ÜBER-Controlling

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As Seen in CFO Studio Magazine Q1 2017 Issue

WHY BUSINESSES WITH GLOBAL CONCERNS NEED A NEW DYNAMIC ON THEIR EXECUTIVE TEAM

-BY GEORG ANNEN, Chief Financial Officer, Unger / USA & Europe

 

To navigate a company through rough market conditions requires knowledge, experience, and leadership. Management teams rely first of all on timely and accurate financial data and detailed business analytics. ROI calculations, valuations, and future cash-flow predictions are other critical factors. All this can give a company a vital competitive edge — and this is where controlling comes into play. Such prognostic information is so essential to management decisions, and the responsibilities of the controlling function are so extensive that I prefer to call it “ÜBER-Controlling” (“über,” the German word meaning “in excess of,” “above,” or “over,” not to be mixed up with Uber, the mobile taxi service!).

Basically, ÜBER-Controlling consists of three functions:

  1. Sales & Marketing Controlling: Information about revenue development by customer and product as well as volume/price/mix effects; success of marketing campaigns and price sensitivity; market-related versus cost-plus pricing models; price entry points for new-product development, etc.
  2. Production Controlling: Information about material, labor, energy, freight, and other manufacturing costs in total and by unit; make-or-buy decisions; margin comparison based on standard costs and variance analysis; discounted cash-flow calculation for capital investments, depreciation alternatives, and inventory optimization.
  3. Overhead Controlling: Information on so-called fixed costs per department (Selling, Marketing, R&D, Supply Chain, Admin) and cost category (Personnel, Travel & Entertainment, Consulting, etc.); comparison to budget and prior year expenses.

An ÜBER-Controller does not just collect data from these three functions. He or she adds another dimension to it: Instead of looking just backwards or at today’s performance, he or she concentrates on looking forward. Through strategic and mid-term planning, annual budgeting, and rolling forecasting systems, the future of the company is being shaped by the ÜBER-Controller’s involvement and expertise.

Reporting

Nevertheless, ÜBER-Controlling can only be successful when it works hand-in-hand with the financial accounting department under the leadership of the corporate CFO. Statutory financial statements for external information purposes (looking back) and management reports for management decisions (looking forward) are closely intertwined. Modern, fully-integrated ERP systems with new general ledger concepts and dedicated FI and CO modules can provide a multitude of management reports. For improved management reporting purposes, it is important to use notional costs for depreciation, interest, taxes, and asset and liability amounts based on actual market valuations.

The ÜBER-Controller’s role and responsibilities are critical for the success of a company. They transition the typical conservative finance function into a future-orientated, vibrant think tank. The more specialized and entrepreneurial the controlling knowledge is, the better is this individual’s support as a business partner.

The function of the ÜBER-Controller and his or her entire controlling team is highly delicate, because they are a hybrid in an organization. Whenever I discuss my concept of an ÜBER Controller, the question comes up: Are they part of finance or of an operational business function? The best way to deal with it is to have controllers sit next to the sales and production managers and be their day-to-day “sparring partners.” However, it is best for the ÜBER Controller to report into the CFO function, thereby guaranteeing complete independence and objectivity in their judgment.

No More Fuzzy Numbers

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As Seen in CFO Studio Magazine Q1 2017 Issue

Monetize talent-related growth strategies

-BY ALDONNA R. AMBLER, The Growth Strategist

 

Being able to attract, engage, and retain top talent is an important growth strategy of young or realigned companies. Yet most organizations still struggle when talent-related investments are involved because the discussions generally rest on vague information (fuzzy numbers).

Think about what happens when the CFO tries to get quantifiable answers to these HR questions:

  • How can we tell if a stay bonus was necessary?
  • Do career development programs pay off or are we just training people to leave and be productive at competing companies?
  • What degree of fit with our corporate culture does a job candidate need to be hired?
  • How can we tell if an employee is sufficiently engaged?
  • How much should our business invest if the typical millennial only stays with an employer a few years?
  • How much turnover is acceptable to us?
  • How do we know if we should be utilizing outside search firms or building our own recruitment department?
  • How much progress do we lose when key position vacancies linger?

Where You Can Start

The Society for Human Resource Management (SHRM), which provides professional certification for human resource professionals, leads the improvement of talent-related measurement, but there is a long way yet to go.

It pays to help your company’s HR professionals generate talent-related ratios to convey their proposed approaches to achieve your goal-related ratios. With such ratios in place, when your HR department wants to invest in a new engagement program, as CFO you can monitor its impact on retention, productivity, and capacity utilization.

Examples of Talent-related Ratios:

$___ cost for recruitment, screening, selection, onboarding/hire

$___ cost for engagement and retention/employee

$___ cost for incentives and bonuses (above base salary or wages)/ employee

#___ average months or years with our company/employee

%___ job vacancies OR %___ capacity

Examples of Company Growth-related Ratios:

% ___improved capacity utilization

$ ___ productivity increase

%___ reduction in people-related operating costs/gross revenue

Increasingly, HR directors must be involved in the process of monetizing desired outcomes. It makes sense to establish realistic baselines for talent-related ratios now, or your company’s decisions revert to fuzzy numbers, and your truly major investment decisions will be based on wishes, hopes, and guesses.

 

 

What Is My POB?

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As Seen in CFO Studio Magazine Q1 2017 Issue

Like it or not, most of us have and need an online brand

-BY JOHN MOSKONAS, President, The ARGroup of Search Companies

 

Here’s a new acronym to learn: POB. It’s shorthand for Personal Online Brand. Many people you meet as you network will search online to view your POB. So, although you won’t find this word in a dictionary, it’s extremely important. Your POB is the snapshot of who you are. It includes your online friends, points of view, and professional accomplishments. If you haven’t thought about how your POB stacks up, now might be a good time to work on it. After all, year-end and the beginning of the year are the best times to assess, start anew, and focus.

But before you do that, why do you want an online brand at all?

A strong POB mitigates your risk. Let’s face it, the work environment is uncertain. You want to be seriously considered for any potential career opportunities that may arise. You should have a solid online brand presence that highlights who you are professionally and personally. This way, you’ll be found if a hiring manager or recruiter is looking for someone like yourself; you’ll be taken seriously when your accomplishments are being assessed; and your POB will support the message you are trying to convey about yourself, your expertise, and the value you can deliver. The best part is that your POB, your online brand, is mobile, so you don’t have to start over each time you begin a new job. Now, when you decide to strengthen/focus your POB, you should keep one thing in mind:

A strong POB provides consistent messages about you. If you go to a fine restaurant that was recommended by a friend, you can expect a certain experience. As a matter of fact, that experience is what makes you come back or not. If you go back a second time and you have that great experience again, you’ll solidify your feelings about the restaurant and you’ll keep going back. Why? Because you’ll know what to expect.

How does this translate to your POB? People want consistency when they think about you and your brand and when they consider engaging you for an executive position, project, or otherwise. So, be consistent in your POB and cognizant of the messages you send when you highlight your accomplishments when posting to your online accounts, because those who will consider engaging you like to know what to expect.

If you’re unsure of how your POB reads right now, just google yourself and you’ll find out pretty quickly. The online world is transparent, so the consistency of the message you send about yourself should carry through to your LinkedIn, Facebook, Twitter, and other online brand platforms.

Create a strong POB yourself, or get help with it. When you do decide to strengthen your POB, you can do it yourself or you can hire a professional online marketer who can do it for you. If you decide to do it yourself, you can get tips online and/or, since imitation is the best form of flattery, you can certainly see how peers in your industry are building their POB, and then replicate their approach.

Whichever way you choose, however, keep asking yourself: What is my POB and how well is it working for me?

Copyright 2017