...is to provide a concise background on the objective and technical development of Integrated Reporting and key achievement to date, a summary of recent trends in adoption of Integrated Reporting which including the approach taken by South Africa, an analysis of any implications and impediments of Integrated Reporting and a positon statement of how these might affect adoption in Australia. Introduction Integrated Reporting is a process in which the value creation of a periodic integrated thinking, in a periodic report, is created by the value creation of the periodic report of the value creation (Adams & Simnett, 2011). The organization uses the integrated report to convey a clear, concise, and complete story, stating that all of their resources are of value creation. Integrated Reporting is to help companies carefully consider their strategies and plans to make informed decisions and management of key risks, to establish the confidence of investors and stakeholders and improve future performance (INTEGRATED REPORTING<IR>, 2015). This is a diverse alliance, including the evolution of business leaders and investors to promote the global business report. Background and achievement Integrated reporting has been developed as a trend in the global scope of the report of a number of enterprises. A series of market drivers are not satisfied with the current complex and outdated reporting methods. These include the opportunities provided by the new technology, as well...
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...has on its stakeholders, society, and even the planet. Integrated reporting, which encompasses elements of traditional financial reporting, sustainability reporting, and governance reporting within a single presentation, represents a growing trend that reflects these new expectations. The core concept underlying the term “integrated reporting” is providing one report that fully integrates a company’s financial and non-financial (including environmental, social, governance and intangibles) information. Integrated reporting offers the opportunity to centre business reporting on strategy and value creation, to demonstrate how the business uses capital and the extent to which they should continue to be invested in business. Integrated reporting is a journey. Organizations are unlikely to achieve perfection in the first year. In the absence of a generally accepted framework, companies that wish to move toward integrated reporting may encounter several dilemmas around relevance, scope, assurance and other issues. However, as reporting processes for the production of the supporting information are designed and improved and as the executive team begins to benefit from a more informed implementation of the governing structures’ decision, reporting will improve. This paper considers the rationale behind the move towards Integrated Reporting, offers initial proposals for the development of an International Integrated Reporting Framework, and outlines the next steps towards its creation...
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...Workforce Planning a good practice guide for TAFE Institutes 10 September 2004 1 Introduction 1 2 Purpose of this guide 2 3 Key elements of workforce planning programs 2 4 Implementation guidelines 3 4.1 Consider the broader context 3 4.2 Identify your future business direction and workforce needs 4 4.3 Know your current workforce 6 4.4 Bridge the gap – identify and address your workforce issues 8 4.5 Provide a sound basis for effective implementation 9 5 WORKFORCE PLANNING CHECKLIST 10 5.1 Key considerations for effective workforce planning 10 6 UNDERPINNING KNOWLEDGE FOR WORKFORCE PLANNING 12 Introduction Workforce planning is the continuous process of ensuring that the right people are in the right place at the right time, in order to accomplish the organisation’s mission now and into the future. Its fundamental purpose is to align and integrate the organisation’s workforce with its strategic goals and objectives. The degree to which the organisation has the appropriate skills, the correct numbers and the right talent mix to achieve its mission in a dynamic external environment will be crucial to its continued success. It is also about the sound management of human capital processes, including recruitment, retention, development, redeployment, and retirement planning for minimal loss of knowledge. Workforce planning can assist TAFE Institutes anticipate the staffing and skill...
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...the DB2 Package Linkage between the efficiency of this tool under the stated capabilities 2. BPM Automation Package – Cognos 8 from IBM Fortunately, IBM is Idea Cellular’s official IT outsourcing arm, we have access to some of the most world class Business Process Management tools. One such tool is the Cognos front-end tool from IBM. This tool combines the features of all previous Cognos products and applications and provides a complete and scalable solution for corporate business management information and reporting Various capabilities of Cognos 8 are detailed below: 1. Multiple Integrated applications providing Business intelligence o Query studio used for basic adhoc reports and a lighter version of report studios o Report Studio used to create and manage multiple advanced reports which are standardised and distributed to various people of different functions containing dashboards charts, maps and other graphical elements o Analysis Studio used to analyse OLAP cubes and explore data in multidimensional manner o Metrics studio used for scorecarding o Event Studio which runs in the background acts as business trouble shooter and automatically sends mails if there is a business problem 2. Cognos Connection o It is a web portal and a component which interacts with the content store o It is the frontend to publish manage and organise business intelligence data 3....
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...implement ERM? Don’t successfully run companies already apply ERM? How long has ERM been around and why is there a renewed focus on it? What percentage of public companies currently have an ERM process or system? Is there an example of effective ERM as it is applied in practice? How does the application of ERM vary by industry? Are there any organizations that need not implement ERM? What are the regulatory mandates for implementing ERM? Are standards for implementing ERM different for private and public companies? Must companies have sophisticated processes in all areas of risk management to realize the benefits of ERM? 1 3 3 5 7 9 10 11 11 11 11 12 12 12 13 13 14 14 15 16 16 16 16 17 17 The COSO Enterprise Risk Management – Integrated Framework 25. 26. 27. 28. What is COSO? Why was the COSO Enterprise...
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...Se OpenTuition.com Free resources for accountancy students ACCA Paper P1 pt em 20 be 15 r/D ex ec am em s be Governance, Risk & Ethics Please spread the word about OpenTuition, so that all ACCA students can benefit. ONLY with your support can the site exist and continue to provide free study materials! Visit opentuition.com for the latest updates watch the free lectures that accompany these notes; attempt free tests online; get free tutor support, and much more. OpenTuition Lecture Notes can be downloaded FREE from http://opentuition.com Copyright belongs to OpenTuition.com - please do not support piracy by downloading from other websites. r The best things in life are free IMPORTANT!!! PLEASE READ CAREFULLY To benefit from these notes you must watch the free lectures on the OpenTuition website in which we explain and expand on the topics covered In addition question practice is vital!! You must obtain a current edition of a Revision / Exam Kit from one of the ACCA approved content providers they contain a great number of exam standard questions (and answers) to practice on. You should also use the free “Online Multiple Choice Tests” and the “Flashcards” which you can find on on the OpenTuition website. http://opentuition.com/acca/ December 2015 Examinations ACCA P1 1 Content 1. Corporate Governance 2. Approaches to Corporate Governance 11 3. The Board of Directors 19 4. Board committees ...
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...2. Status of HR in organizational ethics/compliance programs Corporate ethics programs typically involve many components and initiatives, and research has catalogued these elements (Berenbeim; Center and Weaver). Expectations for ethical behavior typically are communicated to employees via codes and policy documents, formal training programs, and messages from senior management. Ethics programs also often provide means for employees to communicate with management, sometimes anonymously through telephone “hotlines.” These communication devices are used for reporting real or perceived ethical or legal problems, to solicit advice and counseling, or both. Also common are procedures for monitoring behavior so as to reward ethical behavior and/or discipline unethical behavior. Empirical research suggests that HR staff are merely one among many categories of corporate staff who may be involved in managing ethics programs. One study of ethics programs in Fortune 500 service and industrial firms found that an HR officer ultimately was responsible for ethics/compliance management in 28% of responding firms (Weaver, Treviño, & Cochran, 1999b). But, just as many firms (28%) vested responsibility for ethics in legal positions (e.g., general counsel), while 16% placed responsibility in distinct ethics or compliance departments, and 11% in audit and control functions, with the remaining firms selecting from among positions, such as corporate secretary, public affairs, and corporate communications...
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...Whitney Organization 3 Strategic Planning Process 3 Road Maps 4 Transformation 5 “The Great Engine War” 6 Leaness 7 ACE 8 Competition…Lessons Learned? 10 Chapter 3…Maintaining the Edge Leadership Challenge…Transforming Culture 14 Growth…The Key to the Future 14 “Re-inventing the Business” 15 Enterprise Resource Planning Initiative 16 Strategic Approach to Managing Human Resources 19 Employee Services 20 Chapter 4…For DoD Lean Thinking in DoD 22 Achieving Competitive Excellence in DoD 22 Outsourcing…”Keeping Our Core Competencies in House 23 Employee Education 23 Life After the Military Service…Improving the Odds 25 Adages of Human Resources 25 Bibliography 26 INTRODUCTION Assignment Overview I was assigned as a Secretary of Defense Corporate Fellow to Pratt & Whitney Corporation, one of the six principal Sectors of United Technologies Corporation (UTC). My initial assignment with Pratt was to the F135 Joint Strike Fighter (JSF) Engine Program at the Military Engines Division in East Hartford, Connecticut. Within the JSF Program I served on the Integrated Program Management Team (IPMT) and participated in a number of Engineering & Manufacturing Development (EMD) Readiness and System Development & Demonstration (SDD) initiatives. I also participated on a High Impact ACE Team (ACE will be explained later in this Report), served as assistant the...
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...Carol R. Blaine Kent State University Mission / Purpose The Salem Campus of Kent State University recognizes the dignity and worth of all human beings, believes post-secondary education should be available to all who can benefit from it, and accepts responsibility for offering educational programs and supportive services responsive to the needs of its community. Consistent with this responsibility, the mission of the Insurance Studies degree program is to prepare individuals for productive and progressively successful employment in the insurance industry, one of the Ohio's top employers at nearly 200,000 jobs statewide. Goals and Student Learning Outcomes/Objectives, with Any Associations and Related Measures, Targets, Findings, and Action Plans G 1:Prepare Individuals for Career Success in Insurance Industry Prepare traditional and non-traditional students to enter the insurance business world with: • the knowledge and understanding gained through a broad-based liberal arts education, • the specific knowledge and skill sets associated with a thorough understanding of risk management and insurance, and • true respect for the role these disciplines play within our economic system. SLO 1:Achieve Liberal Arts, Risk Management and Insurance Comprehension Both in terms of liberal arts competencies, such as writing, mathematics, science, and communication, and business-specific knowledge, such as management, finance and operations, ensure program...
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...you need to meet outside the office hours, please make an appointment through e-mail. * Methods of Posting Grades: Grades will be posted on the course Blackboard site. * E-mail Usage & Limits: Your e-mails are turned around within 48 hours. Students are expected to monitor and retrieve messages and information issued to them by the University via Ryerson online systems on a frequent and consistent basis. Ryerson requires that any official or formal electronic communications from students be sent from their official Ryerson E-mail account. As such emails from other addresses may not be responded to. 3.0 CALENDAR COURSE DESCRIPTION This course deals with enterprise wide integrated systems, and process thinking as a key element in business restructuring. Many key business applications are now implemented using comprehensive and complex enterprise software. The concepts, structure, benefits and problems of enterprise solutions are examined from a business perspective as well as from a technical information technology perspective. 4.0 COURSE OVERVIEW This course introduces (i) various concepts, principles, and strategies in the design, planning, and operation of supply chains; (ii) enterprise resource planning...
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...designed to bridge the gap between theory and practical application, while examining the areas of accounting, critical thinking and decision-making, finance, business law, management, marketing, organizational behavior, research and evaluation, and technology. Students are required to demonstrate a comprehensive understanding of the undergraduate business curricula through an integrated topics course. The Human Resource Management Concentration helps students develop an understanding of the fundamentals of human resource management and its strategic relevance in business. The concentration addresses the legal and ethical components of the decision making process involved in the human resources environment. The Human Resource Management Concentration introduces students to the basic concepts of human resource management, and allows further study in the areas of employment law, risk management, recruitment and selection of employees, international HR, change management, compensation and benefits, employee development, and performance management. Students will also develop an understanding of the critical business implications for human resource professionals today and in the future. HR practitioners and managers must be equipped with a solid understanding of the fundamentals of human resource management, along with strong skills in the areas of systems thinking, problem solving, influencing, negotiating, communications, and leadership. In the Human Resource Management Concentration...
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... Human capital reporting An internal perspective a guide 1 – a CIPD guide for personnel professionals to help them identify, collate, analyse and communicate data on human capital Written by Jim Matthewman and Floriane Matignon of Mercer Human Resource Consulting Acknowledgements The document draws on the perspectives, experience and measurement methods set out in the recent book by Haig R. Nalbantian, Richard A. Guzzo, Dave Kieffer and Jay Doherty, Play to Your Strengths: Managing your internal labour markets for lasting competitive advantage (New York: McGraw Hill, 2004). We are grateful to members of the CIPD Human Capital Working Party who provided input and advice: Greg Aitken, Head of Employee Research and Measurement, Royal Bank of Scotland Group Ron Collard, Partner, PricewaterhouseCoopers Andrew Mayo, Director, Mayo Learning International Tim Miller, Group Head of Human Resources, Standard Chartered Bank Tony Palmer, Head of the Marple Partnership Vicky Wright, Partner, Human Capital, Ernst & Young Human capital reporting Human capital reporting: an internal perspective 3 Human capital reprting Contents Preface 4 Introduction 6 Step 1 – Setting human capital management in context 10 Step 2 – Getting started: gathering and collating the data 21 Step 3 – Measuring human capital: tools and methodologies 27 Step 4 – Reporting the data: from internal to external reporting 34 Step 5...
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...Final Research Report - 7051-141-1 Colin Brand Page 1 of 240 EXPLORATORY STUDY ON HOW THE CEO FACILITATES THE STRATEGIC MANAGEMENT PROCESS WITHIN SMALL/MEDIUM SIZED COMPANIES ON THE JOHANNESBURG STOCK EXCHANGE (R10 – 80 MIL TURNOVER) A Research Report presented to the GRADUATE SCHOOL OF BUSINESS LEADERSHIP UNIVERSITY OF SOUTH AFRICA FINAL RESEARCH REPORT In partial fulfilment of the requirements for the MASTERS DEGREE IN BUSINESS LEADERSHIP UNIVERSITY OF SOUTH AFRICA BY COLIN GEORGE BRAND “A true leader has the confidence to stand alone, the courage to make tough decisions and the compassion to listen to the needs of others. He does not set out to be a leader, but becomes one by the equality of the integrity of his intent” (Douglas McArthur) Final Research Report - 7051-141-1 Colin Brand Page 2 of 240 ACKNOWLEDGEMENT PAGE This report is dedicated to the following exceptional people in my life, without whom, this would not have been possible. Special mention is to be made of Lindsay, my wife, for all her support. • Lindsay, Tamara, and Kyndra-Lee for their support and tolerance during a long and trying time. My sincere thanks and appreciation is extended to: • Professor Makin for her guidance. • Dr Sidney Shipham for his guidance. • The CEO’s, for affording me the opportunity to survey their environment as well as the Functional Managers, Supervisors and other members of companies who assisted by taking the time to complete the survey. • Professor...
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...Finance and Performance Management Mastery and the High Performance Business At Accenture, we have always believed that a direct correlation exists between the sophistication of an organization’s finance and performance management capabilities and its overall performance. 2 Now, we’ve put that theory to the test. In a recent landmark study, Accenture examined the relationship between finance and high performance. The results show a tangible link and strong correlation between a high-performance business and mastery of a new finance competency set. The results also reveal that those companies that created the greatest value have embraced entirely new ways of thinking about finance and performance management. Achieving High Performance Accenture defines high-performance businesses as organizations that consistently outperform their peers over a sustained timeframe (typically 5 to 7 years) and across business cycles, industry disruptions and CEO leadership cycles. These companies deliver consistently upper-quartile total returns to shareholders. They create returns on invested capital significantly in excess of the cost of capital and drive profitable revenue growth faster than their industry peers. In short, they are lean, responsive to changing competitive fundamentals and consistently rank as market leaders. How do they do it? Accenture embarked on a major research program to identify the attributes and practices that distinguish high-performance businesses from...
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...White Paper The Strategic Management of Projects The concept of Managing projects describes the organisation’s ability to select, nurture and deliver projects and programs effectively. The strategic capability to manage projects1 expands this general concept to include the direction of the organisation’s overall Project Delivery Capability (PDC) towards the achievement of its strategic objectives. The strategic management of projects includes all of the aspects of project delivery discussed in our white paper PDC Taxonomy2 (outlined below) focused on realising strategic value for the organisation. In many organisations, implementing an effective and rigorous PDC structure will require a major organisational change effort and will challenge existing cultures, particularly the tendency of executives to focus on project failure rather than organisational failure when their organisation fails to adequately support the management of its projects. 2 The PDC Architecture outlined in WP1074 – PDC Taxonomy 1 Strategic project management has many different terms for the same general set of management capabilities required to support the efficient delivery of the ‘right’ projects and programs. Some options include: - The Management of Projects: Prof. Peter Morris’ concept - Enterprize Project Management: tends to be used for the supporting software tools - Enterprise Project Governance: (used in a book by Paul Dinsmore & Luiz Rocha) focused on How to Manage Projects...
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