This course is the capstone to CTU’s BSBA HR concentration. Using what you have learned in the program as well as the resources provided, this assignment will seek to a

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Student Name

 

Assignment Title

 

Colorado Technical University

 

Date

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Introduction

 

Introduce the topics that you will cover in your paper. Use 12-pt., Times New Roman, double space, and indent each paragraph throughout your assignment. Each paragraph should include a topic sentence, at least 2 qualifier sentences, and a transition, for a total of 4 sentences. Use APA in-text citations where your references are used. Do not change the document margins. The assignment should be 3–5 pages (plus a title page and a reference page).

 

How might HR apply the accounting principle of auditing to uncover financial mismanagement on an employee’s expense reports?

 

Type your response here.

 

How can an HR manager use ethical decision making to solve a problem with employees who are not appropriately using information technology for business operations?

 

Type your response here.

 

Companies often use marketing principles to advertise open positions. What marketing principles and HR policies could be used to ensure that recruiting practices reflect diversity and inclusion? Type your response here.

 

How does positive labor relations contribute to successful strategic management?

 

Type your response here.

 

 

 

Conclusion

 

Summarize the main points of your paper. Be sure to proofread your assignment for organization, grammar, punctuation, and APA style.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

 

Cite 1–3 sources in APA format. The following are some examples of references cited in APA format:

 

Gliddon, D. G., & Rothwell, W. J. (2018). Innovation leadership. Routledge.

 

https://login.proxy.cecybrary.com/sso/skillport?context=137758

 

Khan, M. A., Ismail, F. B., Altaf, H., & Basheer, A. (2020). The interplay of leadership styles, innovative work behavior, organizational culture, and organizational citizenship behavior. Sage Open, 10(1). http://dx.doi.org.proxy.cecybrary.com/10.1177/2158244019898264

 

Kmec, J. (2012, March 13). Where’s the boss? And what counts as “work”? The Society Pages. https://thesocietypages.org/socimages/2012/03/13/wheres-the-boss-and-what-counts-as-work/

 

 

 

 

 

 

 

USEFUL NOTES FOR:

 

How might HR apply the accounting principle of auditing to uncover financial mismanagement on an employee’s expense reports?

 

Introduction

 

The accounting principle of auditing is one of the most important principles in managing your business. Auditing can help you uncover financial mismanagement, find opportunities for savings and identify areas where you can improve productivity. You may be wondering how HR might apply this concept in their own work. Here are some ideas:

 

A look at expense reports from the employee’s coworkers that are similar

 

Once you’ve reviewed the employee’s expense reports and compared them to those of his coworkers, look at how they compare in similar roles. For example, if an employee has a business associate who works in another department but also has similar duties as yours, review their expense reports together to see if there are any patterns that could help explain why your employee is spending so much on travel expenses.

 

Knowledge of the employee’s previous work and experience

 

You can use your knowledge of the employee’s previous work and experience to find mismanagement. For example, if you know that an employee has been paid for several hours at a time when he was part-time and not working, it’s likely that he is misusing his expense card.

 

If an employee doesn’t have any previous finance background or experience, then it will take time for them to learn how accounting works and what is expected from them in terms of expenses incurred by them during their tenure with the company.

 

Review of business meals, entertainment and travel expenses in particular

 

The first step in applying this principle is to review the employee’s account for any unusual expenses. If you find that an expense is higher than expected, then it may be an indication of financial mismanagement on the part of the employee. Similarly, if you find that an expense is lower than expected, then it could also be indicative of fraud.

 

Reviewing all instances where your employees claim more frequent or less frequent business meals and travel expenses can also provide insight into whether there are any patterns in their behavior with regard to these types of payments.

 

Look for unusual expenses

 

Look for unusual expenses.

 

Check the employee’s salary history, and compare it to their current situation. If they’ve been making more money than they are now, chances are that they have been using some of their extra cash on things other than necessities—such as vacation or upgrades in lifestyle.

 

Examine all receipts submitted by the employee; you may find that there is something unusual going on here (for example, if someone claims an expense of $100 while claiming no income).

 

HR can audit expense reports to try to find mismanagement.

 

HR can audit expense reports to try to find mismanagement.

 

Audit is a way to check the accuracy of information, which is important for financial management. When you’re auditing someone else’s expenses, it means looking at what they are paying for and making sure that this information matches up with what was actually spent on those things. For example, if an employee claims that he paid $150 for food at his favorite restaurant but then later discovers that he only spent $100 there (or worse yet—$0), then this could indicate fraud or other malpractice on behalf of this person’s employer or department head. However, if there were no discrepancies between what was reported as being paid and what actually occurred (like having lunch at an expensive steakhouse but purchasing only a salad), then nothing would be wrong with either party’s expense reporting process; instead simply keep an eye out for future misreporting tendencies so that adjustments can be made accordingly

 

Conclusion

 

The bottom line is that it’s important for HR to be able to audit expense reports. They can do this more effectively if they have knowledge about the employee, their previous work and experience. They also need to look out for unusual expenses and make sure that everything is on the up-and-up before approving an expense report.