Prudential Syariah’s Post

What are the core elements of a family governance framework? A well-defined governance structure ensures transparent communication, clear description of roles, remuneration and responsibilities of various family members, and the establishment of well-defined decision-making processes.  Read the article to know more about the core components of the family governance framework: https://lnkd.in/g32FQZF2    #FamilyBusiness #FamilyGovernance #FamilyOffice      Falguni Shah | Jayant Kumaar | Rajesh Vig | Rajib Basu | Amarjeet Singh Makhija | Yashaswi Sharma | Pratik Jain | Smriti Mishra

Family governance plays a crucial role in countering the "three-generation myth" by providing a structured framework for family businesses to navigate challenges and ensure long-term success. #FamilyBusiness #FamilyGovernance #FamilyOffice      Falguni Shah | Jayant Kumaar | Rajesh Vig | Amarjeet Singh Makhija | Yashaswi Sharma | Pratik Jain | Smriti Mishra

The implementation of PSAK 117 has heightened the need for robust data management practices within the insurance industry. Given the complexity of the new standard, and the need to implement a comprehensive data management strategy, insurance companies have the opportunity to enhance their data accuracy, improve operational efficiency, and ensure compliance with the new standard. Continuously improving and adapting to the evolving requirements will be key to maintaining data management excellence in the post PSAK 117 era. Our commitment is to continuously support the insurance industry in Indonesia as we navigate these challenges and strive for further success. The “PSAK 117 post implementation series” highlights the key areas companies should focus on to enhance their end-to-end processes and achieve high impact, beneficial outcomes for the organization. Read more our notable points and key takeaways: https://lnkd.in/g2cJf7tn Susanto Yeo, Denny Hanafy, CFA, FRM, CIA, MAcc, Susiyani Setiowaty, Hengcky Hiwarno #KPMGIndonesia #ThriveWithUs #DoWorkThatMatters #IFRS17 #PSAK117

Understanding CORPORATE SOCIAL RESPONSIBILITY U/s 135 of Companies Act 2013, companies are required to spend a minimum of 2% of their average net profit from the last three financial years on CSR activities. This clause is applied to companies that meet any of the criteria - Net worth = Rs 500 crore or more Turnover = Rs 1000 crore or more Net profit = Rs. 5 crore or more. After studying Annual Reports I got the following understanding - 1. TATA INDUSTRIES LTD. The Average net profit of the Company for the last 3 financial years was Rs. (817.96) lakhs and accordingly, company was not under statutory obligation to undertake CSR activities during F.Y 2023-24 due to loss incurred. 2. TATA CONSULTING SERVICES PVT. LTD. · Average net profit of the Company for the last 3 financial years was Rs. 42,507 crore. · Accordingly 2% of average net profit required to spent on CSR activities was Rs. 850 crore. · The company was having set off amount for the F.Y. 2023-24 of Rs. 32 crore. (The excess amount spent on CSR activities than the statutory obligation can be set off against the CSR activities for the immediate succeeding three F.Y.) · Thus, the total CSR obligation for the F.Y was Rs. 818 crore (Rs. 850 crore less Rs. 32 crore). · TCS Pvt. Ltd. has spent total amount of Rs. 827 crore on CSR Project in the F.Y. 2023-24. · Therefore the excess amount spent i.e. Rs. 9 crore (Rs. 827 crore less Rs. 818 crore) would be available as set off for succeeding years. Sharing more learnings soon!!

It’s Only A Job. We often allow our jobs to get in the way of our lives. Whether it’s the way it consumes our waking hours or the way our jobs take us away from the people and things that are important to us. When our jobs demand more and more from our lives, leaving us Stressed, Stretched & Struggling, we need help. We should never allow our jobs to be exchanged for the Relationships, Family , Loved ones and Friends in our life. Certainly, our jobs must Never be at the expense of our Mental Health and certainly NOT our lives. Reading this report of a successful young accountant working for a leading global Big 4 firm, who gave up her life, is SAD. The firm’s response to her passing is also SAD - with none from the firm attending her funeral. Very SAD. No job or work is ever worth giving up our life for. It’s important for us to recognise the signs early and to get the help for our mental health- before it’s too late. MINDSET Singapore MindForward Alliance Singapore One Mind One Mind at Work SGListCos Institute of Singapore Chartered Accountants (ISCA) Singapore Academy of Law The Law Society of Singapore NUS Faculty of Law SMU Yong Pung How School of Law SUSS School of Law Samaritans of Singapore Limited (SOS) Anna Sebastian Perayil, a 26-year-old Ernst and Young employee, died from "work-related stress," according to her father. Despite parental advice to quit, she c… Source: The Times of India https://lnkd.in/gcj5-MB7 #mentalhealth #life #india #work

The tragic death of Anne Sebastian, a Chartered Accountant working at EY, is a stark reminder of the harsh reality that many face in the Indian job market. Anne, a highly qualified professional, passed away within just four months of joining the company, reportedly due to extreme work pressure and a toxic work culture. This is not an isolated incident; it reflects a broader problem in the corporate world where long hours, unrealistic expectations, and cutthroat environments often lead to burnout, anxiety, and in extreme cases, loss of life. Despite such tragedies, thousands of young professionals still aspire to join these prestigious firms, driven by the allure of high pay, reputation, and career growth. The harsh reality is that the outcry and boycotts following such incidents seem to have little lasting impact. The job market’s competitive nature, coupled with societal pressure and limited opportunities, pushes people to pursue these roles, even at the cost of their health and well-being. It's time for companies to prioritize employee welfare and for society to reassess what success truly means. Without systemic change, we risk seeing more lives lost in the pursuit of professional achievement.

We are pleased to announce the release of part four of our five-part series titled, "PSAK 117 Post Implementation," which focuses on business planning under PSAK 117 and PSAK 109. This publication provides a comprehensive guide on how insurance companies can enhance their business plans under PSAK 117 and PSAK 109. As we approach 2025, it is essential for insurers to begin enhancing their existing business plans to incorporate PSAK 117 and PSAK 109. In addition, insurers need to update their current key performance indicators (KPIs) and discuss outcomes to gain consensus among stakeholders. Furthermore, additional assessments will be required, such as revising marketing strategies for onerous products. Our commitment lies in supporting the insurance industry in Indonesia as we collectively navigate these evolving challenges and strive for continued success. The "PSAK 117 Post Implementation Series" has emphasized the crucial importance of improving data quality, updating KPIs under PSAK 117, implementing rigorous management reporting, enhancing business planning under PSAK 117 and PSAK 109, and transforming the financial reporting process. Read more our notable points and key takeaways: https://lnkd.in/g2cJf7tn ­­ #KPMGIndonesia #ThriveWithUs #DoWorkThatMatters #IFRS17 #PSAK117

August serves as a powerful reminder that while change is a natural part of life, growth is a personal choice. ✨ Embrace this month as an opportunity to adapt and flourish, making the most of every change to achieve your full potential. 🌺 #GWAndCo #GWAccountants #Accountancy #Accounts #BusinessAdvisers #Growth #Change

Shocking! MNCs with a presence in Asia are of a different breed, hardly adhering to work ethic they practice in their parent countries. Glorifying overwork may not necessarily be oversimplification of the issue. No one from EY appears to have even attended her funeral. Where did the empathy that Western businesses merrily scream about disappear? The issue is rightly snowballing with fierce criticism of EY in the social media, forcing the Government to launch an investigation into the death of the young chartered accountant. Asia is a continent where all kinds of prejudices are at play, so it is not always easy for staff to say “no”. HR in the region often ignores warning signs, supremely content with politically correct DEI messaging. Do MNCs ensure they follow a globally consistent work culture? Not just EY, every company in every country must do some soul searching. This is sad loss of a young life that cannot be taken lightly even if the onus is on staff not to fall prey to a toxic work culture.

A tragic incident... a precious life lost... amidst social media outrage.... The EY employee's death raises disturbing questions.... about corporate culture, work pressures, and accountability.... In my 25+ years in the corporate world, I've learned resilience is crucial.... but at what cost.... Burning out employees, neglecting mental health, is a recipe for disaster.... As leaders, we must prioritize harmony, empathy, and well-being.... Productivity soars when employees feel valued, supported.... Not just HR policies, but genuine care matters.... At EV-Chargify, I am striving to create a haven.... where diversity, inclusivity, and compassion co-exist.... Let's introspect, balance growth with employee welfare.... No success is worth a life lost.... We must do better, be better, for our people.... https://lnkd.in/dFikhjN8