Amazon has big plans to disrupt the payments industry

Amazon has big plans to disrupt the payments industry

As Amazon prepares to report Q2 earnings today, all eyes will be on its growth in revenue and gross merchandise value (GMV) metrics.

But it’s worth pointing out that the e-commerce powerhouse is significantly expanding its presence in digital payments. It’s not a huge part of the business now, but it’s poised for continued growth.

Here’s how Amazon has been building out a payments ecosystem:

  • It introduced an easy and secure way for consumers to make online payments and merchants’ to accept them with Amazon Pay. Users can now make frictionless and secure payments on participating merchants websites by using a one-click checkout, which leverages the payment information the user has saved on his Amazon account.
  • The e-commerce giant further built out this capability by allowing consumers to make convenient payments in-store via Amazon Pay Places. This new feature is allowing users to order ahead and pay for goods in-store via the Amazon app. TGI Fridays will be the first merchant to accept the payment option, but this will likely be rolled out extensively. Although this is very similar to other mobile wallet offerings, it is still another step by Amazon to begin squeezing out traditional payment players by building consumer habits around using the Amazon app for purchases.
  • Consumers then have the opportunity to add cash to their Amazon accounts and the ability to earn rewards, essentially giving these users a banking account. Amazon introduced a service that enables customers to add cash to their Amazon accounts at select brick-and-mortar stores, which is very similar to depositing cash at a bank. This was followed by a new rewards program in the US that gave Prime members 2% cash back when they load money into their Amazon Balance via a debit card or attached bank account. By giving these users incentive to easily add funds to their accounts, Amazon could find more consumers willing to spend online and in-store via Amazon’s payment offerings. This would allow Amazon to earn on these transactions, similar to PayPal, which charges merchants fees as high as 2.9%.
  • Amazon also offers traditional banking services, such as loans, which are becoming increasingly popular. The firm paid out over $1 billion in small loans in the last year alone —  for context, from 2011 to 2015 this service was used to lend $1.5 billion.

Here’s why competitors should take notice.

  • Amazon has the reach. The company has a massive user base — the Amazon app is installed on three out of 4 smartphones in America, the company’s subscription based loyalty program, Amazon Prime, had an estimated 80 million members in the US alone, and Amazon Pay has over 33 million users.
  • It has the capital. Amazon not only accounts for a massive amount of sales — in Q2 2017, it expects sales to grow 16-24% YoY to between $35 billion and $37 billion — but it has also shown a willingness to make big bets on future growth opportunities that aren’t always obvious. Its recent acquisition of Whole Foods for $13.7 billion is a good example.
  • It has the infrastructure in place to build out a payments network quickly. Amazon Web Services (AWS), the company’s cloud solution, has the capacity to handle the processing of payments if it were to push further into the space. As of Q1 2017, AWS controlled 33% of the global public cloud market, more than Microsoft, Google, IBM, Alibaba, and Oracle combined, according to the most recent figures from Synergy Research.

Source : Business Insider

Productivity techniques to conquer your to-do list

Productivity techniques to conquer your to-do list

Productivity techniques to conquer your to-do list

When feeling overwhelmed by an ever-expanding to-do list, many of us make the mistake of trying to plough through as much as we can, without pausing to think about how best to use our time.

Rather than simply firefighting, it’s worth taking time out to consider what is preventing you from being at your most productive and developing a strategy to overcome these obstacles.

Are the distractions human or technological? Is the part of the day when your concentration levels are highest regularly spent sitting in a meeting, leaving you struggling to complete higher-priority tasks during an afternoon energy slump?

Get planning. Setting aside time to plan your week around your own goals and priorities (rather than those dictated by your email inbox) is an essential investment, says Hayley Watts, a trainer with Think Productive. Create a structure for your week, month, and quarter, especially for repeating tasks. Identify the times in the day when you are most able to focus, block them out in your calendar, and defend them so you have that time to tackle things that need your full concentration. The more mundane, administrative work can be accomplished at your less focused times of the day.

Three “must dos”. Before you open your email each morning, identify the three most important tasks that you really want to accomplish that day. From there, match tasks to your energy levels through the day. Batching similar tasks together to do in one session – such as a series of phone calls or pieces of research – can also help you retain focus and concentration. Similarly, if you are going to be spending time travelling that week, keep a list of jobs you can get done that don’t depend on things like internet access or having a second screen.

Don’t overlook the long term. Set out time in the weekly plan to chip away at medium- and long-term projects as well as tasks with closer deadlines. Even 40- or 60-minute sessions on a big project will make a difference. Be ruthless about what tasks and deadlines you choose to commit to, Watts advises. Weigh the impact each project or task would make towards your overarching goals. Being at our most productive involves choosing where to deploy our available capacity and energy to get the best results.

Shut down distractions. Protect your most productive times of the day by eliminating the most common sources of disruption. Turn off email notifications, sign out of instant messenger, and switch off your phone’s ringer. Watts suggests setting particular times to check email, such as five minutes at the top of each hour, or a few 20-minute sessions per day, then closing the inbox, or at least shutting off the notifications. During your dedicated email time, if the response to an email, or the task required, will take two minutes or less, complete it straight away.

Splendid isolation. It’s important to strike the right balance between being available to your team and your colleagues and having the opportunity to focus and meet your own work commitments. Set some expectations about when you will be available, whether in person or on instant messenger, and when you would rather not be disturbed. If non-urgent interruptions or the noise of an open-plan office hinder your concentration, try a new base for part of the day. This could be a break-out area, your home, or a café. Watts also suggests trying to swap desks with a colleague from another floor for a few hours.

Review your progress. Review your progress at the end of each day, and take a moment at the end of the week to see what you have achieved, as well as what you are falling behind on. Unlike a to-do list, looking at a list of things you have accomplished during the week is quite motivating. Arrange to swap your “done” list with a trusted colleague so you can provide each other with encouragement or peer pressure, as needed.

Take a break. If you have ground to a halt or are having trouble getting started first thing in the morning, try working in 25-minute bursts, followed by five-minute breaks. Use the opportunity to take a break from your screen, move around, and stretch, Watts suggests. Spending longer and longer in the office in an attempt to get stuff done can offer diminishing returns, Watts says. Wellbeing is an important factor in productivity. To maintain attention and concentration through the week, we need the right nutrition, hydration, fresh air, exercise, sleep, and time dedicated to a hobby or activity that recharges us.

Source : GCMA

Why everyone’s in sales

Why everyone's in sales

Why everyone’s in sales

Everyone is in sales, even if not everyone has the job title of salesperson.

Savvy CFOs have figured this out, both for themselves and for their teams: Technical proficiency is not enough. Every member of the finance team must be able to help others understand what they do and how it can have a positive effect on the business. Some might call it business partnering or some other name, but, believe it or not, that’s selling.

Any conversation is a chance to demonstrate your team or individual worth. Any interaction is a selling moment, whether it’s delivering the financial data that users need or establishing a track record of paying invoices promptly.

Scott Lampe, CPA, CGMA, the CFO of Hendrick Motorsports, has said that finance doesn’t win races for the team, which is a competitor in US stock-car racing. His team helps Hendrick not lose, however, by paying vendors promptly. When a race team’s crew chief calls a vendor in need of a product for the cars, the vendor is more apt to send the product because there’s no outstanding balance on the account.

That’s sales culture, the same type of culture that keeps customers coming back because of reputation.

Two objections generally pop up amongst finance workers related to adopting a more sales-centric mindset: Not my job, and not my style.

Not my job: Controllers, for example, have a job title that would seem to be the antithesis of sales. They are supposed to monitor and assess risk. Sometimes they have to say “no” to a project. But it’s a sales moment when a project must be killed, or before that happens. Especially when plenty of ego and investment have gone into the project, it is critical to have built some rapport before being the bearer of bad news. And if you’re suggesting an alternative, you must understand the value that alternative would have for the customer.

Not my style: One somewhat stereotypical trait of salespeople is that they are extroverted. To sell, they must love to be around other people all the time. Those who are more introverted might take jobs that are decidedly the opposite, in part because such jobs don’t require such frequent interaction.

We all have components of introversion and extroversion. In conversations, there’s a component of extroversion that you have to bring out. It’s a mindset that every conversation is influencing somebody to do something, whether it’s kill a project, fund a project, or provide supporting documentation. No matter your role, if you’re influencing people, you’re in sales.

A sales culture anecdote

When guests at some Ritz-Carlton hotels return to the hotel lobby from a morning walk or run, they are greeted by a cart with a sign that says, “Welcome back, joggers.” On the cart are towels, bottles of water, and snacks. Some would say that gesture is an example of the hotel chain’s customer service. But that is sales culture. That example, meeting the guests’ expressed and unexpressed needs, is part of the company’s service values.

Responsive staff exhibit an important trait of great salespeople: presence. They’re not disengaged or looking around. They’re not doing anything that sends the message, “I’m here, but I’m not here.”

Is that customer service or sales culture? It’s both, because it is exceptional service that keeps customers coming back, which means the next sale is already made.

Source : GCMA

How to incentivise executives to take a long-term view

How to incentivise executives to take a long-term view

Executive pay structures that rely on bonuses can encourage decisions that prioritise short-term gain over the sustainable performance and ethical conduct of the business. This, in part, is why executive pay has become a topic of increasing concern to regulators and shareholders alike.

But there are steps boards can take to encourage leaders to focus on the long term, according to Wim Van der Stede, CIMA Professor of Accounting and Financial Management at the London School of Economics.

Remuneration committees should take the following factors into consideration when putting together compensation packages, Van der Stede said. When it comes to bonuses, measurability and sustainability are key.

Annual bonuses can be quite effective in settings where performance can be adequately measured, especially where there is a direct link between the actions and decisions taken and their results, which can help to alleviate some potential short-term dysfunctional consequences of large bonuses.

Because this is a lot to ask from any incentive system, firms should not exclusively rely on short-term, annual bonuses, but rather complement them with other types of incentives, Van der Stede added. Doing so provides the opportunity to mitigate any measurement problems or address any areas where the goals are not aligned with the long-term objectives of the business.

Regulators and shareholder groups are increasingly interested in the link between performance and bonus pay, but transparency in this area is also important to internal stakeholders. When employees perceive executive bonuses to be unjustified or disproportionate, this can trigger resentment and undermine engagement, with knock-on effects for performance and culture.

Bonuses should be maximally motivating towards the achievement of long-term sustainable performance, but not excessive. However, excessive is a relative term, Van der Stede said. The magnitude of the bonus needs to be assessed within the sector to ensure that firms can offer a competitive pay package and attract, motivate, and retain the right type of talent. Excessive bonuses yield non-incremental benefits and, therefore, constitute an inefficient use of resources at best, and are likely to exacerbate short-termist behaviour at worst. Companies should tweak the design of compensation packages regularly to ensure that they remain competitive but not excessive.

Evaluating sustainable performance

To gauge whether performance is sustainable, some longer-term metrics must be taken into account.

“Some combination [of long- and short-term metrics] is probably best, where maybe only 70% of the incentive pay is based on the realisation of current performance and the remaining 30% is based on, say, three-year returns or market, equity-based performance for publicly traded companies, and/or some non-financial measures,” Van der Stede said.

The right split between short- and long-term measures depends on the length of the company’s business cycle and the nature of the business model. For example, when a pharmaceuticals company invests in research and development, it can be a number of years until the benefits of the investment are seen.

The horizon over which performance is measured also needs to be carefully calibrated. It needs to be long enough to establish whether the performance was sustainable, but the longer it is, the less motivating effect the bonus has, explained Van der Stede. So a balance needs to be struck between the various dimensions of inherently complex incentive plan designs.

“If you keep an eye on some of these non-financial measures related to customer satisfaction, employee development, share of sales from new products, and so on, you will have a gauge of your ability to continue to do well in the future, especially when the chosen measures are leading indicators of future financial performance.”

“Of course, non-financial measures can be manipulated, too, and thus even the best incentive systems stand no chance when not embedded in, or supported by, the right culture,” Van der Stede added.

Another option is to defer part of bonus payments, so, for example, only two-thirds of the bonus earned is paid out at the end of the period, and the other third is put into a bonus bank, Van der Stede explained.

The deferred amount that is eventually paid out will vary according to performance on that performance measure in future quarters or periods. So, if the employees, managers, or executives have done something to boost profits now, in a myopic rather than substantial fashion, it may never be paid out because the performance on which the bonus was earned did not prove sustainable.

Encouraging a long-term focus

Organisational culture, tone from the top, and career progression can also help create a focus on the sustainability of the business.

In an organisation whose leaders consistently and reliably maintain focus on the long term, employees will be less likely to choose the “earn while we can” option when faced with a choice between doing something that increases their bonus now and something deemed to have a beneficial long-term effect.

Similarly, an organisation that focuses on promoting employees who never miss their targets could be sending a message that hitting targets is the only way to progress.

A more holistic approach to performance evaluation which also considers all the key aspects of the job is likely not only to make for a more effective incentive plan, but also to help shape the culture, Van der Stede said. When people who place importance on factors such as collegiality, business development, talent development, and new delivery initiatives are promoted to leadership roles, they will also expect their staff to exhibit these characteristics, rather than simply prioritising targets to maximise their bonus.

Source : GCMA

How cost-competitive are mature markets?

How cost-competitive are mature markets?

The increasing value of the US dollar in the past year has hampered the cost-competitiveness of the US, according to KPMG’s 2016 guide to international business location costs. Within the North American Free Trade Agreement region and compared with developed economies in Europe and Asia-Pacific, the US is now by far the most expensive market.

Among the ten countries in the KPMG guide, ninth-ranked Japan has a 7.3% cost advantage over the US. Second-ranked Canada’s cost advantage is 14.6%, and Mexico, the only developing economy in the study, has a cost advantage of 22.5%.

In the two decades KPMG has studied business location costs in the ten countries, “this .. represents the first time that the US has ever placed this low in the … cost rankings,” the 2016 guide reported.

The study uses a set of business operating specifications that are held constant for all locations. The model applies 26 location-sensitive cost factors, including labour and transportation costs, cost of capital, taxes, and incentives, for 19 industries and business operations. Rankings are then based on the business costs in 111 major cities in the ten countries.

Mexico, Canada, and the Netherlands retained the top three rankings as most cost-competitive markets in the past two years. Italy came in fourth, up two spots from 2014, followed by Australia, which moved up three places. France was in sixth place, down one spot from two years ago, and the UK, in seventh place, was down three spots. Germany moved up two places to eighth, ahead of Japan and the US.

NAFTA. Mexico had the lowest labour and facility costs of the ten countries in the study, a ranking that was greatly helped by the rise in value of the US dollar compared with the peso in 2015. Business costs in the Mexican corporate services sector were less than half compared to the US. Less-skilled clerical and administrative staff contribute to the cost savings.

Canada ranked among the three most competitive markets in labour, facility, and transportation costs, and in corporate income taxes. Significant federal and provincial support for research and development activities provides Canada a 27.7% cost advantage in research and development services compared with the US.

Europe. The rise in the value of the US dollar compared with the euro bolstered the cost-competitiveness of the Netherlands, Italy, France, and Germany. R&D tax credits and incentive support further aided the Netherlands, France, and Italy.

Italy’s labour costs were third lowest overall. Germany ranked second and third lowest in facility and transportation costs, respectively. The Netherlands ranked among the three countries with the lowest corporate income taxes.

The British pound held some ground against the US dollar, which hampered the cost-competitiveness of the UK as a whole, compared with countries in the euro zone. But results varied significantly within the UK. Manchester, for example, had the lowest business costs among the ten European cities included in the study, and London had the highest. Also, UK corporate income taxes ranked among the lowest in the study.

Asia-Pacific. The rise in the value of the US dollar helped improve the cost-competitiveness of Australia and Japan. Australia consistently ranks fifth among the ten countries in all sectors, except manufacturing, which is affected by relatively high costs to lease industrial facilities and transport freight. Japan had the lowest transportation costs among the ten countries.

Source : GCMA

7 ethics questions finance professionals should ask prospective employers

7 ethics questions finance professionals should ask prospective employers

An organisation’s ethical credentials and values are an increasingly important factor in their ability to attract and retain talent, but it’s not easy for candidates to get a handle on organisational culture from the outside.

Assessing whether an employer can offer an environment conducive to ethical practices is a crucial part of the decision-making process, especially for professionals such as accountants who must abide by ethics codes.

More broadly, being associated with a company with a poor ethics record could have repercussions for a candidate’s future employability. Organisational stigma attaches itself to any company perceived to have acted in a fundamentally flawed or immoral way. A scandal in one section of a firm’s operations could affect prospective employers’ perceptions of that firm’s workers around the world, according to research published in Harvard Business Review.

A new CGMA briefing, prepared in conjunction with the Institute of Business Ethics, sets out some steps individuals can take to conduct ethical due diligence on a prospective employer.

7 key questions to ask

The authors of the report suggest candidates consider asking the following questions at an interview:

  • How do you assess your culture or values, and how do you assess to what extent the culture and values are embedded?
  • What training do you offer in this area?
  • What routes do you have for escalating any ethical concerns? Do you have “speak up” procedures and, if so, how are they managed?
  • How is individual performance assessed in relation to the desired and/or stated behaviours?
  • What action do you take against staff members who breach company policies or are found to have breached any regulations?
  • Have you identified any areas of concern in staff engagement surveys or customer satisfaction surveys, and how are they being dealt with?
  • Would the organisation welcome appropriate challenge in regard to issues of integrity?

The benefits of opening up a discussion on ethics and culture

Employers who are interested in best practice will welcome these questions, as they will be looking for candidates who can talk about ethics issues and demonstrate how they have handled them in the past.

In organisations that take ethical concerns seriously, it’s a particularly important requirement for senior management roles, as leaders help to set the tone from the top. Recruiters will also be looking for these qualities in finance candidates, as they have a duty to challenge and provide an objective view to support decision-making.

Source : GCMA

How to reassure your staff in times of uncertainty

How to reassure your staff in times of uncertainty

How to reassure your staff in times of uncertainty

The UK’s vote to exit the EU has left UK employees with numerous concerns, from job security to migration status. Although the terms of the UK’s withdrawal from the EU are beyond their control and concrete information upon which to build their response is scarce, business leaders still need to communicate with staff.

However great the unknowns, reassuring concerned staff and being available to respond to their questions is vital to maintaining morale.

Steve Bustin, the founder of Vada Media and a regular speaker on business communications topics, provided the following insight and advice:

Prepare. “The first mistake leaders tend to make when there’s been a period of uncertainty or trouble is to just blunder in regardless. They don’t actually stop and think about how best to approach it before they start. And that is the worst thing you can do in this situation,” Bustin said. “In times of trouble, you’ve actually got to be preparing twice as hard [for a speech or presentation] as you might do when things are going well.”

Be consistent.  Before you deliver your speech, sit down with your senior team and agree on what you are going to say because the message has to be consistent.

“Talk to all of your senior team before you go into each of their individual team meetings, so the senior manager knows what’s going to be said, and they can be forearmed and forewarned,” Bustin said. “Then you’re also more likely to bring them along.”

If unresolved dissent becomes public, it will undermine your message, so if there are any dissenters, sit down with them and understand their objections. It may be that they have a point and there is something you need to take on board.

Communicate in person. Particularly in bad times it is important to talk to people face to face. Don’t just issue an email. If you are a leader across several teams, go into each of their meetings separately.

“Don’t just drop in, make a statement, and then leave,” Bustin said. “You become very distant if you do that. Go in and tell them what you know, what you don’t know, and then allow time for questions. Stay for the rest of the meeting, it shows that you’re interested in what they’re doing and you value what they’re up to.”

Show empathy. Another common mistake leaders make is to instruct staff not to worry. It provides no meaningful reassurance. “With Brexit, for instance, we are in a period where it’s completely out of our control, so we all have worries,” Bustin said. “A good leader displays empathy. They will acknowledge those worries and point out that they share them. That will often do a lot to reassure staff that ‘we are all in this together.’ ”

Be honest. Lay your cards on the table. Tell your team what you do and don’t know. If there are variables or unknowns, you should acknowledge those. Chances are the team will know they are there anyway, but it’s good to hear them vocalised by their leader.

Going back to the Brexit example, getting feedback from clients as a gauge of what might happen is hugely valuable. It enables leaders to go into a staff meeting and say either: “We’ve already spoken to our overseas clients, and it’s business as usual.” Or, “We have spoken to our overseas clients, and some are, understandably, a bit jittery. We need to look after them and reassure them as much as possible.”

Don’t make promises you can’t keep. It is important to acknowledge new information that comes to light in a developing situation, such as the immigration status of EU nationals in the UK after the referendum. “But don’t make promises you don’t know you’ll be able to keep,” Bustin said. “If a promise falls through, it really undermines you as a leader.”

He suggested the following approach:

“We all heard the Home Secretary’s comments at the weekend, and we realise that they could cause greater uncertainty. But we value all our members of staff, and we are going to do everything in our power to make sure that they can all stay and work with us for as long as possible.”

Draw on past experience. Back up your statements with as much evidence as you can. Draw on past experience to highlight how the company has previously dealt with similar challenges, or talk about the lessons you have learned from the way the situation has played out elsewhere, or for other companies.

You can also talk through the options available in each of the various scenarios that might come up.

“The problem with Brexit is that it’s very hard to find parallels to draw,” Bustin said. “In this case, you are better off saying, ‘At the moment, we don’t know how this is going to play out. We will tell you as much as we know as soon as we know it.’ In the current circumstances, staff will accept that.

“Don’t just say what you think staff want to hear. You have to be honest with them, even if it’s something they don’t want to hear or that doesn’t fully answer their question.”

Keep communicating. The more people are kept informed, the less space there is for rumour, gossip, and scaremongering. Communication has to be a continuous process. Update staff as often as you can, whenever there is news.

Invite people to ask questions, and set up a dedicated channel for the questions that arise. This could be an FAQ section on your intranet or a hashtag on internal social media platforms such as Yammer or Slack to create a group discussion. Staff can log in and see existing questions on that subject and the answers given. If someone has missed a meeting in which you spoke, they know where they can look for the information.

Convey bad news in simple terms. If you have to convey bad news, keep it simple and straightforward. Use plain English so there is as little room for misunderstanding as possible, and make sure there’s no jargon in there.

“Keep it human, and don’t try to hide behind the corporate ‘we,’ ” Bustin said. “I would always try to use ‘I.’ … At the same time, explain why this is happening in the context of the wider organisation. For instance, ‘I’m making this decision because if I don’t, the knock-on for the whole business is this.’

“If you believe in the organisation you are leading, then you will lead it through good times and bad,” Bustin added. “The bad times are when you prove your leadership skills.

Source : GCMA

How to manage a short-term currency fluctuation risk

How to manage a short-term currency fluctuation risk such as Brexit

How to manage a short-term currency fluctuation risk

Strategies that mitigate short-term currency fluctuations are routinely part of a multinational company’s enterprise risk management plan. Events such as changes in interest rate policies in countries where the company does business usually trigger these ERM strategies.

Thursday’s referendum on the UK’s membership in the EU, commonly known as the Brexit vote, has been a highly unusual and powerful trigger. With a majority of voters deciding to leave the EU, uncertainties abound, and foreign exchange markets hate uncertainty. Just hours after the vote, the British pound had plummeted to a 30-year low against the US dollar.

Management accountants the world over are preparing for more uncertainty as talk of referendums similar to the Brexit pop up throughout the world.

The runup to the Brexit vote helps provide a road map, illustrating how a shifting currency landscape, if unmanaged in advance, could wreak havoc on a balance sheet. It also illustrates that, despite uncertainty, actions can be taken to defend against currency swings.

Firstly, it is difficult to make contingency plans for an unprecedented event, raising questions about the workforce, access to trade, as well as travel, legal, and import costs. Secondly, the time frame in which changes can take effect is often unknown.

How can a company protect itself?

Hedging is a best practice to manage the two types of foreign currency risk – transaction risk and translation risk. The US Financial Accounting Standards Board governs accounting for transactions and translation through Accounting Standards Codification Topic 830, Foreign Currency Matters. IAS 21, The Effects of Changes in Foreign Exchange Rates, provides guidance for foreign currency accounting under IFRS.

Risk from translations results when companies convert foreign subsidiaries’ assets and liabilities from a foreign currency into the domestic currency. In the US, for instance, according to Topic 830, the impact of fluctuating foreign currency exchange rates does not impact current income (assuming the functional currency is the local currency, which occurs in most instances). Instead, it impacts other comprehensive income on the income statement and accumulated other comprehensive income on the balance sheet. The impact of changing foreign currency rates would not impact income until the foreign investment is disposed of, and the impact would be in gain or loss.

Because there is no current income impact, most companies may not take action to mitigate foreign currency translation risk. This would be determined by a company’s risk-management strategy approved by the board of directors. If a company does take action, it is generally a natural hedge.

A natural hedge offsets a net asset denominated in the foreign currency by creating a liability in the same currency. This is the typical case where an investment in a foreign subsidiary is financed with debt by borrowing in the same currency. These risk-management actions, to be effective, need to be initiated at the inception of the investment because they hedge long-term structural risks. Thus, because of the long-term structural nature, taking action related to Brexit would not be effective.

Risk from transactions in a foreign currency results from selling goods and services in a foreign currency, which creates accounts receivable, or buying goods and services in the foreign currency, which creates accounts payable. Topic 830 requires revaluing receivables and payables denominated in a foreign currency at each balance sheet date, with the change impacting current earnings.

Companies can take immediate risk-management action by hedging transaction-based assets and liabilities for foreign currency exchange rate fluctuations. A forward contract is a common financial investment vehicle available to accomplish this hedge. A forward contract is an agreement to exchange currencies at a specified future price (exchange rate) with delivery at a specified future time.

While there are some specific differences between US GAAP and IFRS, both require entities to remeasure assets, liabilities, income, and expenses into the entities’ functional currency, which is the currency of the primary economic environment in which it operates. Assets and liabilities are translated at period-end rates, and income statement amounts are generally converted at the average rate.

How forward contracts work

If, for example, a US company purchased raw material inventory denominated in British pounds from a UK firm with terms of net 60, then the US company would need to purchase British pounds in 60 days to settle its accounts payable. Unhedged, the US company has foreign currency exchange risk until the accounts payable are settled, and today’s uncertainty due to the Brexit vote has elevated this risk.

The US company can, on the date it buys the raw material inventory, reduce this risk by entering into a forward currency contract to buy British pounds in 60 days.

Here’s how it works:

Assume the following £/$ foreign currency rates:

Date Spot rate Forward rate
June 23rd £1/$1.48 £1/$1.486
September 23rd £1/$1.33 £1/$1.335

1. On June 23rd, the US company buys inventory from the UK company with payment due in 90 days in the amount of £100,000 when the spot rate is $1.48/£1.

2. Also on June 23rd, the US company enters into a forward contract to buy £100,000 on September 23rd at a forward rate of $1.486/£1, assuming no transaction costs.

3. The U.K. votes to leave the EU, resulting in a decrease in the pound’s value.

Solution:

Date  Accounts payable value Hedge value
June 23rd £100,000 × $1.48/£1
= $148,000
£100,000 × $1.486/£1
= $148,600
September 23rd £100,000 × $1.33/£1
= $133,000
£100,000 × $1.33/£1
= $133,000
Income/
(expense)
_______________
$15,000
_______________
$(15,600)

The $600 net expense is the cost of reducing foreign currency exchange rate risk.

By establishing a risk-management policy that locks in foreign currency exchange rates at the transaction date through hedging, the company becomes financially indifferent about foreign currency exchange rate fluctuations because it has mitigated the risk.

Case study: Hedging at Isogenica

The volatility in the currency markets generated by the prospect of a referendum had been on the radar of Carolyn Rand, FCMA, CGMA, the chief executive of UK-based biotech company Isogenica, since the end of last year.

The UK-based workforce is Isogenica’s main cost, while the majority of its income comes from overseas. This makes Isogenica vulnerable to currency variations and leaves little opportunity to naturally hedge.

“We have been trading at €1.3 to the pound for a long, long time, and that’s what you based your original forecasts and budgets on. But then, when it plummets down to €1.25, that makes the purchasing of the euro very expensive. If you want to get … equipment in from Europe, that suddenly becomes massively more expensive.”

Isogenica’s strategy has been to reduce the external risk of currency movement by ensuring that current contracts with clients are hedged.

“Hedging is something that a lot of companies don’t do enough of,” Rand said.

“We tend to hedge fixed currency. If we know the customer is going to pay us at a certain rate or over a certain period – say, a year – then we forward hedge those [elements] in advance.”

The company also hedges when it knows approximately what the difference will be between its expenditure in the EU (or in any country outside the UK) and what the receipts will be. “You can hedge values so you can draw off at that fixed rate over a period of time,” Rand said.

When it comes to planning in an uncertain business environment, Rand advised: Don’t panic, and keep scanning the environment.

“You’ve really got to watch your cash flow,” regardless of whether your company trades directly with the affected region, she said.

It’s also essential to keep listening and for board members to make sure that they are very close to their companies. In the months following a major event (such as the result of the referendum), strategic plans have to be reviewed outside of the normal, possibly once-a-year, cycle.

“This is a time where you’re definitely going to have to review your horizon and ask, ‘Have we put our funds in the right place?’ You’ve got to think about your capital investment.”

A lot of companies have stopped recruitment and capital expenditures, which could damage their long-term prospects. Now is not the time for that, Rand said. Instead, ask, “ ‘What opportunity is there that I can take hold of?’

Source : GCMA

How to stop expense reimbursement fraud

How to stop expense reimbursement fraud

How to stop expense reimbursement fraud

Expense reimbursement fraud schemes are among the most common types of fraud, accounting for 14% of all asset misappropriation fraud schemes, according to the 2016 Report to the Nations on Occupational Fraud and Abuse by the Association of Certified Fraud Examiners (ACFE).

The organisations that suffer most from expense reimbursement fraud are businesses with fewer than 100 employees, and cases range from a few pounds for non-work related meals to hundreds of thousands in a systematic scheme over several years. This is not surprising given the limited fraud-prevention budgets available to small and mid-size entities (SMEs). About 51.5% of large corporations have a dedicated fraud department, while only 15.7% of small businesses have them, according to the ACFE.

Case study: Expense fraud at FoodCo

I have witnessed many cases of expense reimbursement fraud in the course of my career, and the one that really stood out was an incident at a food company.

The company began as a distributor of specialty foods. Its founders brought many years of experience in the food sector to their new venture, where one became managing director and the other a sales director. The rapid growth of the business created an urgent need to scale the workforce up, too. The sales director was able to persuade some of the people he had worked with before to join his company as sales managers. The company also hired an accountant to handle its finances.

The company’s client base increased rapidly, and over a wide area, to the extent that the sales director and his team were constantly on the road. New sales employees were hired regularly to keep up with the increasing number of clients.

No specific travel and expenses policy was in place, however, the general, unwritten rule was to use common sense. Any employee who needed to claim business expenses had to fill out a paper form and submit receipts for each purchase. The report had to be authorised and signed by the employee’s line manager before being submitted to the accountant. The accountant had to check whether the report was signed, the expenses were reasonable, and the receipts for each expense were attached to the report.

One evening, one of the new junior salesmen was about to leave the office. His sales manager asked him to drop off an expense report for the past month with the accountant. He left the office and headed towards the accountant’s office. The junior salesman was just glancing through the document as he walked and noticed something very puzzling. The sales manager was making a mileage claim for a business trip that happened two months before. This struck him as being very strange because he remembered that particular day clearly; it was his first visit to a client, and he and the sales manager went to the client’s office by train.

The junior salesman pointed this out to the accountant when he submitted the report, thinking that there had been an innocent mix-up in the dates. The accountant went through the past month’s records to try to rectify the error, and she found that the sales manager had already submitted a claim for a train ticket for that same trip. She also noticed that the report included another two mileage claims made for business trips for which train tickets had been already reimbursed. She checked the past six months’ records and was astonished to discover that it was a regular practice by the sales manager.

The sales manager would submit receipts for train tickets purchased to visit a client. Then, after one or two months, he would claim mileage for that same trip. She also found something else: The meals he supposedly had with clients on weekdays actually happened on weekends, as evidenced by the dates of the original receipts.

This discovery was taken to the managing director, and he asked for a full report on expense claims made by the sales manager over the years. The report submitted by the accountant showed that the sales manager had claimed £12,000 ($15,720) in the last three years for personal weekend meals and mileage claims on trips that had already been reimbursed.

The managing director called a meeting with both the sales manager and director, and revealed the report. The accused sales manager initially denied any wrongdoing, saying that he must have mixed up a few dates and he needed to check his records. When he saw how much incriminating evidence there was against him, however, he couldn’t deny the accusations any longer. He finally admitted that he had inflated expense reimbursements by claiming more than once for the same trip and that most of the client meals were his personal expenses. He had been able to get away with it for so long because he realised that neither the sales director nor the accountant ever checked the dates on the receipts or compared claims with past records to check for duplicate expenses.

The sales director couldn’t hide his surprise – he had trusted this sales manager completely as they had worked together for many years, and he was his best salesman. He admitted that due to his frequent travel and his extremely high workload, he barely had time to do a reasonableness check of the expense claims. He was confident that this check was enough to spot fraudulent expense claims.

After the formal internal investigation was completed, the sales manager was dismissed from his job and asked to pay back the stolen money.

How can SMEs protect themselves?

This incident prompted the managing director to seek my advice on how to prevent this kind of incident from happening again. All SMEs can use these methods to prevent or detect fraud in these areas:

Travel and expenses policy. A policy plays a key role in ensuring that rules are the same for everybody and all are aware of them. Implement a formal written policy and training on these new rules and deliver it to employees. Distribute a written copy of the policy to all existing employees and include it in the welcome pack for new hires. The policy should include a section on how to handle instances of noncompliance with the policy and punitive measures to be taken in cases of fraud.

Meaningful approvals. In the case study, the sales director didn’t carry out an accurate review of the sales manager’s expenses because he trusted him. This was what gave the sales manager the confidence to perpetrate the fraud comfortably. Trust is essential but should not be a reason to disregard control measures, especially when it comes to fraud prevention. Furthermore, for approvals to be an effective anti-fraud control, approvers need to be aware of which details they have to check and why. After the case came to light, approvers at the food company were given guidelines on how proper meaningful approvals should be carried out.

Cost monitoring. To discourage and detect potential frauds, implement two controls at different stages of the expense reimbursement process. At the food company, the first control had to be carried out when the paper expense claim and the receipts were submitted to the accountant. The documents submitted had to be checked to spot any questionable expenses. In addition, at the end of every month, the accountant had to analyse the average amount spent by employee or by type of cost (eg, meals, fares, and mileage) to spot any unusual trends.

It might be best to invest in an expenses management software programme rather than handling expense reviews mannually. A number of different options on the market fit with different organisation sizes and needs. The expense management software analyses 100% of the data it is fed. This automated activity dramatically enhances control over the expenses process. This tool can also manage the approval steps required to validate the claim, store copies of the supporting documentation, and prepare customised cost analyses.

Lead by example. Controls are meaningless if the company’s management team does not follow the rules and does not take action against the policy’s offenders. When managers say one thing but do another, they lose trust and credibility and legitimise unlawful behaviours. Enforce the policies strictly – even when the sums involved are small – if you are serious about preventing fraud. This will prevent the spread of a non-compliance culture and of significant financial losses.

Source : GCMA

How to get more value out of your finance team

How to get more value out of your finance team

How to get more value out of your finance team

 The tedious and time-consuming nature of traditional accounting tasks often means that people with the ability to provide powerful insights into strategic decision-making have no place at the table.

Indeed, one-third of UK business decision-makers at medium and large enterprises believe their financial teams are an underutilised resource, according to a recent survey by accounting software company Blackline.

However, there are ways in which businesses can unlock the potential of their finance teams and ensure they contribute to high-value areas.

Finance professionals “are overworked in some areas they maybe don’t need to be working in, and not involved in other areas where maybe they could be,” said Elisabeth Saunders, ACMA, CGMA, a finance manager who oversees a team of three at Sussex Oakleaf, a health not-for-profit.

People who drive a business need the support of things like accurate invoice processing, Saunders said. “In small teams, you end up focusing on the transactional side without being able to find the time and space to go out and do the business development.”

However, Saunders points out that even the transactional finance people can add bigger-picture value. “They need to understand the implications when they are doing something of why they are doing it and what the implications are of them being behind with their work.”

Where can they add more value?

People in finance, by the very nature of what they do, can see what is going on in all aspects of the business. “The finance team is the scorekeeper but also an allocator of resources in a business. They can actually drive value,” said Joshua Azran, CPA/ABV/CFF, CGMA, founder of Azran Financial APC.

In particular, finance team members can help upper management identify the right data – and derive trends from them – from an increasing supply of information running through an organisation.

A relatively immature finance team might expend 50% of its effort on transactional processes, whereas a more mature department may expend only 20% in that area due to heavy automation, continuous finance, and other investments, said Kabir Dhawan, ACMA, CGMA, an associate director within business consulting at Grant Thornton in London.

“Most finance departments want to get to the point where most of the operational and transactional work is as low-effort as it can be,” he said. “That way you can free some resources and reallocate them” to activities that create value.

The first step is understanding where the effort is going and what the value coming out of it looks like.

Three core finance processes are easy targets for automation: procure to pay, order to cash, and record to report, Dhawan said. Driving automation at an appropriate level in transactional processing and then being diligent about investing those savings elsewhere in finance is critical, he said.

How can businesses use finance to deliver strategic insights?

Finance teams should employ a three-step process ¬– assessment, implementation, and automation – and feedback, Dhawan said. “Feedback is actually the most critical,” he said. “Once you implement automation, does the finance team actually go back and measure how long things are taking, how effective they are, how much savings are generated?”

Once this is quantified, the next step is to shift resources. But that’s where organisations typically fail. They lose, say, two heads, and since cost to finance has reduced overall, they move on to the next challenge. “When it comes to an organisation taking the next step, it is about the organisation then having the maturity to say that when we remove two heads here, we are going to invest in bringing in one to two people in a value-creation role,” he said. “But that typically does not happen.”

Saunders would have senior management, not just financial senior management, actually listen to people and recognise that people have value to add. Even “the youngest member of your team, whilst inexperienced, has a lot to offer, because they don’t know, there is no ‘business as usual’ for them. Just because we’ve always done it that way doesn’t mean it’s the right thing to carry on doing.”

How does the changing business scene offer more scope for finance talents?

Today, functionally, information is all tied together. A marketing person is now a finance person, but a finance person has always been everything. “That is a trend that people are finally waking up to,” Azran said.

There is more scope for today’s accountants to take on more commercially aware activity, and that is a consequence of changing business environments. “Pretty much every sector has a need for accountants to do more than just the accounting,” Dhawan said. Taking the example of the social housing sector in the UK, he said, “that is a sector that has tremendous regulatory change, and just being an accountant who processes numbers simply does not cut it anymore.”

Because environments are changing, organisations are looking for finance and, specifically, commercial skills. This is most evident in terms of the need for business partners as they understand how the business works operationally.

What opportunities can businesses provide to bring the finance team’s ideas forward?

Organisations can consider structured rotation of junior employees into varied roles, not just the standard entry-level ones. “There is a lot of research that indicates that diversity, whether it is gender, background, ethnicity, or even experience in terms of work experience, drives better outcomes,” Dhawan said.

Saunders believes finance teams need to be empowered to contribute and “have a forum to come out and come up with those ideas and challenge assumptions without feeling that somebody else has thought about it already.”

She also recommends one-to-one meetings. “They give people time to talk without embarrassment,” she said.