Break Into the Business World As an Accounting and Payroll Administrator
Posted by admin in Accounting Payroll on November 10, 2011
If you’re looking to break into the business world, and you have a knack with numbers, you may want to consider enrolling in an Accounting and Payroll Administrator program. This program will prepare you for a rewarding career with responsibility and the opportunity to move up the corporate ladder.
Accounting and Payroll Administrator programs provide you with a number of career options, including Accounting Bookkeeper, Payroll Administrator, Accounting Clerk, Accounts Assistant, Bookkeeper, Pay and Benefits Administrator, Payroll Clerk, Pay and Benefits Clerk, and Salary Administration Officer. Since the field of accounting plays such a critical role in business, almost all companies will employ at least one of these positions. Consequently, accountant and payroll-related jobs are almost always in demand.
In order to adequately prepare gradates for their future employment, Accounting and Payroll Administrator programs are very comprehensive. Students can expect to learn how to keep records of accounts, verify financial transactions, provide bookkeeping services, perform payroll administration tasks, etc. Students will also learn how to use the software systems that are employed in the business world on a daily basis, including Microsoft Office programs. At the end of their studies, potential graduates will take a CPA exam in order to be certified as a Payroll Compliance Practitioner (PCP).
Students are taught by experienced trainers who have years of knowledge in the accounting and payroll field, and are encouraged to ask questions to improve their understanding of the discipline. The course load for the program is diverse, and typically includes the following topics: Read the rest of this entry »
Why You Need Intellectual Property Management
Posted by admin in Intellectual Property on November 9, 2011
Most companies have some sort of intangible asset they own – whether it is a trademark, patent, copyright or rights of some sort to creations of the mind that they need for their business. Much like any other asset, they need to be managed and cared for. Intellectual property management is a vital part of your business, to ensure all your IP is properly administered and guarded. There are several reasons why you need IP management. Let’s discuss just some of the more important reasons:
Protection
For many companies, protection is the number one reason why they need intellectual property management. IP is something that is created by the mind, and there’s no one physical object you can protect and lock up from thieves. Anyone can copy a song, a picture or logo, for example, and call it their own. A dedicated IP manager can check if your IP is being properly used, and what to do if it was used without your authorization.
Profit
Did you know you can directly make money off your IP assets? Many other companies can use the IP you own. For example, in manufacturing, rather than spending millions trying to reproduce a certain process, it may be cheaper to just license the patent, allowing for a quicker turnaround time. If you have a process you’re not using, you may want to make it generate some profit for you. Read the rest of this entry »
Managing Staff Morale During Organisational Change
Posted by admin in Managing Staff on November 8, 2011
Managing change is always a tricky challenge for a leader, whether you are considering a small change to specific processes within the organisation, or an organisation-wide change involving restructuring. It is common for staff and managers to feel insecure and intimidated by any change, no matter how clearly this is articulated by the leadership. If change processes get protracted, this leads loss of staff morale.
Communicating a vision for change is much more than articulating the rationale for it. Logical explanations and fancy PowerPoint presentations do not reassure people’s feelings of insecurity, nor uplift their poor morale. Many organisations, during such periods of change, design incentives and rewards – like tangible rewards for certain achievements, family events for staff, special ‘thank you’ cards – for staff. Good leaders know that even these tangible incentives do not change matters when morale is low, and uncertainty is on the horizon.
Morale is to do with what is called state, i.e., how people feel internally. Think of it like this: some mornings we get up from bed and feel very low – if you ask yourself the reason, there probably isn’t any rational one behind it. The same goes with collective feelings – although consciously people may be ‘going along’ with the organisation’s flow, there may be something that puts people in a ‘low state’, feeling low in confidence, low energy and low in enthusiasm. To deal with this, you need leaders to understand and acknowledge that low morale is to do with ‘state’ — not material benefits — and this can be addressed by only two things:
(a) showing (not just telling them) people a future state, with illustration and examples and vivid stories of how good or great things will be once the changes happen, stories they can connect to; and
(b) making people visualise what great contribution /role each of the staff will make to move the organisation forward.
Does this mean that each staff need to be reassured that their jobs will not change (or disappear), or that it will be business as usual? Absolutely not. What people value in a change process is that they are not disempowered, personally and professionally. Successful change processes, even when they require painful readjustment, put emphasis on personal growth and learning for staff which strengthens their self-confidence and self-esteem. Read the rest of this entry »