Anfas Anees

 “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