...Dear Auditing Committee, I have compared what the audit and review service entails per your request. Audit Services An audit service provides financial statement users with an opinion on whether the financial statements are presented and prepared fairly in accordance with the applicable financial accounting framework (Arens & Elder, 2014). Its responsibilities are to detect misstatements in the financial statements, identify weaknesses in the internal controls over the financial reporting, and substantiate samples of the financial statements. The audit is considered the highest level of assurance for third parties because of the testing of sample items on the financial statements. The auditor can check bank statements to verify cash or physically inspect a warehouse to verify inventory. The benefits of an audit service are that it's the highest level of service that a CPA can perform. This is the service that would give the most assurance and degree of confidence that the financial statements are accurate. The audit service also can provide suggestions to improve the internal controls (What is the Difference, 2010). As part of the audit, it is required to gain an understanding of the internal controls. The outsiders looking in can give a different perspective on what can be done to enhance internal controls and what may be needed legally correct issues. The audit will also provide fraud risks to the client. The professional standard that must be performed by the auditor is...
Words: 742 - Pages: 3
... 1. Reflect about the culture existing in your organization and illustrate the impact of property rights and top management on it. 2. Consider any major strategic changes in your organization. Explain the shift in importance of one/two departments as a result of such changes. 1. Explain about your current job and the stage where it creates maximum value? What are the reasons? Also identify untapped opportunity for value creation from other stages of value creation My current organization designs, develops, manufactures and services integrated power systems for use in the air, on land and at sea. They are one of the world’s leading producers of aero engines for large civil aircraft and corporate jets. They are the second largest provider of defence aero engines and services in the world. For land and sea markets, reciprocating engines and systems from this organization are in marine, distributed energy, oil & gas, rail and off-highway vehicle applications. In nuclear, they have a strong instrumentation, product and service capability in both civil power and submarine propulsion. My role in my current organization is of a Head of Operations & HR. Purpose of Role My role of the Head of Operations is to ensure that the strategic and business objectives as well as the values are put into practice. In conjunction with other members of staff, it is to ensure that the business operations are delivered in accordance with the strategic objectives...
Words: 2390 - Pages: 10
...HRM 531 WEEK 2 A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=hrm-531-week-2 Visit Our website: http://hwsoloutions.com/ Product Description HRM 531 Week 2 Memorandum To: Traci Goldman, Bradley Stonefield From: Levuris Smith Date: 4/9/2015 Re: Employment Law Compliance Plan This memo will survey employment laws as well as how these laws are applied. I will also study the penalties of noncompliance of the different laws. There are different employment laws an institute must follow to stay in compliance. If these laws are not followed by the business, it can lead to various penalties. There will be three employment acts that I will give you some insight on in the memo. They are as follows: The Occupational Safety and Health Act, The Age Discrimination in Employment Act of 1967, and Fair Labor Standards Act (FLSA). Understanding the acts and how they how are important part to your business venture to keep you from being penalized for not being in compliances with then will hurt you and the company’s reputation. The Occupational Safety and Health Act is administered by the Occupational Safety and Health Administration (OSHA). The Occupational Safety and Health Act is ordered by the Occupational Safety and Health Administration (OSHA). The law was ratified to that businesses provides organizations with a harmless and vigorous work atmosphere. “Every employer covered by the Occupational Safety and Health Administration (OSHA) who has more than 10...
Words: 723 - Pages: 3
.../531 Human Capital Management Final Exam Progress: (0/36) 1) ____________ are internal states that focus on particular aspects of or objects in the environment. A. Concepts B. Abilities C. Attitudes D. Values 2) Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress? A. Communication breakdowns B. Loss of vitality C. Performance on the job D. Participation and membership 3) Distrust, disrespect, and animosity pertain to which component of indirect costs associated with mismanaged organizational stress? A. Communication breakdowns B. Performance on the job C. Participation and membership D. Quality of work relations 4) Title VII is most relevant to the employment context because it __________on the basis of race, color, religion, sex, or national origin in all aspects of employment. A. prevents layoffs B. eliminates nepotism C. prohibits discrimination D. encourages advancement 5) Thousands of equal-pay suits have been filed, predominantly by ___________ since the Equal Pay Act of 1963 was passed. A. Americans with disabilities B. the elderly C. African Americans D. women 6) The Thirteenth Amendment A. prohibits each government in the U.S. to stop a citizen from voting based on race B. prohibits the denial, termination, or suspension of government contracts C. prohibits slavery and involuntary servitude D. guarantees equal protection of the law for all citizens 7) Which of the following would you associate...
Words: 1389 - Pages: 6
...InterClean and EnviroTech Jessie Ladson HRM 531 October 12, 2010 Linda K. Begley InterClean and EnviroTech Job Analysis Recently, InterClean has merged with EviroTech taking on a new strategic direction. The company will be expanding its’ horizon by providing full-service cleaning solutions for organizations within the health industry. The new strategy will provide full-service cleaning solutions on top of selling cleaning products. With this approach, the mid-level manager acquires the responsibility to obtain a new sales team. The team is a combination of current employees from both companies. The objective is to create a career development plan that includes a job analysis using an appropriate method, a workforce planning system and to identify the method to select members of the new sales team. A job analysis will prepare job descriptions and job specifications to assist in the hiring of the right quality of workforce in the organization. It will demonstrate the qualities required by employees to provide optimum work performance. The job analysis of the employees accepted on the new sales team will provide in-depth understanding of competencies required. It can help the company in creating a diverse, open environment, provide a clear decpetion of roles and responsibilities and promote positive job attitudes and work commitment. The jobs analysis will also improve organizational performances and productivity, indentify factors that shape worker’s motivation and...
Words: 1273 - Pages: 6
...Management Behavior Nancy Fisher HRM/531 September 27, 2010 University Of Phoenix Wade Larson Management Behavior | InterClean, Inc. | Memo To: InterClean, Inc. Sales Managers From: Nancy Fisher, VP Sales Manager CC: David Spencer, President and CEO; Janet Durham, Vice President of Human Resources Date: [ 9/27/2010 ] Re: Merger: InterClean, Inc and EnviroTech As you are all aware, InterClean, Inc. officially has announced the merger with EnviroTech, one of our major domestic competitors in this market. With this acquisition, InterClean has taken a giant step in achieving domestic market control in the sanitation industry. In addition, the service expertise that comes with EnviroTech fit together perfectly with our new strategic direction. This merger creates what we believe will be a very compelling value proposition for our employees, customers, and communities with significant potential for even new growth. With the knowledge of both companies combined into one, we fully expect to reach our sales goals for the next year, which should increase profitability by 40%. Over the next four months, we will be working to merge about 60 EnviroTech sales staff and operations specialists into the InterClean structure (University of Phoenix, 2010). This will roughly coincide with launching a major media onslaught to announce our new service focus (University of Phoenix, 2010). Managers keep in mind there maybe staff affected by this merger. Mergers are never...
Words: 991 - Pages: 4
...Career Development Plan Part III— Performance and Career Management HRM/531 Human Capital Management December 13, 2010 University of Phoenix Career Development Plan Part III— Performance and Career Management InterClean's five member sales team successfully completed the four week training and mentoring program. The next phase in their career development plan is performance and career management. Through this phase, each team member receives an individual career map that provides career guidance and goals to the employee. Casico defines performance management as “a kind of compass; one that indicates a person's actual direction as well as a person's desired direction” (2005, Ch. 9). This format provides a snapshot of where the employee currently is within their career and clearly states what options the employee has in addition to opportunities for career advancement. While it is essential to provide employees with solid goal-setting tools, additional motivators, such as feedback, advancement, flexible work-scheduling, and team diversity help to stimulate enthusiasm. Finally, program costs and benefits are essential relating to ensuring each member receives the necessary support to provide a positive return in InterClean. Employee Performance Appraisal System (with feedback) Systematic evaluation of an employees progress during a specific period of time provides the opportunity to review where the employee began and measure his or her achievements and establish...
Words: 919 - Pages: 4
...HRM 531 Week 4 Knowledge Check Correct answer in Capital Letter 1. The level of training needs analysis that focuses on identifying whether training supports the company’s strategic direction is called _____ analysis. a. individual b. environmental c. operations D. organization Organization analysis determines the overall needs of the company so that training can be designed to focus on strategic goals. 2. _____ analysis is helpful in determining the special needs of a particular group, such as older workers, women, or managers at different levels. a. Individual b. Operations C. Demographic d. Organization A demographic analysis can assist in designing training and selecting appropriate training methods. 3. The level of training needs analysis that attempts to identify the content of the training is _____ analysis. A. operations b. individual c. environmental d. organizational The operations analysis tries to break down the job and determine the specifics tasks that the employee needs to learn. 4. ____ refers to the material that is rich in association for the trainees and is therefore easily understood by them. A. Meaningfulness b. Pygmalion effect c. Orientation d. Training paradox To structure training for meaningfulness, provide an overview of the material at the start of training. Use real-life examples and build from simple skills to more complex as you go. 5. Which theory...
Words: 633 - Pages: 3
...Management Behavior MEMO October 8, 2009 TO: Sales Manager Team RE: Management Behavior – EnviroTech Merger As you are aware of the merger with EnviroTech, it is important that we discuss management performance and practices. In order to avoid damaging morale with our teams, the sales management team must display harmony among the team and make this changeover as smooth and uncomplicated as possible. The management team plays an essential part in the merger by demonstrating the capability and skill to sustain our efficiency, principles and revenue. As our team successfully and efficiently grow and serve new markets, this will be a substantial challenge. This opportunity will serve us individually and collectively over the next few years and is an excellent way for us to acquire beneficial ability and skills. This opportunity is also a time to have open communication and reunite with your teams to keep them informed of changes that may affect their positions and the company as a whole. There are many things that influence management behavior, productivity, materials quality, people skills, system and procedures, equipment and tool type, knowledge of worker management skill, but the most important aspect is a superior attitude. Suitable leadership helps produce a gratifying work environment conducive to high productivity. If the team members display unmanaged, damaging or disrespectful behavior among themselves, it will create an atmosphere of mistrust...
Words: 761 - Pages: 4
...Week Two Learning Team Reflection HRM / 531 Team C has chosen to go with the small business, we have come up with principles and strategies that would apply to Mr. Stonefield Limousine Company. Whether it is a small or large business entity our team agrees that every employer should be familiar with the employment laws and regulations which also vary from state to state. It is our team recommendation that the business should make it a priority to stay in compliance. Since Mr Stonefield business will be operating in Austin, Texas he needs to make certain that he is with compliance with Texas state employment laws and Federal laws regulations. We will be addressing a list of laws that we feel that are very important for Mr. Stonefield Limousine service. Title VII The main federal statute prohibiting job discrimination is Title VII of the Civil Rights Act of 1964. Title VII prohibits discrimination by an employer against any individual with respect to his or her compensation, terms, conditions, or privileges of employment, based upon that individual’s race, color, religion, sex, or national origin. Under Title VII then, employers cannot use any of these factors in determining whether to hire or not to hire a certain applicant. ("Employers Guide To General Employment Law", 2008). The Americans with Disabilities Act (“ADA”) makes it unlawful for an employer to: 1. Limit, segregate, or classify an applicant or employee in a way that adversely affects the opportunities...
Words: 1056 - Pages: 5
...Employment Law Compliance Plan HRM/531 June 6th, 2015 Employment Law Compliance Plan Memorandum To: Traci Goldman From: Date: 06/06/2015 Subject: Employment Laws Regarding your request, I am to prepare an employment law compliance plan for Ms. Mary Lee Luther, HR Director for Clapton Commercial Construction. I understand that the company is based in Detroit, Michigan but would like to expand their business in Arizona. The company currently employs 650 employees and would be adding 20% personnel in the new state. Although there are common federal employment laws that are applicable to both states, there are a number of employment laws that vary from state to state. I will first delve into discerning the laws in Michigan and Arizona: State Child Labor Laws Under the Fair Labor Standards Act, the federal government has set a minimum age requirement for a youth seeking to work as well as employment limitations on individuals under the age of 18 (Federal Child Labor Laws, 2013). The law further distinguishes between agriculture and non-agriculture employers. Children or youth under the age of 14 are not allowed to work for non-agricultural employers unless they are employed: 1. by their parents in non-hazardous jobs 2. as actors or performers 3. Delivering news paper 4. Home workers making wreaths from natural materials Children ages 14-15 may work but with limited hours. Children 16-17 may work but cannot be employed in hazardous industries as deemed...
Words: 1336 - Pages: 6
...Team Reflection: Employment Law Compliance Plan Bob Greene HRM/531 Human Capital Management August 27, 2014 Dr. Cat Woman From: Bob Greene To: Traci Goldeman Subject: Employment Law Compliance Plan Hello, We have chosen the medium company this week. The company is moving expanding to Arizona. We feel there are four applicable laws of vital importance during this important expansion. We recommend a thorough review of the federal Fair Labor Standards Act (FLSA) of 1938, Employment Verification Mandate, Arizona’s Employment Protection Act of 1996 and The Occupational Safety and Health Act of 1970 (OSH Act). We have given examples within the laws that we feel are the most relevant. We have also provided some of the many consequences that follow non-compliance. Fair Labor Standards Act of1938 Moving across state lines presents Clapton with the responsibility of becoming familiar with the laws of the state of Arizona. The federal Fair Labor Act of 1938 is very important. The “Raise the Arizona Minimum Wage for Working Arizonians Act” (Proposition 202) has been mandated state wide and raised the minimum wage effective January 1, 2014. There have been creative benefit strategies that are on the rise. Companies are working with the Department of Labor to find ways of providing better service, better pay and providing great quality products in a timely manner. “PJD is implementing its program with a reclassification of all of its independent contractor...
Words: 1150 - Pages: 5
...|[pic] |Course Syllabus | | |School of Business | | |HRM/531 | | |Human Capital Management | Copyright ©2011 by University of Phoenix. All rights reserved. Course Description This course prepares students to address the concepts of personnel development as managers. Students learn criteria for developing effective job analysis, appraisal systems, and appropriate career development plans for employees. Other topics include personnel selection, employee compensation, benefits, training, workplace diversity, discipline, employee rights, unions, and management behaviors. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies...
Words: 3395 - Pages: 14
...Running head: Career Development Plan Career Development Plan Jamie McDaniel University of Phoenix Job Title: Salesperson Evaluator: Jamie McDaniel Organization: InterClean, INC. Administrator: David Spencer Date: April 19, 2010 Overview [pic] Job Description: Employees will take training that consists of: 1) Job Related a) Updates to current product lines b) New applications for existing products c) Products rolling out over the next year d) New product features e) Warranties and formulas f) Sales training and skills development consisting of updates on generating leads g) Responding to inquiries h) Growing the client base i) Establishing an effective tracking system j) Working with long term clients k) Generating referrals 2) General and non-job related a) Time management b) Stress reduction c) Nutrition d) Pilates exercises e) Investing for retirement 3) Contract related a) Contract bidding b) Estimating contract cost c) Contract administration d) Tracking e) Proposal development f) Contract renewal issues 4) Computer/Software a) Word processing applications b) Power Point c) Excel Spreadsheets ...
Words: 1315 - Pages: 6
...Employment Law Compliance Plan for Clapton Commercial Construction Giselle Vellon HRM/531 September 23, 2013 Ellen Thomas Employment Law Compliance Plan for Clapton Commercial Construction ------------------------------------------------- memorandum to: | Marylee luther | from: | giselle vellon | subject: | employment law compliance plan | date: | September 23, 2013 | cc: | Traci Goldman | | | As you embark on the journey of expanding your business into a new state, there are several employment laws you must be aware of. Most of the laws you may be familiar with as they are federal and apply to your home state of Michigan. I will also introduce any laws that are specific to the state of Arizona. My goal is to assist you in preparing for your move as well ensuring that you have the tools necessary to remain fully compliant on the state and federal level. Federal Laws American’s with Disabilities Act of 1990 prohibits an employer from discriminating based on disability. According to the EEOC (2008), in order to remain compliant, “an employer must provide reasonable accommodations to perform the essential duties of the job as long as it does not create an undue hardship on the employer” (para 3). It is the responsibility of the employer to prove undue hardship (Smith & Harris, 2012). You must have documentation to present to the EEOC to prove your case. If you are found noncompliant, you can receive penalties as high as $55,000 for the first occurrence...
Words: 1678 - Pages: 7
