Training Manuals at Strident Marks - Essay Example

Training Manuals at Strident Marks In any business organization, the finance department is always instrumental health and performance of the business organization. It should be noted that the finance department is often involved in ensuring that company's resources are channeled to the profitable investments. The finance department is also responsible in diagnosing the financial health of the business organization by conducting ratio and benchmarking analysis. Also, the finance department can prescribe certain ways in order to correct financial problems.

It is irrefutable that the current situation of Strident marks posts a greater challenge to the finance department which will see to it that the company is fulfilling its goal to maximize shareholders' value. Through its IPO, the company exposes itself to public scrutiny and speculation. The company's decision to venture into other profitable products further requires a finance department which will ensure that only those lucrative investments are pursued. Thus, the role of its finance department becomes more emphasized.

The training module which will be given to members of that functional area should be designed so as to guide the new employees in conducting valuation analysis. It is recommended that the training module be composed of three distinct parts: the role of the financial department in attaining the goals and objectives of Strident Marks; the different valuation techniques and their applications; and including qualitative issues in valuation analysis. This paper believes that in order for the employees to appreciate their jobs, they should be able to place themselves within the organization.

It is imperative that the training manual shows especially to the new employees their essential role in the organization. Doing this will further boost the morale of the employees and motivate them to do their jobs. Seeing one's place in the organization will enhance the commitment of employees specially the new ones. The next two parts will be the heart of the training manual. Strident Marks should fully acquaint and train its employees with the different valuation methods. First, the company should fully define what valuation is, its function as well as its limitation.

The company should provide the list of all the valuation techniques starting from the simplest to the most complicated. The module should include capital budgeting methods like payback, discounted payback, profitability index, internal rate of return, and modified internal rate of return. It is important that the employees how these methods are applied by providing examples. The different limitations of the aforementioned models should not be overlooked. Capital budgeting will be applied to capital investments but the employees should also be given the know-how on valuing business entities.

Thus, Strident Mark should also allot space for valuation methods which include historical cost/historical proceeds method, current market value, net realizable value method, and discounted future cash flow method. It is also suggested that in order to aid the employees in their analysis, Strident Marks should purchase appropriate software which will lessen the complication of manual computation and enhance efficiency within the finance department. If a system is already installed, the module should guide employees in using this software.

Lastly, the company should emphasize in the module that financial analysis should be accompanied by an analysis which looks at the qualitative factors surrounding the industry. The module should inculcate that numbers don't tell all. ReferencesValuation Methods. Retrieved 30 July 2006, from http://www.ffsc.org/guidelines/valuation.htm