketing
considerations?
• Build our regional network of CEOs and HR
managers,
• Invest in monthly newsletters that are shared with our
networks,
• Develop and promote discounted market entry prices,
• Competitive bidding,
• Strong referral mechanism,
• Give back to the market – Free HR Audits, Capacity
assessments,
• Market trainings 3 months ahead of time
Marketing – How shall we deepen
our brand?
• Deepen brand presence

– Develop an annual event calendar

– Generate and distribute end of year materials
– Use well branded digital marketing materials
– Get uniforms that are branded
– Brand all tools of work
 Marketing – How shall we
Communicate our Brand?
• Increase brand presence and preference

– Distribute branding materials to more than 200

companies.
– Brand all tools and infrastructure – uniforms,
stationary, office, etc
– Careful use of our logo, colors,
– All emails that go out should be well branded
 Marketing – How shall we build
Brand Trust?
• Achieve brand trust
– Respond to all emails (jobseekers and employers)
– Notify jobseekers all stages of their applications
– Be consistent in our communication - content
– Use our logo and company colors well.
– Error free messages
– Sustain the quality of our work.
– KYC. Vet companies we work for. Should be
credible
– Deliver on our promises
Marketing – How shall we pitch for
business?
• Always go with business cards
• Always have the RCS Consult corporate
presentation and product presentation
• Always go for the pitch with a projector
• Always dress conservatively
• Always go with a technical person,
• Always study the client and understand
potential need. Craft solutions around need.
Marketing Plan – What will be our
entry strategy in new markets?
• Invest in satellite offices until when we are
able to have a brick and mortar office.
• Look for one long term contract in a new
market and build on it.
• Identify local partners in new markets and
work with them to set up operations.
• Use retained earnings from Uganda operations
to set up operations in new markets.
• Build a regional network and use it to market
our products.