The job of the corporate controller –prospects and pitfalls

The position of the corporate controller, or company controller, has become an important one in companies today. This is a role that has come into being following the evolution of the corporate setup, which has brought with it many changes. The corporate controller has come into existence because of these changes.
In simple terms, the corporate controller is one who can be defined as the chief accounting officer. She is to accounting what the chief executive officer is to the organization, or what the chief technology officer is to technology. In other words, the corporate controller heads the accounting department. She usually, but not necessarily, reports to the Chief Financial Officer (CFO) in large companies, and to the CEO in smaller ones.
Since this is the primary job of the corporate controller; she is given responsibility for the entire accounts aspects of the company.
A few areas of responsibility

Some of the elements for which the corporate controller is responsible include these:

• The company’s financial statements
• Tax compliance
• Payroll
• General ledger
• Cost accounting
• Budgeting
• Accounts Payable
• Accounts Receivable

People in many important positions in accounts report to the corporate controller. This is especially so in larger organizations. Some of the positions that report to the corporate controller include accounting manager, cost accounting manager, tax manager, accounts payable manager, credit manager, and payroll manager. Although this is a not a formal or strict reporting hierarchy; this is the pattern that can be generally expected in bigger companies, whereas in smaller ones, the corporate controller runs the show singlehandedly.
Get to understand the nitty-gritty of the role of the corporate controller
Do you want to understand the role of the corporate controller in greater depths? Do the prospects of becoming one entice you? Are you excited to explore the challenges, perks and risks of being a corporate controller? Then, a two-day seminar from GlobalCompliancePanel, a leading provider of professional trainings for all the areas of regulatory compliance, is what you need.
At this seminar, Miles Hutchinson, who is President, Sales Tax Advisors, Inc., and an experienced businessman, will be the Director. From being an auditor with PriceWaterhouseCooper and the Chief Financial Officer of a one billion dollar real estate development company; Miles has been a professional speaker and consultant who has presented over 2,500 seminars and training sessions on a myriad of business and financial topics.
In order to get a thorough understanding of this topic and what it takes to be a corporate controller, please log on to The job of the corporate controller –prospects and pitfalls to enroll for this seminar.
Ways of transitioning into the position of corporate controller

Miles will show what it takes to successfully transition into this key position. He will help participants identify the necessary core competencies of the role and become more self-assured as they work to properly define this role for them and their company. This seminar is a very practical one that is designed for financial professionals on the fast track to top management and helps to elevate people in positions such as Corporate, divisional and plant controllers, Assistant controllers; chief accountants, budget directors, Finance and accounting managers, financial analysts, accountants, and Auditors who need to understand the corporate accounting cycle to audit effectively.
Over these two days, the Director has spelt out the following agenda:

• Overview of the Controller’s Job
• Leadership and the Controller’s Path to Top Management
• Technical Aspects of the Controller Function
• Accounting & Reporting Aspects of the Controller’s Role
• Technology & Automation for Increased Productivity
• Regulatory Compliance & Risk Management for the Controller
• Future Trends of the Controller’s Role.

Finally, Miles will suggest recommended resources on this topic.

Assessment-based prediction is the basis to good candidate hiring

Hiring is among the most important activities for an organization, because it is the process by which the organization takes in its most important resource –people. At the time of hiring, as well as while considering promoting, HR and the other important decision makers need to make up their mind by asking critical questions with which to make predictions about a potential hire. These questions could relate to how well the resource can perform in the assigned role, for how long the resource could stay in the organization, and making an assessment about the person’s ability to handle more responsibilities.

Not all HR and other hiring managers could be right all the time in predicting the outcomes of their actions about a candidate; yet, a good understanding of principles of assessing the candidate, combined with proper preparation and inculcation of a little disciple will go a long way in helping them become more accurate in their predictions. When the hiring managers are not too way off their mark in predicting the attributes of a useful hire, they are more likely to get a better candidate and avoid much of the unpleasantness that a bad hire can cause.

Learn the art of predicting the usefulness and relevance of a candidate

It is to equip participants with the tools needed to design a process for selecting and promoting for any position across any industry that a two-day, in person seminar is being organized by GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance. This seminar’s Director is Harry Brull, who is President, Laurdan Associates, Inc. and Co-Founder of BCG Consulting Group.

To get an understanding of how to get the right insight into a selection process that is relatively error-free and effective, just log on to

http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900715.

Insights into getting the hiring and promoting process right

At this seminar, Harry will explore the use of standardized instruments in designing and using simulations for maximizing return on references. This is in addition to the most often-used selection tool, the pre-employment interview.

He will also discuss other important areas of the hiring process, like defensibility and avoiding complaints from unsuccessful applicants, ways of judging a candidate’s interpersonal skills, other capabilities and motivators, and other factors which determine whether there is a good fit between the individual, the position, and the organization.

In addition, Harry will also look at adding other selection tools such as testing and simulations (job samples) to the selection tool mix, which can greatly improve prediction accuracy and provide an alternative view of candidate skills, and techniques which improve the usefulness of reference information, including eliciting vital information from sometimes reluctant sources.