Explore key performance indicators (KPIs) for Accounts Receivable teams, including DSO, Aging of Receivables, ADD, CEI, and Write-off Rate. Learn how these metrics can improve financial performance and optimize AR processes.

&nbsp;Running a business with the intention of growing it and making it a success is like embarking on an ambitious but exciting journey. Like every other journey you will start in life, you will need milestones to help you keep track of the progress you are making as you travel. In a real-life business, we use <a href="https://www.ipcconsultants.com/blog/kpi-manual-the-ultimate-tool-to-align-and-standardize-your-performance-measures" rel="noopener noreferrer" target="_blank">Key Performance Indicators (KPIs)</a> to track the progress we make in our journey. The journey is in the form of a strategic plan that contains a set of goals, performance indicators, targets, and initiatives that enable the achievement of the targets. As the title rightfully indicates, this article will focus on KPIs for the Accounts Receivable (AR) team in the Finance department of an organization. The AR function is a crucial element of the finance team in any organization, be it a Profit or Non-Profit as it directly affects cash flow and overall profitability. Failure to effectively manage the AR function can lead to liquidity issues and hinder a company's ability to invest in growth and operations. The common metrics for this function focus on indicating the <a href="https://blog.nexusglobal.com/efficiency-and-effectiveness-know-the-difference" rel="noopener noreferrer" target="_blank">Efficiency and Effectiveness</a> of your receivable collection process. Efficiency metrics aim to measure how well AR processes are executed and optimized; hence, they focus on minimizing costs and maximizing resource utilization. On the other hand, Effectiveness metrics measure how well AR processes contribute to the overall business objectives. There are quite a lot of performance indicators to discuss under the AR function, depending on the size of the organization and its chosen business model. However, this article will only focus on key global ones that apply to diverse businesses and industries. &nbsp;<h2 class="ql-align-justify">1. Average Days Sales Outstanding (DSO)</h2>This measure is a financial ratio that measures the average number of days it takes for the AR team to collect payment for its credit sales. It indicates how long it takes for customers to pay the outstanding invoices. When analyzing the <a href="https://www.celonis.com/blog/days-sales-outstanding-dso-understanding-key-business-metrics/#:~:text=Days%20sales%20outstanding%20or%20DSO,credit%20over%20a%20given%20period." rel="noopener noreferrer" target="_blank">DSO KPI trend</a>, a lower DSO signals that customers are paying their invoices promptly, which is generally a positive sign for the company's financial health, while the opposite is true for a higher DSO. &nbsp;<h2 class="ql-align-justify">2.&nbsp;Aging of Receivables</h2>This KPI indicates the length of time client invoices have remained unpaid and categorizes the invoices into standard aging buckets spaced by 15 days to 30 days, depending on the credit policy of the organisation. <a href="https://www.investopedia.com/terms/a/aging.asp#:~:text=Key%20Takeaways-,Aging%20is%20a%20method%20used%20by%20accountants%20and%20investors%20to,a%20bill%20has%20gone%20unpaid." rel="noopener noreferrer" target="_blank">The aging analysis</a> is very important as it provides insights into the quality of a company's accounts receivable and helps identify potential risks associated with uncollected payments. Invoices that are way beyond the acceptable payment due date signal a higher risk for bad debts. In AR weekly meetings, the aging analysis can guide collection efforts by highlighting which customers need immediate attention. RELATED: <a href="https://www.ipcconsultants.com/blog/right-way-set-performance-goals-kpis-targets-employees" rel="noopener noreferrer" target="_blank">The right way to set performance goals KPIs and targets for employees</a> &nbsp;<h2 class="ql-align-justify">3.&nbsp;Average Days Delinquent (ADD)</h2>This is a financial ratio that indicates the average number of days that customer invoices remain beyond the agreed payment deadline before payment is received. It provides insights into the effectiveness of a company's credit and collection policies. A high ADD indicates that customers are taking longer to settle their invoices after they are due, and this potentially affects a company's cash flow and profitability negatively. The opposite is true for a low ADD. &nbsp;<h2 class="ql-align-justify">4.&nbsp;Collections Effectiveness Index (CEI)</h2>This KPI tracks the efficiency of a company's collections efforts. It compares the amount of cash collected to the total amount of outstanding receivables. When analyzing the trended KPI data, a high <a href="https://www.highradius.com/resources/Blog/collections-effectiveness-index-how-to-act-on-it/" rel="noopener noreferrer" target="_blank">CEI</a> suggests that the business is effectively collecting its outstanding receivables, which is a positive sign for its financial health. In contrast, the opposite is true for a low CEI.&nbsp;&nbsp;<h2 class="ql-align-justify">5.&nbsp;Write off rate</h2>This is a financial ratio that measures the percentage of total credit sales that become uncollectible and must be written off as bad debts. It indicates the effectiveness of a company's credit granting and collection processes. When analyzing trended KPI data for this measure, a low write-off rate indicates suggests that the company is effectively managing its credit risk and collecting its outstanding receivables, which is a positive sign for its financial health. RELATED: <a href="https://www.ipcconsultants.com/blog/the-importance-of-automating-kpis-from-data-warehousing-power-bi-reporting-with-power-automate" rel="noopener noreferrer" target="_blank">The Importance of Automating KPIs: From Data Warehousing Power BI Reporting with Power Automate</a> &nbsp;When you track and analyze these KPIs, businesses can identify potential areas for improvement, optimize their AR processes, and enhance their overall financial performance. It is important to set specific targets for each KPI, regularly monitor trends, and benchmark to ensure that AR management is aligned with the 'organisation's strategic goals. &nbsp;To learn more about developing, automating, and analyzing KPIs, sign up for our several in-house and open workshops. Email <a href="mailto:fspi@ipcconsultants.com" rel="noopener noreferrer" target="_blank">fspi@ipcconsultants.com</a> to get detailed course content on Business strategy, Balanced Scorecard, KPI Report Automation, and Business Analytics workshops. &nbsp;David Shambare is a Strategy and Performance Management enthusiast; he is a consultant at IPC. He enjoys researching topics related to business strategy, financial planning, and analysis as well as performance improvement. He is reachable via email at <a href="mailto:david@ipcconsultants.com" rel="noopener noreferrer" target="_blank">david@ipcconsultants.com</a> or on our general lines 0242481946-10.

5 Key Performance Indicators for Measuring AR Efficiency and Effectiveness

The corporate environment today is evolving quickly. Companies desire to use data already in their records (databases) to operate more efficiently and make better decisions. KPIs, or key performance indicators, are really significant! They enable us to assess an organization's performance in relation to its primary objectives. By automating how we make and share KPI reports, a business can be quicker and more responsive.

<h2 class="ql-align-justify">Introduction</h2>The corporate environment today is evolving quickly. Companies desire to use data already in their records (databases) to operate more efficiently and make better decisions. KPIs, or key performance indicators, are really significant! They enable us to assess an organization's performance in relation to its primary objectives. By automating how we make and share KPI reports, a business can be quicker and more responsive. &nbsp;This article discusses why automating KPIs matters. We'll examine how data warehousing goes into making KPI reports in Power BI and how Power Automate helps make everything easier, including alerting users when reports change! In the end, you'll discover that automating data-driven KPI reports saves time, cuts down errors, and gives companies a leg up by sharing information quickly and accurately. <h2 class="ql-align-justify">The Role of KPIs in Business&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</h2><h3 class="ql-align-justify">Understanding KPIs</h3><a href="https://www.investopedia.com/terms/k/kpi.asp" rel="noopener noreferrer" target="_blank">KPIs</a> are quantifiable measures indicating how well an organization is achieving its important goals. Different parts of a company use them to check success at meeting targets. <h3 class="ql-align-justify">What are good KPIs?</h3>A good KPI is a measure that provides or shows clear insights into business performance and influences the company's decision-making.&nbsp; <h4 class="ql-align-justify">Some common examples of good KPIs are:</h4><ul><li class="ql-align-justify">Financial KPIs: Such as revenue growth, profit margins, &amp; return on investment (ROI).</li><li class="ql-align-justify">Customer KPIs: Like customer satisfaction, net promoter score (NPS), &amp; customer retention rate.</li><li class="ql-align-justify">Operational KPIs: For example, efficiency metrics, average handle time, &amp; production costs.</li><li class="ql-align-justify">Employee KPIs: Including turnover rates, training success, &amp; employee engagement.</li></ul>&nbsp; <h2 class="ql-align-justify">The Importance of KPIs</h2><a href="https://www.indeed.com/career-advice/career-development/importance-of-kpi" rel="noopener noreferrer" target="_blank">KPIs have several great benefits:</a>Measurements of Performance: They give a clear way to see how different parts of the company are doing.Alignment of Goals: They help everyone in the organization work towards the same goals.Better Decisions: They provide the data needed for smart business decisions!Continuous Improvement: Tracking them usually allows businesses to find ways to get better quickly. &nbsp;<h2 class="ql-align-justify">The Challenges of Manual KPI Reporting</h2>KPI reporting has many manual steps:<ol><li class="ql-align-justify">Data Collection: This means getting data from many sources.</li><li class="ql-align-justify">Data Cleaning: Making sure all that data is right &amp; looks good.</li><li class="ql-align-justify">Data Analysis: Figuring out what the data is telling us.</li><li class="ql-align-justify">Report Creation: Putting all that analyzed data into reports.</li><li class="ql-align-justify">Distribution: Sharing those reports with the right people.</li></ol> These steps can take a lot of time and can easily lead to mistakes. Waiting for reports might mean losing chances or taking too long to act. Plus, handling data manually raises the possibility of making errors that could harm the trust in reports and decisions made by them.&nbsp; <h2 class="ql-align-justify">Automating KPI Reporting: An Overview</h2>Automating KPI reporting can solve many problems. By using modern technology like data warehousing, analytics, and automation software, businesses can ensure their KPI reports are correct and given out on time while being efficient!&nbsp; <h3 class="ql-align-justify">Why Automate KPI Reporting?</h3>Automating KPI reports brings a range of benefits to businesses regardless of their size. Let's dive into the advantages.1.&nbsp;&nbsp;&nbsp;&nbsp;Efficiency and Productivity<ul><li class="ql-align-justify">Time-Saving: Automating data collection, analysis, and report creation allows employees to dedicate time to initiatives.</li><li class="ql-align-justify">Less Manual Work: By eliminating repetitive tasks, the risk of human errors is reduced.</li><li class="ql-align-justify">Enhanced Productivity: Employees can focus on analyzing data and making well-informed decisions.</li></ul>&nbsp;2.&nbsp;&nbsp;&nbsp;&nbsp;Improved Data Accuracy and Consistency<ul><li class="ql-align-justify">Data Integrity: Ensures that data sources and calculations remain consistent, lowering the chances of errors.</li><li class="ql-align-justify">Real-Time Updates: Provides information for decision-making.</li><li class="ql-align-justify">Standardized Reporting: Maintains uniform formatting and presentation of KPIs throughout the organization.</li></ul>&nbsp;3.&nbsp;&nbsp;&nbsp;&nbsp;Better Decision Making<ul><li class="ql-align-justify">Quick Insights: Offers information to facilitate decision-making processes.</li><li class="ql-align-justify">Data-Informed Decisions: Cultivates a culture centered on accessible data.</li><li class="ql-align-justify">Enhanced Forecasting: Enables anticipation of future trends and performance based on more accurate and valid insights.</li></ul>&nbsp;4.&nbsp;&nbsp;&nbsp;&nbsp;Cost Savings<ul><li class="ql-align-justify">Resource Optimization: Decreases the need for reporting staff.</li><li class="ql-align-justify">Error Reduction: Cuts down on expenses related to rectifying mistakes in reports.</li><li class="ql-align-justify">Enhanced Efficiency: Streamlines operations, resulting in cost reductions.</li><li class="ql-align-justify">Enhanced Stakeholder Contentment</li><li class="ql-align-justify">Punctual Delivery: Ensures reports are provided promptly, meeting the expectations of stakeholders.</li><li class="ql-align-justify">Uniform Layout: Offers a structure for effortless comprehension.</li><li class="ql-align-justify">Heightened Trust: Establishes credibility through the delivery of dependable information.</li><li class="ql-align-justify">Through the automation of KPI reporting, companies can attain an edge by facilitating more precise and consistent data-informed decision-making.</li></ul>&nbsp;&nbsp;<h2 class="ql-align-justify">Key Components of KPI Automation</h2><a href="https://www.ibm.com/topics/data-warehouse" rel="noopener noreferrer" target="_blank">Data Warehouse:</a> This is where all company data lives, so it's easy to store &amp; find stuff.<a href="https://www.microsoft.com/en-us/power-platform/products/power-bi?msockid=283f7c638cea66b80ca1687d8d4967cb" rel="noopener noreferrer" target="_blank">Power BI:</a> This tool offers neat visualizations and business intelligence features that help with understanding data better (get more insights).<a href="https://www.microsoft.com/en-us/power-platform/products/power-automate?msockid=283f7c638cea66b80ca1687d8d4967cb" rel="noopener noreferrer" target="_blank">Power Automate:</a> A service that helps automate workflows across different apps and makes everything run smoother!&nbsp; <h2 class="ql-align-justify">The Role of Data Warehousing</h2>What is a Data Warehouse?A data warehouse is like a big storage space for all sorts of structured &amp; unstructured data. It helps businesses do things like analytics and reporting by giving a complete view of their information. &nbsp;<h2 class="ql-align-justify">Benefits of a Data Warehouse</h2>This approach has great perks:<ul><li class="ql-align-justify">Centralized Data: It pulls together info from many places, so there's one reliable source.</li><li class="ql-align-justify">Quality Data: Keeps everything accurate through ETL (Extract, Transform, and Load) processes.</li><li class="ql-align-justify">Fast Performance: Designed for speedy queries, which means quick access to info!</li><li class="ql-align-justify">Scalable: Grows with your business needs; can handle more data over time!</li></ul>&nbsp;<h2 class="ql-align-justify">Creating KPI Reports in Power BI</h2>Introduction to Power BI:Power BI is an awesome Microsoft service! It lets people create cool visualizations and meaningful business intelligence reports easily.&nbsp;<h3 class="ql-align-justify">Benefits of Power BI</h3>Why do users love it?<ol><li class="ql-align-justify">They get interactive visualizations: Explore their data in fun ways!</li><li class="ql-align-justify">Real-time Data: Always keeps reports fresh with current info!</li><li class="ql-align-justify">Easy to Use: The drag-and-drop makes it pretty simple for anyone to use.</li><li class="ql-align-justify">Integration: Works well with other Microsoft tools, too!</li><li class="ql-align-justify">Collaboration: Easily share and work together on reports with fellow team members!</li></ol>&nbsp;<h3 class="ql-align-justify"><a href="https://dashthis.com/blog/how-to-create-the-perfect-kpi-report/" rel="noopener noreferrer" target="_blank">Creating KPI Reports</a></h3>To whip up KPI reports in Power BI:<ol><li class="ql-align-justify">Connect to Data Sources: Link Power BI with your main warehouse.</li><li class="ql-align-justify">Data Preparation: Clean up the info using Power Query as needed.</li><li class="ql-align-justify">Data Modeling: Set relationships between tables; create columns or measures needed.</li><li class="ql-align-justify">Design Visualizations: Bring charts &amp; graphs alive using Power BI!</li><li class="ql-align-justify">Build Reports: Put these visualizations together into great-looking reports that show valuable insights!</li><li class="ql-align-justify">Publish &amp; Share: Get those reports sent to the Power BI service so everyone can check them out!</li></ol> &nbsp;<h2 class="ql-align-justify">Using Power Automate to Streamline Processes</h2><h3 class="ql-align-justify"><a href="https://alison.com/course/power-automate-for-beginners?utm_source=bing&amp;utm_medium=cpc&amp;utm_campaign=530823753&amp;utm_content=1358998875744490&amp;utm_term=kwd-84938561434313:loc-169&amp;msclkid=e82935a4bed21de750cd5306b0faf7a5" rel="noopener noreferrer" target="_blank">Introduction to Power Automate:</a></h3>Here comes Power Automate (which used to be called Microsoft Flow). It's perfect for smoother workflows between apps and services. This helps automate tasks, making work less tedious and easier!&nbsp; <h3 class="ql-align-justify">Benefits of Power Automate</h3>Why should you use it?<ol><li class="ql-align-justify">Efficiency: Cuts down repetitive tasks, giving you more time for important stuff!</li><li class="ql-align-justify">Consistency: Ensures things always get done exactly as planned every single time!</li><li class="ql-align-justify">Integration: Links all kinds of applications together for seamless working!</li><li class="ql-align-justify">Flexibility: Handles all sorts, from easy tasks to complex workflows!</li><li class="ql-align-justify">Scalability: Fits any growth need just like your organization does!</li></ol>&nbsp; <h3 class="ql-align-justify"><a href="https://www.youtube.com/watch?v=ZWnj7E3oKjI" rel="noopener noreferrer" target="_blank">Automating Email Notifications</a></h3>Notifications matter because they ensure everyone stays up-to-date! Automating emails guarantees the smooth sharing of updates, too. Email notifications for updated Key Performance Indicator (KPI) reports serve as a means of communication, ensuring that stakeholders remain informed and equipped to make data-based decisions.&nbsp; <h3 class="ql-align-justify">To set up email alerts using Power Automate:</h3><ol><li class="ql-align-justify">Set Up Email Templates: Create emails ready for notifications, including key details like report name or update date!</li><li class="ql-align-justify">Configure Email Actions: In your workflow flow, set up actions that send pre-made emails when necessary, using dynamic content where possible.</li><li class="ql-align-justify">Define Recipients: Choose who gets these alerts based on roles or lists; for instance, everyone subscribed to those reports!</li><li class="ql-align-justify">Test &amp; Deploy! : Before launching, notify stakeholders. Tests will keep things rolling smoothly!</li></ol>&nbsp; <h3 class="ql-align-justify">Real World Example – Automating Key Performance Metrics Reporting</h3>Let's pretend we have a retail firm trying hard to automate its sales performance reporting system. Since they'll store sales info wisely, what is their goal? Making monthly sales KPI reports zippy for every manager involved!Their Plan?<ol><li class="ql-align-justify">Data Warehouse! Sales datasets stay neatly organized inside their brand-new warehouse—with ETL setups ensuring correctness every day.</li><li class="ql-align-justify">Power BI! Crafting neat visuals is next – showcasing total sales growth alongside top achievers.</li><li class="ql-align-justify">Power Automate role? To shine brightly by connecting dots across processes through creating specific flows involving whatever needs doing.</li></ol>Things like:<ul><li class="ql-align-justify">Pulling fresh sales numbers each month.</li><li class="ql-align-justify">Refreshing those visuals regularly.</li><li class="ql-align-justify">Producing dynamically updated documents.</li><li class="ql-align-justify">Pinging managerial staff who'll appreciate handy links sent straight over email.</li></ul> As <a href="https://www.ipcconsultants.com/" rel="noopener noreferrer" target="_blank">IPC (Industrial Psychology Consultants Pvt)</a>, we offer training on Automating KPI Reports and Developing integrated insights that greatly influence decision-making and show the company's overall performance according to its goals (objectives). Check out our post on <a href="https://www.linkedin.com/posts/industrial-psychology-consultants-pvt-ltd_hrdashboard-performancereporting-hranalytics-activity-7119683546402676738-KqcO?utm_source=share&amp;utm_medium=member_android" rel="noopener noreferrer" target="_blank">LinkedIn</a>.

The Importance of Automating KPIs: From Data Warehousing Power BI Reporting with Power Automate

Role clarity in any organization is crucial for optimizing performance and ensuring that employees focus on the duties they are meant to perform.

<a href="https://www.15five.com/blog/employee-engagement-focus-on-role-clarity/#:~:text=When%20an%20employee%20has%20role,will%20be%20evaluated%20and%20measured." rel="noopener noreferrer" target="_blank">Role clarity</a> in any organization is crucial for optimizing performance and ensuring that employees focus on the duties they are meant to perform. This case study examines how a structured <a href="https://www.ipcconsultants.com/blog/job-evaluation-every-organisation-needs" rel="noopener noreferrer" target="_blank">job evaluation</a> exercise was implemented for our client in the manufacturing sector to achieve this. The process emphasized the critical role of <a href="https://www.ipcconsultants.com/blog/how-to-develop-good-job-descriptions" rel="noopener noreferrer" target="_blank">job description</a> development in establishing role clarity, ultimately leading to improved organizational performance.<h3 class="ql-align-center"> </h3><h3 class="ql-align-center"> Key Takeaways</h3> <ul><li>Enhanced Role Clarity: Clear job descriptions eliminated uncertainties in duties and decision-making levels for roles.</li><li>Reduced Role Duplication: Systematic role analysis minimized overlaps, optimizing resource utilization.</li><li>Increased Performance and Employee Satisfaction: Involving employees in job description creation boosted their satisfaction and engagement.</li></ul> <h2>Case Study: Manufacturing Sector</h2>This sector generally undergoes the burden of realigning roles according to organizational goals as technologies and market demands change at lightning speed. Our client felt the need for a systematic process to redefine roles that ensure employees are engaged in functions aligned to strategic objectives.&nbsp;<h2>Objectives</h2>The main objectives of the job evaluation exercise included:<ol><li>Writing clear and concise job descriptions and requirements pertaining to the job.</li><li>To minimize role duplication and ambiguities in job responsibilities.</li><li>Improving organizational performance by structuring roles to fit business strategic intentions.</li></ol> <h2>Methodology</h2>The approach we used to achieve this is broken down into the following main stages:<ol><li>Sensitization of Employees: Employees underwent a brief regarding the job evaluation exercise and its significance, as well as cooperation and participation in the said exercise. This also enabled them to understand their role as key stakeholders in the exercise.</li><li>Job Analysis Questionnaire: This is a structured questionnaire developed and administered to all the incumbents to achieve detailed information about their current jobs. This would help provide a comprehensive view of each position in the organization.</li><li>Job Analysis Interviews: These were conducted to provide more details on the roles and to help the incumbents frame the questionnaire properly. Additional insights regarding the scope and responsibilities of the position were drawn with the help of these interviews.</li><li>Development of Job Descriptions: The filled in questionnaires were reviewed by IPC, and all weak areas where information was not sufficient were identified and corrected. This allowed us an opportunity to prepare what we now call the 'results-based job descriptions' or third-generation job descriptions that project the information on what the concerned roles are expected to deliver.</li><li>Validation and Approval: Draft job descriptions were reviewed and approved by several stakeholders, including the incumbents, their immediate supervisors, and the HR sub-function. Such <a href="https://support.okta.com/help/s/article/Using-Multi-Level-Reviews-in-Access-Certification?language=en_US" rel="noopener noreferrer" target="_blank">multi-level reviews</a> and respective approvals helped make sure that all job descriptions were reflective of the jobs and were mutually agreed upon by all at the table.</li><li>Grading and Sharing Results: As soon as the job descriptions were finalized and signed off, the roles were graded using these documents. The results were then shared with the client, in which all the jobs had a clearly set structure within the organization.</li></ol> <h2>The Outcome</h2>The exercise of job evaluation and regrading brought out the following dramatic improvements:<ol><li>Established Role Clarity: Since each role had a precise definition and accompanying documentation, there was no longer any uncertainty about duties and decision-making levels. The process also allowed us to identify duties that did not apply to some roles and were otherwise a function of another job in the organization.</li><li>Reduced Role Duplication: The process also enabled us to see and eliminate overlaps in job functions to mitigate role duplication, make the best use of resources, and avoid confusion.</li><li class="ql-align-justify">Enhanced Performance: The presence of clear roles enabled employees to accomplish their objectives more easily, so the total <a href="https://www.betterup.com/blog/organizational-performance#:~:text=that%20drives%20success.-,What%20is%20organizational%20performance%3F,a%20state%20of%20constant%20change." rel="noopener noreferrer" target="_blank">organizational performance</a> was enhanced.</li><li>Employee Satisfaction: The open and inclusive job description creation approach improved the job satisfaction levels of employees since they would be directly involved in the definition of their functions. </li></ol>&nbsp;<h2>Conclusion</h2>The importance of job evaluation is that it focuses attention on the job requirements in the development of the job description. This, in turn, not only helps in role clarity but also makes the efforts of the employees accordant to organizational goals, thereby increasing performance and efficiency. This case makes it evident that with clearly defined and understood roles, organizations can do much better toward their alignment and productivity.&nbsp;

Role Clarity and Performance Improvement through Job Evaluation A Case Study

Human Resources (HR) policies and procedures serve as the backbone of an organization's workplace culture and employee relations. They provide a framework for consistent decision-making, ensuring fair treatment of employees and compliance with legal requirements. This guide goes into the key components of HR policies and procedures, outlining a step-by-step approach to developing these critical documents.

Human Resources (HR) policies and procedures serve as the backbone of an <a href="https://www.ipcconsultants.com/blog/organisational-culture-and-why-you-should-never-ignore-it" rel="noopener noreferrer" target="_blank" style="text-align: justify; font-size: 1rem; font-weight: 400;">organization's workplace culture</a> and employee relations. They provide a framework for consistent decision-making, ensuring fair treatment of employees and compliance with legal requirements. This guide goes into the key components of HR policies and procedures, outlining a step-by-step approach to developing these critical documents. <h2 class="ql-align-justify">What are HR Policies and Procedures&nbsp;?</h2>A policy is a formal statement outlining a principle or rule that all members of an organization must adhere to. Each policy addresses a specific issue relevant to the organization's mission or operations. A procedure details how to implement or carry out a policy. In essence, the policy is the "what," and the procedure is the "how." Policies are written as concise statements or rules, while procedures are written as step-by-step instructions. Together, they form a comprehensive guide for managers and employees, ensuring that HR practices are applied consistently and fairly across the organization. <h2 class="ql-align-justify">The difference between an HR Policy and Procedures Manual and a Staff/Employee Handbook </h2>HR Policy and Procedures Manuals and <a href="https://www.thehumancapitalhub.com/articles/employee-handbook-a-step-by-step-guide-to-preparing-your-staff-handbook" rel="noopener noreferrer" target="_blank">Staff/Employee Handbooks</a> are distinct yet complementary documents serving different audiences and purposes. The Policy and Procedures Manual acts as the manager's compass, providing a comprehensive reference guide for HR professionals and supervisors. It includes detailed policy statements, in-depth procedures, rationales, legal considerations, and examples for consistent and legally sound decision-making. Its tone is formal and precise, often using legal terminology, and distribution is limited to management due to sensitive content. In contrast, the Staff/Employee Handbook serves as the employee's welcome guide, offering a high-level overview of the company's culture, values, and expectations. It summarizes key policies, employee rights, benefits, and contact information in a welcoming and easy-to-understand style, using plain language and avoiding jargon. This handbook is distributed to all employees for reference throughout their employment. While the Policy and Procedures Manual ensures compliance with policy implementation, the handbook provides that all employees understand the company's culture and expectations. Together, these documents create a framework for effective HR management and a positive employee experience. &nbsp;In-Depth Guide to Developing Comprehensive HR Policies and Procedures Phase 1: Planning and Preparation<ol><li>Establish a Clear Purpose and Scope:</li><li class="ql-indent-1">Define the overall goals of your HR policies and procedures. What do you hope to achieve? Are you aiming to improve employee relations, ensure legal compliance, enhance productivity, or all of the above?</li><li class="ql-indent-1">Determine the scope of the manual. Will it cover all aspects of HR, or will it focus on specific areas like recruitment, compensation, or employee conduct?</li><li>Assemble a Cross-Functional Team:</li><li class="ql-indent-1">Include representatives from various departments (HR, legal, finance, operations) and levels of management to ensure a well-rounded perspective.</li><li class="ql-indent-1">Consider appointing a project leader to oversee the development process and keep the team on track.</li><li>Conduct Thorough Research:</li><li class="ql-indent-1">Review existing policies and procedures to identify gaps and areas for improvement.</li><li class="ql-indent-1">Research relevant laws and regulations to ensure compliance.</li><li class="ql-indent-1">Benchmark against industry best practices to identify trends and innovative approaches.</li><li>Gather Employee Feedback:</li><li class="ql-indent-1">Conduct surveys or focus groups to understand employee needs and concerns.</li><li class="ql-indent-1">Involve employees in the development process to foster a sense of ownership and engagement.</li></ol> Phase 2: Policy and Procedure Development<ol><li>Prioritize Policy Areas:</li><li class="ql-indent-1">Start with the most critical policies, such as those related to legal compliance, employee safety, and core HR functions.</li><li class="ql-indent-1">Develop a timeline for addressing other policy areas based on their priority and complexity.</li><li>Draft Clear and Concise Policies:</li><li class="ql-indent-1">Use plain language that is easy for employees to understand.</li><li class="ql-indent-1">Avoid jargon and legalistic language whenever possible.</li><li class="ql-indent-1">State the purpose of each policy clearly and concisely.</li><li class="ql-indent-1">Outline the specific rules and expectations associated with each policy.</li><li>Develop Detailed Procedures:</li><li class="ql-indent-1">Break down each policy into a series of step-by-step instructions.</li><li class="ql-indent-1">Include flowcharts or diagrams to illustrate complex processes.</li><li class="ql-indent-1">Specify who is responsible for carrying out each step of the procedure.</li><li class="ql-indent-1">Outline timelines and deadlines for completing tasks.</li><li>Ensure Legal Compliance:</li><li class="ql-indent-1">Consult with legal counsel to ensure that all policies and procedures comply with applicable laws and regulations.</li><li class="ql-indent-1">Pay particular attention to laws related to employment discrimination, harassment, wage and hour regulations, and leave entitlements.</li><li>Review and Revise:</li><li class="ql-indent-1">Have the team review the draft policies and procedures thoroughly.</li><li class="ql-indent-1">Seek feedback from legal counsel, management, and employees.</li><li class="ql-indent-1">Make necessary revisions based on feedback and ensure consistency throughout the manual.</li></ol> &nbsp;RELATED: <a href="https://www.ipcconsultants.com/blog/crafting-right-human-resources-policies-organisation" rel="noopener noreferrer" target="_blank">Crafting the Right Human Resources Policies for Your Organisation</a> Phase 3: Implementation and Communication <ol><li>Obtain Final Approval:</li><li class="ql-indent-1">Present the final draft of the manual to senior management for approval.</li><li class="ql-indent-1">Address any concerns or questions they may have.</li><li class="ql-indent-1">Ensure that the manual has the full support of the organization's leadership.</li><li>Communicate the Manual to Employees:</li><li class="ql-indent-1">Distribute the manual to all employees, either in print or electronically.</li><li class="ql-indent-1">Hold training sessions or workshops to educate employees about the new policies and procedures.</li><li class="ql-indent-1">Encourage questions and feedback from employees to ensure understanding and buy-in.</li><li>Monitor and Enforce Compliance:</li><li class="ql-indent-1">Establish mechanisms for monitoring compliance with policies and procedures.</li><li class="ql-indent-1">Address any violations promptly and consistently.</li><li class="ql-indent-1">Provide ongoing training and support to managers and employees to ensure understanding and adherence.</li></ol> Phase 4: Review and Update<ol><li>Regularly Review and Update:</li><li class="ql-indent-1">Schedule periodic reviews of the manual to ensure it remains up-to-date and relevant.</li><li class="ql-indent-1">Incorporate changes in laws, regulations, or company practices as needed.</li><li class="ql-indent-1">Seek feedback from employees and managers on the effectiveness of the policies and procedures.</li><li>Adapt to Changing Needs:</li><li class="ql-indent-1">As the organization grows and evolves, be prepared to revise the manual to meet changing needs.</li><li class="ql-indent-1">Consider new technologies, workplace trends, and employee expectations when updating the manual.</li></ol> By following this comprehensive guide, you can develop a robust set of HR policies and procedures that will support your organization's goals, foster a positive workplace culture, and ensure compliance with legal requirements.&nbsp;&nbsp;<h2 class="ql-align-justify">Developing a Staff/Employee Handbook from the HR Policies and Procedures Manual </h2> <h3 class="ql-align-justify">What is a Staff/Employee Handbook?</h3>A staff/employee handbook is a document that communicates to employees the organization's policies, culture, and values. It typically includes information such as work hours, dress code, benefits, and leave policies. The handbook is designed to give new hires a clear understanding of what to expect and what is expected of them. It's a more accessible document that should be consistent with the <a href="https://smarthrsolutions.co.zw/hr-tools/hr-policy-and-procedures-manuals" rel="noopener noreferrer" target="_blank">HR policies manual</a> but does not include exhaustive details or the reasoning behind each policy. &nbsp;<h3>Developing a Staff Handbook</h3> <h4>Step 1: Using the Human Resources Policy and Procedures Manual as a Guide</h4><ul><li>Review the Human Resources Policy and Procedures Manual to identify key policies and procedures</li><li>Summarize the key policies and procedures in a clear and concise manner</li></ul><h4>Step 2: Identifying the Audience for the Staff Handbook</h4><ul><li>Determine which employees will be using the handbook (e.g. all employees, new employees, managers)</li><li>Tailor the content and style accordingly</li></ul><h4>Step 3: Summarizing Key Policies and Benefits</h4><ul><li>Provide an overview of the organization's major employee benefits (e.g. health insurance, retirement plan)</li><li>Summarize key personnel policies (e.g. leave policies, employee conduct)</li><li>Include information on employee rights and responsibilities</li><li>Include any relevant forms or documents</li></ul><h4>Step 4: Writing the Staff Handbook in an Informal Style</h4><ul><li>Use a friendly and approachable tone</li><li>Avoid technical jargon and complex terminology</li><li>Ensure the handbook is easy to read and understand</li><li>Use headings, subheadings, and bullet points to make the content clear and concise</li></ul><h4>Step 5: Reviewing and Revising the Staff Handbook</h4><ul><li>Seek feedback from employees, managers, and other stakeholders</li><li>Make any necessary changes to ensure the handbook is effective and relevant</li><li>Ensure consistency with the organization's overall mission and values and compliance with relevant laws and regulations</li><li>Review and revise the handbook on a regular basis (e.g. every 2-3 years)</li></ul> <h2>Legal Compliance </h2>The most important thing when developing HR policies is that they must comply with legal requirements in the country in which you are operating. Legal compliance is a critical cross-cutting issue in the development of Human Resources policies and procedures. Adhering to labour laws and regulations is essential to prevent legal repercussions, uphold fair employment practices, and ensure consistent treatment of employees. It protects employee rights, enhances the organization's reputation, and supports ethical business conduct. &nbsp; <h2 class="ql-align-justify">Conclusion </h2>Developing a Human Resources Policy and Procedures Manual and a Staff Handbook is a crucial step for any organization seeking to establish a clear and comprehensive guide for managing human resources. By following the steps outlined in this article, organizations can create a manual and handbook tailored to their specific needs and goals. A well-developed Human Resources Policy and Procedures Manual and Staff Handbook can provide numerous benefits, including: <ul><li>Ensuring consistency and fairness in the application of policies and procedures</li><li>Providing a clear and comprehensive guide for managing human resources</li><li>Helping to ensure compliance with relevant laws and regulations</li><li>Improving communication and understanding among employees, managers, and other stakeholders</li></ul> By investing time and effort into developing a Human Resources Policy and Procedures Manual and Staff Handbook, organizations can create a valuable resource that will support their success and growth for years to come.&nbsp;

Developing Effective Human Resources Policies and Procedures: A Comprehensive Guide

A KPI manual is more than just a document - it's a strategic investment in your company's success. Promoting alignment, objectivity, and data-driven decision-making to empower your team to work smarter, not harder. With a KPI manual, you can unlock the full potential of your team and drive business growth.

Like clockwork, most organizations start the year by setting <a href="https://corporatefinanceinstitute.com/resources/management/smart-goal/" rel="noopener noreferrer" target="_blank">SMART goals</a> with the hope of achieving them throughout the year. Once these goals are formulated, they are not going to accomplish themselves hey! This is why you've likely heard that you need to translate your goals into actionable metrics. And that's what we do by utilizing <a href="https://www.thehumancapitalhub.com/articles/kpis-and-metrics-everything-you-need-to-know" rel="noopener noreferrer" target="_blank" style="color: rgb(28, 43, 51);">Key Performance Indicators (KPIs)</a>. KPIs are the quantifiable measures that indicate if you're on track to achieve your goals. They provide a clear and objective way to evaluate progress and make data-driven decisions. &nbsp;Tracking KPIs is a practice that has been around for a while in Zimbabwe, and organizations seem to experience more challenges than gains when dealing with KPIs. Some of the challenges I have come across in several client projects that I have handled include but are not limited to; <ol><li class="ql-align-justify">Lack of clarity of expectations: Some employees have shared with me that they are not sure what exactly is expected of them. They sometimes encounter KPIs that have similar names but are calculated using different formulae. Ambiguous performance expectations will confuse and frustrate your people, leaving them feeling that performance goals are arbitrary. </li><li class="ql-align-justify">Lack of goal alignment: In some performance management implementation projects, I have worked with individuals who understood their performance goals but were not clear on how these contributed to their departmental and organizational goals. This was a challenge because they failed to understand what to prioritize as sometimes they would complete some initiatives only for their managers to appraise them based on totally different initiatives that were deemed to be more important at that point in time.</li><li class="ql-align-justify">Inconsistent evaluations: A significant concern is the perceived unfairness and bias in employee evaluations. Many employees feel that the assessments they receive are subjective and unjust. Furthermore, they believe that the rating processes are arbitrary, and if they were to be evaluated by two different managers who are equally familiar with their work, they would likely receive vastly different scores, highlighting the inconsistencies in the evaluation process.</li></ol> As seen in the few challenges mentioned above, simply identifying KPIs isn't enough. To truly harness their power, you will need a well-defined KPI manual. This document will serve as the central nervous system of your performance management process, ensuring everyone is aligned and working towards the same goals. Because of several innovations in information technology, our clients can now collect huge amounts of data to support their KPIs. These clients must be clear on what performance measures are crucial to track as part of understanding strategy implementation progress. "If everything becomes important, then nothing will remain important." Without a shared understanding of what "winning" means, the team is unlikely to succeed. This is precisely the problem a KPI manual solves. &nbsp;RELATED: <a href="https://www.ipcconsultants.com/blog/right-way-set-performance-goals-kpis-targets-employees" rel="noopener noreferrer" target="_blank">The right way to set performance goals KPIs and targets for employees</a> &nbsp;<h2 class="ql-align-justify">Key contents of a KPI Manual</h2>A KPI manual should contain, at a minimum, the following items that help us better understand the KPI: <ul><li class="ql-align-justify">KPI Definition: defines and explains what the KPI is all about</li><li class="ql-align-justify">KPI Purpose: explains why it's important for the organization to track the KPI</li><li class="ql-align-justify">KPI Formula: share the mathematical function for quantifying the KPI</li><li class="ql-align-justify">KPI Owner: States the person responsible for ensuring that the KPI is achieved</li><li class="ql-align-justify">KPI Data Collection and Reporting: Displays the KPI data custodian, frequency of data collection on the KPI, and data sources.</li></ul> <h2 class="ql-align-justify">The key benefits of a KPI manual:</h2> <ul><li class="ql-align-justify">Clarity and Alignment: A KPI manual maintains a commonly shared language around performance. Everyone, from top executives to front-line employees, shares a common understanding of what success looks like in the organization and how their work contributes to the bigger picture.</li><li class="ql-align-justify">Fair and Objective Evaluations: &nbsp;With clear KPIs and defined measurement methods, performance reviews become more objective and data-driven, reducing the risk of bias. </li><li class="ql-align-justify">Data-Driven Decisions: A KPI manual provides a solid foundation for making strategic decisions based on concrete performance data. It acts as an excellent enabler for activating KPI data collection and enhances KPI reporting.</li><li class="ql-align-justify">Improved Efficiency: &nbsp;A standardized approach to measuring performance saves time and resources, freeing up more time for people to work on actual initiatives that will enable them to meet performance targets. Performance management should never turn into a full-time job for your team because people will have less time to do the actual work they were hired to do. </li></ul> &nbsp;<h2 class="ql-align-justify">Investing in Your Success</h2>Developing a comprehensive KPI manual can seem like an involving task, but the good news is that you don't have to go for it alone. At <a href="https://www.ipcconsultants.com/" rel="noopener noreferrer" target="_blank">Industrial Psychology Consultants (IPC)</a>, we have expertise in performance management, and we can help you design a customized manual tailored to your organization's specific needs and industry practice. I am actually working on developing a sample KPI Manual for a manufacturing organization. If you are interested in taking a look at this example document, inbox me on my email (david@ipcconsultants.com).&nbsp; A KPI manual is more than just a document - it's a strategic investment in your company's success. Promoting alignment, objectivity, and data-driven decision-making to empower your team to work smarter, not harder. With a KPI manual, you can unlock the full potential of your team and drive business growth. ﻿David Shambare is a Strategy and Performance Management enthusiast, he is a consultant at IPC. He enjoys researching topics related to business strategy and performance improvement. He is reachable via email at <a href="mailto:david@ipcconsultants.com" rel="noopener noreferrer" target="_blank">david@ipcconsultants.com</a> or on our general lines 0242481946-10.

KPI Manual: The Ultimate tool to Align and Standardize your Performance Measures

Job evaluation is a systematic process that assesses the relative worth of jobs within an organization. It helps establish a fair and equitable pay structure by determining the value of each position based on factors such as skills required, responsibilities, decision making, and job complexity.

<h2>Introduction</h2> Job evaluation is a systematic process that assesses the relative worth of jobs within an organization. It helps establish a fair and equitable pay structure by determining the value of each position based on factors such as skills required, responsibilities, decision making, and job complexity. <h3 class="ql-align-center">Key Takeaways</h3>_________________________________________________<ul><li class="ql-align-justify">Grading inconsistencies may arise from a discrepancy between perceived and actual job demands caused by job descriptions that do not effectively represent the essential features.</li><li class="ql-align-justify">Vague or ambiguous language in job descriptions can contribute to inconsistent grading decisions.</li><li class="ql-align-justify">Organizations must regularly review and update job descriptions to ensure alignment with current job demands. Clear and thorough job descriptions improve the accuracy and reliability of job evaluation results.</li></ul>____________________________________________________ <h2>The Impact of Inadequate Job Descriptions on Accuracy in Job Evaluation</h2> A <a href="https://www.fin.gov.nt.ca/en/services/postes-et-salaires/about-job-descriptions-and-job-evaluation-process#:~:text=A%20job%20description%20(JD)%20is,are%20inherent%20to%20the%20job." rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(5, 99, 193);">job description</a> (JD) is a document that contains information about the requirements, duties, and scope of a position. In a job evaluation exercise, the job description is the main ingredient. It provides the exercise with essential information about duties, responsibilities, required skills, supervision, and decision-making levels. These elements are used to evaluate the value that the role brings to the organization, and as such, its role in the exercise is vital. Grading inconsistencies may arise from a discrepancy between perceived and actual job demands caused by job descriptions that do not effectively represent the essential features. Common issues arise from outdated or incomplete job descriptions that no longer reflect the actual nature of the role.&nbsp; Additionally, vague or exaggerated language in job descriptions can contribute to inconsistent grading decisions. Failure to capture critical aspects such as decision-making authority and impact on organizational outcomes can lead to undervaluation or overvaluation of positions. <h2>Case Study: Non Profit Organization&nbsp;</h2> At IPC, a consultancy firm specializing in human resources and business management, we recently conducted a comprehensive job evaluation exercise for an NGO operating. During the evaluation process, we utilized the Paterson Job Evaluation method, which is a widely recognized and commonly used approach in job evaluation. The Paterson method assesses jobs based on various factors or sub-bands, including complexity, accountability, and skills required. These factors are used to assign a grade or score to each job, which then informs decisions regarding pay and organizational structure. <h3>Challenges Faced</h3> During the job description development stage, concerns were raised by the consultant about the content inadequacy of some of the job descriptions submitted for grading. The problems were partly addressed, and the exercise proceeded to the job grading stage using the Paterson system.&nbsp;Our initial job grading review revealed several discrepancies in the assigned grades for both senior and lower-level positions within the organization. These discrepancies indicated a misalignment between the perceived and actual responsibilities of these roles. Some of the roles also changed in scope during the exercise, and as such, the grade did not align with the new duties. <h3>Solutions Implemented</h3> To address these challenges, we adopted a collaborative approach with the NGO's executive team. This involved convening joint meetings to discuss feedback and provide context on positions, allowing for a deeper understanding of the discrepancies. Structured action items were agreed upon, including revising job descriptions, reassessing grades, and ensuring compliance with established evaluation criteria. 1. Comprehensive Job Description Review We conducted a thorough review of existing job descriptions to identify gaps and ensure they accurately reflected the roles' duties, decision-making levels, and required skill sets. 2. Transparent Grading Process We implemented transparent grading processes, providing detailed scoring sheets outlining individual scores awarded for each Paterson sub-banding factor. This facilitated a transparent analysis and ensured credibility in the grading outcomes. <h2>How to Avoid the Above Challenges</h2> Organizations must implement a structured and collaborative approach to job description development. It is essential for avoiding grading discrepancies. This approach involves engaging both HR professionals and incumbents who are in the roles in question to ensure that job descriptions accurately reflect the day-to-day responsibilities and requirements of each position.&nbsp; Regular feedback sessions and consultations can help identify any discrepancies or areas for improvement in job descriptions, ensuring that they remain relevant and up-to-date. Additionally, providing training and resources to managers and employees on writing effective job descriptions can enhance the quality and clarity of the documents. Clear and comprehensive job descriptions enhance the accuracy and reliability of job evaluation results, facilitating fair and equitable grading outcomes. Click <a href="https://www.thehumancapitalhub.com/articles/What-Is-Job-Evaluation-And-How-To-Do-It-Well#Job%20Descriptions" rel="noopener noreferrer" target="_blank" style="background-color: transparent; color: rgb(5, 99, 193);">here</a> if you are interested in learning more about Job Evaluation and how to do it well. <h2>Conclusion</h2> Through collaborative efforts and systematic approaches, we successfully addressed the identified discrepancies and established a credible rank order of positions within the NGO. Organizations can avoid these challenges during a job evaluation exercise by allocating time to make sure that job descriptions are up-to-date and are truly reflective of all the roles. This ensures that the job evaluation process is accurate. This case study serves as a blueprint for organizations highlighting the importance of comprehensive job evaluation practices in fostering fairness and equity within the workforce.

How to Address Job Grade Inconsistencies in Job Evaluation: A Case Study

Banking and Finance Attaches

Requirements Studying towards a bachelor's degree in Banking and Finance

Supply Chain Graduate Trainees

Requirements A bachelor's degree in Supply Chain Management.

Materials and Production Planner

Stores Clerk

Not working

Unemployed

Logistics & Operations Manager

Enummarator

Human Resources Executive

HR Manager

Travel Assistant

Head of Human Resources

Human Resources Manager

Human Resources and Admin Manager

Health Service Manager (HR, Operations & Administration)

Head-Human Resources

Senior Human Resources Officer

Human Resource Specialist

Human Resources Assistant

Senior  Human Resources Practitioner

HR Assistant

Hr assistant

Pottershill Investments

HR Consultant

Human Resources Consultant

HR Administrator

Group Human Resources Manager

Entrepreneur

Human Resources Officer

Group Head Human Resources and Administration

Head HR

HR Director

Snr HR and Payroll Officer

HUMAN RESOURCES SERVICES MANAGER

Recruitment Manager

Hivos Foundation International

Trek Petroleum

Site Human Resources Business Partner

Senior HR Officer

HRBP

Irvines Zimbabwe

Operations Assistant

Human Resources Business Partner

Human resources Officer

Group Human Resource Officer

Human Resources & SHEQ Officer

Current

HR attachee

Group HR Manager

Acting Operations Manager

Head Human Capital & Administration

Senior Human Capital and Administration Officer

Hyatt Regency

HR EXECUTIVE

Requirements<ul><li>A Bachelor's Degree in Human Resources or Psychology.</li><li>At least 5 years of experience with 3 years in a senior managerial role.</li></ul>

HUMAN RESORCES MANAGER

Deputy Manager, Legal

Group Organization and Methods Analyst

Human  Capital Management Officer

Quality controller

Quality Controller

Laboratory Analyst

Research, development and innovation assistant

Assistance Biosafety Inspector

NIR Technician

Lab Technician

Quality/ R&D Food Technologist

GEC ZIMBABWE

SENIOR QUALITY TECHNICIAN

Process technologist

Rendering Supervisor

KEY RESPONSIBILITIES1. Oversee the day-to-day activities of the Rendering plant.2. Responsible for reaching production targets3. Responsible for managing team members4. Responsible for always maintaining product quality QUALIFICATIONS AND COMPETENCIES· Diploma/Degree in Food Science, Biotechnology· Knowledge of HACCP, ISO Standards, and good manufacturing practices· 1 year of experience

Production Supervisor

Consultant

Microbiologist

Quality Control Officer / Food Technologist

Accounts Clerk

Main Duties <ol><li>Processes claims forms on a daily basis as per current ZRV- approved prices for each test and check for completeness of key registration information. </li><li>Captures all remittances advices after the amounts have reflected in the bank and attaches proof that it has been captured. </li><li>&nbsp;Checks that all claims are processed using the correct tariff and amount to ensure successful claims submission.</li><li>Checks if claims registered using the correct currency and perform reconciliation for system variances arising from exchange rate gains or loses </li><li>Generates proforma invoices for patients for pre authorisation of tests from the medical aid</li><li>&nbsp;Follows up on outstanding claims from funders and other clients</li><li>Checks that all remittances received were captured by reconciling total billing and the actual remittances. </li><li>Reconciles total billing report vs. NH263 to check if what was billed was claimed in full </li><li>Investigates outstanding accounts and group them as either member of funder liable to advise queries list on who to follow up for settling the outstanding bill.</li><li>&nbsp;Prepares a queries list report for unpaid balances and submit these to the Finance Manager and the Administration Manager weekly.&nbsp;</li></ol> Qualifications<ol><li>Bachelors Degree in Accounting.</li><li>1 year of experience</li></ol>

Creditors clerk

None

Fuel Clerk

Quality Assurance Attaches

Requirements Studying towards a bachelor's degree in Chemical Engineering or Laboratory Science.

Critical Thinking Test

3:0

QUESTION 0

You are leading a team, and you are supposed to cross a river to get to where you want to go. You ask the caretaker around this crossing point and you are told the average depth at this crossing point is 0.1 meters. What action would you take?