RIFT VALLEY UNIVERSITY

HAWASSA CAMPUS
MASTER OF BUSINESS ADMINISTRATION
PROGRAM
ASSIGNMENT ON HUMAN RESOURCE
MANAGEMENT

PREPARED BY
1. GELETA ABESHU
SUBMITTED TO INSTRUCTOR

MAY 2020
SEBBETA, OROMIA
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ACKNOWLDGEMENT
First of all I would like to thanks God that sponsored us to join Rift Valley
University and have such an exciting department and Marvellous Doctors under
MBA program . Secondly, I wish to express my sincere gratitude to marvellous
doctor; Doctor Gobena Beri( Phd) for assigning me to do assignment on Human
Resource Management We have also a great appreciation for you for shaping our
knowledge toward job analysis. So, the opportunity has given for me to gain
deeper insight on this topic as one of postgraduate student. Finally I am going to
express my deepest gratitude to Doctor Gobena Beri (Phd) for shaping my
knowledge and understanding toward the project, I have great respect for such
like attitude, just you showed us how we have to follow the right path, we (many of
us) all are involved in this case area idea while I collect information from my
classmates. I need such like practical work and I have to solve such like problems.
That one is the meaning of education through practice. Thank you really doctor.

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1. Write a job description for the selected job, including job title, job summary, and any other
information that the group feels should be included.
Job Description
Job Title: Senior Accountant
About FRONTERi
Since its establishment 2008, Frontieri Consult PLC is involved in conducting research and survey
management services in a number of disciplines to Government, Non-Governmental Organizations, Bilateral
and Multilateral Institutions. We have developed proven track records in effectively delivering assignments
on various sectors. Our dynamic team consist of over 80 Qualitative Field Researchers, over 100
Supervisors over 50 field coordinators with over 25 head office support stuff. Join our team of professionals
and be part of our energetic team that is committed in bringing change by providing adequate research
findings and advisory service for policy makers and contribute in the development of Ethiopia.
Summary of key Functions:
 Maintains accounting controls by following policies and procedures; complying with state financial
legal requirements and organization guidelines
 Avoids legal challenges by complying with legal requirements
 Update accounting software (Peach Tree and Lotus) on a daily basis
 Prepare journal entries and account analysis
 Prepare vouchers, cheques, CPOs, transfer letters
 Prepare all the due documents for annual financial audit and taxes.
 Keep good working relationships with banks, suppliers and local authorities offices
 Perform bank and cash reconciliations
 Summarizes financial status by collecting information; preparing balance sheet, profit and loss, and
other statements
 Preparing tax (IT,VAT, WHT, pension) computations
 Prepare payrolls
 Prepare Project costs  analysis and Budget reconciliation
 Prepare severance payments
 Secures financial information by completing database backups. Protects organization's value by
keeping information confidential.
 Updates job knowledge by reading professional publications
 Support and lead the finance officers in preparing all the documents needed for the day to day and
audit process etc.

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Job Requirements
Minimum Qualifications
 BA Degree in Accounting 
 Minimum of Five year of experience as a senior accountant, preferably in consultancy firms.
 Technical and Other Skill
 Fluent in English and Amharic
 Perfect knowledge of Ethiopian accounting, taxation and labor rules/regulation and comply with
International standard Report System (ISRS)
 Analyzing Information , Attention to Detail, Deadline-Oriented, Confidentiality, Thoroughness,
Corporate Finance, Financial Software, General Math Skill
 Relevant experience in using accounting software
 Relevant experience in procurement procedures
 Possess good  organizational ,multi-tasking and communications skills
 Willing to relocate as and when needed
 Computer skills, including Microsoft Office 2013, Word and Excel Program

2. Create a performance appraisal form for the job. What sorts of evaluative items appear on the
form? Why?

EMPLOYEE PERFORMANCE REVIEW

Employee information

Employee Name Period of Review

ee
Department Reviewers title

Reviewer Last review date

Date

Employee performance Strongly Strongly Comments

disagree Disagr Agree agree

Employee achieves the objectives of the job

Employee meets the criteria for performance

Employee fulfills all the requirements of the job

ee

…………………………………………………………………………………

…………………………………………………………………………………

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Job behavior Strongly Strongly Comments

disagree Disagr Agree agree

Employee helps other employees with their work

when they have been absent

Employee helps others when their work load increases

(assists others until they get over the hurdles)

Employee volunteers to do things not formally

required by the job

…………………………………………………………………………………

…………………………………………………………………………………

Employee potential Maximized

Growth with Promotable in Promotable in
function the long term the short term

How would you qualify the employee’s potential

Comments and Approval

Comments

Employee Signature Reviewer Signature

Points of improvement Areas of excellence

• •
• •
• •

The sorts of information provided on the performance appraisal is mentioned in the table and From the
beginning and through the career, we need to know how good you are in terms of particular fields of
activity. It is difficult to give yourself an objective evaluation. Performance appraisal system is a useful
management tool which helps to gain feedback, review and estimate whether the performance is effective
and discuss what needs to be done for it to become so. Managers perform evaluations to benefit both
employees and the employer. The most significant benefit of the appraisal system for the manager or the
head of department is that it provides a document of employee performance over a specific period. Here is a
list of the benefits of the performance appraisal system

1. Every employee’s individual performance influences how all the team or even the firm (especially if
it is small) is doing.
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2. It clarifies the employee’s role and status in the organization. Some workers like to know where
they stand regarding their job performance and want to see what else (useful) they can do for the
company.
3. Self-development is the most important benefit for the employee. Performance appraisal allows you
to provide positive feedback as well as identifying areas for improvement. An employee can discuss
and even create a developmental (training) plan with the manager so he can improve his skills.
4. It motivates employees if supported by a good merit-based compensation system. Best performers
get better pay and benefits packages. Similarly, those employees that lag behind get penalized.
5. It provides a structured process for an employee to approach the management for discussions,
identify problems, clarify expectations and plan for the future. It lets both manager and employee set
up long- and short-term goals.
6. The statistics can be used to monitor the success of the organization’s recruitment and induction
practices.
7. Performance appraisal system also helps the management in deciding about the promotions, transfers
and rewards of the employee.
8. It is easy to identify the under-performers and decide whether you want to keep them hoping for
improvement or sometimes have to let them go.
9. Both manager and employee keep performance appraisal records and can retrospectively review the
changes in the performance in future.

3. Place the job into an organizational context. What does the company do? How could you compare
the focal job to other jobs within the same organization in terms of skill, effort, responsibility and
working conditions?

Senior Accountants prepare accurate and timely financial statements and documents. They are responsible
for performing balance sheet, revenue, expense, and payroll account reconciliations, as well as executing
accounts payable and accounts receivable processes. Senior Accountants provide leadership for Junior
Accountants by teaching them how to complete complex financial operations. Senior Accountants analyse
financial statements for discrepancies
When asked what senior accountants do, responses often mention roles such as tax agents and independent
auditors. The functions performed by the vast number of senior accountants who work in businesses are
often forgotten and not well understood.
What do the independent director, the internal auditor and the chief financial officer of companies all have in
common? The individuals in these positions could all be senior accountants working in businesses. Besides

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these roles, senior accountants take on a vast array of other roles in businesses of all sorts including in the
public sector, not-for-profit sector, regulatory or Senior bodies, and academia. Their wide ranging work and
experience find commonality in one aspect – their knowledge of accounting.
The importance of the role of Senior accountants in business in ensuring the quality of financial reporting
cannot be overly emphasized. Senior accountants in business often find themselves being at the frontline of
safeguarding the integrity of financial reporting. Management is responsible for the financial information
produced by the company. As such, senior accountants in businesses therefore have the task of defending the
quality of financial reporting right at the source where the numbers and figures are produced!
Like their counterparts in taxation or auditing, senior accountants in business play important roles that
contribute to the overall stability and progress of society. Without public understanding of all these
diverging roles and responsibilities of different accounting specialists working in business, public
perceptions of their value may be misinformed.
Roles of senior Accountants in Business
A competent senior accountant in business is an invaluable asset to the company. These individuals employ
an inquiring mind to their work founded on the basis of their knowledge of the company’s financials. Using
their skills and intimate understanding of the company and the environment in which it operates, Senior
accountants in business ask challenging questions. Their training in accounting enables them to adopt a
pragmatic and objective approach to solving issues. This is a valuable asset to management, particularly in
small and medium enterprises where the senior accountants are often the only Senior qualified members of
staff.
Accountancy seniors in business assist with corporate strategy, provide advice and help businesses to reduce
costs, improve their top line and mitigate risks. As board directors, senior accountants in business represent
the interest of the owners of the company (i.e., shareholders in a public company). Their roles ordinarily
include: governing the organization (such as, approving annual budgets and accounting to the stakeholders
for the company’s performance); appointing the chief executive; and determining management’s
compensation. As chief financial officers, senior accountants have oversight over all matters relating to the
company’s financial health. This includes creating and driving the strategic direction of the business to
analysing, creating and communicating financial information. As internal auditors, senior accountants
provide independent assurance to management that the organization’s risk management, governance and
internal control processes are operating effectively. They also offer advice on areas for enhancements. In the
public sector, Senior accountants in government shape fiscal policies that had far-reaching impacts on the
lives of many. Accountants in academia are tasked with the important role of imparting the knowledge,
skills and ethical underpinnings of the profession to the next generation.

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Protectors of Public Interest
A description of the multifaceted role of Senior accountants in business is not complete without discussing
the duty that the profession owes to the general public. As a profession that has been bestowed a privileged
position in society, the accountancy profession as a whole deals with a wide range of issues that has a public
interest angle. In the case of Senior accountants in business, not only must they maintain high standards but
they also have a key role to play in helping organizations to act ethically.
Closely link to the protection of public interest is the notion that public accountants need to be trusted to
provide public value. Accountants will lose their legitimacy as protectors of public interest if there is no
public trust. The accountancy profession has wide reach in society and in global capital markets. In the most
basic way, confidence in the financial data produced by seniors in businesses forms the core of public trust
and public value.
Competing Demands
Accountants often times face conflicts between upholding values central to their profession and the demands
of the real world. Balancing these competing demands speaks to the very heart of being a senior in contrast
to simply having a job or performing a function. Seniors are expected to exercise senior judgment in
performing their roles so that when times get challenging, they do not undertake actions that will result in
the profession losing the public’s trust as protectors of public interest.
Ethical codes for Senior accountants globally compels Senior accountants, regardless of the roles that they
perform, to uphold values of integrity, objectivity, Senior competence and due care, confidentiality and
Senior behaviour. However, competing pressures can put Senior accountants in challenging and often times
difficult situations. These conflicts revolve around ethics, commercial pressures and the burden of
regulation.
Situations may occur where senior accountants in businesses are expected to help the organization achieve
certain financial outcomes. In some of these cases, the required action may risk compromising compliance
with accounting and financial reporting rules. Senior accountants in businesses encounter tension in these
situations. As an example, accountants in organizations may face pressures to account for inventories at
higher values or select alternative accounting methods which are more financially favorable to the company.
However, these actions may be contrary to what are allowable in the accounting standards or to what the
Senior accountant may feel comfortable with.

The Role of Senior Accounting Bodies in promoting junior Accountants

Senior accounting bodies globally have the important mandate of representing, promoting and enhancing the
global accountancy profession. At the national level, the senior accounting body is the voice for the nation’s

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senior accountants; this includes all Senior accountants both in practice and in business. Because they play
different roles in the society, the overall status of the accountancy profession can only be strengthened
when both senior accountants in practice and in business are well-perceived by society.
Because Senior accountants in business are often the only members of staff who are Senior trained and
qualified in accounting in the organization, they are more likely to rely on their Senior accounting body for
assistance in carrying out their work. They will look to the senior accounting body to provide them with the
support and resources they need in doing their daily jobs and to keep their skills up-to-date. For example,
senior accountants in business may look to their subject matter experts in the accounting body for advice on
how to handle ethical dilemmas. They will also be dependent on their accounting body to provide
continuous senior development training initiatives to keep their knowledge and skills current.
Evolving Role in an Evolving Environment
Like other professions, senior accountants are increasingly challenged to demonstrate their relevance in the
capital market and their ability to evolve and face new challenges. Public expectations are high. The value of
senior accountants will be measured by the extent to which they are perceived to be accountable not only to
their own organizations but more importantly to the public.
Senior accountants in business are a key pillar in organizations helping to create and sustain value and
growth. Their ability to continue to fulfill these roles in the face of constant environmental changes is vital
to their continued relevance. Senior accountants in business are also the front runners when it comes to
upholding the quality of financial reporting and providing the broader public with reliable financial
information.
Senior accountants in business are an important critical mass in the global accountancy profession. The same
applies at the national level. Public education on the diverse roles of Senior accountants in business needs to
be stepped up so as to increase the visibility of these roles. Senior accounting bodies also need to pay
attention to their members in business and provide them with the support they need in order to succeed in
their roles. Their voices also need to be represented. Achieving success on all these fronts will drive
continued recognition by society of the value of senior accountants in business. This shapes the continued
success of the accountancy profession as a whole
4. Consider the design of the job. What tasks might possibly be added to the focal job? What impact
would such increases have on the job’s responsibility, autonomy, and skill variety? What tasks could
possibly be subtracted from the focal job? What impact would the reductions have on the job?

Accountants provide financial advice to clients that range from multinational organisations and
governmental bodies to small independent businesses and individuals. Accountants often specialise in
particular areas of practice, including audit, management consultancy, recovery, forensic accountancy,

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taxation, assurance and corporate finance (see the accountancy areas of work for more details). Typical
duties include:
 preparing accounts and tax returns
 administering payrolls and controlling income and expenditure
 auditing financial information
 compiling and presenting reports, budgets, business plans, commentaries and financial statements
 analysing accounts and business plans
 providing tax planning services with reference to current legislation
 financial forecasting and risk analysis
 dealing with insolvency cases
 negotiating the terms of business deals and moves with clients and associated organisations
 meeting and interviewing clients
 managing colleagues, workloads and deadlines

The main goal of adding task is to create motivation, higher satisfaction, and work quality improvements for
employees.
The results of adding tasks can be categorized in psychological states and personal and work outcomes.
Examples of psychological states are meaningfulness, responsibility for the outcomes of the work, and
knowledge of the actual results and impact of the work. Examples of work outcomes are motivation, high-
quality work performance, higher work satisfaction, better employee experience, and lower
absence and employee turnover.
One could imagine that adding the tasks could also lead to decreased satisfaction due to the increasing
intensity and scope of the work. This has not been found in the literature. Rather, the increasing intensity
and scope are experienced as a motivational variable. The exception is workers with low growth needs or
with low knowledge and skills. For these workers, job enrichment was more likely to produce frustration
than satisfaction.
Other advantages include that people experience their jobs as being more enriched, show higher job
involvement, internal motivation, and increased loyalty. A study by Niehoff and colleagues (2001) showed
that increasing the tasks led to higher loyalty in the high-stress environment of a downsizing company. In
this situation, job enrichment was successfully used as a way to retain people.
Interestingly, adding tasks does not necessarily lead to greater productivity. Although employees experience
the work as more meaningful, they don’t necessarily generate more output

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Increasing tasks have on the job’s responsibility, autonomy, and skill variety involves performing a
variety of jobs or operations at the same time. Thus it involves horizontal job loading as compared to
vertical one in job enrichment.”

“Increasing tasks focuses on enlarging jobs by increasing tasks and responsibilities. It involves expansion
of the Scope and width of the job by means of a horizontal loading of certain closely related operations.”

Another way of Increasing tasks is that the clerk who is doing the typing work may also be assigned the
tasks of drafting letters, sorting of incoming mail and filing the letters. This will reduce his monotony and
make him satisfied with the job. This efficiency will also improve.

1. Variety of Tasks:
In Increasing tasks , horizontal loading of the tasks is there. Increasing the number of tasks can reduce the
level of boredom of the employees.

2. Enlarged and Meaningful Work Modules:

Sometimes, the jobs are enlarged so that one worker completes a whole unit of work or a major portion of it.
This will increase the satisfaction of the worker as he can see his contribution to the entire project.

3. Optimum Utilisation of Abilities:

Enlarged jobs tend to better utilise the physical and mental skills abilities of the workers. Enlarged jobs, with
optimal levels of complexity can create tasks, which are challenging but attainable.

4. Worker Paced Control:

In job enlargement, workers move from a machine paced production line to a job which is paced by
themselves. The workers will enjoy his work more, if he can vary the rhythm and work at his own pace. He
will also feel less tired in this way.

5. Meaningful Feed Back:

Enlarged jobs allow for more meaningful performance feedback. It will be even more motivating if it is tied
to evaluations and organizational rewards.

 Increasing tasks tends to be a costly affair. Workers may require additional training for their enlarged
jobs. Moreover, if job enlargement involves breaking up of existing production line of work system and
redesigning a new system and training employees for it. The costs will be very substantial.
 Productivity may fall in the short run, due to the introduction of the new system.

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 Employee-unions often argue for increased pay because of the increased work load.

5. Imagine that a person in the focal job had a disability (your choice, color blindness, confined to a
wheelchair, deaf, etc.). How might you accommodate such a person who was hired for the focal job?

The Federal Government is actively recruiting and hiring persons with disabilities. We offer a variety of
exciting jobs, competitive salaries, excellent benefits, and opportunities for career advancement. Hiring
people with disabilities into Federal jobs is fast and easy. People with disabilities can be appointed to
Federal jobs non-competitively through a process called Schedule People with disabilities may also apply
for jobs through the traditional or competitive process. But here I couldn’t assign him as a senior accountant
if he is blind for example, for a time being but I will pay for him his salary. Then after certain training given
for him he will follow his actual job. So here if the disability is very serious I couldn’t accommodate as
hired for focal job.

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