Converging Challenges With Upside for Finance Teams

Converging Challenges With Upside for Finance TeamsConverging Challenges With Upside for Finance TeamsTwo things can be true and still be in conflict with each other. That statement applies to the top two challenges that many accounting and finance organizations face today meeting regulatory compliance demands and staying up to date with technology.Chief financial officers interviewed for a recent Management Resources survey cited regulatory compliance challenges and keeping pace with technology as the greatest pressure points impacting their finance teams. These issues, if not managed appropriately, can also disrupt operational functions and resources beyond the finance department, affecting an organizations ability to adapt quickly to shifting business demands.However, interestingly, ansicht converging challenges for finance teams can also support potential solutions for each other. Technology can help to ease the burden of compliance work by automating controls and certain activit ies. And regulatory compliance challenges can drive much-needed new tech adoption and innovation in an organizations front and back offices.No pressure, no changeCompliance mandates, from Sarbanes-Oxley (SOX) to the General Data Protection Regulation (GDPR), are a familiar challenge for companies and have only become more stringent and complex over time. According to Robert Halfs latest Benchmarking Accounting and Finance Functions report, just 2 percent of finance leaders expect their firms compliance burden to decrease in the next few years. More than one-third (38 percent) said they believe it will rise.The resource-intensive nature of maintaining compliance and internal controls was a theme in the latest Benchmarking report. Compliance demands can divert finance teams attention from other activities that add value to the business and help it to grow. But on the positive side, while regulatory compliance challenges can strain a companys operations and resources, they also force o rganizations to evaluate their processes and seek new solutions to improve performance and productivity.New technology is one of the solutions for alleviating many of the stressors confronting accounting and finance functions. That includes the compliance burden, which regulatory compliance automation (also known as RegTech) can help to ease. Tools that use artificial intelligence (AI) and robotic process automation (RPA) can help companies keep pace with the increasing demands and complexity of compliance requirements. These real-life use case studies illustrate some of the solutions that technology can deliverA financial services organization needed to review its transactions to obtain audit evidence. AI tools helped the company rapidly recalculate an entire years worth of revenue - millions of transactions - which would have been an impossible task using traditional, manual processes.In another instance, a manufacturer needed assistance in adopting the new lease accounting stan dard. It introduced machine learning technology to augment and streamline its data-abstraction effort.Looking beyond their ability to help solve regulatory compliance challenges, data analytics tools, cloud computing solutions, enterprise resource planning (ERP) systems and other technologies can all help to transform accounting and finance functions by improving business agility and efficiency. As the Benchmarking report explains, digital transformation efforts are completely changing how many functions, and the businesses they support, operate.The people factor in digital transformationTechnologys value in supporting accounting and finance teams is becoming increasingly clear. But digital transformation in any respect is almost always easier said than done. The array of implementation options, the deployment scale, the required investment and the simple fact that technology is advancing so rapidly can all have a paralyzing effect on decision makers.There is also the people factor to consider. Digital transformation initiatives require tech-proficient professionals with specialized knowledge and skills. As the Benchmarking report notes, digital transformation is driving the need for professionals who have experience with data analytics, knowledge of cloud-based systems, experience with ERP systems and more. In todays highly competitive job market, that talent is hard to find, hire and retain.Companies, to ensure they have the skilled resources in distribution policy to execute their digital initiatives, may want to consider taking the following three-pronged approach1. Developing internal staffBusinesses can upskill their existing personnel by offering relevant technology training and professional development opportunities, increasing exposure to digital projects, and providing continuing education reimbursement.2. Bringing in external consultantsThe new labor model for finance can provide the staffing agility and flexibility many companies require to succeed in the digital age. Working with professional staffing and managed services firms provides access to the specialized tech skills needed to support digital transformation projects. These resources can also help firms manage the change and disruption that unterstellung initiatives bring.3. Cultivating knowledge transferFinance leaders can drive cross-pollination of technology expertise in their organization by fostering greater collaboration with their IT colleagues and interaction between internal staff and external consultants. For example, holding a post-mortem meeting following the implementation of a new business system is a great way to ensure knowledge transfer and share new learnings.Again, while regulatory compliance challenges and keeping pace with technology can create headaches for accounting and finance teams, they also can help to alleviate those pressures. Technology can help ease the compliance burden, and compliance demands can help spur necessary digital change in a n organization. It is important for finance leaders to recognize, and take advantage of, the positive link between these two key challenges. They can help their teams and the business to succeed in both a rapidly evolving technology environment and an increasingly complex regulatory compliance landscape.

Increase Healthcare Team Collaboration with New Tech Tools

Increase Healthcare Team Collaboration with New Tech ToolsIncrease Healthcare Team Collaboration with New Tech ToolsIncrease Healthcare Team Collaboration with New Tech Tools ConlanThink of healthcare apps and you probably think of step trackers and calorie counters. But for healthcare teams, apps can be powerful tools to help improve patient care and foster team-based healthcare and collaboration.In medicine, youre not working as an island, says Dr. Andrew Brooks, co-founder and chief medical officer of TigerText, based in Santa Monica, California. Employees have to rely on teamwork in healthcare, interacting with a lot of people throughout the organization as they deliver care.The good news relatively simple technology is helping to improve healthcare delivery and employee engagement.Here are three ways that technology is helping to transform healthcare team collaboration.Foster Communication among ProvidersApps like Whisper, WhatsApp and Snapchat facilitate communication among you ng people. These tools lack the security and privacy guarantees mandated for healthcare technology.But apps that are compliant with regulations such as HIPAA can improve team-based healthcare they also make it easier for providers to securely compare notes on patient cases, images, test results and share other important data from any location using a chatroom-like setting or direct messaging.For example, best practices dictate that doctors contact specialists directly by calling and explaining why they are referring a patient to them, says Kenneth Garay, chief medical officer at Jersey City Medical Center RWJ-Barnabas Health in Jersey City, New Jersey. Yet too often, by the time the referral is called in, the specialist may be on rounds or out of the hospital, unable to take a call. It delays care and lengthens the stay of the patient, Garay says.To help bridge this gap, his organization uses Practice Unite from Uniphy Health, based in Newark, New Jersey. The app authenticates users to communicate and share information in real time. Now I dont have to wait for the specialist to call back. I know it was sent out and when it was received. If theres no response, I can resend it. Its amazing, he says.The app has helped shorten courses of care and improve care quality. According to one case study, the app improved metrics such as inpatient care delays and length of post-surgical stays, resulting in annual savings of $2 million. Its the best thing since sliced bread, Garay says.Empower Employees to Do BetterAs a service provider, the healthcare industry would score fairly low when it comes to user satisfaction, Brooks says. Now, with increased importance placed on patient satisfaction scores, healthcare organizations are looking to improve the patient experience via employee engagement and empowerment.With collaboration apps, healthcare employers can empower employees to communicate as effectively as workers in other service industries, such as hospitality and resta urants - and ultimately provide better patient care. These apps can help providers act on patient feedback in real time, creating a better patient experience.With the tablet-based Humm system, for example, users can sign up to receive notifications whenever a patient isnt satisfied. Individual subscriptions may depend on assigned outcomes, says Humm CEO Bernard Briggs. For example, housekeeping will sign up for cleanliness alerts, while a nurse manager might want to sign up for all alerts to see the big picture.This type of real-time feedback can benefit historically siloed departments that were once at odds with each other, says Dr. Michael Bennick, medical director of the patient experience at Yale New Haven Hospital and chairman of Yale New Haven Healths patient experience council. Now, theyre in a healthy competition as they try to see who can do the real-time recovery first when theres opportunity for improvement, Bennick says.Better Staff EngagementBy gauging real-time sentim ent among patients, apps provide an opportunity to give employees a virtual pat on the back - a boon for healthcare providers who dont always intercept positive feedback.For employers who are looking to increase engagement, this level of transparency can be a big boost to the healthcare team.With Humm, discharge surveys (the management equivalent of the exit interview) capture information about how patients rate their experience Briggs says his organization has found that about 70 percent of comments are positive.Before technology was introduced, this information wasnt always tracked or readily available to healthcare employers. Now apps make it easier to quantify and share survey information.At Yale New Haven, Bennick says a dashboard displays encouraging comments to providers. It creates an atmosphere of celebrating the positives, which is useful when people are talking about exhaustion and a lack of engagement, he says.Being able to respond quickly to feedback and successes has led to quarter-over-quarter improvements in Hospital Consumer Assessment of Healthcare Providers and Systems measurements, he says.

Making $60K in a first job A third of college graduates expect it

Making $60K in a first job A third of college graduates expect itMaking $60K in a first job A third of college graduates expect itCollege kids just want to get paid.When it comes to the most important factor when figuring out employment in recently released poll data, good pay exceeded any other factor by a landslide, with 72% saying that was most important to them.College students are also aiming very high in terms of that salary - with some of them expecting salaries over $60,000 in their very first gig- a level thats inordinately high for almost every industry.In one question asking how much money college students think theyll be taking home at their first post-graduation job, 36% said between $40,000-$60,000 yearly, 26% said less than $40,000 yearly, 21% said $60,000-$80,000 yearly, 17% said more than $80,000 per year.But the report highlighted the significance of the amount of respondents who think theyll be making really big bucks right after school, saying that the 17 percen t of respondents who are expecting to make over $80,000 out of college should begin tempering their expectations so they are leid as disappointed. Very few college graduates will make that salary in their first job out of college.Second to salary corporate cultureThe college grads who chose pay placed every other work factor in a distant second. versus 14% who reported wanting strong ethical culture, 8% favoring a good training program the most, and 5% reporting the other option, according to data in LendEDUs Class of 2017 Career Report, which detailed polling results for six questions with college students as respondents, supplied by Whatsgoodly.Money was an ongoing theme, but fear also entered the picture in the report.Studentsalso revealed what they fear most about post-graduation life, with a whopping 48% dreading having to pay taxes and set a budget the most, compared to 26% worrying most about getting a job, 14% saying not being in constant company of friends , and 11% looking forward to having to get up early five days a week the least.Men and women want different things after collegeData on company culture and other offerings were further broken down by gender.Fifty-two percent of college students said they prefer to have a position with less security in terms of employment, but a greater amount of benefits. On the other end of the spectrum, 48% said they want a greater amount of job security, and fewer perks.More men than women liked having more benefits - 58% of men, compared to 46% of women.In fact, 54% of women liked job security more than perks, while 42% of men did.College students also dont want to spend a lot of time on office politics. Sixty-two percent of college students would rather be employed in a collaborative workspace, compared to 38% who preferred a competitive one. Women took the cake in terms of collaborative ones, with 66% preferring it, versus 57% of men who did. Conversely, only 34% of women and 43% of men were in favor of compet itive ones.College kids also have preferences when it comes to the size and type of employer they want to work for.Bigger, more established businesses were highly favored at 69% versus 31% who would want to be employed at a very small startup. Seventy-two percent of women and 65% men were in favor or the former, while 35% of men and 28% of women were in favor of the latter.The pursuit of money after collegeIts easy to see why the idea of graduation can strike fear in the hearts of many college kids. Everyones journey to employment and building wealth is different- some will find it harder to enter the job market after college than others in the months that follow, which can deliver a rush of anxiety to those who take a little longer to get started on their next professional chapter.Joe OBoyle offers budgeting advice in for recent grads on TIMEs Money website.A good starting place for your monthly budget can be easily remembered as 50-30-20. When you receive your first paycheck, sit down and figure out what your monthly take home pay will be. Out of that, put 50% toward needs such as rent, utilities, and groceries. Thirty percent goes toward wants such as shopping, entertainment, restaurants, and fun. The final 20% goes to your savings and debt repayment. If your student loans are substantial, you may have to flip the percentages so that 30% goes towards debt repayment and 20% toward wants. By following this plan, you can quickly put a dent in those loans, Boyle writes.So its not just the young feverish pursuit of money is frequently on the brain for new grads and older grads alike.

The 7 personal branding trends that will motivate your employees

The 7 personal branding trends that will motivate your employeesThe 7 personal branding trends that will motivate your employeesPersonal brandsmatter to everyone, elend just startup founders and public speakers. In the age of social media, every employee owns a unique personal brand, and most employees want to grow those brands to boost their careers.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreAs the boss, you can help your team members accomplish that goal by providing the guidance and opportunities they need to flourish. Even if you invest in people who eventually leave your company to pursue other passions, theyll remember the help you provided and speak highly of your brand to others in their network. That positive word-of-mouth advertising could pay major dividends down the road.Follow these best practices to help employees cultivate strong personal brands1. Provide content contributio n opportunitiesDo you publish all your companys content under your own name - or, worse, the brands name? If so, youre not just missing opportunities to help employees grow their personal brands - youre also missing out on better audience engagement. Consumers prefer content that comes from people over brands, so give employees opportunities to express themselves and attach their names to their work. Offering different voices and perspectives will increase your readership and cultivate long-term interest.2. Encourage time ownershipDont micromanage employees or give them simple lists of tasks to accomplish. Instead, teach themcalendar managementor downloadtop calendar apps, and provide opportunities for workers to use their time more wisely. You hired smart people for a reason, and the more opportunities they have to explore their innovative sides, the more confidence theyll gain. Thats good for them, good for your company, and a good look for anyone thinking about joining your tea m.3. Invest in educationThe digital world requires diverse skill sets. To stand out from the crowd, workers today need to know about more than just the tasks in their job descriptions. Invest in training opportunities for your employees, such as conferences or subscriptions to online educational resources. Ambitious team members will use their newfound knowledge to innovate and explore for your company.4. Create mentorship connectionsDespite the popularity of new communication tools, young people at work prefer face-to-face communication over emails and IMs. Provide opportunities for more experienced employees to mentor younger ones. The old hands can grow their management chops, while the younger staffers can get more hands-on experience under the guidance of people who know the industry well. Both sides get to accelerate their growth while helping each other.5. Help speakers step upSpeaking engagementsprovide valuable connections and visibility for your brand, and your employees w ant in on the action. Instead of hogging the limelight yourself, help your employees get speaking gigs at trade shows, schools, association meetings, and conferences. When employees suffer from stage fright, help them overcome their fears by letting them create and publish short videos on the company website. The content will help you now, while the experience will help them later.6. Get active in the communityModern audiences prefer brands that give back. Employees, too, want to work for companies that strive for more than profits. Get involved in community efforts, and let employees lead the way. Use your network to connect with local leaders, then step back and let team members handle the specifics. Your brand will look good, your community will benefit, and your employees will add to their growing prestige.7. Acknowledge the value of failureNo one grows without failure. Implement company policies that encourage smart risks. Never punish employees who take a risk and miss your te am members need to know they can explore without fear of retribution. When your employees know you have their back, theyll feel more confident about their ability to innovate - a vital component of any strong personal brand.The more you invest in your employees personal brands, the more your companys reputation will spread. Eventually, your industry will be filled with thought leaders who all point to your company as a catalyst for their growth. Take advantage of every opportunity to help your employees expand their influence - it will pay dividends for you both.This article first appeared on Personal Branding Blog.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Whats Truly Happening with Sports Resume

Whats Truly Happening with Sports Resume Introducing Sports Resume Excellent sports reporters always are searching for a fresh, creative angle by making use of their stories. Make sure you review your prior work experience before the interview. Make certain that you lay out everything and assembled a list of clips that you wish to add. Now you have your video planned out, its time to film. The Dirty Facts About Sports Resume Below are few career ideas to assist you in getting started as a work seeker The search for an entry level position after college is all about considerably more than your resume, but you are going to require a resume. Utilize Sir or Madam after Dear should you dont know the previous name of the man receiving the email. Though there are hundreds and hundreds of job postings for physical therapy assistants, it isnt uncommon for posting to incorporate a number of the very same verbiage. If youre asking for a desk job or a job which requires you to be in the office the majority of the moment, then listing passive hobbies is preferable. What You Need to Do About Sports Resume Beginning in the Next Seven Minutes Developing a professional resume now will help better prepare you as soon as it is time to submit an expert job application. Fortunately, in the area of design, your work isnt represented by only a resume. You find an advertisement for a job opening that appears to be a perfect fit, and that means you rush to your computer to complete the internet application. Other people accept portfolio websites like a number of samples of work (cheap plug for my own here) and enable the employer to select what they would like to listen to. fruchtwein employers are seeking a mixture of ability, which you are able to show on our assessments, and experience, which is the point where the CV comes in. It is possible to also incorporate other professional positions that are related to the kind of job that youre applying for, like worki ng in an athletic department. Even for those who have zero work experience or significant education as a 15-year-old, it is necessary to compose a resume when applying for work. At more advanced levels, it can help you get improved jobs, both regarding pay and hours. Before you commence writing, learn as much as possible concerning the position and the lab. Published work shows employers that you know, skills and commitment to complete huge projects. Make sure that your resume is engaging and simple to read. Knowing where you wish to work not only can help you focus your work search, but helps you decide what major strengths you should concentrate on in your career objective. The Ultimate Sports Resume Trick For instance, listing gruppe sports or activities would indicate that youd be a very good team player. Reporting about sports may seem like a dream job, and in a number of ways, its. Moreover, it takes a very long run in a World Cup to score a good deal, so team succe ss is needed for the individual feat. If a team wins, it is a lot simpler to entice fans ready to get tickets. If You Read Nothing Else Today, Read This Report on Sports Resume Furthermore, a certified trainer may give you the confidence boost you need especially when youre slacking off or feeling just like you are too far away from your end objective. Even in downtime, you ought to be in a position to find work to do. If youre posting your work, it ought to be at a top quality level youre proud of. The New Fuss About Sports Resume By your sophomore year, you ought to have a profile prepared to send. A career objective ought to be one sentence that you could put at the top of your resume that concisely describes who you are and what youre searching for. The peak of your resume should consist of critical keyword phrases and a fast snapshot of your core strengths, Leavy-Detrick states. Give a succinct career overview, which ought to mention the quantity of time youve spent i n coaching or associated activities (as a sports player or teacher, for example). Look at whatever you do and are interested in. Not knowing what you would like to do. Dont make the error of answering each job posting with the exact same generic resume. You might be thinking aboutfinding work. Finding the Best Sports Resume Your state or national body is a great first port of call for ideas and assistance. If youre applying for work beyond the city you reside in and are prepared to relocate, indicate the exact same. You can take charge of your job search. The perfect place to find station information is at Radio-Locator, which gives you a search engine for each of the radio stations. You need to reveal prospective clients that youre an accomplished professional with the skills required to find the business done, but the very first, and most prominent, sections of your resume ought to be devoted to promoting your company and the services and products you have to give. Lis t the experience and skills that youre able to bring to the advertising company that nobody else can. Likewise, in the event the job demands leadership or planning skills, or the business values civic involvement, adding that board membership may be a very good thing. The businesses you intend to send your resume to should have a demand for the goods or services that you sell.

Want to Know More About Film Production Assistant Resume?

Want to Know More About Film Production Assistant Resume? In any case, executive assistants have to be ready for anything. Selecting the correct person for the job may be tall order. Typically, hiring managers prefer the reverse chronological format because its much easier to read and find important key phrases. The Hiring Manager should be captivated by your statement so he or shed be compelled to carry on reading your resume. Film Production Assistant Resume and Film Production Assistant Resume - The Perfect Combination There are a lot of people working within the movie industry who dont have any college education, but people who need to jump right into a career for a film scout will get a better possibility of getting hired should they have some educational credentials to back up their capacity to get the job finished. 1 surprising and appealing consideration to have in your film resume would become your education. Youve got no true experience, and thus dont attempt to hi de it, as itll be instantly obvious to anyone reading. My my previous work experience doesnt have anything to do with the entertainment market. Just like the other technical characteristics of the show, the lighting needs to be designed to be in accord with the direction. Film production assistants who also have technical know-how are especially valuable as fixers, people who are able to handle issues immediately, know whats required and how to cope with them. Nonetheless, the work is extremely varied and it offers a great opportunity of entry-level role into the movie market. You will re-order the categories based on what kind of production is going to receive your resume. Film degrees are a good alternative, but so are different degrees that demonstrate the capability to think logistically. Im a film professional with over 10 decades of experience in numerous facets of the business. Taking the opportunity to learn about all elements of the television, film or video industr ies might help you progress in your career. Bachelors degree programs related to film directing offer you a strong foundation that may permit you to locate an entry-level ort in the movie and video market. Acquiring expert certification will boost your likelihood of qualifying for the position youre eyeing. You might find that youve got to do a considerable number of unpaid work experience to enter the business. The industry appears favourably on you in case you have experience and contacts, rather than qualifications. Beginning jobs within the movie industry are typically not so glamorous, but they might be a valuable stepping stone to ease in the position you truly want. The House Manager handles all details of the show related to the audience. Production manager job requirements will be different in line with the business and organization. Speaking of supervisors, it is possible to also take a look at our assortment of Supervisor Job Description Samples. A Production As sistant has an unavoidably crucial parte in the entertainment market. Directories including Kays Production Manual can offer useful contact details. Production assistants play a crucial part in the entertainment media. Industrial production managers oversee the everyday operations of manufacturing and associated plants. Producers help set a budget for every single department and after that track spending too. Be certain that production is accomplished in a timely method. Production managers job requirements vary based on the essence of the industry that you prefer to get into. The manufacturing assistant position is one which takes lots of emotional abuse from several unique departments but do as youre told and learn as much as possible from anyone ready to teach you. A manufacturing assistant ought to be able to handle crowds and execute administrative duties efficiently. A manufacturing supervisor guarantees that the production goals are satisfied. Entry Television produ ction assistants must be organised, proactive, show initiative, decent I.T. abilities and communication abilities. There are multitude of tasks involved with production administration. If youve got the skills that the business looks for in an applicant, youll get called for an interview. Go over the work listing to make sure you only include skills that match the providers requirements. Film Production Assistant Resume Options Delays in shooting and other manufacturing work are incredibly costly. Basic Resume By now youve probably heard that your resume ought to be clean and easy. Competition for work experience is fierce, and therefore you need to get well prepared to work hard to receive it. Credits on student films can definitely produce the difference in filling out a page, particularly in the start of your career.