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Audit approach overview
Our audit approach will allow our client's accounting personnel to make the maximum contribution to the audit effort without compromising their ongoing responsibilities
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Annual and short period audit
At P&A Grant Thornton, we provide annual and short period financial statement audit services that go beyond the normal expectations of our clients. We believe strongly that our best work comes from combining outstanding technical expertise, knowledge and ability with exceptional client-focused service.
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Review engagement
A review involves limited investigation with a narrower scope than an audit, and is undertaken for the purpose of providing limited assurance that the management’s representations are in accordance with identified financial reporting standards. Our professionals recognize that in order to conduct a quality financial statement review, it is important to look beyond the accounting entries to the underlying activities and operations that give rise to them.
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Other Related Services
We make it a point to keep our clients abreast of the developments and updates relating to the growing complexities in the accounting world. We offer seminars and trainings on audit- and tax-related matters, such as updates on Accounting Standards, new pronouncements and Bureau of Internal Revenue (BIR) issuances, as well as other developments that affect our clients’ businesses.
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Tax advisory
With our knowledge of tax laws and audit procedures, we help safeguard the substantive and procedural rights of taxpayers and prevent unwarranted assessments.
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Tax compliance
We aim to minimize the impact of taxation, enabling you to maximize your potential savings and to expand your business.
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Corporate services
For clients that want to do business in the Philippines, we assist in determining the appropriate and tax-efficient operating business or investment vehicle and structure to address the objectives of the investor, as well as related incorporation issues.
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Tax education and advocacy
Our advocacy work focuses on clarifying the interpretation of laws and regulations, suggesting measures to increasingly ease tax compliance, and protecting taxpayer’s rights.
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Business risk services
Our business risk services cover a wide range of solutions that assist you in identifying, addressing and monitoring risks in your business. Such solutions include external quality assessments of your Internal Audit activities' conformance with standards as well as evaluating its readiness for such an external assessment.
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Business consulting services
Our business consulting services are aimed at addressing concerns in your operations, processes and systems. Using our extensive knowledge of various industries, we can take a close look at your business processes as we create solutions that can help you mitigate risks to meet your objectives, promote efficiency, and beef up controls.
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Transaction services
Transaction advisory includes all of our services specifically directed at assisting in investment, mergers and acquisitions, and financing transactions between and among businesses, lenders and governments. Such services include, among others, due diligence reviews, project feasibility studies, financial modelling, model audits and valuation.
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Forensic advisory
Our forensic advisory services include assessing your vulnerability to fraud and identifying fraud risk factors, and recommending practical solutions to eliminate the gaps. We also provide investigative services to detect and quantify fraud and corruption and to trace assets and data that may have been lost in a fraud event.
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Cyber advisory
Our focus is to help you identify and manage the cyber risks you might be facing within your organization. Our team can provide detailed, actionable insight that incorporates industry best practices and standards to strengthen your cybersecurity position and help you make informed decisions.
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ProActive Hotline
Providing support in preventing and detecting fraud by creating a safe and secure whistleblowing system to promote integrity and honesty in the organisation.
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Accounting services
At P&A Grant Thornton, we handle accounting services for several companies from a wide range of industries. Our approach is highly flexible. You may opt to outsource all your accounting functions, or pass on to us choice activities.
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Staff augmentation services
We offer Staff Augmentation services where our staff, under the direction and supervision of the company’s officers, perform accounting and accounting-related work.
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Payroll Processing
Payroll processing services are provided by P&A Grant Thornton Outsourcing Inc. More and more companies are beginning to realize the benefits of outsourcing their noncore activities, and the first to be outsourced is usually the payroll function. Payroll is easy to carve out from the rest of the business since it is usually independent of the other activities or functions within the Accounting Department.
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Our values
Grant Thornton prides itself on being a values-driven organisation and we have more than 38,500 people in over 130 countries who are passionately committed to these values.
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Global culture
Our people tell us that our global culture is one of the biggest attractions of a career with Grant Thornton.
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Learning & development
At Grant Thornton we believe learning and development opportunities allow you to perform at your best every day. And when you are at your best, we are the best at serving our clients
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Global talent mobility
One of the biggest attractions of a career with Grant Thornton is the opportunity to work on cross-border projects all over the world.
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Diversity
Diversity helps us meet the demands of a changing world. We value the fact that our people come from all walks of life and that this diversity of experience and perspective makes our organisation stronger as a result.
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In the community
Many Grant Thornton member firms provide a range of inspirational and generous services to the communities they serve.
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Fresh Graduates
Fresh Graduates
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Students
Whether you are starting your career as a graduate or school leaver, P&A Grant Thornton can give you a flying start. We are ambitious. Take the fact that we’re the world’s fastest-growing global accountancy organisation. For our people, that means access to a global organisation and the chance to collaborate with more than 40,000 colleagues around the world. And potentially work in different countries and experience other cultures.
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Experienced hires
P&A Grant Thornton offers something you can't find anywhere else. This is the opportunity to develop your ideas and thinking while having your efforts recognised from day one. We value the skills and knowledge you bring to Grant Thornton as an experienced professional and look forward to supporting you as you grow you career with our organisation.
Middle of the pack
11 Sep 2019The moment we had our third daughter, I was very conscious of the fact that we now have a middle child in the family. At the onset, I really wanted to pay very particular attention to our second one, because I did not want her to ever feel that she is being left out. Over the past few weeks, however, I have been noticing that the situation I have tried to avoid is happening.
Although it could be unintentional, parents tend to give more attention to the eldest and the youngest.
The eldest child is essentially a parent’s first experience in almost everything when it comes to having a family. The first child is a parent’s first experience of going through sleepless nights to feed the baby, changing diapers, dealing with tantrums in public, tutoring for school, and a whole lot more. Being first somehow requires a certain level of attention that only the eldest child receives.
The youngest, on the other hand, seems to know that she has our full attention whenever she smiles, giggles, whines, and cries. Among our daughters, she was the only one who slept with us on our bed. This leaves our second daughter to feel, based on my observations, she is not getting the attention she needs from her parents and even from her older sibling.
This feeling of being left out, of feeling the lack of attention, can also happen in organizations. A certain level of attention is normally given to the top and bottom performers. Top performers are given opportunities not available to everyone. They sometimes have more exposure with the leadership of the organization, because of the projects assigned to them or because they are given the opportunity to be mentored by someone from senior management.
Bottom performers, on the other hand, also receive a certain level of focus by management. Together, they discuss how to improve performance or how to produce better outputs. Both the top and bottom performers are somewhat known among the leadership of an organization.
The middle group, which is sometimes the biggest chunk of the employees, may be the ones feeling left out. With limited time and resources at an organization’s disposal, those in the middle of the pack are sometimes the ones that do not get the attention that could aid them in further enhancing their performance. Since their performance is just about right, there are times when there are no specific plans laid out for them for their career progression within an organization They can even be at a loss as to what their future is if they continue where they are.
By not giving attention to middle-of-the-pack employees, an organization might miss out on developing talents that were just not given the right opportunities to show their capabilities. Oftentimes, this realization would only surface when these talents have already decided to leave the organization. We regret losing them, knowing that maybe there was something we could have done to retain such talent.
There are others who might be performing at an average level, because they are not fit to the kind of task assigned to them; given a different set of roles, the average employee can be one of the top performers. However, since not enough attention was given to them, the leadership was not able to identify who among the employees fits well in their current role.
The objective of engaging further with those in the middle of the pack is to understand their individual context with regards to their performance; to see whether they can further be stretched; and to evaluate whether they are fit.
Although there are obvious gains in putting in more effort in engaging with the average employees, the limited time and resources of an organization are some of the major reasons the lack of attention is happening in the first place. Just like ensuring that our middle child gets her fair share of attention, committing to such an exercise would require more time spent on employee engagement, a commitment exponentially more difficult to do than to act upon.
Anton Ng is a Partner in the Audit and Assurance division of P&A Grant Thornton. P&A Grant Thornton is one of the leading audit, tax, advisory, and outsourcing firms in the Philippines, with 23 partners and more than 900 staff members. We’d like to hear from you! Tweet us: @PAGrantThornton, like us on Facebook: P&A Grant Thornton, and email your comments to anton.ng@ph.gt.com or pagrantthornton@ph.gt.com. For more information, visit our website: www.grantthornton.com.ph
As published in The Manila Times, dated 11 September 2019