A new Special Training Course are Coming Your Way...Register Now!!!!!

A NEW SPECIAL TRAINING COURSE ARE COMING YOUR WAY!! 

Talks given by the most experienced speaker, The Asia Productivity Guru, Michael Podolinsky, Comfori is pleased to invite you and your colleagues/subordinates to be part of this exciting event along with other high profile practitioners from around the region.

TRAINER’S PROFILE

Michael is Asia’s Productivity Guru. For 32 years, as author, entrepreneur, speaker and trainer, Michael has devoted himself to the study of and sharing about human productivity and psychology.  Over 11 million people worldwide and 700+ clients has benefited from his expertise on 6 continents in 33 countries. 

He is the author of the new McGraw Hill Productivity Series with the first book titled, ‘Productivity: Winning in Life’ released in 2011. His second book in the series titled, ‘Productivity: Managing, Motivating, Maximizing Teams in Asia’ is released in November 2012. Other titles he’s authored by Learn Inc. Publishing in the USA include: ‘Go For Your Goals!’, ‘Winning At Work’, ‘Smart Leadership’, ‘From Stress to Success’ and ‘Email and Voicemail Tools’.

Michael's Singapore clients include: Singapore Institute of Management (400+ times) AIA (46 times) / Great Eastern (14 times), Prudential (40 times across Singapore, Malaysia, HK, Indonesia, Vietnam), Standard Chartered Private Bankers as well as their Corporate Communications Department, Citibank Private Bankers, HSBC Top Performers, UOB Top Performers, Microsoft, CISCO Systems, HP, Phillips Electronics,

GE, DuPont, Ministry of Home Affairs, MOE, The Prime Ministers Office, Monetary Authority of Singapore, Singapore Navy, Singapore Air Force, DSTA, DSO, A*Star, SGH, CGH, NUH, Schering Plough, Pfizer, Roche, Sanofi Aventis, GSK, MediaCorp, NUS, NIE, UniSIM, Ngee Ann/Nan Yang/Temasek Polytechnics, Singapore Airlines (pilot instructors), SilkAir (CE & HODs) and 700 more.

Michael is the first recipient of the Spirit of Service Award (2011) by the Asia Professional Speakers Singapore, a Ronald Reagan Gold Medal winner for business leadership and a Businessman of the Year in the USA.  

Michael was Singapore’s first CSP (Certified Speaking Professional). The CSP designation is an independent audit of a speaker and his business for expertise, eloquence, enterprise and ethics. The independent audit group, at the behest of the Global Speakers Federation (GSF), reviewed his company by interviewing and surveying clients, reviewing and evaluating five years of business practices including return on investment for clients, ethics, customer service and follow through as well as his platform excellence as a Speaker and trainer. Michael’s CSP is one of fewer than 640 speakers worldwide who passed with flying colors out of over 15,000+ speakers in the profession. Currently there are only 8 CSPs living in Asia and the Middle East.

A Singapore PR, Michael works across AsiaPac from NZ to Saudi Arabia, Philippines to Australia, Sri Lanka to China and Vietnam to Pakistan. He is a member of the Singapore Productivity Association and gave the closing keynote to their June 2011 Team Excellence, Innovation and Productivity Conference and keynoted the inaugural Singapore MICE Forum 2011 on Productivity and Innovation and was chosen to emcee their 2012 Forum.

OBJECTIVES

• By the end of the one-day workshop, participants will be able to:
• Apply effective planning strategies to be more productive
• Understand and refocus their energies to transform their lives
• Manage and prioritise tasks
• Gain control to reduce interruptions and unnecessary stress/last minute tasks
• Delegate with an eye on team development, not just accomplishing goals
• Control your top time wasters and lead, live and love a more productive life

WHO SHOULD ATTEND

Directors, top managers, country managers, VPs, team leaders, managers and supervisors ready to make the leap to management

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Counting Down: Merdeka Day, 58 Years...31st Aug 2015

Counting Down : Merdeka Day, 58 Years… 31st Aug 2015

31 August 1957 marks the day that the Federation of Malaya gained its independence from British colonization, forming what we know of today as Malaysia. Hence, 31 August is a National Public Holiday to commemorate and celebrate the freedom and independence gained.

This day is also known as Hari Merdeka in the Malay language and that is why the celebration of Independence Day is incomplete without the seven shouts of “Merdeka!”. This gesture was initiated by the First Prime Minister of Malaysia, Tunku Abdul Rahman back in 1957 at Dataran Merdeka.

                                     First Prime Minister of Malaysia : Tunku Abdul Rahman

                                                  Merdeka ! Merdeka ! Merdeka !

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Tips: Simple Productivity For Organizing Your Work Life

Tips : Simple Productivity for Organizing Your  Work Life

Productivity means the effectiveness of productive effort, especially in industry, as measured in terms of the rate of output per unit of input.

1. Start the day with structured 'me time': Go through email and social media updates that have piled up overnight and triage the backlog. Knock out quick responses and referrals, so other people can start working on tasks. Schedule the bigger tasks. And delete the stuff that is informational or not important.

2. Use commute time to complete coordination tasks: It’s crazy not to use commute time to winnow out time-intensive tasks.

3. Reduce all meeting times by 25 percent: You will get the same amount of work done, because so much time is wasted dealing with conference call setup and useless banter.

4. Schedule regular breaks during the day: Running from back-to-back meetings is not productive, because you get tired and lose focus. Block off time in your calendar and take breaks. Making these breaks a routine increases predictability, creating a regular schedule to keep your mind organized. If you can afford it, take a 10- to 20-minute power nap after lunch, too.

5. Work 'offsite' when it makes sense: When you need to write a document or research a topic, the absence of office interruptions will improve concentration.

7. Switch off popup notifications on mobile devices and on desktop: Don’t let applications interrupt your concentration with annoying popup messages. Shut them off

8. Converse, don’t email: Pick up the phone or walk down the hall and talk directly to colleagues. For geographically remote folks, use chat.

9. Chop up big problems into smaller chunks: This will reduce the feeling of overload and the procrastination associated with taking on big jobs

10. Use checklists for repetitive tasks to reduce errors: Particularly when you are overworked or are operating under time constraints, checklists keep you on track.

by David Lavenda ( 18th Aug 2015)                                                                                      Written                                                           

                                                                                                                      

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How Leader Built Trust??

Trust can be fleeting - especially the trust we instill in leaders. A leader might spend 30 years building trust, and then watch it disappear in 30 minutes if he’s not careful. And when leaders flagrantly violate trust, it’s often never recovered.

Consider the epidemic of distrust caused by leaders putting their self-interests above all else. You’ll even hear some economists argue that this makes sense, because we’re all motivated by money and that’s just how the market functions.

Well, I disagree. Greed is not the market operating. Greed is actually disgraceful. But unfortunately, many leaders get away with it. Then all the people that depend on them—customers, shareholders, communities—are betrayed. Often a whole enterprise is destroyed.

To me, if you’re privileged enough to be in a position of leadership, it is paramount that you maintain the trust of the people for whom you have a responsibility. And if you violate that, then you have failed.

Now, here’s the catch. We all fail. But we can recover. Leaders can bounce back, but they have to prove themselves. I like to think that the virtues you live by when things are going well don’t matter.

The real test is how you behave when times are tough. And if you’re a leader, your constituents want to see what you do under severe pressure. If you can stay true to your values then, people will trust you again. You’ll be viewed as authentic.

[Watch Bill George explain why difficulty is an opportunity.]

In fact, there’s a correlation between being an authentic leader and getting great results.

Here’s an example. When Anne Mulcahy—former CEO and chairperson of Xerox—was faced with bankruptcy, she reconfigured the whole company and made some really daring decisions. She decided not to cut R&D, not to cut customer support, but to invest in the long term. They ultimately had to trim up and have fewer employees in the end, but they came back. They avoided bankruptcy and achieved great success, in fact. And Mulcahy didn’t have finance experience - she rose through the ranks, starting as a salesperson out of college. Authentic in her virtues and loyalty to Xerox; she made many bold decisions and went on to be voted one of America’s Best Leaders by US News and World Report in 2008.

How to Build Trust

So how can you do this? It requires a few qualities.

• You’re willing to get experience doing the work of your team. This doesn’t mean giving rousing speeches, putting out strongly worded press releases, or releasing polished promotional videos. This means you actually spend time with the people doing the work.
• You honor those people by listening and responding in earnest.

When I was at Medtronic, I gowned up and saw between 700 and 1,000 procedures. I’d put on the scrubs, met with the doctor, and watched an open-heart surgery, a brain surgery, or a pacemaker implant. And that’s how I learned the business.

When I was on the board of Target Corporation, the former CEO, Bob Ulrich, explained how he walked about 14 store floors a week. He didn’t tell them he was coming. He just put on a sweatshirt, walk around, and watch the store run.

And take Dan Vasella at Novartis. He’d be down in the labs all the time with the researchers asking, “What are you working on? What are the barriers?”

Instead of being the invisible entity who spends his or her time at black tie CEO events in DC, this is a leader who delves into the real day-to-day functions of the business. And that’s the type of leader who builds trust.

To maintain that trust, you need care about your team, want to be out there with them, and love the business. You really do have to love it! I can’t stress that enough. If you don’t love it, don’t do it.

                                                                                                                      (Daniel Goleman, 9/8/15)

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Warna-Warni Di Aidilfitri @memoriComfori - 7/8/2015

Indahnya sungguh di Hari Raya, Ramainya orang bersuka ria.......itulah bait lirik lagu yang dinyanyikan bagi menyambut Hari Raya Aidilfitri....

Telah tercoret sebuah kisah, 
Pada tarikh 7 Ogos bersamaan Hari Jumaat,
Rumah terbuka disambut dengan penuh meriah,
Mengukuhkan silaturrahim sesama umat...

    Warna-warni Aidilfitri tema diberi,
    Semuanya berpakaian berwarna-warni,
    Senyuman diukir sebagai pengenalan diri,
    Menghadiahkan wajah yang berseri-seri...

       

       

          Pelbagai juadah telah disediakan,
          Hanya menanti tetamu yang datang,
          Silalah makan janganlah segan,
          Jemput makan sampai ke petang...

             


    Setiap cerita ada ragamnya,
    Setiap orang ada ceritanya,
    Tua dan muda miskin dan kaya,
     Berkongsi segala rasa bahagia....

   Saat yang dinanti telah pun tiba,
   Setiap department menghantar perantara,
   Untuk menceriakan suasana yang hiba,
    Mengisi kekosongan yang dirasa...

Satu persatu persembahan dipertontonkan,
Memberi impak dan mencuit hati,
Nyanyian, tarian dan juga lakonan,
Mata xberkedip memandang segala aksi...
                                                                       

                                 

Kemuncak raya semakin hampir,
Setiap pemenang diberi anugerah,
Duir raya diambil secara bergilir-gilir,
Gambar diambil sebagai memori yang terindah.....

                                                                                                                       

                                                                                                                              nurkilan: Norasikin Jazlan

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Are Companies Failing To Build Their Leadership Pipeline??

 Despite effective leaders being the cornerstone of business success, leadership pipeline planning isn’t happening, research by U.K.-based global talent management provider Penna finds today. Conducted among 1,000 senior corporate professionals, Penna’s research found that the majority of respondents (63 percent) do not know if they have a leadership pipeline within their organization, or they don’t actively plan for what their future leadership will look like. This trend is further supported by Deloitte’s2015 Global Human Capital Trends Report, which found that despite ‘building leadership’ remaining paramount within organizations, little or no progress has been made in the last year. In fact, the capability gap for building great leaders has widened not just in the U.K., but globally.

 “It’s concerning how many organizations are failing to plan their leadership pipeline,” said Penny de Valk, Penna’s talent practice managing director. “At a time when leadership capability is a precious commodity and critical to an organization’s success, we need to get better at succession planning and developing leaders at all levels. Building a leadership pipeline means being able to spot and develop potential and companies that are doing this well have a real source of competitive advantage.”

  This competitive advantage is echoed by the findings showing that the organizations that do directly plan their leadership pipeline believe it’s paying off with nearly half (46 percent) saying they have a good talent pipeline of future leaders and almost a quarter (23 percent) going one step further to say it is ‘very strong.’

“Considering that 30 percent of investor’s decision making is based on quality of leadership, companies are taking a real gamble by not planning,” said Ms. de Valk. “Investing the time in leadership pipelines now will help organizations reduce the risk of future leadership shortfalls acting as a drag on business growth.” The investment shouldn’t be limited to succession planning within just the top team, she added.  “A strong pipeline should consider talent from across the entire organization — after all, among junior teams could be budding future leaders and it is critical that their potential is recognized.”. Penna research also uncovered other findings that seem to dovetail closely with research compiled over the last year by analysts tracking the executive recruiting industry at Hunt Scanlon Media.

  According to Penna, twice as many respondents said they prefer to use internal recruitment for senior level hires over external recruitment (31 percent vs 15 percent). The greatest risk identified with hiring a senior leader externally is “finding out the candidate doesn’t have the skills or the aptitude they said they did, or what was expected” (46 percent). On the flip side, the benefit of external hires is that “they bring fresh ideas to senior teams” (52 percent).

  More than one in three said that one of the biggest risks of hiring a senior leader internally is “finding out that their experience isn’t as good a fit for the role as expected.” The benefit of internal hires is that professionals “understand what will and won’t work in the business” and “know the business inside out, therefore requiring less training and support.”

“Penna’s research is an important additive to our cumulative knowledge of why succession planning is a required business imperative for companies looking to maximize their human asset potential,” reports Hunt Scanlon Media. 

                                                                                                                                         Written by Scott Scanlon (4th Aug 2015)

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6 Tips to Increase your Leadership Proficiency

They say you get better with age, but does it just happen? As I thought about this and evaluated my own leadership journey, I realized it does not just happen. You can be growing older but not getting better. It requires deliberate effort to get better at whatever you commit to do.

As a leader, you most likely started out as an entry-level employee, rose to a supervisor, to middle-level management level and then to senior management level. This journey takes time and character adjustments. You need to grow from a personal level to grow your organization. As Jack Welch quoted, “Before you are a leader, success is about growing yourself. When you become a leader success is all about growing others”

I believe each level requires new skill sets but here are six tips that can help you increase your leadership prowess to take you to the next level:

Engage in Personal Development: You are as good as you believe you are, and thus act in accordance with your beliefs. As a leader, therefore, you can only increase your competencies by being in touch with whom you are and your potential and aspirations. You can enlist the help of an executive coach or a life coach to make this process shorter and more effective.

Be a life student:  Readers are leaders however, as Harry S. Truman put it, “Not all readers become leaders, but leaders must be readers” the difference is in what you read. Read material that is helping you grow to be the leader you want to be.  In today’s competitive market place, the leaders who stand out are the ones who evolve quickly with the trends. The fastest way to keep evolving is through reading your industry reports. However, do not leave it at that put into practice the new methods of doing things that you learn.

Be authentic: The people you are leading can tell when you are being real with them or not. Always be honest when interacting with every employee to the biggest customer. Being honest includes owning your mistakes; every so often, you make a wrong decision. When you push the blame to others, you lose credibility with your staff. However, when you are open, you build trust with your staff; you know that without trust, you will have no followers.

Be a Visionary: This means you do not accept the status quo and are open to new information. A visionary leader has a vivid imagination and can paint the future today. When you have the ability to visualize the future and write it on paper as a vision. Then inspire others to work towards it, you set yourself apart. Do not be afraid of taking risks as long as you believe in your vision. As a visionary, you should not only take big risks but also calculated ones. Therefore, you will put together your action plan with a specific strategy in mind.

Be a good Communicator: You can have all the right strategies to propel your organization forward, but if you lack good communication skills, they will remain as ideas. Cultivate your communications skills, both verbal and written. The result will be a team that knows exactly what the vision is and how to go for it. Good communication is not one sided, you need to be an active listener. Listening to your staff is important because they have ideas that will contribute to your vision and make it larger. With open communication, your team will reach great milestones faster.

Mentor others: Your expertise and achievements puts your name out there. Did you do it all alone? Chances are you didn’t but worked with a support system of your staff and fellow mentors. Your expertise comes together when your team is right behind you, moving when you move and halting when you halt. However, after it all, you will pass the mantle to someone else. The best thing to do is to mentor others. Through mentorship, you can inspire them to become the best version of themselves and learn from your mistakes.

In conclusion, step out and be the leader that you are meant to be. Incorporate the above six tips into your growth plan and enjoy the ride to top management.

                                                                                                (Jim Iyoob, 28/7/2015)

What is your action plan to improve your leadership skill?

Training that we provide relate to this article :-

EffectiveManagement and Leadership Skills using Neuro Linguistic Programming (NLP)

Dynamic Leadership Competency

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Puisi: Ya Lailatul Qadar

Hadirmu tanpa ku sedari,
Menggamit seribu rasa dan makna,
Datangnya sekali dalam setahun,
Beruntunglah mereka yang dapat menemuinya,

Dalam setiap bulan,
Adanya satu malam,
Nilainya menyamai dengan 1000 bulan,
Telah dicatatkan di dalam Al-Quran,
Kelebihan dan fadhilatnya yang tak dapat disangkal,

Malam itu amatlah tenang,
Sinar bulan menerangi gelap,
Tiada rasa sejuk dan panas,
Hembusan angin yang menyamankan,

Bagi mereka yang menanti,
Berjaga malam bertasbih memuji,
Al-Quran dibaca menenangkan jiwa,
Mencari redha dan juga rahmat-Nya,

Nikmatnya anugerah yang Engkau berikan,
Kepada mereka yang bertemu dengan Lailatul Qadar,
Menadah tangan untuk berdoa,
Diberi kebahagian dan kesejahteraan jiwa,

Penantian itu akhirnya terjawab,
Kesabaran itu akhirnya terbalas,
Untunglah mereka yang sentiasa menanti,
Rugilah mereka yang sentiasa alpa,

Telah dinyatakan di dalam satu riwayat:-

Marilah kawan kita hargai malam Lailatul Qadar,
Mungkin itu malam terakhir kita menanti kehadirannya,
Mungkin itu bulan terakhir kita bertemu dengan Ramadhan,

Tangisilah setiap dosa dan noda yang kita lakukan,
Sujud dan pohonlah keampunan dari-Nya,
Hargailah masa yang ada......

Ya Lailatul Qadar

hasil nurkilan Norasikin Jazlan

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Switching Gears: LED Street Lights for Malaysia's Future Roadways

LED Street light has now began to widen its territory and being installed in several large cities as well as smaller cities throughout the world. Some of the countries that are known to be using LED Street light are United States, Canada, and United Kingdom.

According to The Engineer news, a lighting system developed by a Yorkshire company could one day replace traditional sodium street lights across the UK as Carbon Reduction Technology (CRT) claims its LED lighting system dubbed ‘e-lamp’ uses up to 75% less electricity than traditional sodium street lights and is much more efficient than other LED lights on the market.

KARAK HIGHWAY - MALAYSIA’S FIRST LED STREET LIGHTING PROJECT

  It has been reported that Malaysia’s first LED Street Lighting project is completed in early 2011 for MTD Prime Sdn Bhd from Gombak toll to Genting Sempah tunnel covering a distance of 36km. Thus, Karak Highway is the first and symbolic highway lighting project using 1,000pcs LED Street lights with a total length over 17km in Malaysia. The project was being done in November 2010 by SNFOR Sdn Bhd in association with Kingsun Optoelectronic Co. Ltd. China.

THE QUESTION IS, ARE MALAYSIA ROADWAYS READY TO UPGRADE WITH AN LED ROADWAY LIGHTING SYSTEM? 

At Comfori, we provide a workshop “Fundamental Of Led Street Lighting” to enhance Malaysian Engineers’ knowledge on the working principle of LED in street lighting, understanding the requirements in LED street lighting, understanding the effect LED street lighting on existing situation and how to evaluate on it.

Participants will be able to learn the actual case studies for better understanding on LED street lighting as well as the demonstration on simulation of lux level on computer. This workshop also demonstrate a well-proven approach used in selecting efficient and effective street lighting system.

Click the title to find out more on our training - “FundamentalOf Led Street Lighting”

More info on - Engineering & Technical Training Calendar

Prepared by : Sumaiyah Zulkifli 

sumaiyah.z@comfori.com

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Does a Leader Reflect Back from Your Mirror????

Good morning! Rise and shine. Get yourself together and do a last check in the mirror. Is a leader staring back at you? Self-assessments are important to better ourselves and ensure that we are growing in a positive manner. You should assess often. Not just in the morning, but take stock in who you are, what you do and how you interact with others whenever possible. Reflect on it. Do other people view you as positive? Engaging? Motivational? If the answers come back in a negative way, you should take stock in what has been said or offered and consider it.

Consider this quote:

"The quality of a leader is reflected in the standards they set for themselves." - Ray Kroc

Do you set high standards for yourself? Have you said this to yourself: "I am my own worst critic?" As a leader you are reflecting out to others especially those you lead. Your organization, your team and your clients/customers all view you while you operate... are you refracting, deflecting or reflecting? If you reflect, does it show an image you would be proud to endorse?

Self Assessment

There are many ways to self-assess your leadership abilities and how your leadership affects others. First, consider looking within. To review oneself and take inventory says a lot about a person. There are many who would be quick to blame, deflect or criticize others but it takes a hell of a person to reflect within to find things to fix. There are a few ways to accomplish this...

Consider situations - do you act differently under stress? Specific situations (even being with specific people) change our leadership ability so when doing an assessment, find when your leadership becomes an issue to yourself and others during these moments. See if you can make changes such as being 'aware' of them and trying to act differently and/or avoiding situations that are in fact avoidable.

Keep a journal - keeping a journal of any activity is extremely helpful. For those who exercise a journal helps to keep tabs on your progress and even your diet plan. Doing a write up of leader 'items' while trying to become a better leader helps you organize and take note of specific issues you may want to make an adjustment to.

Consider upcoming reviews and past reviews - taking a look at patterns always help. Just like when you look for patterns in data to find a trend, do the same with your self-assessment and see where you continue to make the same error. Attempt to solution it with a positive change and practice it.

Next, look outside yourself.

Analyze yourself from a different perspective - knowing how your boss views you, your team or other organizational leaders and team members can help you with your goal. If you want to get the skinny on how others view you there is on prerequisite: trust. You need to know that those you speak to you will give it to you straight otherwise this is pointless. Consider perspectives... they are very helpful if they are honest.  

Gain feedback and analyze - you can request assistance from others in gaining a perspective however the best way to do this is to do it in a way where is structured. For example, you may want to do a 360 review where you can get positive or negative feedback.

Journal activities - you can use the same journal to review how others see you.   

Making Changes

One you have done an assessment, do you see a leader looking back at you in the mirror? If not, then you can make some simple adjustments. Adjusting your style or delivery is important to a leader.

 Consider the points made in the assessment phase: did you get negative feedback? Did you trace this down to a predetermined byproduct of a stressful situation? Is it unavoidable and requires you to change your behavior? If you have drilled down this far, the next step to make is to change.

I know, easier said than done - however, as leaders we are required to give 110% of ourselves and if a change is needed than a change must be made. Consider the game of chess. Long periods of time assessing the board, waiting to make a strategic move that brings you closer to victory.

If we view ourselves the same way (assessing, analyzing, strategy and change) we will get closer to a positive result (win). Nothing good comes easy and some of the most rewarding things in life come from real work. Time to put the work in... do you see a leader looking back in the reflection of your self-assessment? If you do not, analyze what needs to change and lay out a plan to make those changes. It will be rewarding when you see the positive results and it will be even more rewarding when those you lead acknowledge it with a strong followership.  

Summary

In this post we discussed the plan required to do a leader self-assessment. Take any negatives and turn them into positives. It may require work but as a leader work is required to be better. To be a better leader that work needs to start within. Take inventory of who you are and how you lead and make those changes starting today.

                  Robert Shimonski , 7 July 2015

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Cash Flow is a King

We cannot stress how much the cash flow importance to the health of a business. Let me quote “revenue is vanity, cash flow is sanity, but cash is the king”. As a business we would like to see a large inflow of revenue from each sale that we make, but the focus here should be the cash flow. Many business may still be operating even they are making loss especially if they can continue to manage their cash in & outflow, for example, delay payment to creditor so that the business have enough money to pay any variable cost. Ultimately, without cash, no business will survive long enough.

When a large or small amount of cash comes to a business, it is known as “cash Inflow” and this cash inflow come mostly from the sales of a goods or services activity. “Cash outflow” is the opposite where a business needs to pay for cost such as transport, labor, raw material and electricity. The different between both of this is called the “net cash flow” and it can either be a positive value or a negative value. When a business receives more money that they spend, it is a positive cash flow which helps to ensure the sustainability of the business operation.

A negative cash flow is when a company receives less money than its spending. This may let the business to struggle in paying bills and create the needs of borrowing money to help in the shortfall.  In accounting, a clear indicator of a profit and loss is that the loss will be shown in a bracket. Well most of company may have a huge amount of cash reserve to survive; some smaller company may find this as alerting to them.

These come to a reason why controlling cash is essential to business sustainability. Management accountant role will have to be smart in dealing with a range of cash issues that arise.

·         Make sure that there is sufficient cash available that is not tying in any unnecessary activity for future investment.

·         Develop a process and procedure that help to reduce outstanding debt and making sure the inflow of cash is higher than spending.

·         Controlling different level of cash outflow need to be done according to the size of the business. If your business is a car workshop, then make sure the outflow in buying car parts is done meeting the company needs and don’t overspend things.

Written by: Hafiz Hanafi (Comfori Sdn Bhd)

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Finance Training : CLICK

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HR Jargon...Do you need to know????

HR Jargon Do You Need to Know?

Every profession has its own language or jargon. Here are some of the words you might hear coming out of an HR manager’s mouth and what they really mean when they use them.

A Seat at the Table:

Imagine a group of decision makers sitting around the table making a decision. Anyone who is there has a “seat.” It’s just a description of who is invited to the meeting. HR often talks about having a “seat at the table” to emphasize that someone needs to be there to ensure the people perspective is taken into consideration.

Additionally, the terms refers to a seat with the executive leadership in the executive conference room.This is where HR wants inclusion and input to decisions made that affect the strategic direction of the company and the successful deployment of the people to attain the goals.

Balanced Scorecard:

This term comes out of Harvard Business School, and as such, can be explained in either a very complicated manner or in this way: everything matters. You can’t just ignore your people and focus on the numbers.

The scorecard looks specifically at four different areas: Learning and Growth, Business Process, Customers, and Finances. Often, the HR Business Partner is heavily involved in the learning and growth portions of determining this scorecard for each senior person.

Competencies of Core Competencies:

These are generally the skills needed to do a particular job, but the reference is often a little fuzzier. Skills imply something concrete like - must know how to do financial modelling - while competencies can also include soft skills such as problem solving abilities.

When HR managers talk about Core Competencies, they refer to the knowledge, skills and abilities that are absolutely critical to the job. So, while it’s nice to have an accountant with good interpersonal skills, all accountants must be able to work with numbers.

Corporate Culture:

Every company has its own culture. Cultures can develop naturally without any effort, but often the HR department will attempt to build a specific culture. You’ll see mission statements and team building activities and a number of other activities designed to create a specific culture within the organization.

Good HR departments make weeding out bad managers (or training bad managers to become good managers) a priority in creating a good corporate culture. Bad HR departments focus on mission statements and then wonder why the culture is still toxic.

Downsizing, reorganization, restructuring, or rightsizing:

As a general rule, these all mean that a company is going to lay off a number of employees. It’s possible to reorganize and restructure and keep all of the employees, but in reality, if you hear discussions about company-wide reorganizations, freshen up your resume, because you might need it.

Family Friendly:

Businesses often claim that they are family friendly when they have policies that are meant to support working parents. Benefits such as flexible schedules, on-site day care, and generous sick leaves to care for yourself and your sick children are often cited as important aspects of a family friendly business. HR departments are usually the ones who develop and implement such policies.

Gross Misconduct:

if you do something that is so bad that the consequence is that the company immediately fires you, your actions were gross misconduct. For instance, if you set fire to the boss’s office, it doesn’t matter that you had a perfect performance appraisal the week before, the boss will fire you. Gross misconduct is generally determined by company policy rather than by law. But, just because the employee handbook doesn’t say no arson allowed doesn’t mean that the company won’t fire you - and have you arrested - for that action.

Let go:

One of many euphemisms for fired. Now, of course, there are two main types of “fired.” The first is when an employee is terminated for business reasons unrelated to performance. This is generally known as “layoff.” The second is a true firing - when an employee has done something wrong. That something wrong includes poor performance as well as something terrible like stealing.

Onboarding:

When you’re hired, you have a bunch of paperwork to fill out. This is the very basic step that is done for all new employees and in some cases, this is the entire “onboarding” program. Some companies have elaborate programs that involve cultural integration and building a general company knowledge base. The goal of all onboarding programs is to bring new employees into the company and get them working effectively.

Talent Management:

Talent = people, management = management. When HR people talk about talent management, they are really just talking about making sure that they recruit, train, manage, develop and retain the best people.

Sometimes talent management programs don’t include everyone in the organization, but only high potential employees and current leaders. Both management and HR departments are involved in a talent management system.

80/20 Rule:

This terminology is used for lots of different situations, but in HR, it typically means that 80% of the problems are caused by 20% of the employees. HR departments may also speak of “frequent fliers.” There are employees who seem to have problems with everything and everybody and take up a great deal of HR time. These words are certainly not a complete list of HR jargon, terms that non-HR people need to understand. But, hopefully, they will help you understand a bit more of what is being said - when HR speaks.

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