26-04-2022 | treasuryXL | ComplexCountries | LinkedIn |

The twin challenges of being a people manager and handling essential cross-function communications have always added to the technical and strategic demands of being a treasurer – and these have become more difficult with COVID and remote working. This report explores the approaches of five senior treasurers from Europe.

The peer group discussion was chaired by Damian Glendinning.

This report was compiled by Monie Lindsey.

We are happy to share a copy of the full report FREE, please contact us and mention ‘HR Report’ in your message.

Source

Chair’s Overview

This session was suggested by a member and produced a thoughtful discussion. The twin challenges of being a people manager and handling essential cross-function communications have always added to the technical and strategic demands of being a treasurer – and these have become more difficult with COVID and remote working.

The shared input from all participants was that we have put a lot more effort into communications. When you don’t see people in the office all the time, you have to make the effort to pick up the phone and talk to them. The result has been an even greater emphasis on communications skills – and it is even harder to motivate and support employees who are working in different countries, as it is very hard to go and visit them. These skills are required, not only within the team, but when dealing with other functions such as Sales, and external providers, like banks.

A lot of emphases was put on the ability to keep things simple, and avoid confusing partners with technical jargon.

Initially, the impact of the pandemic was to reduce staff mobility, and cause people to stay in their jobs for longer. This is now giving way to increased mobility, and the need to hire and train people without physically meeting them. This has placed an even greater emphasis on the quality of procedures and process documentation. It has also led to an increase in remote learning, and, potentially, increased the available talent pool, since geographic proximity may no longer be required.

Finally, there was a lot of discussion about areas where the pandemic has simply accelerated trends that were already present – notably an increase in automation, and a reduction in the amount of manual transaction processing work. Again, this has resulted in an even greater emphasis on analytic and communications skills, with a reduced focus on operational ability. As an aside, there was a discussion about whether treasury staff still need to actually understand how the underlying systems work.

Bottom line: the pandemic has accelerated trends that already existed: more remote working and learning, more automation. This has put even more emphasis on the need to communicate well, especially as the phone and video conferencing, while they have undoubtedly saved us, make communications more difficult. The result is a need to put in more effort, and spend more time on it. Paradoxically, this may even prove to be beneficial.

07-04-2022 | treasuryXL | ComplexCountries | LinkedIn |

After many years of weak markets and low insurance premiums, many companies have probably been buying more cover than they may really need. A market where premiums are rising is causing companies to re-evaluate their approach. This re-evaluation involves many complex questions around risk appetite, collaboration with other functions (Legal, HR, Logistics, Manufacturing, IT), the use of brokers, tax, and others. This gives the treasurer the opportunity to really demonstrate his or her value to the business.

This report was compiled by Monie Lindsey. based on a Treasury Peer Call chaired by Damian Glendinning.

Source

Chair’s Overview

The strategic treasurer. The risk manager for the company. Where better for the treasurer to get out of the traditional disciplines of simply managing liquidity and bank accounts, than in managing insurance? Risk management meets budget and operational constraints, and it is a very financial discipline.

This call was initiated by a member who is struggling with increasing premiums as the market hardens, and wanted to know whether other treasurers who are responsible for insurance are taking the same measures, i.e., reducing the purchase of cover and increasing deductibles. The quick answer to that question is yes, in response to significant premium increases, many members are taking another look at the levels of cover. The other question was whether there are additional, more creative ideas.

This triggered a wide-ranging discussion:

• Should insurance be in treasury? The consensus – not surprisingly – was yes, but responsibility often lies with, or is shared with, legal and HR.
• How useful are captives? One member finds them useful to accelerate the tax deduction for losses. Others find them useful for centralising risk and losses away from the operating units – this can depend on the company’s management system. Others are wary of the cost and complexity of a captive.
• Should you use brokers? If so, how effective are RFPs between brokers? One member made savings by changing brokers following an RFP. One member does some negotiating directly with the insurers – but this can be heavy lifting.
• What is the correct balance between self-insurance and buying risk? There does not seem to be a scientific answer.
• The classical approach to solving this question is to benchmark versus what other companies are buying – but this does not confirm that this is the correct level for your company.
• Part of the equation is determining the level of risk and earnings volatility a company is prepared to accept.
• A company will have different levels of risk retention for different lines of risk
• Some risks can become very difficult to insure: one participant is having big issues with theft of cargo in the port of Los Angeles, with the activity of organised crime. This is a frequent issue in Latin America.
• Several participants felt one of the benefits of buying insurance was access to expert advice on risk management, leading to better protected facilities, e.g., better fire prevention, and enhanced anti-theft measures.
• The use of captives to self-insure HR benefits was raised. This is possible, and can be done easily for some benefits. However, it is an area which is heavily regulated, with many mandatory state run schemes, especially in Europe.
• On the other hand, travel insurance can often be combined with useful services, such as emergency assistance.
• There was a discussion about cyber insurance: one participant had experienced a hack, and found that the insurance company provided outstanding assistance in managing the situation before it got out of control. Others were less sure the risk was significant enough to justify the expense.
• Changes to the business often bring changes to the insurance cover required.

Bottom line: After many years of weak markets and low insurance premiums, many companies have probably been buying more cover than they may really need. A market where premiums are rising is causing companies to re-evaluate their approach.

This re-evaluation involves many complex questions around risk appetite, collaboration with other functions (Legal, HR, Logistics, Manufacturing, IT), the use of brokers, tax, and others. This gives the treasurer the opportunity to really demonstrate his or her value to the business.

Please get in touch to sign up for free updates, request a sample report, or find out about our services. Enquire