Single Entry and Double Entry Accounting

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Single entry accounting/Cash accounting. This system records only cash movement of transactions and that too up to the extent of recording one aspect of the transactions. This means that only receipt or payment of cash is recorded and no separate record is maintained (about the source of receipt and payment) as to from whom the cash was received or to whom it was paid. Double entry book keeping/Commercial accounting. Double entry or commercial accounting system records both aspects of transaction i.e. receipt or payment and source of receipt or payment. It also records credit transactions i.e. recording of Electricity Bill or accruals of Salary payment etc. This concept will be explained in detail in the next lectures but for the time being it should be noted that in cash accounting date of receipt / payment of actual cash is important while in commercial accounting the date on which the expense is caused (whether paid or not) as well as the spreading of the cost of c
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Human Resource Manager s Duties

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In providing this specialized assistance, the  human resource manager carries out three distinct functions:

1. A line function. 
The human resource manager directs the activities of the people in his or her own department, and perhaps in related areas (like the plant cafeteria).

2. A coordinative function. 
The human resource manager also coordinates personnel activities, a duty often referred to as functional authority (or func-tional control). Here he or she ensures that line managers are implementing the firm s human resource policies and practices (for example, adhering to its sexual harassment policies).

3. Staff (assist and advise) functions.
Assisting and advising line managers is the heart of the human resource manager s job. He or she advises the CEO so the CEO can better understand the personnel aspects of the company s strategic op-tions. HR assists in hiring, training, evaluating, rewarding, counseling, promoting, and firing employees. It administers the various benefit programs (health and accident insurance, retirement, vacation, and so on). It helps line managers comply with equal employment and occupational safety laws, and plays an important role in handling grievances and labor relations. It plays an  employee advocacy role, by representing the interests of employees within the framework of its primary obligation to senior management. Although human resource managers generally can t wield line authority (outside their departments), they are likely to exert  implied authority. This is because line
managers know the human resource manager has top management s ear in areas like testing and affirmative action.


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