Year: 2020
HRM in Global Perspective University of Mumbai BMS 6th Sem Notes
| Unit 1 International HRM: An Overview: {Book} | ||
| International HRM Meaning and Features | VIEW | |
| Objectives, Evolution of IHRM | VIEW | |
| Reasons for Emergency of IHRM | VIEW | |
| Significance of IHRM in International Business | VIEW | |
| International HRM Scope/Functions | VIEW | |
| Difference between International HRM and Domestic HRM | VIEW | VIEW |
| Approaches to IHRM: Ethnocentric, Polycentric, Geocentric and Regiocentric | VIEW | |
| Limitations to IHRM | VIEW | |
| Qualities of Global Managers | VIEW | |
| Organizational Dynamics and IHRM | VIEW | |
| Components of IHRM: Cross Cultural Management, Comparative HRM | ||
| Cross Cultural Management: Meaning, Features, Convergence of Cultures | VIEW | |
| Role of IHRM in Cross Culture Management | VIEW | |
| Problems of Cross-Cultural Issues in Organizations | VIEW | |
| Importance of Cultural Sensitivity to International Managers | VIEW | |
| Comparative HRM: Meaning, Importance, Difference between IHRM and Comparative HRM | VIEW | |
| Managing Diversity in Workforce | VIEW | VIEW |
| Dealing with Cultural Shock | VIEW | |
| Unit 2 Global HRM Functions {Book} | ||
| International Recruitment and Selection Meaning | VIEW | VIEW |
| Sources of International Labour Market, Global Staffing, Selection Criteria | VIEW | |
| Managing Global Diverse Workforce | VIEW | VIEW |
| International Compensation Meaning, Objectives, Components of International Compensation Program | VIEW | |
| Approaches to International Compensation | VIEW | |
| HRM Perspectives in Training and Development Meaning, Advantages | VIEW | |
| Cross Cultural Training, Issues in Cross Cultural Training | VIEW | |
| International Performance Management Meaning, Factors | VIEW | |
| Criterion used for Performance Appraisal of International Employees | VIEW | |
| Problems Faced in International Performance Management | VIEW | |
| Motivation System Meaning | VIEW | VIEW |
| Reward System Meaning | VIEW | VIEW |
| Benchmarking Global Practices | VIEW | |
| International Industrial Relations Meaning | VIEW | |
| Trade Union and International IR | VIEW | |
| Trade Union | VIEW | VIEW |
| Unit 3 Managing Expatriation and Repatriation {Book} | |
| Concepts of PCNs (Parent-Country Nationals), TCNs (Third-Country Nationals) and HCNs (Host-Country Nationals) | VIEW |
| Expatriation Meaning, Reasons for Expatriation, Factors in Selection of Expatriates | VIEW |
| Advantages of Using Expatriates | VIEW |
| Limitations of using Expatriates, Role of Family, Reasons for Expatriate Failure | VIEW |
| The Role of Non-expatriates | VIEW |
| Women and Expatriation | VIEW |
| Requirements/Characteristics of Effective Expatriate Managers | VIEW |
| Repatriation Meaning, Repatriation Process | VIEW |
| Factors affecting Repatriation Process | VIEW |
| Role of Repatriate, Challenges faced by Repatriates | VIEW |
| Unit 4 International HRM Trends and Challenges {Book} | ||
| Emerging Trends in IHRM | VIEW | |
| Off Shoring Meaning, Importance, Off Shoring and HRM in India | VIEW | |
| International Business Ethics and IHRM: | ||
| Business Ethics | VIEW | VIEW |
| Global Values | VIEW | |
| International Corporate Code of Conduct | VIEW | VIEW |
| Criminalization of Bribery | VIEW | |
| Operationalizing Corporate Ethics of HR in Overall Corporate Ethics Programme | VIEW | |
| Managing International Projects and Teams Meaning | VIEW | |
| How Projects are Managed across the World | VIEW | |
| Challenges in Managing International Projects across the World | VIEW | |
| HR in MNCs; Industrial Relations in MNCs | VIEW | |
| Role of Technology on IHRM | VIEW | |
| IHRM and Virtual Organization Meaning and Features of Virtual Organization | VIEW | |
| Difference between Virtual Organization and Traditional Organization | VIEW | |
| Managing HR in Virtual Organization | VIEW | |
| Growth in Strategic Alliances; Impact on IHRM | VIEW | VIEW |
| Cross Border Mergers and Acquisitions | VIEW | |
| Knowledge Management and IHRM | VIEW | |
Organisational Development University of Mumbai BMS 6th Sem Notes
| Unit 1 Organisational Development: An Overview {Book} | |
| Organisational Development Meaning, Features, Evolution, Components, Objectives | VIEW |
| Organisational Development Principles, Process, Importance | VIEW |
| Relevance of Organisational Development for Managers, OD-HRD Interface | VIEW |
| Participation of Top Management in OD | VIEW |
| OD Practitioner Meaning, Role of OD Practitioner, Competencies of an OD Practitioner | VIEW |
| Emerging Trends in OD | VIEW |
| OD in Global Setting | VIEW |
| Unit 2 Organisational Diagnosis, Renewal and Change {Book} | ||
| Organisational Diagnosis: Meaning, Need, Phases | VIEW | |
| Levels of Organisational Diagnosis | VIEW | |
| Techniques of Organisational Diagnosis | VIEW | |
| Tools used in Organisational Diagnosis | VIEW | |
| Organizational Renewal, Re-energizing | VIEW | |
| OD and Business Process Re- Engineering (BPR) | VIEW | |
| OD and Leadership Development | VIEW | |
| Organisational Change Meaning | VIEW | |
| Organisational Life Cycle | VIEW | |
| Planned Change | VIEW | VIEW |
| Organizational Growth and its Implication for Change | VIEW | |
| Change Agents: Meaning, Features, Types, Role, Skills required | VIEW | |
| Unit 3 OD Interventions {Book} | |
| a) Managing Expatriation and Repatriation | VIEW |
| OD Interventions: Meaning, Features, Steps in OD Interventions | VIEW |
| Factors Affecting Success of Interventions | VIEW |
| Types of Interventions: | |
| Human Resource Intervention | VIEW |
| Structural Intervention | VIEW |
| Strategic Interventions | VIEW |
| Third-Party Peace-Making Intervention | VIEW |
| **Team Intervention | VIEW |
| **Interpersonal Intervention | VIEW |
| Techniques of OD Intervention: | |
| Traditional Intervention: Sensitive Training, Grid Training, Survey Feedback | VIEW |
| Modern Intervention: Process Consultation, Third Party, Team Building, Transactional Analysis | VIEW |
| Evaluation of OD Interventions: Process, Types, Methods, Importance | VIEW |
| Unit 4 OD Effectiveness {Book} | |
| Issues faced in OD: Issues Related to Client Relationship, Power Individual skills and Attributes as a Source of Power, Power and Influence Tactics, Politics and OD | VIEW |
| Values in OD: Meaning, Professional Values, Value Conflict and Dilemma | VIEW |
| Ethics in OD: Meaning, Factors Influencing Ethical Judgement | VIEW |
| Ethical Guidelines for OD Professionals | VIEW |
| Organisational Effectiveness Meaning, Effectiveness v/s Efficiency | VIEW |
| Approaches of Organisational Effectiveness: Goal Approach, System Resource Approach, Strategic Constituency Approach, Internal Process Approach | VIEW |
| Parameters for Judging Organisational Effectiveness | VIEW |
| Ways to Enhance Organisational Effectiveness | VIEW |
Workforce Diversity University of Mumbai BMS 6th Sem Notes
| Unit 1 Workforce Diversity: An Overview {Book} | |
| Workforce | VIEW |
| Workforce Diversity: Meaning, Features and Significance | VIEW |
| Dimensions of Workforce Diversity | VIEW |
| Advantages and Limitations of having a diverse workforce | VIEW |
| Positive and Negative effects of workforce diversity in workplace | VIEW |
| Unit 2 Workforce Diversity and HRM Functions {Book} | |
| Steps to Recruiting and Retaining a Diverse Workforce | VIEW |
| Workforce Diversity and HRM Functions: | |
| Diversity and Recruitment | VIEW |
| Diversity and Supervision | VIEW |
| Diversity and Training | VIEW |
| Diversity and Compensation | VIEW |
| Diversity and Performance Management | VIEW |
| Diversity and Work life Balance | VIEW |
| Role of Recruiter in Hiring Diversified Workforce | VIEW |
| Workforce Diversity Key to Organizational Performance | VIEW |
| Workforce Diversity as a Determinant of Sustainable Competitive Advantage | VIEW |
| Unit 3 Strategies to Manage Diversity {Book} | |
| Organizational Strategies for Managing Workforce Diversity | VIEW |
| Workplace Inclusion Strategies through Corporate Leadership | VIEW |
| Workplace Inclusion Strategies through Diversity Training | VIEW |
| Workplace Inclusion Strategies through Mentoring | VIEW |
| Diversity Management Programmes Concept | VIEW |
| Corporate Culture and Diversity at workplace | VIEW |
| Techniques of Managing Work Force Diversity | VIEW |
| Approaches to Diversity Management System | VIEW |
| Unit 4 Issues in Managing Diversity and Recent Trends {Book} | |
| Best Practices in Achieving Workforce Diversity and Multi-culturism | VIEW |
| Global workforce diversity management | VIEW |
| Recent Trends of Diversity | VIEW |
| Role of Technology in Handling Workforce Diversity | VIEW |
| Workforce Diversity Management for Creativity and Innovation | VIEW |
| Ethical and Legal Issues in Managing Diversity | VIEW |
Human Resource Accounting & Audit University of Mumbai BMS 6th Sem Notes
| Unit 1 Human Resource Accounting {Book} | ||
| Human Resource Accounting: Meaning, Need, Objectives | VIEW | |
| Historical development of Human Resource Accounting | VIEW | |
| Cost of Human Resource: Acquisition cost, Training and Development cost and additional cost | VIEW | |
| Benefits and Limitations of Human Resource Accounting | VIEW | |
| Reporting of Human Resource Accounting at National Level | VIEW | VIEW |
| Disclosure at International levels | VIEW | |
| Unit 2 Methods and Human Resource Accounting in India {Book} | ||
| Methods of Human Resource Accounting | VIEW | |
| Cost of Production Approach | VIEW | |
| Historical cost Model Meaning, Advantages and Limitations | VIEW | |
| Replacement cost Model Meaning, Advantages and Limitations | VIEW | |
| Opportunity cost Model Meaning, Advantages and Limitations | VIEW | |
| Capitalized Earnings Approach Concept | VIEW | |
| Economic value Model Meaning, Advantages and Limitations | VIEW | |
| Capitalization of Salary Meaning, Advantages and Limitations | VIEW | |
| Statutory provisions governing HR accounts | VIEW | |
| Human Resource Accounts Practices in India | VIEW | VIEW |
| Unit 3 Human Resource Audit: An Overview {Book} | ||
| Human Resource Audit Meaning, Features, Objectives | VIEW | |
| Benefits and Limitations of Human Resource Audit | VIEW | |
| Need and Significance of Human Resource Audit | VIEW | |
| Process of Human Resource Audit | VIEW | |
| Approaches of Human Resource Audit | VIEW | |
| Principles of effective Human Resource Audit | VIEW | |
| Role of HR Auditor | VIEW | |
| Method of conducting HR Audit: Interview, Workshop, Observation, Questionnaire | VIEW | |
| HR Audit and Workforce issues: | ||
| Workforce Communication and Employee Relations | VIEW | VIEW |
| Performance Management | VIEW | VIEW |
| Compensation System | VIEW | VIEW |
| Team Building System | VIEW | VIEW |
| Unit 4 HR Audit for Legal Compliance and Safe Business Practices {Book} | |
| Areas covered by HR Audit: Pre-employment Requirements, Hiring Process, New-hire Orientation Process, Workplace policies and Practices | VIEW |
| HR audit as Intervention: Introduction, Effectiveness of Human Resource Development Audit as an Intervention | VIEW |
| Human Resource Audit and Business Linkages | VIEW |
| Human Resource Auditing as a tool of Human Resource Valuation: Introduction | VIEW |
| Rationale of Human Resource Valuation and Auditing | VIEW |
| Valuation of Human Resources | VIEW |
| Issues in Human Capital Measurement and Reporting | VIEW |
Indian Ethos in Management University of Mumbai BMS 6th Sem Notes
| Unit 1 Indian Ethos: An Overview {Book} | |
| a) Indian Ethos | |
| Meaning, Features, Need, Relevance, History, Principles practiced by Indian Companies | VIEW |
| Requisites, Elements, Role of Indian Ethos in Managerial Practices | VIEW |
| b) Management Lessons from Scriptures: | |
| **Management Lessons from Bhagavad Gita | VIEW |
| **Management Lessons from Quran Ramayana | VIEW |
| Management Lessons from Vedas | VIEW |
| Management Lessons from Mahabharata | VIEW |
| Management Lessons from Bible | VIEW |
| Management Lessons from Quran | VIEW |
| Management Lessons from Kautilya’s Arthashastra | VIEW |
| Indian Heritage in Business, Management, Production and Consumption | VIEW |
| Ethics v/s Ethos | VIEW |
| Indian Management v/s Western Management | VIEW |
| Unit 2 Work Ethos and Values {Book} | |
| a) Work Ethos: Meaning, Levels, Dimensions, Steps | VIEW |
| Factors Responsible for Poor Work Ethos | VIEW |
| b) Values: | |
| Meaning, Features, Values for Indian Managers | VIEW |
| Relevance of Value Based Management in Global Change | VIEW |
| Impact of Values on Stakeholders: Employees, Customers, Government, Competitors and Society | VIEW |
| Values for Managers | VIEW |
| Trans-Cultural Human Values in Management and Management Education | VIEW |
| Secular v/s Spiritual Values in Management | VIEW |
| Importance of Value System in Work Culture | VIEW |
| Unit 3 Stress Management {Book} | ||
| a) Stress Management Meaning | VIEW | |
| Types of Stress at Work | VIEW | VIEW |
| Causes of Stress | VIEW | VIEW |
| Consequences of Stress | VIEW | |
| b) Stress Management Techniques: | VIEW | |
| Meditation Meaning, Techniques, Advantages | VIEW | |
| Mental Health and its Importance in Management | VIEW | |
| Brain Storming, Brain Stilling | VIEW | |
| Yoga Meaning, Significance | VIEW | VIEW |
| c) Leadership Meaning | VIEW | |
| Contemporary Approaches to Leadership | VIEW | VIEW |
| Joint Hindu Family Business | VIEW | |
| Leadership Qualities of Karta | VIEW | |
| d) Motivation Meaning, Techniques | VIEW | VIEW |
| Indian Approach to Motivation | VIEW | |
| Unit 4 Indian Systems of Learning {Book} | ||
| a) Learning Meaning, Mechanisms | VIEW | VIEW |
| Gurukul System of Learning: Meaning, Features, Advantages, Disadvantages | VIEW | |
| Modern System of Learning Meanings, Features, Advantages, Disadvantages | VIEW | |
| Karma Meaning, Importance of Karma to Managers, Nishkama Karma | VIEW | |
| Laws of Karma The Great Law, Law of Creation, Law of Humility, Law of Growth, Law of Responsibility, Law of Connection | VIEW | |
| Corporate Karma Meaning, Methodology, Guidelines for good Corporate Karma | VIEW | |
| Self-Management Personal growth and Lessons from Ancient Indian Education System | VIEW | |
| Personality Development Meaning, Determinants | VIEW | |
| Indian Ethos and Personality Development | VIEW | |
University of Mumbai BMS Notes
1st Semester
| Subjects | |
| Introduction to Financial Accounts (Updated) |
VIEW |
| Business Law (Updated) | VIEW |
| Business Statistics (Updated) | VIEW |
| Business Communication I (Updated) | VIEW |
| Foundation of Human Skills (Updated) | VIEW |
| Business Economics I (Updated) | VIEW |
2nd Semester
| Subjects | |
| Principles of Marketing (Updated) | VIEW |
| Industrial Law (Updated) | VIEW |
| Business Mathematics (No Update) |
VIEW |
| Business Communication II (Updated) | VIEW |
| Business Environment (Updated) | VIEW |
| Principles of Management (Updated) | VIEW |
3rd Semester
| Subjects | |
| Group A: Finance | |
| Basics of Financial Services (Updated) | VIEW |
| Introduction to Cost Accounting (Updated) | VIEW |
| Equity & Debt Market (Updated) | VIEW |
| Corporate Finance (Updated) | VIEW |
| Group B: Marketing | |
| Consumer Behaviour (Updated) | VIEW |
| Product Innovations Management (Updated) | VIEW |
| Advertising (Updated) | VIEW |
| Social Marketing (Updated) | VIEW |
| Group C: Human Resource | |
| Recruitment & Selection (Updated) | VIEW |
| Motivation and Leadership (Updated) | VIEW |
| Employees Relations & Welfare (Updated) |
VIEW |
| Organisation Behaviour & HRM (Updated) | VIEW |
| Ability Enhancement Compulsory Courses (AECC) | |
| Information Technology in Business Management I (Updated) | VIEW |
| Core Courses (CC) | |
| Business Planning & Entrepreneurial Management (Updated) | VIEW |
| Accounting for Managerial Decisions (Updated) | VIEW |
| Strategic Management (Updated) | VIEW |
4th Semester
| Group A: Finance | |
| Financial Institutions & Markets (Updated) |
VIEW |
| Auditing (Updated) | VIEW |
| Strategic Cost Management (Updated) | VIEW |
| Corporate Restructuring (Updated) | VIEW |
| Group B: Marketing | |
| Integrated Marketing Communication (Updated) |
VIEW |
| Rural Marketing (Updated) | VIEW |
| Event Marketing | VIEW |
| Tourism Marketing | VIEW |
| Group C: Human Resource | |
| Human Resource Planning & Information System (Updated) |
VIEW |
| Training & Development in HRM (Updated) | VIEW |
| Change Management (Updated) | VIEW |
| Conflict & Negotiation (Updated) | VIEW |
| Ability Enhancement Compulsory Courses (AECC) | |
| Information Technology in Business Management II (Updated) | VIEW |
| Core Courses (CC) | |
| Business Economics II (Updated) |
VIEW |
| Business Research Methods (Updated) | VIEW |
| Production & Total Quality Management (Updated) |
VIEW |
5th Semester
| Subjects | |
| Group A: Finance | |
| Investment Analysis & Portfolio Management (Updated) | VIEW |
| Commodity & Derivatives Market (Updated) |
VIEW |
| Wealth Management (Updated) | VIEW |
| Financial Accounting (Updated) | VIEW |
| Risk Management (Updated) | VIEW |
| Direct Taxes (Updated) |
VIEW |
| Group B: Marketing | |
| Services Marketing (Updated) | VIEW |
| E-Commerce & Digital Marketing (Updated) | VIEW |
| Sales & Distribution Management (Updated) | VIEW |
| Customer Relationship Management (Updated) | VIEW |
| Industrial Marketing | VIEW |
| Strategic Marketing Management (Updated) | VIEW |
| Group C: Human Resource | |
| Finance for HR Professionals & Compensation Management (Updated) | VIEW |
| Strategic Human Resource Management & HR Policies (Updated) | VIEW |
| Performance Management & Career Planning (Updated) | VIEW |
| Industrial Relations (Updated) | VIEW |
| Talent & Competency Management (Updated) | VIEW |
| Stress Management (Updated) | VIEW |
| Core Course (CC) | |
| Logistics & Supply Chain Management (Updated) | VIEW |
| Ability Enhancement Course (AEC) | |
| Corporate Communication & Public Relations (Updated) | VIEW |
6th Semester
| Subjects | |
| Group A: Finance | |
| International Finance (Updated) | VIEW |
| Innovative Financial Services (Updated) | VIEW |
| Project Management (Updated) | VIEW |
| Strategic Financial Management (Updated) | VIEW |
| Financing Rural Development | VIEW |
| Indirect Taxes (Updated) | VIEW |
| Group B: Marketing | |
| Brand Management (Updated) | VIEW |
| Retail Management (Updated) | VIEW |
| International Marketing (Updated) | VIEW |
| Media Planning & Management (Updated) | VIEW |
| Sports Marketing | VIEW |
| Marketing of Non-Profit Organisation | VIEW |
| Group C: Human Resource | |
| HRM in Global Perspective (Updated) | VIEW |
| Organisational Development (Updated) | VIEW |
| HRM in Service Sector Management | VIEW |
| Workforce Diversity (Updated) | VIEW |
| Human Resource Accounting & Audit (Updated) | VIEW |
| Indian Ethos in Management (Updated) | VIEW |
| Core Course (CC) | |
| Operation Research (Updated) | VIEW |
Budgeting introduction
Budgeting is the process of preparing detailed projections of future amounts. Companies often engage in two types of budgeting:
- Operational budgeting, and
- Capital budgeting
Examples of Operational Budgeting
In a business, the budgeting for operations will include preparing the following projections for the next accounting year:
- Amounts for sales
- Amounts for producing goods
- Amounts for each department’s expenses
- Summarizing the above budgets into a master budget or profit plan
- Cash receipts and disbursements for a cash budget
- Projected financial statements also referred to as pro-forma financial statements
Once prepared and approved, the budgeted amounts are used as a guide or road map in controlling the next year’s business activities.
Example of Capital Budgeting
Capital budgeting involves future projects which overlap several or many future accounting periods. Capital budgeting usually means listing each project along with its cash outlays and expected cash inflows for each year. The amounts should be discounted to their present values and also ranked by priority and profitability.
Once prepared, the capital budget provides a guide for investing in future fixed assets as well as arranging for the financing of the projects.
Approaches to budgeting process
Budgeting can be done in a variety of ways, and it is always a smart choice to be aware of more than just a single way of budgeting. However, two of the most important approaches to budgeting process are:
Top-Down Budget
In the top-down budgeting process, the primary input is made by the top-level executives of the business. The echelon of a certain organizational hierarchy lays down all the guidelines according to which budget will be made. They outline the financial goals that a budget should maintain. Moreover, guidelines related to sales budget, compensation, etc. are all given by the top management. The lower level management is given the least amount of participation in the budgeting process. They are only involved in executing these guidelines.
Bottom-Up Budget
The bottom-up approach to budgeting adopts a more inclusive approach towards the budgeting process. Although the upper-level management gives out the general guidelines related for a budget, however, employees and the lower management formulate these budgets. Each division of the organization forms its budget in accordance to the general guidelines. In the end, the budget of the entire organization is formed by combining the individual budgets of each division. The bottom-up approach for a budgeting process is highly inclusive in nature. The employees overall tend to be much more committed to working under the budget in this approach. This is due to the fact that employees have participated in drawing up a budget and therefore they know that the budget is very acceptable.
Components of budget
There are many divisions of an organization and therefore budgeting for each of the division is specific to its needs. When all the budgets of each division are combined, it results into the final budget, which is often referred to as the “Master Budget”. Various components of the budget are discussed as follows:
Sales Budget
Sales budget outlines the forecasted income stream of the business. It is usually the first budget to be prepared as the revenue generated will ultimately determine the level of expenditure. Under the sales budget, sales of the business are forecasted. Sales are forecasted in terms of sales volume and the sales revenue. The forecasting is done on the following basis:
- Previous pattern of sales
- Economic conditions e.g. rate of inflation, interest rate, exchange rate, economic growth rate
- Political conditions
- State of competition in the market
- Other factors that can affect the sales e.g. technology, etc.
Production Budget
The production budget is of high importance in the overall budgeting process. It determines the number of units of a product that will be produced by the business. It also determines the cost at which the products have to be produced. Production budget is made according to the sales budget. Required sales units, opening inventory and required closing inventory are used to reach the number of units that have to be produced in a budgeted period.
Direct Material Purchases Budget
Direct materials, like the name suggests, are the ones that are being used directly in the production of goods. The budget related to direct material determines the amount and cost of these resources that will be required in the production activity.
Labor, Overhead, and SG&A Budget
Budgets related to labor, overhead and SG&A (selling, general and administrative) are prepared separately. They are then combined under a single head.
The direct labor budget is prepared. Labor that participates in the production process forms the direct labor cost. This budget is prepared according to the number of labor hours and the cost per hour.
Overheads are those costs that are not incurred directly in the production of goods, but are indispensable with regard to the production activity e.g. rent of the factory. The budget of the overhead cost is prepared in relation to the direct labor hours.
SG&A costs are incurred in order to conduct the day to day operations of a business. They consist of fixed and variable costs.
Cash Budget
Cash is known to have a similar importance to a business as blood has to body. No matter how successful a business is, if it runs out of cash, its survival is seriously jeopardized. In order to ensure smooth operations of the business, strong emphasis must be laid upon the development of cash budget. Cash budget helps to formulate in advance the payment and receipt cycles of the business and thus it ensures that cash is readily available to a business. By formulating cash budget, the business can keep track of its accounts receivables and accounts payable. In order to avoid shortage of cash, the business can arrange its credit plans related to accounts receivables and accounts payable accordingly.
Budgeted Financial Statements
Budgeted financial statements are prepared on the basis of each budget component. These budgeted financial statements are called pro forma financial statements. Through the budgeted financial statements, a business will be able to forecast its profits. Profit forecasting is important because it will determine the viability of carrying out the business.
Steps in the budgeting process
Budgeting is a detailed process with several intricate steps leading up to understanding it at large. A step-by-step guide to the budgeting process is given as below.
-
Update budget assumptions
Budgets are always prepared on certain assumptions. Those assumptions could be related to the sales trends, cost trends or environmental conditions. Before embarking on preparing the budget, these assumptions must be thoroughly reviewed according to the recent environmental conditions.
-
Note Available funding
Limited funding can greatly hinder the growth projects of the business. Therefore, in the preparation of budgets adequate attention has to be given to the available funding as the availability of investable funds will determine the initiation of viable projects.
-
Step costing points
The business environment is subject to dynamism. Every day it is posed with challenges that can completely change its cost structure. Therefore, in the budgeting process certain factors that can affect the costing for the business should be closely considered. These factors should be identified beforehand in order to make the budget realistic.
-
Create budget package
In budget package, previous standards related to the budgeting process are taken in order to formulate a budget for the current period. Previous standards are updated according to the recent environmental conditions. Budget package is a kind of outline according to which budget has to be prepared.
-
Obtain revenue forecast
There is no denying the fact that sales budget is the most crucial budget of all. All the budgets are based on the sales budget. Furthermore, sales budget determines whether the business is generating enough revenue necessary for its survival. Therefore, adequate attention must be given to the preparation of sales budget by forecasting demand accurately.
-
Obtain department budgets
The department budgets will help to reach a budgeted expenditure for the budgeted period. Each department will prepare its own budget and then all of them will be combined to become a part of the master budget.
-
Validate compensation
Compensation plans are a significant component of the budgeting process. As compensation is subject to an annual increase, therefore, it should be prepared with great care. The approval for compensation increase should first be taken from the top management, and then it should be augmented in the budgeted compensation plans.
-
Validate bonus plans
In order to maintain the morale of the employees, bonuses are frequently given to out motivated workers. Bonuses act as an appraisal method. Bonus announcements that are not considered in the budgeting process can create havoc in the profits of the business. Therefore, any bonus plans should be taken into consideration beforehand. The top management should be consulted for any bonus plans.
-
Obtain capital budget requests
Capital expenditure ensures expansion of the business. It helps the business to avail the opportunities necessary for business growth. Any capital expenditure plans should be taken in advance, and they should be included in the budgeting process accordingly.
10. Update the budget model
Any changes in the assumptions of the budget model should be updated, and final budget should be prepared accordingly. A delay in this may lead to glitches later on that could cause confusion.
11. Review the budget
The budget should be reviewed thoroughly once it is prepared in order to correct any flaws. A little decimal placed wrongly can create quite an unbalance in the budget sheet.
12. Obtain approval
The budget should be presented to the top management. They will evaluate whether it has been prepared according to their requirements and finally l approve it if it does not need any changes.
13. Issue the budget
The budget should be formally issued after its approval. All the operations there and then will take place according to it.
Methods of Budgeting
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Incremental Budgeting
Incremental budgeting takes last year’s actual figures and adds or subtracts a percentage to obtain the current year’s budget. It is the most common method of budgeting because it is simple and easy to understand. Incremental budgeting is appropriate to use if the primary cost drivers do not change from year to year. However, there are some problems with using the method:
- It is likely to perpetuate inefficiencies. For example, if a manager knows that there is an opportunity to grow his budget by 10% every year, he will simply take that opportunity to attain a bigger budget, while not putting effort into seeking ways to cut costs or economize.
- It is likely to result in budgetary slack. For example, a manager might overstate the size of the budget that the team actually needs so it appears that the team is always under budget.
- It is also likely to ignore external drivers of activity and performance. For example, there is very high inflation in certain input costs. Incremental budgeting ignores any external factors and simply assumes the cost will grow by, for example, 10% this year.
-
Activity-Based Budgeting
Activity-based budgeting is a top-down budgeting approach that determines the amount of inputs required to support the targets or outputs set by the company. For example, a company sets an output target of $100 million in revenues. The company will need to first determine the activities that need to be undertaken to meet the sales target, and then find out the costs of carrying out these activities.
-
Value Proposition Budgeting
In value proposition budgeting, the budgeter considers the following questions:
- Why is this amount included in the budget?
- Does the item create value for customers, staff, or other stakeholders?
- Does the value of the item outweigh its cost? If not, then is there another reason why the cost is justified?
Value proposition budgeting is really a mindset about making sure that everything that is included in the budget delivers value for the business. Value proposition budgeting aims to avoid unnecessary expenditures although it is not as precisely aimed at that goal as our final budgeting option, zero-based budgeting.
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Zero-Based Budgeting
As one of the most commonly used budgeting methods, zero-based budgeting starts with the assumption that all department budgets are zero and must be rebuilt from scratch. Managers must be able to justify every single expense. No expenditures are automatically “okayed”. Zero-based budgeting is very tight, aiming to avoid any and all expenditures that are not considered absolutely essential to the company’s successful (profitable) operation. This kind of bottom-up budgeting can be a highly effective way to “shake things up”.
The zero-based approach is good to use when there is an urgent need for cost containment, for example, in a situation where a company is going through a financial restructuring or a major economic or market downturn that requires it to reduce the budget dramatically.
Zero-based budgeting is best suited for addressing discretionary costs rather than essential operating costs. However, it can be an extremely time-consuming approach, so many companies only use this approach occasionally.