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Supple Software--UK

Management Summary

We are a small company owned and operated by Ralph and Mabel Smith, husband and wife, as a Limited Company. Ralph is the developer and designer of the products, and Mabel manages the office.

Management style reflects the participation of the owners. The company respects its community of co-workers and treats all workers well. We attempt to develop and nurture the company as community. We are not very hierarchical.

6.1 Organizational Structure

Ralph Smith, President, is responsible for overall business management. Our managers of finance, marketing, and sales report directly to Ralph.

Jim Graham, programmer, is responsible for product design and development.

As co-owners, Ralph and Mabel jointly develop business strategy and long-term plans. Ralph is strong on product know-how and technology, and Mabel is strong on management and business know-how.

6.2 Management Team

Ralph Smith: President and founder. Smith worked for 10 years in sales and marketing with Arrog International before returning to London to found what has become Supple Software. He was sales manager of the eastern region when he founded the original software distribution company. MBA from Stanford, degree in Literature from Oxford University. Forty years old, married, five children.

Allen Lombard: on board of directors. ______, _________. Previously General Manager for ________, where sales increased during his 1992-1997 management from less than £3 million to £29 million annually. MBA Harvard Business School, degree from Cambridge University.

Mabel Smith: Consultant, general manager. Was the manager of XYZ Lumber in Standard before being hired by Acme six years ago. BA in Business Administration, University of London.

Henry Callahan: on board of directors. Well-known and respected public relations and advertising consultant based in Blank.

Perry Masonjar: solicitor and secretary of board. Founding solicitor of _____, _________, Austec, and other start-ups.

Linda Wilson: Marketing Coordinator. 25 years old.

6.3 Management Team Gaps

  • The present team is very weak on professional sales.
  • The present team, though strong on how to market at a high level, is short on practical front-line marketing experience.
  • Product development requires a stable of entrepreneurial inventors willing to work for royalties.

6.4 Personnel Plan

Our people are compensated well, for the Ourtown market. Compensation includes benefits and stock options for the employee, plus a dental plan, plus a retirement plan with generous profit sharing, plus four weeks of holidays. The atmosphere at work is enhanced by team-building activities including football matches, roller skating, tea parties, etc.

We do expect to increase personnel significantly as sales increase.

Monthly personnel details for 2005 are in the appendix.

Personnel Plan
2005 2006 2007
Production Personnel
Technical support Mgr. £24,000 £28,000 £33,000
Technical Support £0 £25,000 £50,000
Other £0 £0 £0
Other £0 £0 £0
Subtotal £24,000 £53,000 £83,000
Sales and Marketing Personnel
Marketing Manager £48,000 £53,000 £58,000
Name or title £0 £0 £0
Name or title £0 £0 £0
Other £0 £0 £0
Subtotal £48,000 £53,000 £58,000
General and Administrative Personnel
President £60,000 £66,000 £73,000
Office Mgmt £30,000 £33,000 £36,000
Name or title £0 £0 £0
Other £0 £0 £0
Subtotal £90,000 £99,000 £109,000
Other Personnel
Development £30,300 £50,000 £100,000
Name or title £0 £0 £0
Name or title £0 £0 £0
Other £0 £0 £0
Subtotal £30,300 £50,000 £100,000
Total People 5 6 8
Total Payroll £192,300 £255,000 £350,000