Metaphoric Silos — since each employee, division or department interacts primarily within their specific “grain” silo rather than with other groups across the organization — need to be broken down to increase productivity and profitability. Mark Johnson of B2B CFO collaborates with Mary Henry of HR on Demand to produce the PowerPoint and lecture.
Having HR, legal and finance in sync is important when hiring international employees. Will they be contractors or employees? What types of contracts are required? Do they need to set up an entity?
A strong relationship between HR and Finance is necessary for organizational success. However, many organizations continue to neglect how interrelated these two functions are and how critical it is that they work together. When HR and Finance work together, they can help identify and analyze organizational trends and strategies to drive positive, measurable outcomes.
This webinar will discuss the following topics:
- The current state of the relationship between HR & Finance
- Differences in the HR & Finance mindset
- Removing silos for overlapping objectives
- Forming cross-departmental teams for collaboration
- Sharing systems to streamline communication
In this webinar, we look at our turnaround experience helping financially distressed NGOs over the past 10 years. Hear about past and current case studies (with permission of our clients) and learn about the top three factors that make a turnaround successful.
Change drivers
1. Disruption in the operating environment
2. Localisation & power shift to global south is a priority
3. Businesses push into sustainability
4. Grant funding is inconsistent and insufficient
5. Poverty is on the rise, again
Go behind the scenes this summer: Discover the latest issues facing corporate boards.
Stanford Closer Looks are authored by Professor David Larcker and Researcher, Brian Tayan.
- Board Evaluations and Boardroom Dynamics
- From Boardroom to C-Suite: Why Would a Company Pick a
Current Director as CEO?
- An Activist View of CEO Compensation
- The Wells Fargo Cross-Selling Scandal
- Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
The Closer Look series is a collection of short case studies through which we explore topics, issues, and controversies in corporate governance and executive leadership. In each study, we take a targeted look at a specific issue that is relevant to the current debate on governance and explain why it is so important. Larcker and Tayan are co-authors of the books Corporate Governance Matters and A Real Look at Real World Corporate Governance.
Having HR, legal and finance in sync is important when hiring international employees. Will they be contractors or employees? What types of contracts are required? Do they need to set up an entity?
A strong relationship between HR and Finance is necessary for organizational success. However, many organizations continue to neglect how interrelated these two functions are and how critical it is that they work together. When HR and Finance work together, they can help identify and analyze organizational trends and strategies to drive positive, measurable outcomes.
This webinar will discuss the following topics:
- The current state of the relationship between HR & Finance
- Differences in the HR & Finance mindset
- Removing silos for overlapping objectives
- Forming cross-departmental teams for collaboration
- Sharing systems to streamline communication
In this webinar, we look at our turnaround experience helping financially distressed NGOs over the past 10 years. Hear about past and current case studies (with permission of our clients) and learn about the top three factors that make a turnaround successful.
Change drivers
1. Disruption in the operating environment
2. Localisation & power shift to global south is a priority
3. Businesses push into sustainability
4. Grant funding is inconsistent and insufficient
5. Poverty is on the rise, again
Go behind the scenes this summer: Discover the latest issues facing corporate boards.
Stanford Closer Looks are authored by Professor David Larcker and Researcher, Brian Tayan.
- Board Evaluations and Boardroom Dynamics
- From Boardroom to C-Suite: Why Would a Company Pick a
Current Director as CEO?
- An Activist View of CEO Compensation
- The Wells Fargo Cross-Selling Scandal
- Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
The Closer Look series is a collection of short case studies through which we explore topics, issues, and controversies in corporate governance and executive leadership. In each study, we take a targeted look at a specific issue that is relevant to the current debate on governance and explain why it is so important. Larcker and Tayan are co-authors of the books Corporate Governance Matters and A Real Look at Real World Corporate Governance.
5 major opportunities awaiting manufacturers and their CFOsGrant Thornton LLP
It’s an exciting time to be in manufacturing. Revenues are on the rise, employment is up, and with potential for increased profits, today’s manufacturing CFOs understand that their role goes beyond the bottom line. A fall 2014 Grant Thornton LLP survey of 350 CFOs explored some of these burgeoning possibilities. This infographic identifies C-level insights about how to make the most of them.
Find out more about our survey at grantthornton.com/valueaddCFO.
BETTER FUNDING MODELS THROUGH & BEYOND THE COVID-19 CRISISMzN International
Joint MzN and CONCORD Seminar:
Funding is not the No.1 priority.
Delivering your mandate is!
Funding should be mandate driven – not the other way around!
Funds-flow dictate de-facto strategy.
We therefore need to strategise your funds flow!
This is difficult at any time, but especially
during this crisis. But we can use crises to get
funding right in the “NEW NORMAL”!
Today you can learn how to free wealth from your company so you can avoid losing both your business and personal wealth so you can build your dynasty. Whether you want donate, invest it in another business or keep it for your retirement I make wealth available to the business owner, rather than the tied up in the business. I help family businesses transfer that wealth from the business to the owner so that their household is the business serving their needs of the owner vs the owner serving the needs of the business
The Simplification of Work: What can HR and business leaders do to make work ...Josh Bersin
The Simplification of Work: What can HR and business leaders do to make work more simple, enjoyable, and productive? This presentation reviews the five major steps to simplifying the workplace and your entire organization.
The future NGO is agile, entrepreneurial and digitalMzN International
How we deliver impact in a disrupted world
- Committed to deliver amidst disruption
- Agile is a buzzword: Here‘s what it comes down to
- Digital and entrepreneurial - essential to becoming agile
- Five lessons from agile transformations in 2020
- Action recommendations
Creating and Effective Associate Development Program for Tomorrow's Leaders.
This presentation reviews the essential components of an effective program including:
- evaluation and feedback
- practice planning
- compensation
- advanced criteria
- Committed to deliver admits disruption
- Agile is buzzword. Here‘s what it comes down to
- Five lessons from agile transformations in 2020
- Action recommendations
Driving profits with purpose: How HR and finance can collaborate and inspire ...LinkedIn Talent Solutions
Kelly McGill, Avvo
Monica Williams, Avvo
Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?
In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.
Session highlights:
How to get HR and finance to work together and collaborate.
How companies can create an actionable plan.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
5 major opportunities awaiting manufacturers and their CFOsGrant Thornton LLP
It’s an exciting time to be in manufacturing. Revenues are on the rise, employment is up, and with potential for increased profits, today’s manufacturing CFOs understand that their role goes beyond the bottom line. A fall 2014 Grant Thornton LLP survey of 350 CFOs explored some of these burgeoning possibilities. This infographic identifies C-level insights about how to make the most of them.
Find out more about our survey at grantthornton.com/valueaddCFO.
BETTER FUNDING MODELS THROUGH & BEYOND THE COVID-19 CRISISMzN International
Joint MzN and CONCORD Seminar:
Funding is not the No.1 priority.
Delivering your mandate is!
Funding should be mandate driven – not the other way around!
Funds-flow dictate de-facto strategy.
We therefore need to strategise your funds flow!
This is difficult at any time, but especially
during this crisis. But we can use crises to get
funding right in the “NEW NORMAL”!
Today you can learn how to free wealth from your company so you can avoid losing both your business and personal wealth so you can build your dynasty. Whether you want donate, invest it in another business or keep it for your retirement I make wealth available to the business owner, rather than the tied up in the business. I help family businesses transfer that wealth from the business to the owner so that their household is the business serving their needs of the owner vs the owner serving the needs of the business
The Simplification of Work: What can HR and business leaders do to make work ...Josh Bersin
The Simplification of Work: What can HR and business leaders do to make work more simple, enjoyable, and productive? This presentation reviews the five major steps to simplifying the workplace and your entire organization.
The future NGO is agile, entrepreneurial and digitalMzN International
How we deliver impact in a disrupted world
- Committed to deliver amidst disruption
- Agile is a buzzword: Here‘s what it comes down to
- Digital and entrepreneurial - essential to becoming agile
- Five lessons from agile transformations in 2020
- Action recommendations
Creating and Effective Associate Development Program for Tomorrow's Leaders.
This presentation reviews the essential components of an effective program including:
- evaluation and feedback
- practice planning
- compensation
- advanced criteria
- Committed to deliver admits disruption
- Agile is buzzword. Here‘s what it comes down to
- Five lessons from agile transformations in 2020
- Action recommendations
Driving profits with purpose: How HR and finance can collaborate and inspire ...LinkedIn Talent Solutions
Kelly McGill, Avvo
Monica Williams, Avvo
Human Resource and Finance departments are traditionally like oil and water – one is about saving money and one is spending on things that can appear quite intangible. The CFO is busy tracking EBITDA and profit; the CPO is busy growing and retaining talent. But what happens when HR and Finance combine forces to create pathways to success that support both the success of the individual and the company?
In Driving Profits With Purpose: How HR and Finance Can Collaborate and Inspire, Kelly McGill, CPO of Avvo, and Monica Williams, CFO of Avvo, explain how to work as a cross functional team to develop a custom performance management and goal setting program that provides every team member a clear connection to the company mission. The talk focuses on how companies can create an actionable plan – even companies experiencing rapid growth, when cultural norms, goals and how work gets done can become confusing and chaotic.
Session highlights:
How to get HR and finance to work together and collaborate.
How companies can create an actionable plan.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Culture Summit 2015 - The Evolution of Traditional HR into Employee Experien...Culture Summit
Fairly or unfairly, ‘traditional’ Human Resources conjures images of problems, paperwork, and processes with an unhealthy amount of bureaucracy and red tape. Unlike traditional HR, which was focused on protecting the company, Employee Experience is first and foremost about protecting and supporting employees. It is geared toward enabling, supporting and growing employees to be happy and successful which ultimately boosts overall business success.
To view this talk and learn more please visit http://www.culturesummit.co
Compensation is the process of providing adequate, equitable and fair remuneration to the employees. It is what employees receive in exchange for their contribution to the organization. It is a comprehensive term which includes pay, incentives and benefits offered to the employees.
PURPOSEOF COMPENSATION
THE PAY MODEL
STRATEGIC COMPENSATION PLANNING
COMPENSATION POLICY ISSUES
The presentation comprised the strategy to improve employee performances through compensation and benefit. The presentation also includes case study of FMCG industry.
The CFO Guide to Data with Deloitte & WorkdayWorkday, Inc.
A recent explosion of data and rapidly evolving tools and techniques for managing it have made it difficult to turn data into value.
View this deck to hear how Deloitte and Workday are helping organizations get a handle on their data, deploying automated, analytics-based planning models, streamlining finance operations, and becoming truly decision ready.
Strategic Workforce Planning: The Key to Organisational SuccessThe HR Observer
Do you know the DNA of your workforce? Even if you do, how does it sync with your organisation’s core business strategy? Knowing the DNA of your workforce and syncing that info with your business strategy is the key to high performing companies. Strategic Workforce Planning helps organisations understand the talent required to deliver their strategy. Without it, you will be paying a significant cost. Ron talks about how to integrate this proven technique into your business process.
Ron Thomas, Chief Executive Officer – Gulf, Great Place to Work
Category Management It grants associations both of every kind to outsource a piece of the work they don't actually address impressive expert in and have those errands acted in a financially savvy and proficient way.
IDC believes it is the responsibility of HR to address and deliver key elements of digital transformation, as well as transforming the HR function itself. To aid organizations in this process, IDC has identified five key trends and actions that support digital transformation and the development of HR. This tool enables HR professionals to understand the delivery roadmaps for realizing these key transformation
With a fundamental shift in the CFO mission, the finance function has become a critical change agent across organizations. The role of financial leaders such as CFOs is evolving, from a traditional financial controller, to one that drives performance improvements across the organization.
Webinar – Transition Your Organization
- Introduction to the Panel
- Definition of Transition
- Transformation at Microsoft
- Transition Methodology
- People and Transitioning
- Executive Sponsor Role
- Keys to Success
In-depth discussion of HR Key Performance Indicators - selecting, measuring them, and designing tracking and decision processes to enable a strong, sustaining competitive advantage in your business... This deck was presented on 4-7-2015 as part of a BLR sponsored Webinar .
Business Performance Improvement in the Future of WorkDalia Katan
How can we accelerate group performance improvement in this increasingly unpredictable, fast-changing world? As the challenges we face at work become more and more complex, leaders will need to focus on the practices that help workgroups better handle exceptions, learn together, and create value. (Spoiler... Amp up the friction and play with possibilities!) Focus on 'process' is no longer enough.
Business Transformation - Finance Transformation using SAP Solutions
Breaking Down Silos: When HR and Finance Collaborate
1. Breaking Down Silos: When
HR and Finance Collaborate
Mary Henry Mark Johnson
HR on Demand B2B CFO®
June 20th , 2012
2. Objective
Define silos and the shift away from them.
Benefits of coordination, cooperation
capability development and connection.
What does that mean for HR and Finance?
Work through business problems with the
customer focus
3. Mark Johnson
CPA with KPMG an international accounting firm for
12 years
Senior financial executive for large retailers including
Victoria Secret Stores, Kay-Bee Toys, Conway
Stores and PetsMart
Partner for B2B CFO® with clients in
manufacturing, health
care, education, hospitality, construction and
litigation support
4. Definition of a Silo
A metaphor to a grain silo where each
employee, division or department interacts
primarily within that silo rather than other groups
across the organization.
Silos also extend to systems and data. As
systems fail to interact and data becomes
trapped and unavailable to key decision makers.
5. Examples of Silos
This phenomenon exhibits itself in a
number of ways such as:
This is MY department syndrome
“That’s not my job”
Information isolation
6. The 4 C’s of Customer Focused
Solutions
Coordination – Companies need mechanisms that
allow customer related information sharing
Cooperation – People closest to the customer have
authority to act
Capability development – Organizations need
employees with generalist skills
Connection – Developing relationships with
external partners
7. Silos are Common
Only 37 % of 23,000 employees in a recent
poll said that they have a clear
understanding of what their company was
trying to achieve and why.
Stephen Covey The 8th Habit: From Effectiveness to Greatness
8. How do we Fix the Problem?
1. Eliminate needless Formality and Hierarchy
2. Provide One Click Access to the Entire
Organization
3. Design Dedicated Physical Spaces for
Collaboration
4. Adopt Common Systems and Processes
5. Establish Cross - Functional Mentoring
9. Eliminate needless Formality and
Hierarchy
Share resources through staff e.g.
accounting intern for HR
Commit to regular meetings between
finance and accounting staff
Provide a direct line of communication
with department heads (CFO and the VP
of Human Resources)
10. Provide One Click Access
Streamline the communication of important
information flow between accounting and HR eg.
Staffing changes, promotions, budget
overruns, etc.
Maintain common databases for monthly
financial information and headcount
Provide financial statements with history and
details that are readily available and reliable
11. Design Dedicated Physical Spaces for
Collaboration
Design collaborative physical spaces in
offices and conference rooms (i.e.
accounting and HR are physical situated
near each other)
Use video conferencing and other technology
to connect directly with accounting and HR in
distant locations
12. Adopt Common Systems and
Processes
• Develop an enterprise wide information reporting
system (ERP) that provides all departments and
divisions information from a common database
• Establish and report on key performance indicators
(KPI’s)
• Utilize software tools for scheduling of
employees, performance evaluations and other
related HR processes to ensure effective and
efficient operations with budgets
13. Characteristics of KPI’s
Only have 3 to 5 KPI’s for an organization
Roll up departmental KPI’s to address
company- wide KPI measures
KPI differ by organization
KPI’s provide a direction, benchmark, target
and timeframe
Includes operation and financial information
14. Some Key Performance Indicators
Sales volume per unit or location
Margin per product or location
Cost per unit or location
Overhead or fixed costs
Utilization % of plant capacity or capital equipment
Revenue per employee
Payroll cost per employee
Hourly rate of labor per unit
15. Challenges with KPI’s
Expensive or difficult to determine
Adjusts to changing needs in the company
Difficulties in benchmarking
Rough guide rather than a precise
measurement
16. Establish Cross Functional Mentoring
• Encourage staff in accounting and HR to find mentors in the
other department to increase communication and expand and
broaden skills
• Manage external resources that are shared such as a third
party payroll services, payroll benefits and executive recruiters
through cooperative teams between finance and accounting
• Create a multidepartmental team for difficult budgeting activities
such as headcount management, bonus structure and payroll
adjustments
17. Breaking Down Silos
“In most situations silos rise up not because of what executives are doing
purposefully but rather because of what they are failing to do: provide themselves
and their employees with a compelling context to work together.”
“To tear down silos, leaders must go beyond behaviors and address the contextual
issues at the heart of the departmental separation and politics.”
- Patrick Lencioni Silos, Politics and Turf Wars