Role of Finance and Hr Manager

Corporate finance is important to all managers because it provides managers the skills needed to identify and select the corporate strategies and individual projects that add value to their firm and forecast the funding requirements of their company and devise strategies for acquiring those funds.

The emphasis is on support and empowerment. The HR manager listens well and communicates personal warmth and openness. This leader empowers people through participation and attempts to gain the resources people need to do a job well. HR managers confront when appropriate but try to do so in a supportive climate

The HR Department wears many hats and is most cases responsible for many areas: budget controlling, conflict resolution, training, employee satisfaction, cost saving measures, strategic planning, and of course the big one…the hiring of the “right “individuals. The hiring process needs to be an organized and well thought out set of procedures from identifying who will be needed to the hiring and training of that individual. There are many steps, some of which have legal ramifications, so the procedures need to be followed and reviewed to ensure that the procedures are not only capturing the best candidates but the procedures comply with all of the laws.

All employees have a duty of care to report any concerns of abuse they have. These might include evidence or suspicions of bad practice by colleagues and managers (whistleblowing), or abuse by another service user, staff or their family and friends.

The actions to take constitute the employee’s responsibilities in responding to allegations or suspicions of abuse. Always follow policies and procedures and report to the appropriate person(s), record the facts on appropriate paperwork, listen do not judge, stay calm and collected, and do not tamper with evidence.

‘If I suspect abuse through noticing a sign of physical abuse or change in the behaviour of an individual, I will make sure that I ask the individual what has happened telling the individual the changes that I have noticed. If it is in my place of work and the name of the person that abused the individual is known, whether staff or another service user, I must also record and report this. I will listen to the individual carefully; it is up to them to tell me, I would not ask them any questions about this as this is not part of my job role and would stay calm.I will make sure that I record what the individual tells me using the individual’s own words. I will make sure that I reassure the individual and explain that their safety is the most important and that it is my duty of care to tell the manager. I will make sure that I let my manager know what has happened immediately and pass

2.1 Explain the actions to take if there are suspicions that an individual is being abused? If someone makes an allegation of abuse to you. You must always believe them. It’s one of the biggest fears of those who have abused is when no one believes them. Don’t make this fear a reality. Reassure them, don’t pressure answers out of them. Tell senior staff. Never put words in their words or twist the truth. Just listen and record everything they say word by word.

| Recognise and take immediate action to deal with any bullying, harassment or oppressive behaviour according to the policies and procedures of the setting.

unacceptable conduct and will not be tolerated” (para 3.) It also states in the overview that “The prevention of sexual harassment is a commander’s responsibility” (para 1.) This regulation is important because it gives clear information on where the Department of The Army stands on these matters. In section 7-7 “Techniques of dealing with sexual harassment”, the soldier is encouraged to handle the situation by using a “direct approach, Indirect approach, Third

The evidence gathered (interview, voice recordings) supports a finding that Respondent Panico violated the Workplace Violence Prevention Program (DP-18-R-2) when she left numerous profane, threatening, abusive and harassing telephones messages on Complainant Borders work telephone.

HR liaise between management and employees to ensure that policies and procedures are applied fairly and consistently and interaction with the HR department is

HR also serves organisations by handling administrative duties such as payroll, supporting workplace safety and advising line managers regarding employee relations (Mayhew, 2014).

Also, any employee who partakes in an investigation is also protected from retaliation. We should establish policies and procedures where we have a responsibility to investigate complaints promptly, and carefully and they are on our high priority list. We can’t afford to let such claims sit on someone’s desk because our reputation and livelihoods can be in jeopardy. Our work ethic is on the line and we would like to be remembered as the firm that dealt with issues effectively and efficiently and protects its employees. I am very troubled with the recent situation with John Smith since I am not cleared if we have taken the right actions to redeem the situation. I recommend we establish standards and guidelines that comply with the EEOC. “Accordingly, the EEOC established minimum standards and guidelines for agencies' use in developing anti- harassment policies.8 See App. 2. Pursuant to EEOC Enforcement Guidance: Vicarious Employer Liability for Unlawful Harassment by Supervisors, Notice 915.002, June 18, 1999 (hereinafter referred to as Enforcement Guidance), an anti-harassment policy and complaint procedure should contain, at a minimum, the following

Based on the findings of the company TNA it was determined that there was a need for sexual harassment training of employees and supervisors. In the training on sexual harassment the areas covered were how to handle cases of sexual harassment, knowing if you were sexually harassed, and how to report harassment. Organizational results are the changes in key outcomes for the organization that can be linked to the training (Blanchard 2013). Training provided to employees

A Finance Manager acts as an individual who is responsible for the financial health of an organization. Conceivably, there are various positions to consider when describing the role of a Finance Manager. These positions include such