Organisational Strategy

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Organisational Strategy:

1. An organisational strategy is needed to ensure business continuity in the event of organisation restructuring with new people. This strategy is identified with many policies where each policy has a benefit that is achieved with many procedures with outcomes.

2. It has been demonstrated that a federation involving a large number of small companies can be many times more productive and effective as a big corporation. While a big corporation can fail, it is virtually impossible for a large number of small companies to all fail at the same time.

3. The organisational strategy is known as the federation, but it is about highly motivated people working in cooperation. A HRM Bespoke Application Service is the tool used to make this organisational strategy work based on the enclosed policies.

4. HRM is about managing people with a benefit of maximising the performance of those people.

5. HRM involves recruiting, training and performance appraisal provides payroll rewards as salary and benefits.

6. HRM includes occupational health and safety, organisation structures and Goverment regulations.

Payroll Policy:

1. For many years, payroll was a stated exclusion to any Bespoke Application Service, but based on experience, one specific kind of payroll has been integrated.

2. The only kind of payroll supported is that of an independent company that acts as a member of the federation of independent companies that together provide the services of a large corporation.

3. Payroll specifically means that every employee is a Director and no other employee will ever be hired.

Benefit: Payroll is very well defined in enough detail that it can be taught to Eliza for very productive implementation - manual work has been reduced towards zero - errors of ommission have been reduced towards zero.

Independent Company Policy:

1. Every person (or family) unit MUST own their own private limited liability company to comply with legal obligations, because the benefits are considerable and the liabilities are trivial.

2. The company shall have one or two shareholders who are the Directors and the only employees. Under no circumstances shall the company hire any other person as an employee. Under most circumstances, the company shall contract jobs to other companies where it is likely that those other companies are part of the federation.

3. The company shall not limit the scope of its business in any way. This means the company name must not be descriptive to reference a trade or profession. The company name shall be a short made up set of characters with an identical domain name that is clean when searched on the Internet.

4. The UK company name is rented at twelve pounds per year. The matching UK domain name is rented at six pound per year. The company name protects the domain name for passing-off by other traders. The company needs to have its own bank account and be VAT registered - no matter what the revenue may be. The company may be registered with HMRC with the Construction Industry Scheme (CIS) if any building is to be involved.

5. Nationalism is real, so register a unique company and domain name pair in each country the business is to operate. Never imagine that it is sensible to trade in Italy with a company registered in the UK. It is better to pay for 30 different company and domain name pairs than to try to trade in each country with a company registered in the UK.

6. The company bank account is for savings only - the company shall NEVER take out a bank loan for any purpose. An online savings account is adequate without any special services and without any insurances.

7. The company will eventually need employers liability insurance policy as an expensive overhead with no benefits - delay as long as possible. Diligence is needed to mitigate liabilities so the premium is minimised - see Tony Harris to see how this can be managed. This may become a wholly, exclusively and necessary part of a specific project so it becomes a cost of sale, rather than a financial expense. Where a contract demands a 10 million liability insurance and the current insurance is only 5 million, then the upgrade is a cost-of-sale to win that contract.

Benefit: People with their own private company are worth more than those that slave for others.

Independent Company Benefit:

1. Every policy exists because it brings a benefit.

2. The tax benefits granted to a Director exceed those granted to employees.

3. Working time directives apply to employees but not to Directors.

4. Mandatory pension contributions apply to employees but not to Directors.

5. Mandatory holiday entitilements apply to employees but not to Directors.

6. Mandatory minimum wages apply to employees but not to Directors.

7. Employees pay income tax and national insurance on all income, but Directors only pay income tax on dividends.

8. Employees pay taxes every week or month, but Directors can defer taxes to the January following the end of the tax year in April.

9. To maximise these benefits, the Director needs a Bespoke Application Service (Eliza) that automates much of the record keeping.

10. The limited liability company can be dissolved one day and a new company formed the next day to continue the benefits.

Federation:

1. HRM is about people who were treated as slave workers and are now independent companies working in the close harmony of a federation.

2. The federation provides all the benefits of a large corporation without the exploitation of slave workers. In this context slave workers were people paid the minimum to stay alive with negligible benefits and could have their pay terminated at any time.

3. When the company name is registered, it is assigned a company registration number - its sent by post. Companies House informs HMRC and HMRC assigns a Unique Tax Reference (UTR) - its sent by post. Only when the company starts trading, does HMRC need to be informed as to its one or two Director employees - assign a long easy to type user name and password. The company HMRC tax office number and account reference is sent by post.

4. Apply for a VAT number because most revenue and costs are with other companies in the federation - its sent by post. Apply for a company bank account and deposit 20 pounds as a balance - this is getting more exacting to combat money laundring.

Benefit: People working in partnership with others can provide a more united front than a big company with departments that compete with one another.

Company Mission:

1. A mission of the company is NEVER to make a profit that shows on the P&L, but to balance income and costs in perfect harmony.

2. A mission of the company is NEVER to own any fixed assets that show on the balance sheet.

3. It is suggested that profits attract taxes and criminals who want to steal any profit.

4. It is suggested that fixed assets attract taxes and criminals who want to steal any fixed assets.

5. It is suggested that nobody will try to sue a company that has no profits and no fixed assets. If the company is sued, it is disolved with no liabilities and a new company is formed the same day. A benefit of a limited liability company is that its liabilities cannot be passed on to its Directors unless legal fraud has taken place.

6. A benefit is that the company and its Directors are impervious to external presure or threats because all risks have been purposefully eliminated. Invoiced management fees by one company on another company may be used to manage profit towards zero or minus five pounds.

Benefit: The liabilities of owning your own company can be reduced towards zero.

Business Continuity Policy:

1. The two shareholder policy is not mandated, but the business continuity benefits are significant.

2. It is recomended that the company has two shareholders to provide business continuity when one shareholder dies.

3. Risk is reduced when the company has two shareholders, so when one dies a new shareholder can buy one share for one pound to restore the company to two shareholders.

4. The company can be transfered to other people one sharesholder at a time without any capital gains liabilities because the company is always worth two pounds for two shares.

5. No profits or fixed assets exist to disrupt the smooth evolution from shareholder to shareholder with complete business continuity.

6. The benefits of business continuity extend to the shareholders and the federation that is working with and dependent on the company.

7. Each shareholder MUST sign and have prepared a Power Of Financial Attorney for registration in the event that the shareholder is not longer able to manage their financial matters.

8. Power of Financial Attorney enables the appointed executor to sell the one pound share to a person who is able to continue the business or the company and its projects.

9. If only one shareholder is appointed, then the Power of Financial Attorney is used to name an executor who may also be the beneficiary and next shareholder of the company.

Benefit: Business continues in the event of serious injury or death within the federation. It will happen and the risk has been mitigated or eliminated.

Last Will and Testament + Power of Financial Attorney...

Contractors Policy:

1. The company shall outsource to contractors all the things it does not wish to do itself.

2. Legal and financial outsourcing is common, but outsourcing should extend to virtually everything leaving the company with almost nothing to do except manage the contractors.

3. Contracting in full compliance with IR35 is easy so long is strict rules are followed without exception.

4. Every contractor MUST provide their own general purpose tools to do the job in accordance with their trade or profession. Never hire a contractor and then give them the tools for them to do their job.

5. Every contractor MUST know how to do their job in accordance with a job contract. Never hire a contractor and then tell them how to do their job.

6. Every contractor MUST be contracted and paid to do a defined job in accordance with a job contract. Never hire a contractor and pay them by the hour. Never hire a contractor to do an undefined job that can be terminated at will.

Factor: The company may contract a self-employed trade with care - that self-employed person may be a shareholder and Director doing a second job. Independent companies may contract one another to do specific jobs with normal VAT invoicing using artificial prices that are of mutual benefit.

Benefit: An objective of the company is to contract all work to other people leaving only benefits for the Directors.

Tool Policy:

1. It is a policy that the company shall not own any fixed assets.

2. It is a policy that the company shall contract contractors who must provide their own general purpose tools.

3. It is a policy that the company shall rent any special purchase tools that are needed to complete a project. Rental may include a skilled person to operate the special purchase tools and the cost of consumables such as fuel, cleaning and cutting disks.

4. It is a policy that the company shall buy any special purchase tools that are needed and cannot be rented. Purchase is a cost-of-sale because it is wholly, exclusively and necessary to bid, win and complete a specific project. At the end of each specific project, any special purchase tools are disposed of in an environmental friendly way.

5. It is a policy that the company shall not be become a retailer with demonstration, trial and distibution facilities to sell second hand special tools. The company does not advertise special tools for sale on eBay.

6. It is a policy that the company shall not take on secure storage liabilities for second hand special tools that may never be needed again. Special tools may be stored for a little while, but dampness, infestation and decay will cause such special tools to become unusable on any other project within a few months. The "two-year rule" means that anything that has not been used for the past two-years must be disposed of - the business is not running a musium.

Benefit: A well managed company will not accidently accumulate fixed assets that become a liability to store and a liability to dispose of.

Accountancy Policy:

1. The benefit of contracting a professional accountant is questioned because the company and Directors remain 100% liable for all financial matters.

2. Where a company and Directors are trading legally and recording all revenue and purchases, then professional accountancy has nothing more to offer - tax avoidance does not exist.

3. HMRC provide a simple online payroll system that looks up income tax and national insurance percentage contributions as monthly salary deductions to be paid to HMRC.

4. Each Director is personally responsible to record all their income and all their expenses and complete and annual return as a summary of those amounts. The only level of complexity is that expenses are summarised by cost code - not something that needs professional skill.

5. Where a company if foolish enough to make things complicated by employing other people, then the cost of professional accountant becomes a necessity and the cost of medical theripy may also be needed. HMRC has gone out of its way to help simply companies report simple revenue and expense totals once a year. Liabilities on people to record all such information is identical even if a professional accountant is contracted to add up the totals.

6. Where a business needs to get complex, then fragment that complex bit into a separate company so the Directors income is paid via a very simple company that is 100% legal. It is recommended that a Director forms many independent companies as a means to minimise complexity of a big company with big liabilites.

7. Accountants are highly motivated to make things complicated - they is what they get paid to do. Keep things very simple, keep things legal and accountants have nothing to do except add up the totals in the spreadsheet and display it in a fancy report.

8. Company accounts should be virually the same for year to year - only the date and total amounts vary.

Benefit: Professional accountancy fees can be reduced towards zero. Professional fees may be a sign that the company is not trading within the law and is investing in imaginary loopholes.

Intellectual Property and Patent Policy:

1. A mission of the company is to minimise fixed assets towards zero - that includes assets such as intellectual property and patents.

2. A distinct overseas holding company must be formed to hold any intellectual property - a holding company has not customers and so it cannot be sued.

3. Patents are an obsolete way for big corporations to try to protect their existance by preventing small agile companies providing a better solution.

4. Patented information is in the public domain so it can be copied and improved to make something that is not patented, however the patent holder will sue to prevent a better solution from hurting their revenue stream. Patents can only be held by corporations who have the financial means to defend those patents in courts - million dollar defence of each violation. A small company with a patent can be ignored by a corporation who can argue that their unique solution is not covered by what has been patented. The cost of defending patents in all parts of the world is not sustainable for 99% of small companies. Every patent idea should be a trade secret that is kept secret by the small company.

5. Intellectual property that has a defined value is a target to be stolen by criminals. A trade secret that has not defined value is unknown to criminals and so it is not a target to be stolen. All intellectual property should be a trade secret that is kept secret by the small company.

Factor: big corporations cross-license one anothers patents to minimise patent wars between big corporations who can afford to spend many millions to defend a patent. The effect is that small companies are not able to compete because they may use a design that is similar to a patent and be sued for millions. The risk of being sued is minimised by only providing services rather than products. Products should be provided as part of a rental-subscription service.

Benefit: Stop spending on intellectual property and patents. Invest in trade secrets and privacy-by-design.

Expense Policy:

1. A company has the right to decide on its own expense policy and not even HMRC can advice what is good practice and what is bad practice.

2. The legal obligation is to record every income transaction and every purchase and expense transaction that is wholly, exclusively and necessary. Purchase and expense transations can be summarised by cost code for ease of reporting using:

Office rent and rates, heat and light, repairs and maintenance. Not a capital purchase or improvement.

Travel accomodation, subsistance when on business. Not a holiday or excursion.

Staff costs as Directors fees. Contractors costs are as invoiced.

Stock as cost of sale for products sold and consumables used.

Financial and legal overheads. Not a personal annual return.

Marketing as a cost without a specific project.

Entertainment costs shall be zero. Annual party costs are 150 pounds per person.

Charity donation to registered charity.

Child Care up to 243 pounds per month.

Stationary as consumables that includes ebooks.

Clothes as uniform with logo and safety equipment. No clothes can be expensed that may be worn elswhere.

Home cost as percent of room and percent of time. Be modest to avoid a capital gain liability.

Pension as company and personnal contributions.

Fixed Asset office equipment. Computers used for more than one year.

Training as company mandated or personal benefit. Not if not essential to the company.

Subscription to HMRC approved business entities. Not to a club.

Telephone as company paid for or personnal line. Percent of domestic line charges.

Medical insurance as benefit in kind to be taxed. Not a gym club. Why bother?

Car as company car wih fuel or private car with allowance per mile.

3. The company treats all work as a "project" with a project identifier that is associated with every expense and purchase. "Admin" is a special project where a few kinds of expense may be assigned where they are not wholly, exclusively and necessary to do a project. Every "Admin" expense shall be treated as a potential benefit in kind to be taxed as income.

4. When the company revenue exceeds 83,000 per year, then HMRC will take the time to review all expenses and purchases - accounts must be itemised. While the company revenue is below 83,000 per year, then HMRC may take a more leanient approach.

Factor: A large number of small companies are treated very differently to one big company. Fragment to gain the benefits of operating a large number of small companies. The Director remains personally liable for taxes on income from all companies so it may be reasonable to only take a salary from one company. The Director can be the only employee of a company and take no salary from that company, but may bill that company for an annual management fee by another company.

Benefit: Just do what is legal and eliminate complexity. Demand VAT receipts with vigure.

Entertainment Policy:

1. Entertainment expenses are a complex mess that includes the nationality of the person being entertained. Entertainment VAT cannot be offset and entertainment costs cannot be set against corporation tax.

2. As a policy, entertainment will not be paid by the company. Directors can pay for their own entertainment and that of others.

3. The company will pay up to 150 GBP per person for Directors and their spouses to have an annual party. Where the cost of the party, transport and accomodation exceeds 150 GBP, then the entire party allowance cannot be offset against tax - unreasonable.

4. Where the Directors have a meal, transport and accomodation to discus business, then the entire costs are normal subsistance expenses.

Benefit: Reduce complxity by reducing entertainment expenses towards zero.

Commission Expense Policy:

1. Commission expenses are reduced towards zero because commission implies sombody is being paid and that pay must be subject to taxes. Commission may be just another name for salary and it could be treated in the same way.

2. Commission paid by one company to another company is a simple invoiced revenue transaction based on a contract that pays a commission. Commission paid by a company is a cost of sale and commission paid to a company is revenue - it is not a commission expense.

Benefit: Reduce complxity by reducing commission expenses towards zero.

Directors Payroll:

1. A simple monthly salary is nominated. Where the amount adds up to less than 10,000 per year, then an annual tax return can be requested. Where the amount is less than 1500 per month, then a quarterly tax return can be requested. Where the amount is more than 1500 per month, then a monthly tax return is mandated.

2. The company can choose "Director cumulative" scheme where tax is calculated on the cumulative amount paid in any financial year. This means that tax is not paid until after income has exceeded the annual allowance of ten thousand pounds. The balances out with the annual return when all taxes become payable for the year.

3. Keep it simple. The financial year is always 6th April to 5th April, however for simplicity this is the same as the start of April to the end of March. The annual return when all taxes must be paid is the end of January following the end of the tax year on 5th April the prior year - 9 months delay. Financial months are always 6th to 5th, however for simplicity this is the same as a calendar month.

4. Contributions. Income tax is 20% after 10,000 threshold has been earned. National insurance is 13.8% after 5885 threshold has been earned. National insurance class 2 is 2.80 per week. National insurance is NOT paid on income taken as dividends.

5. When business mileage exceeds 10,000 miles then a company car is cost effective with the Director paying a benefit in kind. In all other cases, an allowance for use of a private car for business miles is cost effective without the Director paying for a benefit in kind..

Benefit: A simple payroll is a massive benefit to all parties. HMRC provide a free software product that does reference data lookup and multiplies earnings by a percentage.

Recruitment Policy:

1. As a policy, no company shall recuit a person who is not a Director, however the company may recruit other companies to be members of the federation. Recruitment is based on shared values. Where the person being recruited can demonstrate that they share fundamental business values, then both parties can say yes and can do business. Where any difference exists between business values, then both parties can say no and understand why they cannot do business.

Benefit: It can take many years to recruit a member. It is not the member that is recruited that counts, its the ten people who were declined as not good enough that matters.

Career Policy:

1. Business continuity is built into the structure of companies who are members of the federation. Succession of shareholders in driven by the two-shareholder policy, by the Power of Financial Attorney policy and by the Last Will and Testament policy.

2. People are highly motivated to become more productive and more effective in what they do. Artificial intelligent tools are part of the productivity platform. In the same way that a person with a bulldozer is worth more than a person with a shovel, then a Director with AI tools is worth more than any other company employee.

3. People tend to come to the federation when they have gained the skills and experience of working as a slave for others. When a person fully understands the belittleing caused by working for the benefit of others, then they would not dream of imposing slavery on others. It can take a long time for people to come to the full realisation of what they have done for others and what they would like to do for themselves in the future.

4. The way to give back to the community is to be financially independent and then help others to become financially independent and not slaves.

Benefit: A career has two parts: (1) working for others before owning your own company and (2) enjoying life by owning your own company.

Human Resource Information Service (HRIS):

1. HRIS is just another Customer Relationship Management (CRM) service where the customer is a known person or business associate. Payroll is just another billing method that applies to contracted people.

2. Every business have a legal obligation to keep compete and correct financial transactions. All revenue is held as account recievable transactions. All purchases and expenses are held as account payable transactions.

3. Every person has a legal obligation to keep compete and correct financial transactions. Revenue, purchases and expenses are recoded for a person in the same way as a company.

Benefit: HRIS is just as easy as operating a CRM.

Education Policy:

1. Every company has a legal duty of care to educate its staff in all matters related to operating the company. All such relevent education is an allowable expense with no benefit in kind to the Director employee. Any education that is not wholly, exclusively and necessary for the benefit of the company is a taxable benefit in kind for the Director employee.

2. Security training is mandatory for the benefit of the company.

3. Pension scheme trustee training is mandatory for the benefit of the company.

4. Financial account and expense training is mandatory for the benefit of the company.

5. Stock control training is mandatory for the benefit of the company.

6. Knowledge engineering training is mandatory for the benefit of the company.

7. Electronic communication training is mandatory for the benefit of the company.

8. Legal obligation awareness and IR35 training is mandatory for the benefit of the company.

9. Induction training is mandatory for the benefit of the company.

10. Health and Safety training is mandatory for the benefit of the company.

11. Environment and energy usage training is mandatory for the benefit of the company.

Benefit: Education must never stop because it keeps the brain healthy a healthy brain is not a benefit in kind.

Health and Wellbeing Policy:

1. Health and wellbeing is designed as a benefit to the company to minimise sickness leave. An off-site gym membership would be a benefit in kind to increase taxation, but an in-house gym to keep people healthly and reduce sickness is an internal company cost with no tax liability on the Directors.

2. Each Director has the right not be be ill and not to be sick so they can work as and when needed. A Director is permitted to work when they are sick and when they are ill, without any limit.

3. An alarm is triggered every 60 minutes of sitting in front of a screen with a mandatory 10 minute exercise break. Take a walk or trot around the pool and take in the air cleaned by plants and vegetables.

Benefit: Muscle mass is lost while people sit in front of a screen - stay active and keep the heart working hard. Its a benefit for the company if a Director does not get sick.

Free Nutrician Policy:

1. Food and drinks are provided by the company to ensure that each person has good quality nutrician to keep then healthy, fit and to promote wellbeing. In compliance with HMRC regulations, every person working in their normal place of business is provided with good canteen food and drink that is of a reasonable quality and may include a glass of wine or beer. Tax and NI is not due of such nutrician so long as it it provided in a workplace canteen and it of reasonable (not excessive) quality, however the food served to Directors may be different to that served to other people.

2. The company has a duty of care for its employees and that means it is less of a risk if people stay in their place of work during meal breaks - people are quickly available in an emergency. People work 24*7 and so when a meal is due, it may not be reasonable or safe to ask a person to step outside to find a meal in the middle of the night or over a weekend. While an incident or problem is ongoing, people may be asked to work extended hours and it is reasonable to provide food and drink to enable them to continue to work though a incident or problem. In general, a meal is served when people are working at 08:00, 12:50, 17:40, 22:30 and 03:20. Drinks are served as required and in moderation.

3. Each persons workstation may be a health and fitness gym. By law, desks and chairs must be adjustable to match what a person needs at different times - sometimes people may wish to sit, stand, jog and lie down. Sanitation may include a toilet, shower, jucuzzi, bath tub and swimming pool with adequate changing facilities, drying faacilities and washing facilities.

Benefit: People have a responsibility to look after themselves and the company has a duty of care to look after its people with good nutrician.

Canteen Policy:

1. The company is permitted to operate a canteen for the benefit of all employees. As long as the same canteen is provided to all people working in the same location, then the canteen facilities is a normal company cost without being a benefit in kind to staff. It is reasonable for in-house canteen facilities may include a bottle of wine or beer with a meal. The company have the right to make a charge for food or to provide the food free of charge.

2. The company is have a duty of care to keep its employees hydrated with coffee, tea and cold drinks as needed. The company have the right to make a charge for drinks or to provide the drinks free of charge.

3. People working off-site are entitles to claim an agreed food and drinks allowance or to submit reasonable receipts for actual costs incured. Where a person is obliged to begin work before their normal start of day at say 08:00, then they are entitles to claim for a breackfast. Where a person is obliged to continue work after their normal end of day at say 18:00, then they are entitles to claim for an evening meal.

Benefit: Directors choose to have their company pay for meals as a perfectly normal expense that is not a benefit in kind.

Uniform Clothing Policy:

1. All employees are expected to wear their uniform with company logo when working in-house or off-site. Employees must wear applicable safety equipment such as high visibility jacket, steel toed boots and hard hat as applicable.

2. Uniform clothing is provided by the company so it is not a benefit in kind. Uniform clothing ensures that an imposter would be easilly identified and challenged for not wearing the uniform.

3. Uniform clothing is not gender specific so people of any gender must wear steel toed boots when it is applicable. Uniform clothing is not mandated when it is not necessary, but it is necessary when representing the company with customers or suppliers.

4. Dry cleaning and laundry of uniform clothing is a permitted expense. The company shall pay for replacement uniforms as needed.

Benefit: Directors can represent the company wearing their own clothes at their own expense or wearing a smart uniform with logo to promote their company at the company expense.

Ethical Trading Policy:

1. The federations as a supply chain of partnerships implement ethical trading with all suppliers.

2. The company rejects human trafficing and modern slavery.

Benefit: Modern slavery is common where people are paid just enough to survive, but not enough to be able to make a decision. Employing people is a kind of slavery.

Directors Service Agreement Policy:

1. The Directors Service Agreement is mandated and for the record, normal business hours and normal holiday entitlements are specified, but these may be varied as needed. The Director may continually adjust their Directors Service Agreement to stay legal and to stay in business.

2. Each Director has the right to determine their own working hours and to vary those hours as they see fit. A Director has the right work whatever days they choose and to take whatever holidays, leave and vacation that they choose.

3. The Director has the right to change their job title and other clauses as they see fit. A Director has the right choose their normal business location and may vary that location when needed, subject to commuting regulations.

4. Every Director contractually agrees to protect the privacy of everybody else, including their business associates - privacy is paramount on Government and military projects. A "need to know" policy is deployed to ensure that the majority of people never need to find out who the final customer may be. People with very little may not understand the "need to know" policy that protects those people with a lot more who are providing financial stability.

5. Every Directors Service Agreement needs corresponding Last Will and Testament and Power of Financial Attorney documents signed and witnessed. Business continuity does not happen by accident, it happens because risk analysis has identified what can go wrong and has mitigated the risk for the benefit of all parties.

6. Directors must understand and ensure that IR35 reulations are never crossed.

7. Directors have the right to compete with other Directors and themselves. A Director operating a set of alternative competitive companies may not care which company wins a contract - the customer gets choice, but the Director always gains the contract. Conflict of interest is acceptable - the Director has the right to choose which of their companies to promote at any point in time.

Benefit: Directors must have a service agreement to win contracts that demands non-disclosure, privacy and confidentiality.

Directors Service Agreement + IR35...

Performance Appraisal Policy:

1. The company have a duty of care to carry out regular performance appraisals in an off-site location with mentors and advisors. A trip to a distant hotel may be the correct atmosphere to undertake strategic long term planning without distractions of daily operations.

2. The standard question to be reviewed and improved each year is "what do you want to be doing in five years time". Income is one measure of performance, but only while income is limited - it is worthless as a motivator when a person is financially free with more money that they will ever spend on survival.

3. Happiness is a good motivator as is the self satisfaction of helping others. Eventually the long term strategy for each federated company tends towards enjoyment, happyiess and contentment. A few strategic plans look to emulate Facebook, but the personal cost to take such a path tends to be short lived.

4. Performance appraisals have all kinds of goals but a tendency towards philanthropic giving may be a common direction. Philanthropy begins with giving time, rather than just giving money. Philanthropy means the love of humanity.

5. The result of a performance appraisal must be a plan that can be achieved in the next year and reviewed at the next appraisal review. A plan without any means for it to be achieved is a waste of everybodies time and direction. Directors have the right to be wrong and try things against all advice because they need to learn for themselves what others may have learned. Directors have the right to be wrong many times and to keep on being wrong until they choose a more effective direction - productivity does not come easy.

Benefit: Directors need appraisals and need strategic plans to give them purpose and direction.

Document Control.

1. Document Title: Organisational Strategy.

2. Description: Bespoke Application Service: Organisational Strategy.

3. Keywords: Bespoke Application Service, Organisational Strategy.

4. Privacy: Shared with approved people for the benefit of humanity. This is not legal advice.

5. Edition: 1.1.

6. Issued: 2 Jan 2018.