A Public Administrator s Biggest Concern - 1504 Words

Public administration is often times the enforcement of government policy and also academic discipline that prepares people for working in the public service. It is a field with a diverse scope. The goal is to have advance management and policies so that the government can function. A public administrator’s biggest concern is having a sense of organization with government policies and programs. Often times many unelected officers can be considered heads of city, county, regional, state, and federal departments. Some federal departments can include municipal budget directors, human resources administrators, city managers, census managers, state mental health directors, and cabinet secretaries. Public administrators can work in public at all levels of government. The history of public administration has ancient origins. The Egyptians and Greeks organized their government by public office. 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The Aquilealand Accounting Standard Board Accounting Essay Free Essays

This intent of this study is to give advice on the development of an accounting criterion for employee benefits. Five different jobs sing employee benefits will be examined and each job will be related to an accounting construct. Recommendations will be suggested for these jobs every bit good. We will write a custom essay sample on The Aquilealand Accounting Standard Board Accounting Essay or any similar topic only for you Order Now All employees work in outlook of being rewarded afterwards, or in progress in some instances. Beam and Mcfadden ( 2001 ) specify employee benefits as â€Å" all benefits and services, other than rewards for clip worked that are provided to employees in whole or in portion by their employers † . These benefits include ill foliages, medical disbursals, holiday fillips and many others. Therefore, it is necessary that there are certain regulations sing these benefits that will keep the rights of the employees. In the underdeveloped state of Aquilealand, we do non hold our ain conceptual model, and hence we adopt the IASB ‘s model. Aquilealand Accounting Standards Board should use a new criterion for employee benefits and this will be used by all companies in Aquilealand. There are several jobs refering employee benefits which need to be looked into in deepness, some of them will be discussed in the undermentioned paragraphs. Problem ( 1 ) : Recognition of net incomes and losingss originating from program assets One of the jobs mentioned during the making the accounting criterion for Aquilealand is the acknowledgment of expected return of program assets. In the attack V IASB expected return should be recognized and excluded from the assets service cost. However, anticipation of any future return involves a large sum of uncertainness ( Pastor, 2001 ) . Harmonizing to Pastor it is really difficult to foretell expected return even utilizing mathematical theoretical accounts objectively. The ground is that subjectiveness and opinion have a large impact on this procedure ( Pastor, 2001 ) . This fact is interrupting the objectiveness construct of the Regulatory Framework. Harmonizing to this construct, histories should be free of opinion and should be measured by all people in the same manner ( Alexander et Al ) . In add-on, acknowledgment of expected return, which is unfulfilled return, may be misdirecting information for the users of fiscal statements. As it is non possible to extinguish the opinion factor in the procedure of computation of expected return, companies should non recognize the expected return on program assets until it is truly gained. That will forestall the breakage of the objectiveness construct. This may besides assist to supply more accurate information about the fiscal state of affairs of the company to the users of fiscal statements. Merely realized return on program assets should be recognized. In add-on, companies should be required to unwrap the information about alteration of program plus in the one-year study ; non as the portion of the statement of comprehensive income but as a separate subdivision. Problem ( 2 ) : Disclosures There are three basic affairs that can be of import to be disclosed in fiscal statements. First, explain in inside informations the characteristics and hazards connected with its defined benefit programs. Next, show the consequence of defined benefit programs on the entity ‘s future hard currency flow and which related to timing, uncertainty and sums. Finally, explain the numerical information that is involved in the fiscal statements bring forthing from its defined benefits program ( PWC, 2011 ) . However, there are many demands for revelations which might be hard to use. A company has to supply elaborate information about the fiscal events in order to run into three things because the users of fiscal statements need to measure numerical information ( KPMG, 2011 ) . Furthermore, sensitivity analysis revelation is given simply on the defined benefit duty, although IASB provinces that, ‘sensitivity analysis on the net defined benefit liability ( assets ) ‘ can be more utile. However, it is far more hard and complicated to transport out ( ibid. ) . Furthermore, revelations for multi-employer programs are presently extended because more information linked with multi- employer should be disclosed such as support agreement ( PWC, 2011 ) . Harmonizing to the materiality construct, fiscal statements are prepared to function the users to do the right determination. Therefore, all information that may impact their determination should be involved in fiscal statements. As a consequence, revelation rule is significantly associated with materiality because all the quantitative and qualitative information should be involved in fiscal statement such as accounting policies and important events ( Jan, O. , 2010 ) . As mentioned before, there are some recommendations that should be considered for employee benefits revelation. First, the companies required to unwraping the of import information involved in fiscal statements to fulfill the external users and assist them to understand information and do right determination ( PWC, 2013 ) . In add-on, the companies should utilize narrative description of fiscal information such as liabilities fiting so the readers can understand written information. Problem ( 3 ) : Termination benefits Based on the definition in IAS 19, expiration benefits are the benefits for those employees whose employments are voluntarily or involuntarily terminated before the normal retirement day of the month. Therefore, expiration benefits should be recognized as a liability and an disbursal in entity ‘s fiscal study. For case, voluntary expiration benefits should be recognized when they are provided as ‘a consequence of an offer made in order to promote voluntary redundancy ‘ ( Alexander, Britton A ; Jorissen, 2011: 525 ) . On the other manus, as the name implies, nonvoluntary expiration benefits should be recognized when the employment is terminated involuntarily, such as dismissal. However, for acknowledgment in fiscal accounting, it is indispensable to foremost make up one’s mind when and how much it should be recognized. Therefore, the disbursal of the expiration benefits should be able to be expressed in money, which is besides known as one of the fiscal accounting conventions named ‘monetary measuring ‘ ( Alexander, Britton A ; Jorissen, 2011 ) . Furthermore, besides the sum to acknowledge, it is besides necessary to find the clip to acknowledge. For case, to acknowledge the nonvoluntary expiration benefits every bit shortly as the employees are cognizant of the expiration or at the clip they leave the entity should be regulated. Based on the counsel of fiscal accounting conventions, the sum and the clip for the acknowledgment could be easy determined. First, taking history of the pecuniary measuring convention, entity should guarantee the expiration benefits in its dismissal program could be measured. Similarly, the benefits included in the offer that entity provides for voluntary expiration should besides be mensurable. Furthermore, harmonizing to the accumulations convention, the disbursal of the entity should be recognized and recorded every bit shortly as the use of the disbursal is determined ( Alexander, Britton A ; Jorissen, 2011 ) . Therefore, nonvoluntary expiration benefits should be recognized at the clip when entity officially notice the employees affected in its dismissal program. However, for those who have exchanged their expiration benefits for future services, the liability of their benefits should be recognized over the future period. At last, voluntary expiration benefits should be recogn ized when the employees accept the offer made in other to promote voluntary redundancy. Problem ( 4 ) : Post-employment benefits Post-employment benefits means the staff Begin having retirement benefits, for illustration, retirement benefits and other post-employment benefits after completed an employment relationship ( BDO, 2013 ) . Besides, there are two classs of post-employment benefits programs. One is defined part programs, another is defined benefit programs ( ibid. ) . In general, DCP ( which stand for defined part programs ) means employees ‘ retirement program benefits was reserved financess from the company ‘s one-year net income ( Investopedia, n.d. ) . Accounting intervention is comparatively simple. But the duties undertaken of the employee is non rather clear. Therefore, the item of the handling is the employer ought to do the part towards the present service and have no duty to give excess part for past service ( Towers Watson, n.d. ) . For DBP ( which stand for defined benefit programs ) , it is a retirement program that employee benefits are classified harmonizing to a expression utilizing factors such as length of service and salary history, which was sponsored by the employer ( Investopedia, n.d. ) . Harmonizing to Towers Watson [ n.d. ] , owing to actuarial additions and losingss and anterior service costs are deferred, ensuing in the pension liability that are non really required to bear the duties. The solution is instantly acknowledgment of actuarial additions and losingss and anterior service cost. The undermentioned specific patterns are: canceling actuarial additions and losingss utilizing the corridor attack, take actuarial additions and losingss that are recognized in net income and loss commissariats and necessitate all actuarial additions and losingss should be recognized instantly in other comprehensive income ( OCI ) . Furthermore, past service cost should non be deferred amortisation and besides necessitate to be recognized instantly when incurred ( ibid. ) . Besides IAS 19 alterations in the method of look, service cost and net involvement i ncome or disbursal recognized in net income or loss, Re-measurable part recognized in OCI ( BDO, 2013 ) . Problem ( 5 ) : Immediate acknowledgment Immediate acknowledgment in other comprehensive income will hold an impact on organisations which recognizes additions and losingss at the same time in net income and loss. The standard requires acknowledgment of defined benefit duty and program assets in the statement of comprehensive income and in the statement of fiscal place. Harmonizing to IASB, ‘immediate acknowledgment provides more relevant information to users of fiscal statements and provides more faithful representation of the fiscal consequence of defined benefit programs ‘ ( KPMG 2011, p 5 ) . There are some looks of immediate acknowledgment which eliminated by AASB as the criterion of employee benefits. Among them are past service cost and disposal costs and other disbursals. As an illustration of immediate acknowledgment jobs, past service costs will be explained in item. Past service costs used to depict service costs different from current service costs and additions or losingss on the colony. It is defined as ‘the alteration in the present value of the defined benefit duty for the employee service provided in anterior periods ( KPMG, 2011: 18 ) . We should specify whether past service costs is positive or negative. When the alterations improve employee benefits, it is positive ( Deloitte, 2011 ) . While it is negative if the alteration consequences in decrease of the bing benefits ( ibid ) . The following measure is to acknowledge them into the entities ‘ fiscal statements. Harmonizing to the prudence concept footing, it is besides necessary to describe the accounting minutess. Therefore, the method used to acknowledge a vested yesteryear service costs should differ from the one used to acknowledge an unvested yesteryear service costs. Based on the consistence concept footing, it states that ‘accounting methods one time adopted must be applied systematically in future ‘ ( Jan, I. , 2012 ) . Therefore, the accounting intervention for both vested and unvested yesteryear service costs should be severally kept the same in several accounting periods. As it has been shown in the old paragraph, we recommend that the methods used to acknowledge vested and unvested yesteryear service cost should be different. Vested past service costs should be recognized instantly while ‘unvested past service costs should be recognized on a straight-line footing over the staying vesting period ‘ ( Ernst and Young, 2011: 4 ) . Furthermore, the methods used to acknowledge past service costs should follow a consistence footing. To reason, the Aquilealand Accounting Standard Board examined jobs sing employee benefits such as: acknowledgment of net incomes and loss originating from program assets, revelations, expiration benefits, post employment benefits, and immediate acknowledgment. Each of these jobs relates to an accounting construct, and recommendations were suggested in order to make a suited criterion that fit a state which has an active stock market. How to cite The Aquilealand Accounting Standard Board Accounting Essay, Essay examples

Business Driven Management of Infrastructure

Question: Discuss about the Business Driven Management of Infrastructure. Answer: Introduction The Reserve Bank of Australia is the central bank of Australia which became operational in the year 1960. It is the bank issuing authority in Australia which has its headquarters in Sydney. The components of the Bank include the Payments System Board, which is responsible for the administration of the payments system policy (www.rba.gov.au). The institution is responsible for governing the banking and monetary system in Australia. The board comprise of the bank members, government agencies in Australia, Treasury and the institutional leaders (Rba.gov.au. 2017). The Treasurer is responsible for appointing the governor of the Bank. The main function of the Bank includes the currency stabilization, maintenance of employment and the economic prosperity of Australia. The Bank has made several strategic as well as operational plans regarding financial market operations, financial stability, monetary policy, payments and infrastructure, banking, bank notes and financial position (Rba.gov.au. 2017). It has also formulated policies regarding the risk oversight and management. The human resources department of the Reserve Bank of Australia focuses on attracting and retaining the best talents in the organization. It has formulated policies regarding the compensation and benefits, diversity, equity, training and development and occupational health as well as safety (Rba.gov.au. 2017). The attracting the best talents would ensure that there would be formulation of excellent monetary policy and the retaining of the manpower would lead to efficient handling of the financial market operations. Consultation with stakeholders The internal as well as external stakeholders are consulted so that they can ascertain the needs related to human resource department. A training needs analysis would be done which would measure the difference between the needs of the training process and the employees training procedures (Phillips and Phillips 2016). The internal stakeholders such as the employees were interviewed regarding the level of training provided by the organization. It was found out that the employees emphasized on the need of being trained on matters related to the customer service (Dhar 2015). There have not been adequate trainings on this subject and hence they were not confident while interacting with the customers. This deteriorated the service quality of the Bank. The external stakeholders such as customers are also interviewed regarding the service standards of the Bank and it has been found out that they were not satisfied with the communication skills of the employees (Punjaisri and Wilson 2017). T his makes it evident that the organization requires implementing training modules which would enhance the skills and knowledge of the employees. The focus of the SLA would be training needs of the employees. The required focus should be on enriching the knowledge, skills and expertise of the employees in handling the customers. It is important to define the operational service levels in the operational environment. It is also important to define the customer values which should be embedded in the service level agreements (Kindstrm Kowalkowski and Sandberg 2013). It is also important to develop the SLA norms and the various resources to fulfill it. The stakeholders should be made clear regarding the benefits of the SLA and how it assists in the business management (Fit and Guitart 2014). The delivery of the training process is a complex area in which it is important to manage the expectations of all the stakeholders. It is also important to measure the SLA and the performance improvements of the employees post training (Cascio 2014). The focus of the training would be to provide structured study program for attainment of train ing objectives, which is concerned about increasing the customer satisfaction rates. Relevant Legislation The training services in Australia are governed with the help of suitable legislations. It is also important to incorporate suitable legislations for enhancing the efficiency of the training process. The National Vocational Education and Training Regulator Act 2011 gives training specifications (Billett et al. 2015). The training of employees in customer service should be formulated using a variety of channels. There would be classroom training aimed at improving the customer service skills (Valentine et al. 2015). This would make it possible for one to one feedback mechanism with the employees. The training would not only focus on the theoretical aspects of the training but would also involve practical aspects of the training. There would also be training delivery modes through e-learning. Each of the participants would be logging in the learning database with the help of unique login username and password (Clark and Mayer 2016). This would help the participants learn in their own convenient time. This would make it possible to enrich the knowledge of the employees in dealing with the customers. It would also encourage feedback from the participants regarding the quality of the training. There would be other modes of training such as teleconferencing, internet classroom link, self-paced learning and others. Implementation Plan The implementation plan of the SLA would be done in phases and there would be several steps in the implementation process (Cassidy 2016). It would comprise of the development of the performance tracking mechanisms and the establishment of the reporting processes. It is also important to reinforce the roles as well as responsibilities for the usual cross cultural services. It is also important to consider the background of the participants and then decide on the suitable methods. Service specification Performance Standard Timeframe Provide structured program Excellent content 2 months Provide an induction program Interactive platform 1 month Monitoring progress of learning Evaluation tools 2 months Carry out risks assessments In depth review 3 months Provide training material to student Quality learning material 1 month Ensure students are getting cohesive pathway Actual learning of the student 6 months Monitoring of service delivery The monitoring and the evaluation of the service delivery is one of the most important aspects of the organization. The training process should be constantly monitored in order to make it sure that the employees are gaining necessary skills as well as knowledge. A weekly assessment comprising of multiple choice questions should be implemented which would assess the current knowledge intake of the employees (Dimitriu 2015). There should also be one to one feedback sessions in order to learn the knowledge level of the employees. This would be helpful in discussing the progress of the employees and the identification of the further support which is required. This would also ensure that the existing training plans would be adjusted for the training as well as assessment. It is also important for the negotiation of the training as well as assessment. A practical monitoring process should be implemented which would assess the quality of the human resources interaction with the customers (M oore 2014). It is important to review as well as adjust the training plan based on the progress of the employees. Any required changes in the training plan should be agreed by all the parties. The monitoring data needs to be communicated to all the stakeholders. Expected Return on Investment (ROI) The service delivery process would involve certain amount of costs for the appropriate delivery of the training process. There are various direct costs associated with the training delivery such as cost of the training materials, cost of training venues, cost of auditorium, cost of training modules, cost of training software, cost of the training manuals, cost of the trainers, travel costs, accommodation costs of the participants and others (Duffield et al. 2014). There are indirect costs associated with the workers compensation, cost of temporary staff, administrative costs and the management time cost. The return of investment of the training module for ensuring customer service is 168%. The details are shown in the following table Define the anticipated benefits List anticipated costs Associated Costs ($) Educate the audience Cost of the training materials 45 Place for giving training Cost of training venues 215 Easy updation Cost of training software 850 Better understanding of the concepts Cost of the training manuals 70 Convenience and comfort of the outstation employees Accommodation costs 1000 Support for carrying out the training process Administrative costs 900 TOTAL 3080 Total Cost of Investment Net Profit Return on Investments $3080 $5200 168% Training support for participants The participants were provided adequate support during the delivery of the training (Shanley et al. 2017). The participants were selected based on the training needs. They were also supported during the actual conducting of the training. All the participants were engaged in one to one communication with the trainer so that their individual doubts and concerns can be taken care of. The SLA was also made clear to them so that there is no confusion regarding the same. Communication of service specifications The SLA should be well communicated to the audiences by fulfilling all the specifications (Cornelissen 2014). There should be transparent communications that should be maintained between the organization and its stakeholders. There must be selection of adequate communication channels such as meetings, conference calls, emails, newsletters and posters. The internal stakeholders should be communicated with the help of meetings, intranet, and posters. The external stakeholders should be communicated with the help of email and telephonic conversations. In the SLA, there must be the mention of the following key entities- Name of each party Roles as well as responsibilities of each party Scope of services Performance related targets Cost and return on investment Communication methods Resources required The ethical practices should be followed by adhering to honest and fair practices. It should consider the practices such as integrity, excellence, promotion of public interest and respect for the stakeholders (Bond 2015). Recommendations It is important to ensure that there is adherence to the service level agreement so that there is approval of the same. Stating the objectives of SLA Stating the service goal Determining the elements of SLA Specific applications, methods applied, customer responsibilities and service tracking Escalation procedures Contact resolution by IT service Reporting methods Determining the SLA contract period Conclusion The Reserve Bank of Australia is one of the most reputed financial institutions of Australia. This report analyzed the preparation and the implementation of service level agreement between the Bank and Training Council. The consultation with stakeholders is identified along with the focus of SLA. The relevant legislation is identified and the training delivery options. The implementation plan is also devised along with the monitoring of the service delivery. The expected ROI is done along with the training support of participants. The communication of service specifications along with the ethical aspects is done. The concluding part of the report would identify SLA. References Billett, S., Choy, S., Dymock, D., Smith, R., Henderson, A., Tyler, M. and Kelly, A., 2015. Towards More Effective Continuing Education and Training for Australian Workers.National Centre for Vocational Education Research (NCVER). Bond, T., 2015.Standards and ethics for counselling in action. Sage. Cascio, W.F., 2014. Leveraging employer branding, performance management and human resource development to enhance employee retention. Cassidy, A., 2016.A practical guide to information systems strategic planning. CRC press. Clark, R.C. and Mayer, R.E., 2016.E-learning and the science of instruction: Proven guidelines for consumers and designers of multimedia learning. John Wiley Sons. Cornelissen, J., 2014.Corporate communication: A guide to theory and practice. Sage. Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment.Tourism Management,46, pp.419-430. Dimitriu, R., 2015. Vulnerability of Part Time Employees.Persp. Bus. LJ,4, p.111. Duffield, C.M., Roche, M.A., Homer, C., Buchan, J. and Dimitrelis, S., 2014. A comparative review of nurse turnover rates and costs across countries.Journal of advanced nursing,70(12), pp.2703-2712. Fit, J.O. and Guitart, J., 2014. Business-driven management of infrastructure-level risks in Cloud providers.Future Generation computer systems,32, pp.41-53. Kindstrm, D., Kowalkowski, C. and Sandberg, E., 2013. Enabling service innovation: A dynamic capabilities approach.Journal of business research,66(8), pp.1063-1073. Moore, C.W., 2014.The mediation process: Practical strategies for resolving conflict. John Wiley Sons. Phillips, J.J. and Phillips, P.P., 2016.Handbook of training evaluation and measurement methods. Routledge. Punjaisri, K. and Wilson, A., 2017. The Role of Internal Branding in the Delivery of Employee Brand Promise. InAdvances in Corporate Branding(pp. 91-108). Palgrave Macmillan UK. Rba.gov.au. 2017. [online] Available at: https://www.rba.gov.au [Accessed 24 Jan. 2017]. Shanley, T.P., Calvin-Naylor, N.A., Divecha, R., Wartak, M.M., Blackwell, K., Davis, J.M., Ellerbeck, E.F., Kieburtz, K., Koziel, M.J., Luzuriaga, K. and Maddox, J., 2017. Enhancing Clinical Research Professionals Training and Qualifications (ECRPTQ): Recommendations for Good Clinical Practice (GCP) training for investigators and study coordinators.Journal of Clinical and Translational Science, pp.1-8. Valentine, S.E., Bankoff, S.M., Poulin, R.M., Reidler, E.B. and Pantalone, D.W., 2015. The use of dialectical behavior therapy skills training as stand?alone treatment: A systematic review of the treatment outcome literature.Journal of clinical psychology,71(1), pp.1-20.