#ManagementPractices

[kaberriveraltar]

The Development of Personnel Management and Industrial Relations: A Historical Perspective

The fields of personnel management and industrial relations have undergone considerable evolution, influenced by social, economic, and political factors across various countries. A comparative look at the United Kingdom and the United States provides insight into the development of these disciplines from a historical perspective, with differences that reflect each country’s approach to labor and management.

The Role of Personnel Management in Britain

In Britain, personnel management developed as a field distinct from industrial relations, with a greater focus on human resources and labor management within organizations. Early attention to personnel management in Britain is often attributed to the efforts of organizations like the Chartered Institute of Personnel and Development (CIPD). Originally known as the Chartered Institute of Personnel and Development (CIPD), this institution was established to professionalize and formalize the practice of personnel management, emphasizing skills in managing and developing staff.

British universities, compared to other European nations, invested significantly in research and teaching related to human relations and industrial relations, with relatively limited focus on labor law. This reflects the British context, where employment regulations were traditionally light and less reliant on legal frameworks. Industrial relations in Britain, therefore, were often focused on labor-management relations, specifically in terms of union relationships and collective bargaining. However, as noted by Gospel (1992), beginning in the mid-1960s, there was a shift in focus, with increasing attention on management practices. This shift coincided with growing complexities in labor relations and the need for more refined approaches to managing human resources within organizations.

Human Relations and Industrial Relations in the United States

In contrast, the United States experienced a boom in human resources management (HRM) broadly defined during the period from 1945 to 1965, while personnel management itself remained relatively stagnant. The term "industrial relations" in America continued to be applied broadly, encompassing all facets of employment, including personnel. As the country emerged from World War II, the spread of unionism spurred the establishment of numerous industrial relations centers and institutes at universities, many of which had been absent before the war. Kaufman (2004) highlights that the impetus for these programs was primarily the rapid expansion of unions and the ensuing challenges around collective bargaining, dispute resolution, and contract administration.

Furthermore, industrial relations in the U.S. saw a rise in interest around human relations within industry, driven by an understanding that the well-being of employees significantly influenced organizational outcomes. With the focus on management and organizational design, many American universities began exploring human relations principles to foster a healthier work environment and improve productivity. The expansion of industrial relations programs in this period reflected a broader acknowledgment of the importance of employee welfare and workplace harmony.

Comparative Development and Contemporary Implications

The historical context of personnel management and industrial relations in both Britain and the United States provides a foundation for understanding contemporary human resources practices. Britain’s approach, rooted in managing union relations and emphasizing limited legal intervention, contrasts with the broader American view of industrial relations as encompassing all aspects of employment. This divergence reflects the unique labor histories and economic policies in each country and continues to influence contemporary HRM practices and policies.

Overall, the development of personnel management and industrial relations underscores the dynamic nature of labor and employment practices. As organizations continue to adapt to changing economic and social landscapes, the historical insights from Britain and the United States remain valuable in shaping effective human resources strategies today.

Unseen Influences: The Evolution of Personnel Management and Industrial Relations in Britain and the United States

One lesser-known influence on the evolution of industrial relations and personnel management was the impact of social changes, especially in the post-war period. In both Britain and the United States, societal shifts — such as the civil rights movement, the growing role of women in the workforce, and changing attitudes towards work-life balance — influenced the development of HR practices. Companies began to adopt policies that recognized diversity and inclusion, though these were initially seen as progressive changes rather than standard practices. Over time, however, these movements began to reshape HR policies and company cultures, laying the groundwork for what would eventually become core elements of modern personnel management.

Similarly, technological advancements brought new challenges and opportunities to personnel management. The introduction of computers and automation in the workplace during the mid-20th century changed the nature of jobs, influencing workforce demands and reshaping traditional roles. Management had to adapt by developing strategies for retraining employees, managing redundancies, and addressing fears around job security. These shifts underscored the need for personnel management to evolve and respond not only to economic and political factors but also to the fast-paced changes in technology and society.

A Broader Perspective on Industrial Relations

In Britain, industrial relations traditionally focused on union and labor relations, yet there were broader aspects tied to economic and political frameworks that shaped the scope of these relations. For instance, during the economic struggles of the 1970s, Britain’s labor market faced significant pressures, which led to widespread strikes and industrial action. These events forced both businesses and the government to consider more robust HR policies and labor relations frameworks to manage worker dissatisfaction and improve productivity. However, these policies were often seen as reactive rather than proactive, contrasting with some approaches in the United States, where industrial relations were sometimes designed to encompass long-term strategic goals for employee engagement.

Another unknown aspect is the role of government influence. In the U.S., federal policies during the New Deal era had established a strong foundation for worker protections and union rights. This continued into the post-war period, where government-backed initiatives played a role in shaping the HR and industrial relations landscape. For example, the establishment of the National Labor Relations Board (NLRB) provided a structured approach to handling labor disputes and collective bargaining, making industrial relations a more formalized field. In Britain, however, government intervention was historically lighter, with a tendency to let market forces dictate labor relations. It was only during times of economic crisis, such as the 1970s, that the government took a more active role in mediating labor relations.

Unknown but Significant: The Role of Educational Institutions

Educational institutions in both Britain and the U.S. played a crucial, albeit often unrecognized, role in developing personnel management and industrial relations. In the United States, industrial relations programs expanded significantly after World War II, largely due to the influence of renowned universities such as Cornell and MIT, which became leading centers for labor studies and personnel management. The work done in these academic institutions contributed to developing management theories and best practices that would later influence mainstream HR practices.

In Britain, the rise of personnel management as a recognized field was supported by academic institutions, though on a smaller scale. The relatively limited number of programs dedicated to HR and industrial relations resulted in fewer research advancements compared to the U.S. However, British institutions focused on practical applications, integrating research with real-world labor issues, particularly as union influence grew. By collaborating with industries, British universities managed to develop HR theories that, while not as widely published as those in the U.S., were nonetheless instrumental in shaping local practices in personnel management and labor relations.

Conclusion

The unseen aspects of the development of personnel management and industrial relations reveal the complexity of these fields and the multitude of influences that shaped them. From social and technological changes to the subtle yet significant role of educational institutions, the history of personnel management and industrial relations is rich with influences that are often overlooked. Understanding these unknown elements offers a more comprehensive perspective on how HR practices have evolved and highlights the importance of adaptability in response to both internal and external factors.

Looking forward, the field of HR continues to evolve, incorporating lessons from these historical contexts while adapting to new challenges, such as the integration of artificial intelligence, globalization, and the continued demand for a more inclusive and equitable workplace. By appreciating the known and unknown influences on personnel management and industrial relations, organizations and HR professionals are better equipped to meet the demands of a changing world and build more resilient and forward-looking employment practices.

[sidblogeverything]

How Call Boys in Bangalore Maintain their Health

Call boys in Bangalore or male escorts, like professionals in any other field, need to prioritize their physical and mental well-being to meet the demands of their work. Below are some strategies and tips that are commonly followed to maintain health:1. Physical HealthMaintaining physical fitness is essential for call boys in Bangalore to meet the physical demands of the job and to present themselves professionally.Exercise RoutineEngage in regular exercise, such as:Cardio for stamina (e.g., jogging, cycling).Strength training for a toned physique.Yoga or Pilates for flexibility and posture.Aim for at least 150 minutes of moderate-intensity exercise per week.Balanced DietInclude nutrient-rich foods like:Proteins: Chicken, fish, tofu, eggs.Carbohydrates: Whole grains, brown rice, quinoa.Fruits and Vegetables: Spinach, berries, oranges, carrots.Healthy Fats: Avocados, nuts, olive oil.Avoid excessive alcohol, junk food, and sugary snacks.Personal HygieneRegular grooming (haircuts, shaving, skincare).Daily showers and oral hygiene.Use high-quality skincare products to maintain healthy skin.2. Mental Health of Call Boys in Bangalore Given the nature of their work, mental health can be impacted, so self-care is crucial.Stress ManagementPractice mindfulness or meditation for relaxation.Spend time in nature or engage in hobbies.Avoid burnout by setting clear boundaries.Seeking SupportConsider therapy or counseling if needed.Talk openly with trusted friends or a support network.

[stellarhomess]

5 Reasons to Hire a Real Estate Solutions Company

Real estate is one of the most complex areas to deal with. It is always important to have professional advice when it comes to property, whether you are a buyer, a seller or a developer. Stellar Homes Ltd is fully aware of the challenges involved in any real estate transactions and this informs our complete service provision. Whether it is quality home construction or residential property development, our team is committed to delivering your real estate experience as pleasant as possible. Below are five powerful reasons why you should hire a real estate solutions company for your next project.

Expertise and Experience

The real estate solutions company is more knowledgeable and has more experience than a regular developer in this sphere. They know the market, the worth of the properties, and legal issues concerning property sales. This expertise helps you make better decisions due to the fact that you have adequate information about them. Many firms such as Stellar Homes Ltd. hire specialists in different fields, ranging from the residential land development process to quality control in construction. Their notes can help you avoid mistakes that are costly and time-consuming to fix.

Comprehensive Services

Real estate transactions are not just one process but a series of processes and may therefore be slightly complicated. A real estate solutions company comprises of everything that you require from them. They do it all; ranging from identifying residential development sites for sale to handling a joint venture land development project. This way, all aspects of your project are planned and executed to the optimum level of performance. When you engage with Stellar Homes Ltd., what you are getting is a firm that can handle planning, designing, construction, and project delivery.

Quality Assurance

Adherence to quality in construction and development is essential in any development of real estate project. Quality construction services that organizations provide follow strict construction quality managementpractices. This will, in return, guarantee that your project is safe and of high quality. At Stellar Homes Ltd., quality home construction is of great importance to ensure that our homes are well built to a standard that will last for many years while being great to look at as well. You are assured that any company you hire with an emphasis on quality is going to give you value for your money.

Time and Cost Efficiency

It is often a thrilling experience to undertake a real estate project, but the management of such a project can prove a nightmare if poorly handled given the time and costs involved. An organization dealing with real estate solutions can help in this by cutting down on costs and time. Leverage supplier, contractor, and other stakeholders’ relationships which can contribute to cost savings. Also, their management skills enable them to schedule meetings and events and set aside particular funds for the projects. When you hire people like Stellar Homes Ltd. , you stand to enjoy the benefits of efficiency and economical strategies.

Legal and Regulatory Compliance

The buying and selling of property is surrounded by many legal provisions. What makes maneuvering through these sometimes a little tricky is the lack of information. A real estate solutions company makes sure that all the legal and regulatory aspects of the business have been complied with. This ranges from acquiring the right zoning laws, permits, and environmental effects to name but a few. These legal changes affect people in one way or the other, and it is always advisable to work with firms such as Stellar Homes Ltd. that are conversant with these legal changes to protect your interests. This helps to avoid cases that lead to the courts and make the transaction process smooth.

Conclusion

Outsourcing to a real estate solutions company is extremely beneficial because of the advice, services, and quality it brings to the table. To our clients at Stellar Homes Ltd, it is our pleasure to offer timely, efficient, and quality real estate services. If you are seeking the new residential developments or you are involved in a residential property development project, we are your one-stop solution. 

[innrpin]

(via My New Book "MAP INDEX" Launched...)

The book attempts to answer one fundamental question that gets frequently and customarily asked in every organization. It doesn’t matter what the size or age of that organization. It doesn’t matter whether it a manufacturing or service organization. It doesn’t matter whether it is new age economy or an old economy company.

The quintessential question is that of how to effectively manage the body of business practices that can produce best possible business results for organizations. And it is possible by systematically making those practices to grow to become as “best practices”.

Naturally, the question gets expanded to explore something much deeper. Is there a management framework that can work towards helping organizations clinically “map and tap” into the world wonderful of best practices? After all, it is the practice that makes us perfect and the organizations are no exception.  In order for organizations to perform better in the businesses that they are doing they need the sourcing power of best practices.

#newbook #mapindex #bestpractices #managementbook #managementpractices #manaementmodels #mentalmodels #problemsolving #decisionmaking #practice

[seovoiceskills]

Chapter 1: Fundamentals of AccountingPractice ExercisesChapter 2: Journalising and Posting of Transaction Practice ExercisesChapter 3: Maintaining Chart of Accounts in Tally.ERP 9 3.1 Introduction3.1.1 Getting Started with Tally.ERP 9Practice ExercisesChapter 4: Fundamentals of Inventory ManagementPractice ExerciseChapter 5: Stock Keeping UnitsPractice ExercisesChapter 6: Recording Day to Day TransactionsPractise ExercisesChapter 7: Accounts Receivable and Payable ManagementPractice ExercisesChapter 8: BankingChapter 9: Allocation and Tracking of Expenses and IncomesPractice ExercisesChapter 10: MIS ReportsPractise ExercisesChapter 11 Storage and Classification of InventoryShortcut KeysChapter 12 Management of Purchase and Sales CyclesPractise ExercisesChapter 13 Price Levels and Price ListsPractice ExercisesChapter 14 Manufacturing ProcessPractice ExercisesChapter 15 Goods and Services TaxPractice ExercisesChapter 17 - Securing Financial InformationChapter 18 Data Management and Financial Year End Process

This advanced level certification from Tally is for candidates aspiring for growth in their careers. Candidates passing the online assessment will earn a verifiable digital certificate from Tally.

TallyPRO will help certified candidate take a significant shift in the career and prepares to handle mid-level positions in an organization.

SYLLABUS

Fundamentals of Accounting

Journalising and Posting of Transaction

Maintaining Chart of Accounts in Tally.ERP 9

Fundamentals of Inventory Management

Stock Keeping Units

Recording Day to Day Transactions

Accounts Receivable and Payable Management

Banking

Allocation and Tracking of Expenses and Incomes

MIS Reports

Storage and Classifications of Inventory

Management of Purchase and Sales Cycles

Price Levels and Price Lists

Manufacturing Process

Goods and Services Tax (GST)

Tax Deducted at Source (TDS)

Securing Financial Information

Data Management and Financial Year End Process

1.1 Introduction

1.2 Accounting Terms

1.3 Accounting Assumptions, Concepts and Principles

1.3.1 Assumptions

1.3.2 Concepts

1.3.3 Principles

1.4 Double Entry System of Accounting

1.5 Types of Accounts

1.6 Golden Rules of Accounting

1.7 Source Documents for Accounting

Key Takeaways

 2.1 Introduction

2.2 Recording of Business Transactions

2.2.1 The Accounting Equation

2.2.2 Recording of Transactions in Books of Original Entry/Journal

2.2.2.1 Use of Debit and Credit

2.2.2.2 Rules of Debit and Credit

2.2.2.3 Recording of Business Transactions in Journal

2.3 Ledger

2.3.1 Need for Ledger

2.3.2 Differences between a Journal and a Ledger

2.3.3 Classification of Ledger Accounts

2.3.4 Posting from Journal

2.4 Trial Balance

2.4.1 Methods of Preparation

2.5 Subsidiary Books & Control Accounts

2.5.1 Cash Book

2.5.1.1 Single Column Cash Book

2.5.1.2 Double Column Cash Book

2.5.1.3 Three Column Cash Book

2.5.2 Petty Cash Book

2.5.3 Purchase Book

2.5.4 Purchase Return Book

2.5.5 Sales Book

2.5.6 Sales Return Book

2.5.7 Journal Proper

2.5.8 Control Accounts

2.6 Financial Statements

2.6.1 Trading and Profit & Loss Account

2.6.1.1 Trading Account

2.6.1.2 Profit & Loss Account

2.6.2 Balance Sheet

2.6.2.1 Types of Assets and Liabilities included in Balance Sheet

Key Takeaways

  3.1.2 Mouse and Keyboard Conventions

3.2 Company Creation

3.2.1 Shut a Company

3.2.2 Select a Company

3.2.3 Alter a Company

3.3 Company Features and Configurations

3.3.1 Company Features: F11

3.3.2 Configuration: F12

3.4 Chart of Accounts

3.4.1 Ledger

3.4.2 Group

3.5 Ledger Creation

3.5.1 Single Ledger Creation

3.5.2 Multi Ledger Creation

3.5.3 Altering and Display of Ledgers

3.5.3.1 Ledger Alteration

3.5.3.2 Single Ledger Display

3.5.3.3 Multi Ledger Display

3.5.4 Deleting Ledgers

3.6 Group Creation

3.6.1 Single Group Creation

3.6.2 Multiple Group Creation

3.6.3 Altering and Display of Groups

3.6.3.1 Group Alteration

3.6.3.2 Single Group Display

3.6.3.3 Multi Group Display

3.6.4 Deleting Groups

Key Takeaways

Shortcut Keys

  4.1 Introduction

4.2 Inventory Management

4.3 Terms Used in Inventory Management

4.4 Inventory Valuation

4.4.1 Different Types of Inventory Valuation

4.5 Inventory Management in Tally.ERP 9

Conclusion

  5.1 Introduction

5.2 Inventory Masters in Tally ERP 9

5.3 Creating Inventory Masters

5.3.1 Creation of Stock Group

5.3.2 Creation of Unit of Measure

5.3.3 Creation of Stock Item

5.3.4 Creation of Godown

5.3.5 Defining of Stock Opening Balance in Tally ERP 9

Key Takeaways

Shortcut Keys

  6.1 Introduction

6.2 Business Transactions

6.2.1 Source Document or Voucher

6.2.2 Recording Transactions in Tally.ERP 9

6.3 Accounting Vouchers

6.3.1 Receipt Voucher

6.3.2 Contra Voucher

6.3.3 Payment Voucher

6.3.4 Purchase Voucher

6.3.5 Sales Voucher

6.3.6 Debit Note Voucher

6.3.7 Credit Note Voucher

6.3.8 Journal Voucher

6.4 Creation of New Voucher Type

6.5 Automation of Invoices (Voucher Classes)

6.6 Non-Accounting Vouchers

6.6.1 Memorandum Voucher

6.6.2 Optional Vouchers

6.6.3 Reversing Journal

6.7 Recording Provisional Entries

6.8 Recording Inventory Vouchers

6.8.1 Receipt Note Voucher

6.8.2 Delivery Note Voucher

6.8.3 Rejection In Voucher

6.8.4 Rejection Out Voucher

6.8.5 Stock Journal Voucher

6.8.6 Physical Verification of Stocks

Conclusion

Key Takeaways

Shortcut Keys

  7.1 Introduction

7.2 Accounts Payable and Receivable

7.3 Maintaining Bill-wise Details

7.4 Activation of Maintaining Bill-wise Details Feature

7.5 New Reference

7.6 Against Reference

7.7 Advance Reference

7.8 On Account

7.9 Credit Limit

7.9.1 Activate Credit Limit

7.9.2 Setting Credit Limits

7.9.3 Exceeding Credit Limits

7.9.4 Exception to Credit Limits

7.10 Payment Performance of Debtors

7.11 Changing the Financial Year in Tally.ERP 9

Conclusion

Key Takeaways

Shortcut Keys

8.1 Introduction

8.2 Banking Payments

8.3 Setting up Banking Features

8.4 Cheque Management

8.4.1 Cheque Printing

8.4.1.1 Single Cheque Printing

8.4.1.2 Multi Cheque Printing

8.4.2 Cheque Register

8.4.2.1 Cancelled Cheque

8.4.2.2 Blank Cheque

8.5 Bank Reconciliation

8.5.1 Manual Bank Reconciliation

8.5.2 Auto Bank Reconciliation

8.6 Deposit Slip

8.6.1 Cash Deposit Slip

8.6.2 Cheque Deposit Slip

8.7 Payment Advice

8.8 Managing of Post-dated Cheques

8.9 Notional Bank

8.10 Post-dated Report

8.11 Handling e-Payments in Tally.ERP 9

8.11.1 e-Payments Report

8.11.2 Exporting e-Payment Transactions from e-Payments Report

8.11.3 Sending Payment Instructions to Bank

8.12 Updating the Bank Details Instantly in Tally.ERP 9

Conclusion

Key Takeaways

Shortcut Keys

Practice Exercises

  9.1 Introduction

9.2 Cost Centre and Cost Categories

9.2.1 Activation of Cost Category and Cost Centre

9.2.2 Allocation of Expenses and Incomes using Cost Centre

9.2.3 Allocation of Expenses and Incomes using Cost Centre with Cost category

9.2.3.1 Allocation of expenses to multiple cost centres and cost categories

9.3 Automation of Cost Centre and Cost Categories while recording transactions

9.3.1 Cost Centre Classes

9.4 Cost Centre Reports

9.4.1 Category Summary

9.4.2 Cost Centre Break-up

9.4.3 Ledger Break-up

9.4.4 Group Break-up

Conclusion

Key Takeaways

Shortcut Keys

  10.1 Introduction

10.2 Advantages of Management Information Systems

10.3 Types of MIS Reports in Tally.ERP 9

10.4 MIS Reports in Tally. ERP 9

10.4.1 Trial Balance

10.4.2 Balance Sheet

10.4.3 Profit and Loss Account

10.4.4 Cash Flow Statement

10.4.5 Funds Flow Statement

10.4.6 Ratio Analysis

10.4.7 Books and Accounting Reports

10.4.7.1 Day Book

10.4.7.2 Receipts and Payments

10.4.7.3 Purchase Register

10.4.7.4 Sales Register

10.4.7.5 Bills Receivable and Bills Payable

10.4.8 Inventory Reports

10.4.8.1 Stock Summary

10.4.8.2 Stock Transfer

10.4.8.3 Movement Analysis

10.4.8.4 Ageing Analysis

Key Takeaways

Shortcut Keys

  11.1 Introduction

11.2 Godown Management

11.2.1 Activating Godown

11.2.2 Creating a Godown

11.2.3 Allocation of Stock to Particular Godown while Defining Opening Balance

11.2.4 Recording of Purchase, Sales and Stock Transfers with Godown Details

11.2.4.1 Purchase of Inventory

11.2.4.2 Recording stock transfer entry using stock journal

11.2.4.3 Sale of Inventory

11.2.5 Maintaining Damaged Goods

11.2.6 Analysing Godown Summary and Stock Movement Reports

11.3 Stock Category

11.3.1 Activation of Stock Categories

11.3.2 Creating Stock Categories

11.3.3 Recording of Transactions

11.4 Movements of Goods in Batches/Lots - Batch wise details

11.4.1 Activating Batch-wise Details in Tally.ERP 9

11.4.2 Using Batch-wise Details in Purchase Invoice

11.4.3 Using Batch-wise Details in Sales Invoice

11.4.4 Expired Batch/Stock Transfer

11.4.5 Batch Reports

11.4.5.1 Batch Vouchers Report

11.4.5.2 Batch Summary Report

11.4.5.3 Transfer Analysis report

11.5 Stock Valuation Methods

11.5.1 Configuration of Stock Valuation Method

11.5.2 Different Types of Costing Methods

11.5.3 Recording of Purchase and Sales Transactions

11.5.4 Stock Valuation based on FIFO Perpetual Method

Conclusion

Key Takeaways

12.1 Introduction

12.2 Purchase Order Processing

12.2.1 Activating Order Processing in Tally.ERP 9

12.3 Sales Order Processing

12.4 Viewing Order Details

12.5 Display Columnar Orders & Stock Details

12.6 Sales order outstanding.

12.7 Pre-closure of Order

12.8 Reorder Level

12.9 Display Reorder Status

Conclusion

Key Takeaways

Shortcut Keys

 13.0 Introduction

13.1 Activating Price Lists and Defining of Price Levels

13.1.1 Creation of Price List

13.1.2 Using Price List

13.2 Revise Price List

Conclusion

Key Takeaways

Shortcut Keys

 14.1 Introduction

14.2 Activating of Bill of Materials

14.3 Auto Listing of Components Using Bill of Materials

14.4 Accounting of Manufacturing Process in Tally.ERP 9

14.6 Transferring of Manufactured Goods from Storehouse to Showroom

14.5 Reports

14.5.1 Stock Journal Register

14.5.2 Transfer Analysis

14.5.3 Cost Estimation

14.5.4 Stock Ageing Analysis

Conclusion

Key Takeaways

Shortcut Keys

 15.1 Introduction to GST

15.2 Getting Started with GST (Goods)

15.3 Advance adjustments and Entries (Goods)

15.4 Getting Started with GST (Services)

15.5 Advance adjustments and Entries (Services)

Conclusion

Key Takeaways

Shortcut Keys

 Practice ExerciseChapter 16 Tax Deducted at Source (TDS) 

16.1 Introduction

16.2 Basic Concepts of TDS

16.3 TDS Process

16.4 TDS in Tally.ERP 9

16.5 Activation of TDS Feature in Tally.ERP 9

16.6 TDS Statutory Masters

16.7 Configuring TDS at Group Level

16.8 Configuring TDS at Ledger Level

16.9 Booking of Expenses in Purchase Voucher

16.10 Recording Transactions

16.10.1 Expenses Partly Subject to TDS

16.10.2 Booking Expenses and Deducting TDS Later

16.10.3 Accounting Multiple Expenses and Deducting TDS Later

16.10.4 Accounting for TDS on Advance Payments against Transport

16.10.5 TDS on Expenses at Lower Rate

16.10.6 TDS on Expenses at Zero Rate

16.10.7 Deducting TDS on Payments

16.10.8 Reversal of Expenses with TDS

16.10.9 Deducting TDS on Expenses with Inventory

16.10.10 Accounting TDS on Fixed Assets

16.10.11 Payment of TDS

16.11 TDS Reports

16.11.1 Challan Reconciliation

16.11.2 TDS Outstandings

16.11.3 E-Return

Conclusion

Key Takeaways

Shortcut Keys

 17.1 Introduction

17.2 Security Control

17.2.1 Activation of Security Control and Creation of Security Levels in Tally.ERP 9

17.2.2 Accessing the Company with Data Operator’s User Account

17.3 Password Policy

17.4 TallyVault Password

17.4.1 Activation of TallyVault in Tally.ERP 9

17.4.2 Configuration of TallyVault Password while Creating the Company

17.4.3 Configuration of TallyVault Password for Existing Company

17.4.4 Benefits of TallyVault Password

Conclusion

Key Takeaways

Practice Exercises

  18.1 Introduction

18.2 Backup and Restore

18.2.1 Backup of Data

18.2.2 Restoring Data from a Backup File

18.3 Export and Import of Data

18.3.1 Exporting and Importing of Data from One Company to Another in XML Format

18.3.2 Exporting of data in other available formats

18.4 E-Mailing in Tally.ERP 9

18.5 Printing Reports

18.6 Managing of Data during Financial Year End Process

18.6.1 Important Pre-Split Activity

18.6.2 Splitting of Data

Key Takeaways

Shortcut Key

Practice Exercises

[vrgud-blog]

#youarerejected #signsofrejection #disrespectinginterviewee #snidefacialexpression #managementpractices #humanresourcemanagement #talentacquisition #noeyecontact #nodiscussiononsalary #frequentcontradictions

[markusbiegel-blog]

MANAGEMENT PRACTICES "The professional advice from outsiders can be a great asset in helping you make better decisions." - Markus Biegel

You don't use outsiders to run your company, you use them to make recommendations that your team will evaluate.

If you don't give outsiders enough face-time with decision makers your return on investment (ROI) significantly drops.

Outsiders will lose their freshness over time. Change your outsiders periodically. It's not personal, it's business.

[stellarhomess]

5 Reasons to Hire a Real Estate Solutions Company

Real estate is one of the most complex areas to deal with. It is always important to have professional advice when it comes to property, whether you are a buyer, a seller or a developer. Stellar Homes Ltd is fully aware of the challenges involved in any real estate transactions and this informs our complete service provision. Whether it is quality home construction or residential property development, our team is committed to delivering your real estate experience as pleasant as possible. Below are five powerful reasons why you should hire a real estate solutions company for your next project.

Expertise and Experience

The real estate solutions company is more knowledgeable and has more experience than a regular developer in this sphere. They know the market, the worth of the properties, and legal issues concerning property sales. This expertise helps you make better decisions due to the fact that you have adequate information about them. Many firms such as Stellar Homes Ltd. hire specialists in different fields, ranging from the residential land development process to quality control in construction. Their notes can help you avoid mistakes that are costly and time-consuming to fix.

Comprehensive Services

Real estate transactions are not just one process but a series of processes and may therefore be slightly complicated. A real estate solutions company comprises of everything that you require from them. They do it all; ranging from identifying residential development sites for sale to handling a joint venture land development project. This way, all aspects of your project are planned and executed to the optimum level of performance. When you engage with Stellar Homes Ltd., what you are getting is a firm that can handle planning, designing, construction, and project delivery.

Quality Assurance

Adherence to quality in construction and development is essential in any development of real estate project. Quality construction services that organizations provide follow strict construction quality managementpractices. This will, in return, guarantee that your project is safe and of high quality. At Stellar Homes Ltd., quality home construction is of great importance to ensure that our homes are well built to a standard that will last for many years while being great to look at as well. You are assured that any company you hire with an emphasis on quality is going to give you value for your money.

Time and Cost Efficiency

It is often a thrilling experience to undertake a real estate project, but the management of such a project can prove a nightmare if poorly handled given the time and costs involved. An organization dealing with real estate solutions can help in this by cutting down on costs and time. Leverage supplier, contractor, and other stakeholders’ relationships which can contribute to cost savings. Also, their management skills enable them to schedule meetings and events and set aside particular funds for the projects. When you hire people like Stellar Homes Ltd. , you stand to enjoy the benefits of efficiency and economical strategies.

Legal and Regulatory Compliance

The buying and selling of property is surrounded by many legal provisions. What makes maneuvering through these sometimes a little tricky is the lack of information. A real estate solutions company makes sure that all the legal and regulatory aspects of the business have been complied with. This ranges from acquiring the right zoning laws, permits, and environmental effects to name but a few. These legal changes affect people in one way or the other, and it is always advisable to work with firms such as Stellar Homes Ltd. that are conversant with these legal changes to protect your interests. This helps to avoid cases that lead to the courts and make the transaction process smooth.

Conclusion

Outsourcing to a real estate solutions company is extremely beneficial because of the advice, services, and quality it brings to the table. To our clients at Stellar Homes Ltd, it is our pleasure to offer timely, efficient, and quality real estate services. If you are seeking the new residential developments or you are involved in a residential property development project, we are your one-stop solution. 

[markusbiegel-blog]

MANAGEMENT PRACTICES "You need to get rid of slow working people as they are probably bringing your whole team down." - Markus Biegel

When you hire someone that doesn't live up to the expectations you need to fire quickly and not give the benefit of the doubt.

One "bad" person can affect not just the performance but the culture in your team/company.

Don't make the mistake to confuse slow working people with diligently working people. You should know the difference.