Anfas Anees

An exclusive interview with Mr Muath Mubarak – Chief Executive Officer –FGA  on the topic “Managing Millennials” Muath Mubarak is a qualified Chartered Management Accountant by profession and an Islamic Banker, Trainer and Writer by practice in the field of Islamic Banking & Finance. He is experienced in the field of Management Accounting, Financial Control, Strategic Planning, Regulatory Compliance, Corporate Strategy, Training & Career development in Islamic Banking & Finance industry. Currently, he is the Chief Executive of FGA. For more info & his videos: www.muathmubarak.com Interviewed by Anfas Anees Q1: What are the issues you face while managing Millennials? We used to consider the workforce of industrial era specially those who are loyal, sincere and working for the same company for many years or may be till they retire so that they can live the rest of the life with the retirement funds. But the information era / Millennial consider

“SUCCESSION PLANNING” Are the SME’s doing it right? DEFINITION of 'Succession Planning' A strategy for passing each key leadership role within a company to someone else in such a way that the company continues to operate after the incumbent leader is no longer in control. Succession planning ensures that businesses continue to run smoothly after the business’s most important people move on to new opportunities, retire or pass away. https://www.investopedia.com/terms/s/succession-planning.asp#ixzz51gn4d2z8   It is inevitable that every organization should have a succession plan in line for a smooth and long term operations of the organization. When it comes to Public Limited companies’ succession plan will be decided by a board of directors and via a formal procedure. But what happens for SME’s when the leader in command wants to pass on the baton of the organization? It is the common practice among the SME’s that the company runs on the founding le

A motive is a reason for doing something. Motivation is concerned with the factors that influence people to behave in certain ways. (Armstrong, 2006) It is simply the willingness a person has to do any task with utmost passion and likening. The willingness to do a task may occur when it is attached with monetary terms and also with nonmonetary terms. And this Motivation factor is the influencing factor of any organization as without that element present in the employees may lead the organization to go on a downwards spiral.  In an organizational context motivation is given to employees mainly by monetary terms. Money, in the form of pay or some other sort of remuneration, is the most obvious extrinsic reward. Money provides the carrot that most people want. (Armstrong, 2006) However, Money has not been always a motivator at different levels. There are many nonmonetary motivating factors which influence the employees’ efficiency in the organization. Such as long term vi

 “A whistle blower as defined by this policy is an employee of  and organization who reports an activity that he/she considers to be illegal or dishonest to one or more of the parties specified in this Policy”. (SHRM, 2016) https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/cms_007814.aspx When operating in the modern organization context it is inevitable to manage the employees’ needs and organizational affairs as well. And a separate Human Recourse Department or a dedicated personal is appointed specially to take care of these affairs. One of the main issue the HR department or personal come across is dealing with frauds and dishonest actions which go against the company policies and procedures. The complains against these issues may diverse from the janitor to senior level management and depending on that the actions to be taken also will be varying. Sometimes organizations maybe facing a situation where the person who is involved in the c

Who wants to be an HR Samurai? In the earlier organizational structure there was simply no one to assist the need of employees, but with the evolvement of the generations and their needs many designators came into existence for the betterment of the employees. It all started with welfare role where they acted on behalf of employee’s health and welfare plans, following developed to the existence of Personnel department where the staffs were known as Personnel Assistant and Personnel Managers.  Nowadays organizations have the Human resource department where we have the Human Resource Executives and Human Resource Managers. In the current era where the world is shifting towards the People Management Development what is this new thing called HR Samurai? Is this the Global HR context leading to?  Image Source : www.xpressjobs.lk

Why does HR Department still keep on practising personnel management practises? What HR department should do is to focus on the recruitment, management of the hired employees and provide direction for the people who work in an organization. But most of the companies are still practising the personnel management styles which does hiring and firing of the employees. This creates a very autocratic environment where the employer is not concerned about the need of the employees.   Some of Personnel Management practises which is being currently practised are as below:     Handful of companies is having the performance appraisals for the employees.   Bonus, incentives and addressing the needs of employees are decided based on the higher management personal favoritism.    Most of the companies are not conducting exit interviews to identify the reason of their employees exit from the company.   No adequate budgets are allocated on training and development of the employee

An exclusive interview given by Ms. Sarah Afker - Director / Head of Tax, BDO Sri Lanka  on the topic “Talent Management in the Taxation industry” Miss.  Sarah  Afker  – Director / Head of Tax, BDO Sri Lanka  Sarah currently serves as Director - Tax Services  at BDO partners. She is an Associate Member of the Chartered Institute of Management Accountants(CIMA)-UK, Member of the Chartered Institute for Securities and Investment (CISI)- UK and a Chartered Global Management Accountant. She is a visiting lecturer for the Islamic Finance Qualification and has authored many articles on Banking & Islamic Finance. She was awarded the  Rising Islamic Finance Personality of the year award at the Islamic Finance Forum of South Asia (IFFSA) - 2016 and is the only female to have achieved this feat. Interviewed by Anfas Anees Q1: As a Tax Consultant who works in the senior level management gives you the ability to pick the right talent for the right place. Bei

Is Sri Lanka Facing a "Brain Drain”? What is a Brain Drain? The highly skilled individuals of an economy are emigrating from a country looking for better jobs prospects, hindering the development of the own country.  Brain Drain can give positive and negative impact on an economy, Positive Impacts can be standard of living of the immigrants family members can improve, abroad techniques can be brought to own country for development and government could benefit by taxing on income on immigrants. Negativity of Brain Drain for an economy will be, development of own country will be slow, negative cultures can be brought in to the own country and there will be shortage of skilled labour in the economy.  “Sri Lanka has yet to reach its full potential in the new knowledge-service based economy. To do that, we must continue to recognise the importance of building upon existing industries that offer potential for future economic growth.” [Online] Available @  http:/