This document outlines a presentation on using a SWOT analysis to plan tax processes. It describes the six steps to conducting a SWOT analysis: (1) define the scope, (2) brainstorm strengths, (3) brainstorm weaknesses, (4) brainstorm opportunities, (5) brainstorm threats, and (6) prioritize and plan based on the SWOT findings. The presentation provides examples of potential strengths, weaknesses, opportunities, and threats that could be considered in a SWOT analysis of a tax process.
PERFORMANCE APPRAISAL OF COCA COLA EMPLOYEESbhawna yadav
The document summarizes the performance appraisal process of Coca-Cola employees. It discusses that Coca-Cola conducts annual performance appraisals to evaluate employees based on goals set at the start of the year. The appraisal process includes defining job responsibilities, assessing performance against standards, and providing feedback. Coca-Cola uses parameters like sales, safety, and training to determine rewards. It recognizes top, solid, and bottom performers and outlines development or improvement plans accordingly. The document recommends ensuring the appraisal system is unbiased and getting anonymous feedback to continuously improve personnel practices.
Human resource management is essential for Coca Cola's success as an international company. While global policies are difficult, Coca Cola focuses on acquiring and retaining skilled employees to maintain its market position. The HR department conducts job analyses to understand roles and human requirements, informing recruitment, performance reviews, and employee relations. Planning forecasts future staffing needs considering technology changes and productivity. Employee satisfaction is also important, so Coca Cola provides competitive compensation like salaries, bonuses, and transportation benefits to retain talent.
The document outlines various HR policies and processes at Coca-Cola, including job analysis, recruitment, performance appraisal, training, compensation, and grievance handling. It describes the steps in each process, such as defining jobs and setting standards for performance appraisal, using both internal and external recruitment sources, and having a step ladder process for handling grievances. The overall objective is for HR professionals to understand Coca-Cola's core HR strategies and management processes.
This document discusses a project completed by a group on managing people for high performance. The group members are listed. The purpose of the project is to understand how to manage people for high performance and solve related problems in organizations. The group worked hard as a team to collect information and complete the report. They thank their instructor for the opportunity to learn about challenges of managing people for high performance.
This document discusses the accounting cycle and preparation of financial statements. It explains how to prepare a work sheet with adjustments, closing entries, and financial statements including the income statement, owner's equity statement, and balance sheet. The work sheet is used to record adjustments, calculate adjusted trial balances, and extend amounts to the financial statements. Closing entries transfer temporary account balances to the income summary and owner's capital accounts.
Nishat Mills is Pakistan's largest vertically integrated textile company established in 1951. It has 227,640 spindles and 789 looms across spinning, weaving, processing, stitching and power generation facilities. Nishat Mills is the flagship company of the large diversified Nishat Group with over $5 billion in assets. The company has a broad international customer base and exports were $393 million in 2015. Pakistan's textile industry is an important part of its economy but faces challenges around energy costs and infrastructure. Nishat Mills has achieved success through quality products and effective management policies.
The Coca Cola Company places great emphasis on human resource management and development. The HR department handles recruitment and selection, ensuring a pool of qualified candidates. Training is a priority, with Coca Cola University providing classroom, online, and field training. Surveys of employees found the most demanded training areas were personality enhancement and skills training. Most felt materials should be provided before training, and sessions should be longer in duration. Coca Cola focuses on developing employees' skills and engaging them through continuous training programs.
Fosway Group-Learning and Talent AnalyticsNetDimensions
- The realities of Analytics in European companies today
- The business case for Analytics
- Practical strategies to drive Analytics forward and deliver real benefits
- Fosway's Analytics research and Maturity Model
- The challenges and opportunities for Analytics in regulated industries
PERFORMANCE APPRAISAL OF COCA COLA EMPLOYEESbhawna yadav
The document summarizes the performance appraisal process of Coca-Cola employees. It discusses that Coca-Cola conducts annual performance appraisals to evaluate employees based on goals set at the start of the year. The appraisal process includes defining job responsibilities, assessing performance against standards, and providing feedback. Coca-Cola uses parameters like sales, safety, and training to determine rewards. It recognizes top, solid, and bottom performers and outlines development or improvement plans accordingly. The document recommends ensuring the appraisal system is unbiased and getting anonymous feedback to continuously improve personnel practices.
Human resource management is essential for Coca Cola's success as an international company. While global policies are difficult, Coca Cola focuses on acquiring and retaining skilled employees to maintain its market position. The HR department conducts job analyses to understand roles and human requirements, informing recruitment, performance reviews, and employee relations. Planning forecasts future staffing needs considering technology changes and productivity. Employee satisfaction is also important, so Coca Cola provides competitive compensation like salaries, bonuses, and transportation benefits to retain talent.
The document outlines various HR policies and processes at Coca-Cola, including job analysis, recruitment, performance appraisal, training, compensation, and grievance handling. It describes the steps in each process, such as defining jobs and setting standards for performance appraisal, using both internal and external recruitment sources, and having a step ladder process for handling grievances. The overall objective is for HR professionals to understand Coca-Cola's core HR strategies and management processes.
This document discusses a project completed by a group on managing people for high performance. The group members are listed. The purpose of the project is to understand how to manage people for high performance and solve related problems in organizations. The group worked hard as a team to collect information and complete the report. They thank their instructor for the opportunity to learn about challenges of managing people for high performance.
This document discusses the accounting cycle and preparation of financial statements. It explains how to prepare a work sheet with adjustments, closing entries, and financial statements including the income statement, owner's equity statement, and balance sheet. The work sheet is used to record adjustments, calculate adjusted trial balances, and extend amounts to the financial statements. Closing entries transfer temporary account balances to the income summary and owner's capital accounts.
Nishat Mills is Pakistan's largest vertically integrated textile company established in 1951. It has 227,640 spindles and 789 looms across spinning, weaving, processing, stitching and power generation facilities. Nishat Mills is the flagship company of the large diversified Nishat Group with over $5 billion in assets. The company has a broad international customer base and exports were $393 million in 2015. Pakistan's textile industry is an important part of its economy but faces challenges around energy costs and infrastructure. Nishat Mills has achieved success through quality products and effective management policies.
The Coca Cola Company places great emphasis on human resource management and development. The HR department handles recruitment and selection, ensuring a pool of qualified candidates. Training is a priority, with Coca Cola University providing classroom, online, and field training. Surveys of employees found the most demanded training areas were personality enhancement and skills training. Most felt materials should be provided before training, and sessions should be longer in duration. Coca Cola focuses on developing employees' skills and engaging them through continuous training programs.
Fosway Group-Learning and Talent AnalyticsNetDimensions
- The realities of Analytics in European companies today
- The business case for Analytics
- Practical strategies to drive Analytics forward and deliver real benefits
- Fosway's Analytics research and Maturity Model
- The challenges and opportunities for Analytics in regulated industries
Interloop Final Project.(Shahid Nadeem IB&M Uet)Shahid Nadeem
The document provides an analysis of Interloop, a large sock manufacturing company, to identify elements of high performance. It examines Interloop's organizational structure, information systems, task design, reward systems, employee selection/training/development, and issues of justice and equity. It recommends decentralizing decision making and providing ERP training, job rotation, and improving performance management to address issues hampering growth. A balanced scorecard analysis compares stated vs achieved objectives across financial, customer, internal, and learning/growth perspectives.
A Study under Prof. James Hogan for understanding Apple’s Supply Chain with focus on Apple iPhone, supplier selection and global supply chain management.
Production & Operation Management(Final Project)manobili17
The document provides information about Fauji Fertilizer Company (FFC) in Pakistan. FFC is the largest fertilizer producer in Pakistan with a 60% market share. It has production plants in Rahim Yar Khan and Ghotki with a combined annual production capacity of over 2 million tons of urea and 1.15 million tons of ammonia. The document discusses FFC's vision, mission, products, competitors and values. It also provides an overview of fertilizer production processes and strategies, including process focus, repetitive focus, product focus, and mass customization. Key inputs for fertilizer production include gas, ammonia and other raw materials which undergo transformation processes to produce outputs like urea, D
The document provides information about two ethics case studies presented as YouTube videos. The first case study involves a disagreement between an audit partner and a client chairman over the accounting treatment of the client's accounts, posing an ethical dilemma for the partner. The second case study involves a finance director proposing adjustments to a company's financial statements to account for returns from a major customer, facing opposition within the company. Readers are prompted to reflect on the scenarios and consider how they would handle the ethical dilemmas presented if in the same situations. Breakout group activities and discussions of various ethical theories like utilitarianism and rights are also mentioned.
More then a good story case application 1 answerRazveer Jahan
Case Application
More Than a Good Story
1. Jake and Rocket a cartoon guy and his cartoon dog, can be found on most of the apparel and other branded products sold by the Life is Good Company. With his perky beret (or other appropriate head gear), Jake has that contended look of being able to enjoy life as it is and finding reasons to be happy right now, and Rocket? Well he is just happy to be along for the ride. And what a ride it’s been for the two! They’ve been part of the company growth to over $100 million in revenues. Company co-founders and brothers, Bert and John Jacobs have a personal and Business philosophy much like Jake; simplicity, humor and humility. However both understand that even this philosophy they need to be good managers throughout the organization in order to stay successful.
2. Bert and John designed their first tee shirts in 1989 and sold them door-to-door in college dorms along the East Coast and in Boston where they’d set up shop using an old card table in locations on one way streets so they could pick up and move quickly if they needed to. They used this simple approach because like many young entrepreneurs, they couldn’t afford required business licenses. Although they met a lot of wonderful people and heard a lot of good stories during those early years, sales weren’t that great. As the company legend goes, the brothers “lived on peanut butter and jelly, slept in their beat-up van, and showered when they could.” During one of their sales trip parties, Bert and John asked some friends for advice on an assortment of images and slogans they had put together. Those friends (some of whom now work for the company) liked the “Life is Good” slogan and drawing of Jake that had been sketched by the John. So Bert and John printed up to 48 Jake shits for a local street fair in Cambridge, Massachusetts. By noon 48 shirts were gone, something that had never happened! The brothers were smart enough to recognize that they might be on to something. And, as the old saying goes…..the rest is history! Since that momentous day in 1994, they’ve sold nearly 20 million Life is Good shirts featuring Jake and Rocket. Bert attributes their success to his belief that the “ the ‘Life is Good’ message, coupled with the carefree image of Jake,
was simple enough to swallow, light enough to be mistaken for preachy, and profound enough to matter.” He goes on to say that, “Note that we don’t say ‘Life is great!’ We say life is
good, period. These simple words, People connect with it instantly.”
3. Another important facet of Life is good is their commitment to good causes. And those aren’t just “words” to Bert and John; they act on their words. They are passionately involved with Project Joy, which is a nonprofit organization that fosters the development of at risk children through the art of play. Bert says their partnership with Project Joy aligns with Life is good’s philosophy. The financial
Research report of Kohinoor Textile MillsHamza Zuberi
This report is written on The Kohinoor Textile Mills Ltd(KTML) which is a part of The Kohinoor Mills Ltd (KML). From a cotton export house, the KML has grown into a premier business group of Pakistan with 5 listed companies, concentrating on 3 core businesses; Textiles, Cement and Power Generation.
This document discusses key aspects of managing accounts receivable, including:
1) Credit management examines the tradeoff between increased sales from granting credit and costs like financing receivables and risk of nonpayment.
2) Components of credit policy include terms of sale, credit analysis to distinguish good vs bad customers, and collection policies.
3) Credit analysis involves gathering customer financial information and payment history to assess creditworthiness using methods like the five C's of credit and credit scoring.
In this report we have given a very brief review of Roshan Packages we have mentioned all these as according to the project guideline. We also mentioned about the Paper and Board industry in Pakistan. Then we have perform a Brief introduction of the Organization which includes corporate objectives, market standing, and policy of the organization and also its competitors, business volume and product lines of company. We also briefly describe the Organizational structure of Roshan Packages. Further we explain the marketing mix (4 P’s) and Human resources practices and also perform Ratio analysis. After that, we done detailed critical analysis for marketing, Human Resource Management and finance. In Financial Analysis we perform Detailed Ratio Analysis, Horizontal Analysis for last 3 years and did Competitive Analysis with other organizations of the same industry. We also write about the Prospects of the Roshan Packages. Finally, we have done a detailed SWOT analysis. Then we have discussed about conclusion which and give some recommendations.
McDonald's uses several types of information systems to manage operations and customer service. The transaction processing system records purchase orders and invoices from suppliers. The management information system produces reports on employees, expenses, and profits to aid management decisions. The decision support system analyzes market data to identify problems and solutions for competitive advantage. Additional systems like Made for You, Hyperactive Bob, and the point of sale system facilitate fast and accurate order processing and customer satisfaction.
The soft drink industry consists of two major systems - flavoring syrup/concentrate manufacturing and soft drink manufacturing. The soft drink market includes carbonated drinks, juices, and sports drinks. Within beverages, soft drinks have grown significantly. Coca-Cola is the largest soft drink maker, offering 400+ brands in over 200 countries. It was invented in Georgia and is a market leader, though Pepsi is also large and outsells Coca-Cola in some areas. Coca-Cola's HR functions include job analysis, planning/forecasting, recruitment from various sources, selection processes, training employees, performance reviews, and compensation/benefits to attract and retain talented workers.
UNILEVER PAKISTAN: MOTIVATION FOR HUMAN RESOURCES (CASE STUDY)Libcorpio
MANAGING HUMAN RESOURCES, HUMAN RESOURCE MANAGEMENT, HRM, PERFORMANCE EVALUATION, CASE STUDY, MOTIVATION, LINK BETWEEN MOTIVATION AND REWARD, REWARDS STRATEGIES TO INCREASE MOTIVATION, LIBCORPIO786, BUSINESS ADMINISTRATION, MANAGEMENT SCIENCE, EDUCATION AND LEARNING,
General Electric has several best HR practices that help drive its business success, including stringent performance management, extensive training programs, and an emphasis on recruitment, employee empowerment, and discipline. Key elements are the vitality curve performance reviews, leader-in-residence training, military recruitment programs, work out process for process improvement, and ombudsperson program for integrity concerns. Overall, GE's HR practices are closely aligned with its strategic goals of being a highly competitive and productive global enterprise.
The document discusses the information needs of different functional areas within Dialog Axiata PLC, a Sri Lankan mobile network provider. It outlines the key functional areas like human resources, marketing, sales, IT, and administration. It describes the roles and responsibilities of each area and discusses the types of information needed to support their objectives and help achieve the overall goals of the organization, such as employee data for human resources, customer and competitor information for marketing, and financial reports for accounting. The document emphasizes that accurate and up-to-date information is critical for the successful operations and progress of the organization.
MIS case study-UPS competes globally with Information TechnologyBiniAnuBabu
UPS COMPETES GLOBALLY WITH INFORMATION TECHNOLOGY,United Parcel Service (UPS) has created its own information system with Delivery Information Acquisition Device (DIAD) and Web-based Post-Sales Order Management System (OMS) globally by using developed information technology.. Its aim is “best service and lowest rates”
The document summarizes HR policies at Coca Cola, including policies around training, wages, leaves, medical facilities, mentoring, recruitment, performance appraisal, compensation and benefits, employee relationships, and safety. New employees receive special training and are paired with experienced employees. Employees receive competitive wages and various facilities and benefits. The company fosters a good work culture and motivates employees through various programs.
This chapter discusses cost of sales and inventories. It can be assigned in two parts, with the second focusing on inventory costing methods. Students often struggle to understand deducting cost of goods sold, so drill problems are important. The chapter also addresses the choice between LIFO and FIFO inventory methods and how LIFO can indefinitely defer taxes. Sample problems demonstrate calculating cost of goods sold and preparing income statements using different inventory methods.
Apple is known for its innovative electronic devices and strong supply chain management. It was named the company with the best supply chain practices for the third year in a row. Apple manages both digital and physical supply chains efficiently at low cost by setting impossible targets, prioritizing action, simplifying processes, and enhancing supplier relationships. This operational excellence gives Apple a competitive advantage through high control over costs, speed to market, demand-based delivery, and high quality.
The document provides an example of a strategy map and hierarchy of links for the Hotel Paris. It discusses how the hotel aims to produce satisfied customers through activities like check-ins, room cleaning, and check-outs. This requires competent employees with skills like customer service, greeting guests, and efficient room service. HR policies like improving disciplinary fairness can help develop employee morale and competencies. Metrics the hotel could use to measure its HR practices are also listed, such as employee turnover, training costs per employee, diversity metrics, and revenue per employee.
The document discusses performance management systems at Hindustan Unilever Ltd. It provides context on the Indian FMCG sector and HUL's position as the largest FMCG company. It then describes the purpose and methods of PMS at HUL, including 360 degree appraisals and management by objectives. The process involves establishing standards, measuring performance, comparing to targets, and following up. Some common problems with PMS are also noted such as rating biases.
Employee Engagement & Operational Excellence: Two Sides of the Same CoinTKMG, Inc.
To subscribe: http://www.ksmartin.com/subscribe
To learn about Karen's books and products, please visit: http://www.ksmartin.com/books-products/.
These are the slides from my talk at the SHRM Annual Conference on June 26, 2012 in Atlanta, GA.
Operational excellence is impossible to achieve without a highly engaged workforce. But what does employee engagement *really* mean and what's HR's role in creating it? In this session, you will learn how to leverage the growing marriage of people and process, what type of development today's employees need, and how to help your leaders give the frontlines greater control over their work, which produces significant boosts to both engagement scores and your company's bottom line.
Even if you already know what a SWOT analysis is and what it’s used for, it can be tough to translate that information into something you can action.
It can also be hard to examine your own business with a critical eye if you’re not entirely sure what you should be examining.
Reading an example SWOT analysis for a business that is either in your industry or based on a comparable business model can help get you started.
All of our SWOT analysis examples are based on real businesses that we’ve featured in our gallery of free sample business plans on bplans.com
The following 6 examples are
broken into three parts:
1. A quick introduction to the company.
2. The company’s SWOT analysis.
3. Some potential growth strategies for the company based on what’s revealed by the SWOT analysis.
To study that if there are associated companies across the border then how the dealings of capital, investments and the services are done so that both the units are benefited. Case Study method has been used to analyse the concept of Transfer Pricing.
Interloop Final Project.(Shahid Nadeem IB&M Uet)Shahid Nadeem
The document provides an analysis of Interloop, a large sock manufacturing company, to identify elements of high performance. It examines Interloop's organizational structure, information systems, task design, reward systems, employee selection/training/development, and issues of justice and equity. It recommends decentralizing decision making and providing ERP training, job rotation, and improving performance management to address issues hampering growth. A balanced scorecard analysis compares stated vs achieved objectives across financial, customer, internal, and learning/growth perspectives.
A Study under Prof. James Hogan for understanding Apple’s Supply Chain with focus on Apple iPhone, supplier selection and global supply chain management.
Production & Operation Management(Final Project)manobili17
The document provides information about Fauji Fertilizer Company (FFC) in Pakistan. FFC is the largest fertilizer producer in Pakistan with a 60% market share. It has production plants in Rahim Yar Khan and Ghotki with a combined annual production capacity of over 2 million tons of urea and 1.15 million tons of ammonia. The document discusses FFC's vision, mission, products, competitors and values. It also provides an overview of fertilizer production processes and strategies, including process focus, repetitive focus, product focus, and mass customization. Key inputs for fertilizer production include gas, ammonia and other raw materials which undergo transformation processes to produce outputs like urea, D
The document provides information about two ethics case studies presented as YouTube videos. The first case study involves a disagreement between an audit partner and a client chairman over the accounting treatment of the client's accounts, posing an ethical dilemma for the partner. The second case study involves a finance director proposing adjustments to a company's financial statements to account for returns from a major customer, facing opposition within the company. Readers are prompted to reflect on the scenarios and consider how they would handle the ethical dilemmas presented if in the same situations. Breakout group activities and discussions of various ethical theories like utilitarianism and rights are also mentioned.
More then a good story case application 1 answerRazveer Jahan
Case Application
More Than a Good Story
1. Jake and Rocket a cartoon guy and his cartoon dog, can be found on most of the apparel and other branded products sold by the Life is Good Company. With his perky beret (or other appropriate head gear), Jake has that contended look of being able to enjoy life as it is and finding reasons to be happy right now, and Rocket? Well he is just happy to be along for the ride. And what a ride it’s been for the two! They’ve been part of the company growth to over $100 million in revenues. Company co-founders and brothers, Bert and John Jacobs have a personal and Business philosophy much like Jake; simplicity, humor and humility. However both understand that even this philosophy they need to be good managers throughout the organization in order to stay successful.
2. Bert and John designed their first tee shirts in 1989 and sold them door-to-door in college dorms along the East Coast and in Boston where they’d set up shop using an old card table in locations on one way streets so they could pick up and move quickly if they needed to. They used this simple approach because like many young entrepreneurs, they couldn’t afford required business licenses. Although they met a lot of wonderful people and heard a lot of good stories during those early years, sales weren’t that great. As the company legend goes, the brothers “lived on peanut butter and jelly, slept in their beat-up van, and showered when they could.” During one of their sales trip parties, Bert and John asked some friends for advice on an assortment of images and slogans they had put together. Those friends (some of whom now work for the company) liked the “Life is Good” slogan and drawing of Jake that had been sketched by the John. So Bert and John printed up to 48 Jake shits for a local street fair in Cambridge, Massachusetts. By noon 48 shirts were gone, something that had never happened! The brothers were smart enough to recognize that they might be on to something. And, as the old saying goes…..the rest is history! Since that momentous day in 1994, they’ve sold nearly 20 million Life is Good shirts featuring Jake and Rocket. Bert attributes their success to his belief that the “ the ‘Life is Good’ message, coupled with the carefree image of Jake,
was simple enough to swallow, light enough to be mistaken for preachy, and profound enough to matter.” He goes on to say that, “Note that we don’t say ‘Life is great!’ We say life is
good, period. These simple words, People connect with it instantly.”
3. Another important facet of Life is good is their commitment to good causes. And those aren’t just “words” to Bert and John; they act on their words. They are passionately involved with Project Joy, which is a nonprofit organization that fosters the development of at risk children through the art of play. Bert says their partnership with Project Joy aligns with Life is good’s philosophy. The financial
Research report of Kohinoor Textile MillsHamza Zuberi
This report is written on The Kohinoor Textile Mills Ltd(KTML) which is a part of The Kohinoor Mills Ltd (KML). From a cotton export house, the KML has grown into a premier business group of Pakistan with 5 listed companies, concentrating on 3 core businesses; Textiles, Cement and Power Generation.
This document discusses key aspects of managing accounts receivable, including:
1) Credit management examines the tradeoff between increased sales from granting credit and costs like financing receivables and risk of nonpayment.
2) Components of credit policy include terms of sale, credit analysis to distinguish good vs bad customers, and collection policies.
3) Credit analysis involves gathering customer financial information and payment history to assess creditworthiness using methods like the five C's of credit and credit scoring.
In this report we have given a very brief review of Roshan Packages we have mentioned all these as according to the project guideline. We also mentioned about the Paper and Board industry in Pakistan. Then we have perform a Brief introduction of the Organization which includes corporate objectives, market standing, and policy of the organization and also its competitors, business volume and product lines of company. We also briefly describe the Organizational structure of Roshan Packages. Further we explain the marketing mix (4 P’s) and Human resources practices and also perform Ratio analysis. After that, we done detailed critical analysis for marketing, Human Resource Management and finance. In Financial Analysis we perform Detailed Ratio Analysis, Horizontal Analysis for last 3 years and did Competitive Analysis with other organizations of the same industry. We also write about the Prospects of the Roshan Packages. Finally, we have done a detailed SWOT analysis. Then we have discussed about conclusion which and give some recommendations.
McDonald's uses several types of information systems to manage operations and customer service. The transaction processing system records purchase orders and invoices from suppliers. The management information system produces reports on employees, expenses, and profits to aid management decisions. The decision support system analyzes market data to identify problems and solutions for competitive advantage. Additional systems like Made for You, Hyperactive Bob, and the point of sale system facilitate fast and accurate order processing and customer satisfaction.
The soft drink industry consists of two major systems - flavoring syrup/concentrate manufacturing and soft drink manufacturing. The soft drink market includes carbonated drinks, juices, and sports drinks. Within beverages, soft drinks have grown significantly. Coca-Cola is the largest soft drink maker, offering 400+ brands in over 200 countries. It was invented in Georgia and is a market leader, though Pepsi is also large and outsells Coca-Cola in some areas. Coca-Cola's HR functions include job analysis, planning/forecasting, recruitment from various sources, selection processes, training employees, performance reviews, and compensation/benefits to attract and retain talented workers.
UNILEVER PAKISTAN: MOTIVATION FOR HUMAN RESOURCES (CASE STUDY)Libcorpio
MANAGING HUMAN RESOURCES, HUMAN RESOURCE MANAGEMENT, HRM, PERFORMANCE EVALUATION, CASE STUDY, MOTIVATION, LINK BETWEEN MOTIVATION AND REWARD, REWARDS STRATEGIES TO INCREASE MOTIVATION, LIBCORPIO786, BUSINESS ADMINISTRATION, MANAGEMENT SCIENCE, EDUCATION AND LEARNING,
General Electric has several best HR practices that help drive its business success, including stringent performance management, extensive training programs, and an emphasis on recruitment, employee empowerment, and discipline. Key elements are the vitality curve performance reviews, leader-in-residence training, military recruitment programs, work out process for process improvement, and ombudsperson program for integrity concerns. Overall, GE's HR practices are closely aligned with its strategic goals of being a highly competitive and productive global enterprise.
The document discusses the information needs of different functional areas within Dialog Axiata PLC, a Sri Lankan mobile network provider. It outlines the key functional areas like human resources, marketing, sales, IT, and administration. It describes the roles and responsibilities of each area and discusses the types of information needed to support their objectives and help achieve the overall goals of the organization, such as employee data for human resources, customer and competitor information for marketing, and financial reports for accounting. The document emphasizes that accurate and up-to-date information is critical for the successful operations and progress of the organization.
MIS case study-UPS competes globally with Information TechnologyBiniAnuBabu
UPS COMPETES GLOBALLY WITH INFORMATION TECHNOLOGY,United Parcel Service (UPS) has created its own information system with Delivery Information Acquisition Device (DIAD) and Web-based Post-Sales Order Management System (OMS) globally by using developed information technology.. Its aim is “best service and lowest rates”
The document summarizes HR policies at Coca Cola, including policies around training, wages, leaves, medical facilities, mentoring, recruitment, performance appraisal, compensation and benefits, employee relationships, and safety. New employees receive special training and are paired with experienced employees. Employees receive competitive wages and various facilities and benefits. The company fosters a good work culture and motivates employees through various programs.
This chapter discusses cost of sales and inventories. It can be assigned in two parts, with the second focusing on inventory costing methods. Students often struggle to understand deducting cost of goods sold, so drill problems are important. The chapter also addresses the choice between LIFO and FIFO inventory methods and how LIFO can indefinitely defer taxes. Sample problems demonstrate calculating cost of goods sold and preparing income statements using different inventory methods.
Apple is known for its innovative electronic devices and strong supply chain management. It was named the company with the best supply chain practices for the third year in a row. Apple manages both digital and physical supply chains efficiently at low cost by setting impossible targets, prioritizing action, simplifying processes, and enhancing supplier relationships. This operational excellence gives Apple a competitive advantage through high control over costs, speed to market, demand-based delivery, and high quality.
The document provides an example of a strategy map and hierarchy of links for the Hotel Paris. It discusses how the hotel aims to produce satisfied customers through activities like check-ins, room cleaning, and check-outs. This requires competent employees with skills like customer service, greeting guests, and efficient room service. HR policies like improving disciplinary fairness can help develop employee morale and competencies. Metrics the hotel could use to measure its HR practices are also listed, such as employee turnover, training costs per employee, diversity metrics, and revenue per employee.
The document discusses performance management systems at Hindustan Unilever Ltd. It provides context on the Indian FMCG sector and HUL's position as the largest FMCG company. It then describes the purpose and methods of PMS at HUL, including 360 degree appraisals and management by objectives. The process involves establishing standards, measuring performance, comparing to targets, and following up. Some common problems with PMS are also noted such as rating biases.
Employee Engagement & Operational Excellence: Two Sides of the Same CoinTKMG, Inc.
To subscribe: http://www.ksmartin.com/subscribe
To learn about Karen's books and products, please visit: http://www.ksmartin.com/books-products/.
These are the slides from my talk at the SHRM Annual Conference on June 26, 2012 in Atlanta, GA.
Operational excellence is impossible to achieve without a highly engaged workforce. But what does employee engagement *really* mean and what's HR's role in creating it? In this session, you will learn how to leverage the growing marriage of people and process, what type of development today's employees need, and how to help your leaders give the frontlines greater control over their work, which produces significant boosts to both engagement scores and your company's bottom line.
Even if you already know what a SWOT analysis is and what it’s used for, it can be tough to translate that information into something you can action.
It can also be hard to examine your own business with a critical eye if you’re not entirely sure what you should be examining.
Reading an example SWOT analysis for a business that is either in your industry or based on a comparable business model can help get you started.
All of our SWOT analysis examples are based on real businesses that we’ve featured in our gallery of free sample business plans on bplans.com
The following 6 examples are
broken into three parts:
1. A quick introduction to the company.
2. The company’s SWOT analysis.
3. Some potential growth strategies for the company based on what’s revealed by the SWOT analysis.
To study that if there are associated companies across the border then how the dealings of capital, investments and the services are done so that both the units are benefited. Case Study method has been used to analyse the concept of Transfer Pricing.
Hindustan Construction Company (HCC) saw significant growth in key financial metrics from FY2006-07 to FY2007-08. Sales turnover increased 44% and net profit increased 37%. However, interest costs also increased substantially, lowering the net profit margin. While current assets grew 31%, current liabilities also increased 21%, reducing liquidity. HCC has higher leverage than industry averages. The management will need to focus on improving liquidity and reducing interest costs as the business model requires substantial debt for long-term infrastructure projects.
The document outlines general principles of taxation including that taxation is an inherent power of the state to impose contributions for public purposes. It lists the purposes of taxation as raising revenue, distributing wealth, promoting new industries, and protecting local industries. The essential characteristics of a tax include that it is an enforced contribution, generally payable in money, proportionate, and levied by the state on persons or property within its jurisdiction. A sound tax system has three basic principles - fiscal adequacy, equality or justice, and administrative feasibility. Taxes are classified based on subject matter such as personal taxes, property taxes, and excise taxes, and based on who bears the burden such as direct and indirect taxes. Certain entities like religious institutions are exemp
General principles/Fundamentals of TaxationPhil Taxation
The document discusses the key concepts and principles of taxation as an inherent power of the state. It defines taxation as a means for the sovereign state to demand revenue through its legislature to fund public needs and purposes. The document outlines the characteristics and limitations of the taxation power, comparing it to other state powers like police power and eminent domain. It notes taxation power is unlimited but must be exercised for a public purpose and within constitutional restrictions.
Bisleri, Aquafina, Kingfisher, Kinley and other brands come to mind when talking about mineral water. Bisleri is the most recalled brand.
• Which brand of packaged drinking water are most asked/wanted by customers?
1) Bisleri 2) Aquafina 3) Kingfisher 4) Kinley 5) Others
This report examines options for procure-to-pay operations with a focus on improving Procure-to-Pay (P2P) process through a transformational approach that meets an organization’s procure-to-pay operations objectives. Authored by the Account Payables Network and sponsored by Datamatics Global Services. Visit http://www.datamatics.com
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3. It describes the main purposes of taxation as raising revenues, redistribution of wealth, repricing goods/services, and representation of citizens in government.
Multiple choice questions with answersClassic Tech
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Tiffany & Co. wants to expand into the luxury jewelry market in Portugal. A SWOT analysis finds strengths in its brand recognition but weaknesses in high prices. Opportunities exist in tourism and fashion trends. Threats include lower incomes and preferences for local jewelry. Tactics include events, sponsorships, and trade shows to position Tiffany as modern and fashionable compared to traditional Portuguese jewelry. Success will be measured by sales, media coverage, and new business leads.
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1) Focus decision making on initiatives that deliver measurable value in areas like revenue, productivity, and organizational impact.
2) Build an execution team with the right mix of internal, outsourced, and hybrid resources to address organizational needs and ongoing support.
3) Develop a strategic pace of innovation through a cadence of bundled releases that users can easily adopt, while avoiding overloading them.
4) Adopt an agile approach through cross-functional involvement, clear metrics, communication, and flexibility to adapt.
The document discusses the challenges of implementing an electronic health record system and provides an evidence-based approach to increase the likelihood of success. It outlines a 4 phase process: 1) Assessment to evaluate current state and objectives, 2) Planning with stakeholder engagement and detailed project planning, 3) Implementation including training, governance and go-live, and 4) Improvement with ongoing monitoring and adjustments. Key takeaways include the importance of clinical leadership, defining success, stakeholder engagement, effective training, and ongoing system evaluation.
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The document provides a 9-step playbook for CIOs to ensure successful IT divestitures. It begins with conducting a thorough review of the transition services agreement to understand requirements. A cross-functional team is then formed to manage the IT aspects. A top-down, process-centric approach is recommended over a bottom-up data focus. Automated tools and methodologies are emphasized to reduce risks and costs. Testing is iterative to identify issues early. The post-delivery transition is also planned to support requirements after handover. Danger signs of past failed divestitures are outlined to avoid.
The document provides an overview of a SWOT analysis, including:
- What a SWOT analysis is and the four components it examines: Strengths, Weaknesses, Opportunities, Threats
- Examples of factors that could be considered for each component
- The aim and benefits of conducting a SWOT analysis
- Who might need to perform a SWOT analysis
- How to conduct a SWOT analysis through preparing, analyzing, and documenting
- The importance of brainstorming and an open discussion to effectively perform a SWOT analysis
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- What a SWOT analysis is and the four components it examines: Strengths, Weaknesses, Opportunities, Threats
- Examples of factors that could be considered for each component
- The aim and benefits of conducting a SWOT analysis
- Who might need to perform a SWOT analysis
- How to conduct a SWOT analysis through preparing, analyzing, and documenting
- The importance of brainstorming and an open discussion to inform the SWOT analysis
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- A demo of Lightning features to increase productivity.
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- Resources available to help with the transition, including webinars, Trailhead trails, and the Lightning Now community group.
Needs assessments can be applied to a variety of functions in the construction firm—from figuring
out what kind of technology the company requires to a service that could open your business up
to work in new construction markets to assessing an employee’s performance and what training
he could benefit from. Once you’ve decided that it’s time to conduct a needs analysis, you will be
working to determine exactly what your company has to do to drive improvements in its operations.
Learn more at the http://na.sage.com/sage-construction-and-real-estate
Roy Barker from Moore Diversified Services gave a presentation on strategic planning. He began with an introduction of himself and his company, which provides consulting services to senior living and healthcare organizations. He then defined strategic planning as establishing long-term goals and outcomes measured over 2-4 years. Barker said the key first steps are forming a planning team, doing a SWOT analysis to assess internal strengths/weaknesses and external opportunities/threats, and examining key performance indicators like finances, marketing, and employee turnover. Participants were invited to a follow-up presentation on developing a full strategic plan.
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The document discusses building a data framework to drive revenue through marketing analytics. It outlines setting goals and getting alignment across stakeholders on key performance indicators (KPIs) and processes. It also discusses validating the appropriate technology stack to collect and analyze structured marketing data. Specific KPIs mentioned include traffic sources, lead funnel metrics, and stage and channel performance to understand marketing impact. The framework is meant to be iterative and adaptive to continuously improve performance.
1. Presented by: Kelley Lear SWOT for Tax – Six Steps to Help Plan Your Attack! (1 hour) To access audio, use the GoToMeetingMic & Speakers feature when prompted OR Dial 484-589-1011 and enter Access Code #: 561-465-326# Audio PIN: 45
18. What is a SWOT SWOT is an extremely useful tool for understanding and decision-making for all sorts of situations in business. SWOT is an acronym for Strength, Weaknesses, Opportunities, Threats.
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20. It opens up team member thoughts and allows them to brainstorm freely and without fear!
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22. How is a SWOT Helpful? You might use it to: Identify best practice procedures and create checklists Lift up the need for using a tax portal for collaboration and workflow in tax Identify the need to improve your audit through appeals processes Simply to determine where change is possible…
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28. Divide the strengths into categories. They can be listed as assets, resources and specialized skills that your process or staff have available.
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31. Identify weak points from a manual process, data integrity or knowledge point of view. Reasons why you might end up with an answer that has not had much review or analysis.
32. Be sure to include things related to staff, missing or incorrect data, lacking skills, tax and technology resources.
42. Step 4: Opportunities IFRS or UTP may provide a valid “argument” or ROI for budget Business restructuring ERP upgrade Industry organizations Enterprise systems used in other departments
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44. Step 5: Threats IFRS, UTP or other regulatory changes Business restructuring Heightened cross border audit activity Retiring employees States hungry for $$$
2 min.First, I’d like to thank RedMoon Solutions, an ACT 2010 and 2011 Pearl Sponsor, on behalf of ACT for hosting and sponsoring today’s webcast entitled “SWOT for Tax – Six Steps to Plan Your Attack”.For those of you who are new to ACT, I am Paul Mattiola, Director - Income Taxes at Verizon Communications. I am also the current Vice-President of ACT. ACT or the Association for Computers and Taxation is a non-profit educational organization that has been centered around education relating to tax and technology for corporate tax and technology professionals for the past 29 years. ACT is also considered to be the preeminent association for corporate tax professionals who are interested in advancing operational effectiveness through the broad use of technology. A national nonprofit educational organization, ACT is designed to provide a forum for tax professionals to stay abreast of trends in technology and to learn best practices that will help today's tax departments reach new levels of operational excellence. The educational opportunities we offer our members include bi-monthly webinars, such as this one, bi-monthly electronic newsletters, conferences, publications, such as survey results, and much more.
2 minBefore we begin today’s webinar, there are a few ground rules we’d like to cover. We are going to keep the lines muted. If you have a question or concern during the session, you can use the Question feature being monitored by a Red Moon representative. At the end, we will answer as many questions as possible.Additionally, we ask that you exit out of all other applications that are currently running on your computer to optimize today’s viewing of the webcast. Today’s replay will be available after the webinar and can be found by clicking through the link on the ACT website. Please allow a few days for the presentation to be posted.Now, I’d like to introduce our presenter for today’s webinar – Kelley Lear. Kelley is the Managing Director for Red Moon Solutions, a company founded by the former CIO and head of Tax Technology Enterprises for Arthur Andersen LLP, as well as the H.O.T.D. for the Milwaukee Tax Practice of Arthur Andersen.Kelley Lear came over to Red Moon Solutions from Vertex, where she was the Director for Vertex Consulting and Tax Intelligence Solutions Leader. Kelley was on a leadership team that provided total solutions for Vertex customers, across all major tax types: income, sales & use, payroll, telecommunications, and VAT. These solutions included process re-engineering and design, products, integration/ETL tools, data collection and tax data warehousing. I would now like to turn it over to Kelley.
4 min. - What are we going to do during this webinar is to give you a bit of grounding in terms of what a SWOT analysis or methodology really is, and how it could be useful in your tax department. Then, we are going to go through six steps you can use to “plan your attack”, meaning how you could put together a work shop or series of workshops that will help you to analyze a problem…a challenging process…or perhaps as a starting point to plan for a new tax regulation coming up that might actually require changing your internal processes and/or may even require systems analysis or implementing an entirely new solution. We will go over some real life examples of Strengths, Weaknesses, Opportunities and Threats with the intent to make it a bit more real to you and practical. Last, we will discuss some next steps that you may want to consider after your SWOT. And as Paul mentioned, we will have some Q&A time at the very end of the webinar.
1min. - So, what in the world is a SWOT? If the term SWOT immediately brought to mind the image of a highly trained team of folks who can come in tactically to and take down criminals, or immobilize a situation in a matter of minutes…then, you would be completely incorrect.
3 min - SWOT is an acronymn for Strengths, Weaknesses, Opportunities and Threats. It is a planning tool that is used to understand strengths, weaknesses, opportunities and threats involved in a business or on a particular project or program. There is much debate in the “hallowed halls” of academia (Stanford, Harvard and other Ivy League schools) on the origins of SWOT. Most of the credit is given to Albert Humphrey who led a research project at Stanford University in the 1960’s and 70’s. Others give credit back to Harvard researchers and the Havard Policy Model as early as the 1920’s. Regardless of the origins, basically, some smart folks came up with some easy to use frameworks for analyzing your internal capabilities so that you can maximize and use your strengths to your advantage, create action plans to minimize your weaknesses or work around them, understand how you can better align these internal capabilities with external opportunities and lastly how you can mitigate against risks and/or threats to your project, program, department or organization. For those of you who took a lot of business courses and took any marketing or policy model type classes, and/or who went through your MBA like me, you may be very familiar with this type of analysis. We used it a lot during school to analyze organizational strategy in relation to competition, etc., however, I contend that it can be a very quick, easy and useful component to your tax department planning and special projects. And…I hope to show you a bit of this during the webinar with some practical examples.
2 min - So, SWOT for tax is a process or analysis methodology that can be done in a workshop or series of workshops whereby you can get your team and/or a small group together who are stakeholders in a project or process, to brainstorm in a loosely structured way to achieve the most effective results. This could be used to analyze one piece of the tax lifecycle, such as data collection or audit through appeals, or the scope might include the entire tax lifecycle. Why I think these are great and so useful, is because it allows you to take time, get the team together and to open up a free flow of ideas…without fear of reprisal, and/or without leaving things unsaid. I can’t tell you how many times I have conducted these type of sessions, in addition to process mapping sessions and team members who told me that everyone thought things were working a certain way, but once we got underway in the session, things were revealed that were very different from common perception. And this is good. Knowledge is power. So, if you know what your strengths and weaknesses are for example, you can actually do something about them.
3 min. - So, SWOT analysis can offer helpful perspectives at any stage of an effort. It really is an important and great tool to get communication started in your organization. I often use them as a starting point for analysis, and then I can put together an action plan with some details behind it to align with the results of the SWOT. Many times a component of that action plan would include process mapping and/or further research into a particular area. For example, in doing a SWOT to prepare for IFRS one element might end up being system capabilities with respect to IFRS compliance and therefore, one or more folks might be getting with IT and/or the ERP vendor or consultants to review what system capabilities will be in place to run multiple books, run analysis reports across books, etc. Some practical examples for what you might analyse in your tax department, might be to :look at the communication and data hand offs between Finance/Accounting and Tax. Maybe to look at re-engineering the FIN 48 process you have currently, or to see what types of new solutions you might want to implement with respect to FIN 48 or provision in general. Perhaps lifting up areas that are truly manual in nature such as apportionment, and fixed assets management, reconciling from book to tax, etc.
2 min. - You might use it to: - Identify best practice procedures and to create “checklists” that you can use to standardize processes across your tax team and/or to capture intellectual capital from those in your tax department that have been doing and honing these processes for years and may be looking to retire soon.- Or to analyze the need for a workflow, document management or collaboration infrastructure for tax. Perhaps to identify ways that you can standardize and improve audit through appeals processes. And/or to simply determine where change might be needed or is even possible.I have used these workshops as a “plus/delta” type of exercise as well in which you can “debrief” with your tax team after year-end to see what type of plans for improvement in the process can be made for the coming year.
1 min - So, SWOT analysis generates information that is helpful in matching an organization’s or in this case a tax department’s goals, programs, and capabilities and capacities to the social, business and in our case, regulatory environment in which it operates.
3 min - OK, now we are going to roll up our sleeves- I am going to define, and then walk you through the six action steps with examples.There are four elements to a SWOT. Two internal and two external. The two internal elements are Strengths and Weaknesses. These are typically under your control already. Strengths of your program would be looking at what you really do well with respect to that lifecycle, tax process or within your department as a whole. What distinct advantages do you have due to the way you do things or due to decisions you have made, your structure, etc. These are things you want to continue to do, and perhaps leverage. And things you do not want to lose if you are re-engineering a particular process or implementing a new system. Weaknesses – Where can we improve, in the process, skillset, education, current resource mix, system failures or where they are falling short, etc. Perhaps manual processes, data integrity, reconciliation problems, etc. These are the things you want to fix or mitigate against.
2 min - The two external factors are Opportunities and Threats. These are usually outside the realm of what you may control today.Opportunities – What can we do better in our tax department? Are there new corporate initiatives that we could piggy back on? New regulation that might be something we would want to take advantage of in some way? Resources that may be of assistance to us? Business and/or structural changes that might prove an opportunity for change in a good way?Threats – Would be obstacles or risks that we face. These could be audit related, regulatory, business structural changes, internal reorgs that are happening and/or system limitations that are currently in place. These are the things we want to make sure we have risk mitigation plans for.
4 min. - Now we are embarking our our core mission…Step 1 – Plan your attack!The very first thing you need to decide is the “scope” of what you want to analyze. As I mentioned earlier, this could be a new tax law or pending regulatory issue, or it might be your entire tax department as a whole. In an example I was going to share, the tax department actually identified that they were most concerned about the interplay between tax and finance because as you know most of the data that tax consumes is sourced from accounting and finance. Therefore, they wanted to define their scope to include the very start of the process for provision and compliance with the data and information sharing between finance and tax. Once you determine the scope, you need to define the process for the workshop or series of workshops. How they will be set up (how many), what the ground rules for those sessions will be, what will be happening during those sessions and what the expected outcomes will be. I actually have a toolset that I will make available to participants that provides a structured way to document and setup the workshop as well as to share with your team members and participants to conduct the sessions effectively. For example, the ground rules are respecting each other and no personal attacks, free flow of ideas, no shooting down people’s thoughts, they actually get captured as they are offered up, staying on task, etc. Make sure you set up your room either on-site or off-site for the workshop. There needs to be no work interruptions and a white board and/or a series of flip charts. I always find it helpful to use a white board and several flip charts. I also would make sure that as you fill out the flip chart papers you post them up on the wall in plain view. Make a “parking lot” section on either the white board or one of the flip charts to capture arguable or controversial ideas, things that need additional discussion and/or research. That will help to keep you on track. One person will need to facilitate and one will need to be a scribe in order to capture the outcomes and discussion. We sometimes will record the session as well. Make sure that the facilitator and/or scribe is not actively participating in the discussion otherwise it will be difficult for them to do an effective job at either role.
2 min. - OK, for the next couple of action steps, I will be outlining the parts of your workshop that will be focused on the internal factors under your control. So, brainstorming your strengths and weaknesses. The facilitator will be writing these up on the board and/or flip charts (which are labelled as such – either strengths or weaknesses). If you have a team that is a bit risk averse or afraid to speak their mind in a group, you can even have them fill out stickies from a sticky pad, anonymously and then stick them up on the board for review with the team. This might help with teams that find this kind of sharing challenging, or not their favorite thing to do. Let’s talk strengths – You need to identify what creates value in this process, or within your tax department and things you think you/your team do really well that you do not want to lose, and/or that you want to know so that you can leverage in the future. I will go through some examples on the next slide.Just make sure you divide the strengths into categories to make it easier for you to do your resulting analysis. Some categories would be assets, resources, specialized skills, systems, etc. It’s OK to pat yourselves on the back here. Let’s just make sure it is meaningful.
1 min. Here are some examples:You may have a team of very senior tax professionals with exceptional skillsYou may have a group that already is able to communicate effectively and has built relationships with finance. You may already have a tax data warehouse or were lucky enough to be brought in on the ERP system implementation and have tax sensitized data that you can already leverage. You may have a dedicated tax technology resource that can help you navigate a system upgrade or selection process and/or determine how you can get the reconcilation reports or data you need, in the format you need it in?You may have a team member or members with certain technical skillsYou may have a pretty streamlined part of the tax or provision process already Or you may have some folks with excellent relationships with other groups that affect your process, such as finance, IT, etc. OR your team may just be a finely tuned machine that works very well together, no politics, communication issues, etc.
1 min – when you brainstorm weaknesses you will need to make sure that folks don’t get defensive and feel free and comfortable sharing where they think things need to be changed, or where things are manual, inefficient or risky due to data integrity and other issues.Be sure to include staff issues, whether it is lack of training, lack of succession planning, lack of a certain skillset…or other issues such as missing or incorrect data, tax and technology resources, etc. The facilitator will need to be very interactive and supportive here of people’s feedback. That will be key to getting great brainstorming on weaknesses. I usually explain to people that I completely understand that we are working so heads down often times we haven’t as an organization allowed for continuous improvement, that we know they have had to work without the data, tools and resources they need to really get things done right, so don’t be afraid to speak up, it is no reflection on them at all….
2 min - So, here are some examples of weaknesses. In the example of the company I provided to you earlier on, where their scope was to get to the heart of the finance/accounting and tax relationship, information and data exchange…they found their weaknesses to include a lack of accounting knowledge in their team, and a lack of tax knowledge in the accounting and finance group. Communication was a definite issue, and due to the fact that their data was not sensitized, they really needed good data from the ERP system, which they did not know how to pull on their own, and there were disparate thinking on how various accounts were even getting booked to – what was included and not included in certain account totals. There were lots of manual processes, reconciliations, and back and forth emails for simple data elements to support the provision process. Others are too quick a turn around time, no time to analyze the data at all. And even tough team dynamics.
1 min - Step 4 – is the beginning of the external factors that you will be analyzing. These are things that could positively effect your project or processes. It could include IT initiatives within the organization as a whole, finance initiatives, and regulatory reform….even though those are not what you usually think of as opportunities, in some cases they may very well be.
3 min - Here, some example opportunities might actually be IFRS or UTP (Uncertain Tax Positions this year)…as these might provide you a seat at the budget table for resources, process changes and technology solutions that will make your life easier and assist you in preparing and complying with these new initiatives.Also, I have many clients that have used business structure changes and large transactions as a great reason for the need of additional systems, training, etc. Others have been able to use an ERP Upgrade or a consolidated management tool upgrade such as HFM to facilitate the discussion on further tax sensitizing the GL. You already have a large project on the table and will be changing chart of accounts and other elements of the system, why not look at what will be effective for tax?An opportunity that was discovered in the client example I shared, was that the accounting/finance group had a team member very savvy in the ERP system as well as how things were getting booked, and was looking for a new and challenging position. Therefore, the tax group, transferred that person to their team and was able to get that person to assist in extracting data, running reports and communicating better with finance and accounting. Their relationships were well established and therefore very valuable to both teams.
1 min. - Step 5 will be to brainstorm Threats. Again, these are external to your team typically, such as regulatory reform. You may also want to divide threats into categories and list them as current or future. This will help you to be clear and to make sure you are prioritizing effectively and thinking ahead.Threats could also include outdated technology, which could be threatening your staff and how you work? You may want to ask yourselves if your organization kept up with technological changes to accommodate this next generation of regulatory environment and transparency…etc.
2 min. - Some example threats might be regulatory issues or changes pending that would require you to obtain additional data that you do not get today, to change processes or to do additional calculations that you do not have to do today. It probably also requires some learning and/or training to understand the implications and compliance.Structural changes either internally or through such transactions as acquiring or disposing of companies can mean tax process changes across all tax types, data needs, and system changes or disparate systems that need to be worked with or migrated.Audit activities such as the heightened cross border activity we are seeing for global companies or in the states that are hungry for cash, that are going after every bit of data you can provide.
So, in sum: A SWOT analysis identifies your S, W, O and T to assist you in making strategic plans and decisions. And is a simple way to assess the positive and negative factors within and outside of your organization, so you are better positioned to put a plan of action together.When you conduct this workshop you will find that some things will become very clear and key priorities will be easy to identify. You will want to come away with the details documented, but really end up with only a handful of each category. The ones that are the most pertinent or that hold the most weight per the scope of your analysis.You can decide if the team needs to help you as a group to end up with a handful of strengths, weaknesses, opportunities and threats, or if you can prioritize and summarize on your own. If you do have the team assist you during the session. You can do this by giving each person a pen or a sticky and allowing them to vote on the top five from each category, so pick their top five strengths from the session…and so on. The facilitator can then determine the “winners” and the final list for each. After this, you will be able to analyze the data and determine if any areas need further research, discussion or process mapping, or if you are able to put together some quick action items in place per the outcome. For example, in the scenario that I described earlier, the company transferred the finance employee over to tax. They trained that person internally and through formal training sessions on provision. And had that person take over the role of getting the data they needed from finance/accounting. They also had that person set up training sessions to regularly work with finance and accounting to help them to better understand the repercussions of account bookings and transactions that occur that affect tax. So, in sum, these sessions can be used to quickly come to a common understanding of how your current strengths and weaknesses can be used, leveraged or mitigated in the environment you are dealing with as well as how you can put together and prioritize a plan of action for change!
5 minOK – now I’d like to turn it over to Paul.
1 min.
2 min.Thank you, Kelley. As I mentioned earlier, slides or replay from today’s webcast, can be found on the ACT website www.taxact.org , available in about a week.Also, before we conclude, I would like to mention our next webinar. Upcoming we have “Utilizing Technology to Drive Tax Business Processes” hosted by Deloitte on February 15, 2011 at 2:00EST. Registration for the next webinar will open soon. Additionally, we offer our webinars every other month, so be sure to check our website or watch your email for more information.Also, our next conference will be June 20-22, 2011 in San Diego, CA and will feature presentations by tax, technology, and tax technology professionals. This will be the only opportunity next year to network with your peers and tax technology industry leaders, so you won’t want to miss this event! The conference and hotel registration will open in December of this year. And, in the meantime, make sure you check out our website to find relevant materials to help you achieve operational excellence within your tax department, such as our bi-monthly eNews, previous webinars, and much more!
1 minWe would like to thank everyone for attending, as well as RedMoon Solutions for hosting and sponsoring this webcast. If you would like to join ACT or would like more information about ACT, please visit our website at www.taxACT.org.Thank you again for attending. This webcast has now ended.