Priya Price Earning That Pay

Priya Price Earning That Pay

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Debt/Equity

-0.72

Price to Cash Flow

3.61

Interest Cover Ratio

-0.50

CFO/PAT (5 Yr. Avg.)

0

Annual Reports

Annual Report 2018 9 Jan 2020

Annual Report 2019 9 Jan 2020

Annual Report 2020 30 Nov 2020

Annual Report 2017 2 Apr 2021

Ratings & Research Reports

Credit Report By: FITCH 9 Jan 2020

Company Presentations

Currently we do not have any Presentation and Concall related to this company. Report us

Priya - Quaterly Results 24 May 2022, 11:24AM

Priya - Quaterly Results 24 May 2022, 11:24AM

Priya - Quaterly Results 24 May 2022, 11:24AM

Priya informs about non-applicability of annual secretarial compliance report 17 May 2022, 3:35PM

Priya - Quaterly Results 11 Feb 2022, 1:23PM

Priya - Quaterly Results 11 Feb 2022, 1:23PM

Priya informs about disclosure 8 Dec 2021, 2:11PM

Priya submits unaudited financial results 11 Nov 2021, 2:55PM

Priya informs about proceedings of AGM 1 Oct 2021, 9:48AM

Priya informs about compliance certificate 21 Jul 2021, 11:29AM

Priya informs about newspapers advertisement 30 Jun 2021, 4:36PM

Priya informs about loss of share certificates 28 May 2021, 11:21AM

Priya informs about non-applicability of large corporate entity 26 Apr 2021, 4:53PM

Priya informs about compliance certificate 21 Apr 2021, 3:17PM

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NSE: PRIYADYES

BSE: 524580

SECTOR: Trading

2375
  3

  0

Stock investing requires careful analysis of financial data to find out the company's true net worth. This is generally done by examining the company's profit and loss account, balance sheet and cash flow statement. This can be time-consuming and cumbersome. An easier way to find out about a company's performance is to look at its financial ratios, which can help to make sense of the overwhelming amount of information that can be found in a company's financial statements.
Here are the few indispensable tools that should be a part of every investor’s research process.
PE ratio : - Price to Earnings' ratio, which indicates for every rupee of earnings how much an investor is willing to pay for a share. A general rule of thumb is that shares trading at a low P/E are undervalued (it depends on other factors too). Priya has a PE ratio of - 1.14 which is low and comparatively undervalued .
Return on Assets (ROA) : - Return on Assets measures how effectively a company can earn a return on its investment in assets. In other words, ROA shows how efficiently a company can convert the money used to purchase assets into net income or profits. Priya has ROA of - 128.55 % which is a bad sign for future performance. (higher values are always desirable)
Current ratio : - The current ratio measures a company's ability to pay its short-term liabilities with its short-term assets. A higher current ratio is desirable so that the company could be stable to unexpected bumps in business and economy. Priya has a Current ratio of 0.01 .
Return on equity : - ROE measures the ability of a firm to generate profits from its shareholders investments in the company. In other words, the return on equity ratio shows how much profit each rupee of common stockholders’ equity generates. Priya has a ROE of 0 % .(higher is better)
Debt to equity ratio : - It is a good metric to check out the capital structure along with its performance. Priya has a D/E ratio of - 0.72 which means that the company has low proportion of debt in its capital.
Inventory turnover ratio : - Inventory Turnover ratio is an activity ratio and is a tool to evaluate the liquidity of a company's inventory. It measures how many times a company has sold and replaced its inventory during a certain period of time. Priya has an Inventory turnover ratio of 0.05 which shows that the management is inefficient in relation to its Inventory and working capital management.
Sales growth : - Priya has reported revenue growth of - 99.98 % which is poor in relation to its growth and performance.
Operating Margin : - This will tell you about the operational efficiency of the company. The operating margin of Priya for the current financial year is - 2,48,922.22 %.
Dividend Yield : - It tells us how much dividend we will receive in relation to the price of the stock. The current year dividend for Priya is Rs 0 and the yield is 0 %.

© 2022 Forbes Media LLC. All Rights Reserved
Priya Ahluwalia, the designer and founder of menswear brand Ahluwalia, draws inspiration from her Indian-Nigerian heritage by repurposing vintage materials in factories that employ rural women and pay them fairly. She participated in this year's London Fashion Week as part of British Fashion Council's NEWGEN and is on the shortlist for the 2020 LVMH Prize. Stockists include SSENSE, Browns and Matches.
Bachelor of Arts/Science, University for the Creative Arts
Master of Arts/Science, University of Westminster
Blockchain technology provides a global network for cheap and fast transfer of digital assets, built on top of the internet. Creating new ways to earn money and allowing people to be part of a global financial system, without needing a bank account. Are we witnessing the emergence of a new economy?
The internet is changing. The era of web2, dominated by big tech, social media, streaming, and subscription-based service models, is quickly fading away and giving rise to web3. Ownership and control of user data in web2 rests firmly in the hands of centralized tech companies.
More from Forbes 30 Under 30 - Europe - Art & Culture 2020 List
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Commentary • By Isaac Shapiro • April 30, 2012

This analysis compares the compensation of Apple’s top executives to the compensation received by the Chinese workers of Apple’s supplier Foxconn. The most complete data are for 2011. In that year, Apple’s nine-person executive leadership team received total compensation of $441 million. This was equivalent to the estimated compensation of 95,000 Foxconn factory workers assembling Apple products.
Enough information is now available to make a reasoned comparison for 2012, and the findings are similar. The executive team is on track to receive compensation of at least $412 million. This conservative estimate is equivalent to the compensation of 89,000 of the Chinese factory workers making Apple products.
These calculations are explained in full below.
The difficult working conditions experienced by Chinese workers employed at Foxconn who assemble Apple products have received widespread attention this year. In March 2012, at Apple’s behest, the Fair Labor Association completed an investigation of these conditions, which included a survey of the Foxconn workers. Among the findings were that “ 64.3 percent of workers thought that their salary was not sufficient to cover their basic needs” even though they worked under difficult circumstances and for an average of 56 hours per week .
The FLA survey found that over the previous three months, the average monthly salary for non-supervisory workers was 2422 RMB . This is equivalent to $385 per month or $4,622 per year. This includes wages from the substantial number of overtime hours these workers put in (frequently in violation of China’s legal maximum and Apple’s own labor policies). This analysis’ calculation of the annual number assumes that salaries over the three months covered by the survey reflect those received throughout the year. This approach may overstate wages for 2011 (since wages may have risen since then) and may understate wages for 2012 (since wages may rise further).
Table 1 below provides a detailed description of the total of $441 million received in compensation by the nine executives making up Apple’s leadership team in 2011. The team, as defined by Apple, consists of its chief executive officer and eight senior vice presidents.
Source: Information for Cook, Oppenheimer, Cue, Forstall, and Johnson come directly from Apple's Proxy Statement for 2012 Annual Meeting of Shareholders, Jan. 9, 2012, page 30.
* Information for Mansfield, Schiller, Sewell and Williams is not explicitly provided by the proxy but language on page 29 suggests equivalence in payments among members of the executive team; thus their compensation is assumed to be the same as Oppenheimer's.
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The table is largely drawn directly from page 30 of Apple’s definitive proxy statement submitted to the SEC on Jan. 7, 2012 for use at Apple’s annual meeting (estimates of some relatively minor compensation were added to this table to make it complete). The vast majority of this compensation came in the form of stock awards issued to Apple’s new CEO Timothy Cook ($376 million) and to Eduardo Cue ($52 million) upon his elevation to senior vice president. The somewhat complicated nature of Apple’s stock awards is described in a separate section below.
Table 2 below provides an estimate of the total compensation to be received by Apple’s top executive team in 2012. Nearly all of the estimated $412 million consists of already-issued stock awards for seven senior vice presidents; the estimated value of these awards, also discussed below, is $397 million. (The $412 million figure is conservative, both because of the potential of other bonuses and because information for one of the team’s members is not available.)
Sources: Apple Inc., Proxy Statement for 2012 Annual Meeting of Shareholders, Jan. 9, 2012, pages 16, 29-30. Josh Lowenstein, "Apple gives most of its top execs $60M bonuses," CNET News, Nov. 4, 2011. Salary levels are from the proxy. Stock awards are valued at the closing price of Apple stock on Nov. 2, 2011. Incentive compensation is assumed to be equal to salary level though it may be twice that. Other is assumed to be same as in 2011.
* Ronald Johnson left Apple on Oct. 31, 2011. Jonathan Ive is now listed as a member of the leadership team on the Apple website. Absent more formal information, compensation for these individuals was not estimated.
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The data are for Apple’s 2011 and 2012 fiscal years, which do not correspond precisely to the calendar years. Apple’s fiscal year ends on the last Saturday of September.
Compensation figures from a recent study by the AFL-CIO provide some context. The study examined 2011 compensation for CEOs of S&P 500 companies. Information was available for 313 such companies. The study found that Apple’s Cook had by far the highest compensation of any CEO; his pay was nearly five times that of the second-ranking CEO. The average pay among the CEOs was $13 million, a hefty amount to be sure. But this is less than one-quarter of the estimated $61 million in compensation to be received by six of Apple’s senior vice presidents in 2012.
*The total compensation of the top nine Apple executives in 2011 is the same as the total compensation of 95,000 Chinese factory workers making Apple products. The figure for the number of Chinese workers is calculated by dividing $441 million (the total pay of the Apple executives) by $4,622 (the estimated average annual pay of the factory workers).
*The total estimated compensation of Apple’s executive team in 2012 is the same as the total estimated compensation of 89,000 Chinese factory workers making Apple products.
The vast majority of the compensation of Apple’s leadership team in 2011 and 2012 takes the form of restricted stock awards. These awards are intermittent in nature and somewhat difficult to value, features that merit discussion.
The $376 million award given to Cook in 2011 when he succeeded the late Steve Jobs as CEO consists of one million restricted stock shares valued at the closing price of Apple stock on the date they were issued ($376.18 on Aug. 24, 2011). This valuation approach is dictated by SEC rules. The shares are “vested” over time; Cook does not actually receive the shares until they are vested. Contingent upon continued employment with Apple, half the shares vest in five years, the other half in 10 years. This award should not be considered a standard part of his annual salary, but it is unclear whether Cook will receive other stock awards before 2021.
The $52 million in stock awards given to Cue in 2011 consists primarily of a $38 million award, vesting over four years, which he received when he was promoted to senior vice president. He also received a $14 million stock award earlier in the fiscal year when he was not a senior vice president, suggesting that generous stock awards may be extended to top Apple employees even when they are not part of the executive team.
On Nov. 2, 2011 (which falls into Apple’s fiscal year 2012), the company issued what it considers to be the regular stock awards it makes to its executive team every two years. These shares are vested over approximately four years. Apple issued 150,000 shares to six of its senior
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