driving under control is essential the permanent record of customers who could identify them easily, also classify them according to a machining procedure for this purpose.
This requires maintaining classified information:
information is also very important, to process the incoming and outgoing correspondence of the department has with the normal operations of the credit and collection procedures.
11.1. EXECUTIVE ROLE OF CREDIT AND COLLECTIONS
This role depends on many factors besides personality skills and experience.
Chief Credit and Collections must be a well-trained, educated and adapted to deal with staff of their own department, the heads of other areas, management and customers.
When the credit and collections manager, work in a large company, your role is restricted only to the area of \u200b\u200bcompetence, as there is sufficient staff to other departments. However it may be the case otherwise, as may be required to serve on various committees because your opinion is of great value to decision making in the company.
In any case, it is important to designate the right person according to certain personal qualifications, professional and managerial. Must have some features that ensure positive results in the company.
scores normally required the executive that are within the designated role, are:
11.1.1. Personal Qualifications
a) Justice : One of the great personal qualities of the Head of Credit and Collections in the broad sense, dispassionate and impartial justice (Objectivity).
b) Initiative: While the sense of justice is vital to the success of its management, the initiative is an important part, because he will be recognized by management and expand their expectations of the company (Suggestions, Innovation , Creativity for Change).
c) Perseverance : The Credit and Collections executive must not only make decisions, but they persevere to the end. If you hesitate or doubt against the pressures of their work, not be contributing to the objectives of the company and especially to focus and do their work effectively.
d) Touch : To achieve sales growth of credit and recover the money from these sales, the executive will have to display a refined touch to meet the demands of work and the work represents its assigned staff to fully comply with their duties.
c) Leadership : The Executive is a leading credit and to be able to motivate members of his department to work efficiently and coordinately. Must be competent, demanding, and show enthusiasm for their ongoing and effective management. This will significantly help to maintain group unity and efficiency of the labrum in time.
11.1.2. Professional Qualifications
To be effective, the Credit and Collections Executive must possess special knowledge and skills in the following areas:
11.2. MANUAL OF ORGANIZATION, POLICIES AND PROCEDURES
The need for manual Credit and Collections must be greater in companies where operations are more comprehensive credit and must ensure the monitoring of policies and procedures.
The Credit Manual is particularly valuable as a guide to management. Is a reference to control the actions and decisions that take place in the Credit and Collection Department. It is indisputable its relevance to large companies but also medium and small. This is because that the Manual should contain all the rules regulations and procedures necessary to give consistency to the daily operations
The executive in charge of Credit and Collections Department is the ideal person to view the objectives of the Manual and all possible uses that can be given. In some commercial enterprises to the Handbook information is obtained by special departments of Rationalization (Organization and Methods) and are responsible for its drafting and publication.
Whether the manual was drafted in the Credit and Collections department or outside it, it is important that staff from other areas involved have the opportunity to participate in the drafting and adoption of those aspects that affect their areas.
a) Form of Credit and Collections Handbook : The Manual can be prepared separately or as part of overall business manual.
You should not use the system for binding together the Manual. The loose-leaf system for archiving in Pioneer can replace updated information sheets, and its management is more advisable not to mention that the use of computers can be applied to the design of templates and exchange information quickly and efficiently.
b) Maintenance Manual : To meet its objective the information contained in the manual should sermantenida day. Responsible for the maintenance of the Manual should be alert to changes that may affect the system and procedures for credit and collections, both within and outside the company (social, economic or legal).
c) Manual Contents: content depend on the type of business activity, and the credit system adopted. On such a basis will determine the points that need to include or exclude in the manual to make.
Let's look at the model of a typical structure of Credit and Collections Handbook.
Credit and Collections Handbook
This committee is made up primarily by the Credit and Collections Executive, Management, Marketing, Finance, Production, etc.
is not essential that the committee requires all middle managers to conform. This will depend crucially on the kind of company and especially the magnitude of operations.
Its main functions are:
This requires maintaining classified information:
- Credit Application
- Verification Report
- customer record sheet
- Copies of dunning
- commercial processed documents
- Agreement and guarantees
- Extract financial statements, etc..
information is also very important, to process the incoming and outgoing correspondence of the department has with the normal operations of the credit and collection procedures.
11.1. EXECUTIVE ROLE OF CREDIT AND COLLECTIONS
This role depends on many factors besides personality skills and experience.
Chief Credit and Collections must be a well-trained, educated and adapted to deal with staff of their own department, the heads of other areas, management and customers.
When the credit and collections manager, work in a large company, your role is restricted only to the area of \u200b\u200bcompetence, as there is sufficient staff to other departments. However it may be the case otherwise, as may be required to serve on various committees because your opinion is of great value to decision making in the company.
In any case, it is important to designate the right person according to certain personal qualifications, professional and managerial. Must have some features that ensure positive results in the company.
scores normally required the executive that are within the designated role, are:
11.1.1. Personal Qualifications
a) Justice : One of the great personal qualities of the Head of Credit and Collections in the broad sense, dispassionate and impartial justice (Objectivity).
b) Initiative: While the sense of justice is vital to the success of its management, the initiative is an important part, because he will be recognized by management and expand their expectations of the company (Suggestions, Innovation , Creativity for Change).
c) Perseverance : The Credit and Collections executive must not only make decisions, but they persevere to the end. If you hesitate or doubt against the pressures of their work, not be contributing to the objectives of the company and especially to focus and do their work effectively.
d) Touch : To achieve sales growth of credit and recover the money from these sales, the executive will have to display a refined touch to meet the demands of work and the work represents its assigned staff to fully comply with their duties.
c) Leadership : The Executive is a leading credit and to be able to motivate members of his department to work efficiently and coordinately. Must be competent, demanding, and show enthusiasm for their ongoing and effective management. This will significantly help to maintain group unity and efficiency of the labrum in time.
11.1.2. Professional Qualifications
To be effective, the Credit and Collections Executive must possess special knowledge and skills in the following areas:
- General Accounting Financial Statement Analysis
- Commercial Law Credit and Collection Techniques
- Business Management Psychology
- Marketing Public Relations
11.2. MANUAL OF ORGANIZATION, POLICIES AND PROCEDURES
The need for manual Credit and Collections must be greater in companies where operations are more comprehensive credit and must ensure the monitoring of policies and procedures.
The Credit Manual is particularly valuable as a guide to management. Is a reference to control the actions and decisions that take place in the Credit and Collection Department. It is indisputable its relevance to large companies but also medium and small. This is because that the Manual should contain all the rules regulations and procedures necessary to give consistency to the daily operations
The executive in charge of Credit and Collections Department is the ideal person to view the objectives of the Manual and all possible uses that can be given. In some commercial enterprises to the Handbook information is obtained by special departments of Rationalization (Organization and Methods) and are responsible for its drafting and publication.
Whether the manual was drafted in the Credit and Collections department or outside it, it is important that staff from other areas involved have the opportunity to participate in the drafting and adoption of those aspects that affect their areas.
a) Form of Credit and Collections Handbook : The Manual can be prepared separately or as part of overall business manual.
You should not use the system for binding together the Manual. The loose-leaf system for archiving in Pioneer can replace updated information sheets, and its management is more advisable not to mention that the use of computers can be applied to the design of templates and exchange information quickly and efficiently.
b) Maintenance Manual : To meet its objective the information contained in the manual should sermantenida day. Responsible for the maintenance of the Manual should be alert to changes that may affect the system and procedures for credit and collections, both within and outside the company (social, economic or legal).
c) Manual Contents: content depend on the type of business activity, and the credit system adopted. On such a basis will determine the points that need to include or exclude in the manual to make.
Let's look at the model of a typical structure of Credit and Collections Handbook.
Credit and Collections Handbook
- Presentation
- Credit and Collection Policy
- Organizational structure of Credit and Collections Department
- Approval Credit Lines and Guarantees Guarantees
- Extension lines Credit
- Collection and Control Procedures offs of uncollectible accounts
- Information Systems Appendix: Guidelines and form used in the Department as well as existing legislation.
This committee is made up primarily by the Credit and Collections Executive, Management, Marketing, Finance, Production, etc.
is not essential that the committee requires all middle managers to conform. This will depend crucially on the kind of company and especially the magnitude of operations.
Its main functions are:
- approve the credit and collection policies planned and defined by the department.
- approve the granting of loans whose amounts exceed the limit established by the credit policies.
- evaluate corrective measures on the credit and collections management.
- approve the investment and financing program required by the Credit and Collection Department.
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