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Business Risk Services
Our Business Risk Services team deliver practical and pragmatic solutions that support clients in growing and protecting the inherent value of their businesses.
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Corporate Finance and Deal Advisory
We offer a dedicated team of experienced individuals with a focus on successfully executing transactions for corporates and financial institutions. We offer an integrated approach, with our corporate finance specialists working seamlessly with tax and other specialists to ensure that every angle is covered.
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Economic Advisory
Our all-island Economics Advisory team combines expertise in economics and business with a wealth of experience across the public and private sectors.
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Forensic Accounting
We have a different way of doing business by delivering real insight through a combination of technical rigour, commercial experience and intuitive judgment. We take pride in delivering responsive and tailored solutions to all our clients, capitalising on the wealth of experience housed within our Belfast and wider Forensics team
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People and Change Consulting
The Grant Thornton People & Change Consulting practice works with clients on these issues as well as on all aspects of how they attract, retain, engage develop, deploy and lead their people.
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Restructuring
We work with a wide variety of clients and stakeholders such as high street banks, private equity funds, directors, government agencies and creditors to implement solutions which provide the best possible outcomes.
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Technology Consulting
Motivating and assisting our clients to pursue, maintain and secure the benefits of digital solutions is at the core of our Digital Transformation teams' agenda and goals. We work with business leaders to deliver efficient digital strategies and operating models that provide new or enhanced capabilities.
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Corporate and International Tax
Northern Ireland businesses face further challenges as they operate in the only part of the UK that has a land border with a country offering a lower tax rate.
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Employer Solutions
Our team specialises in remuneration and incentive planning and works closely with employers, shareholders and employees to ensure that business strategies are aligned and goals achieved in the most tax efficient, cost-effective manner.
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Entrepreneur and Private Client Taxes
Our team of experienced advisors are on hand to guide you through any decision or transaction ranging from the establishment of new business ventures, to realising value on exit, to succession planning and providing for loved ones.
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Global Mobility Services
Grant Thornton Ireland offer a different approach to managing global mobility. We have brought together specialists from our tax, global payroll, people and change and financial accounting teams across Ireland and Northern Ireland, while drawing on the knowledge and insights of our global network of over 143 offices of mobility professionals to provide you with a holistic approach to managing global mobility.
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Outsourced Payroll
Our outsourced service provides valued service to over 150 separate PAYE schemes. These ranging from 1 to 1000 employees, working for micro, SME and global employers. The service is supported by the integrated network of tax and global mobility teams and the wider Grant Thornton network delivering a seamless service. Experienced staff deliver a personal service built around your business needs.
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Tax Disputes and Investigations
Our Tax Disputes and Investigation team is made up of tax experts and former HMRC investigators who have years of experience in dealing with a variety of tax investigations. Our expertise and insight can guide you through all interactions, keeping your cost at a minimum while allowing you to continue with the day to day running of your business.
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VAT and Indirect Taxes
At Grant Thornton (NI) LLP, our team helps Northern Ireland businesses manage their UK and global indirect tax risks which, as transactional taxes, can quickly become big liabilities.
Learning is transformative, and the best companies invest in continuous development of their people. Do you view training as an expense, or as an investment opportunity? The research is clear; investment in training does pay dividends.
How much it returns depends on many factors; such as ensuring you are investing in the right training that aligns to your key business objectives and develops the most essential skills for each role. Measuring Return on Investment (ROI) requires measuring the monetary benefits of the training minus the training costs as a percentage of the original investment.
Measuring benefits can be tricky, as they can be wide-ranging and include intangibles like employee satisfaction, engagement and resilience. One recent study of investment in soft skills training of factory workers had a ROI of 250%. If that is possible for employees working in low-tech, non-customer facing roles, imagine what is possible when you consider the demands on employees in complex organisations, competing to stay ahead of the game and stay abreast of technological changes in your organisation.
Rather than attempting to measure ROI, some companies choose to measure ‘Return on Expectations’, which is all about being clear on the behavioural changes they expect to see as a result of the investment. This approach requires having a clear set of criteria they will measure post-training, once people have had a chance to bed in the new approaches they have learned.
The ‘best companies to work for’ invest, on average, 73 hours per employee, while 38 hours is standard practice in other companies (Training Journal). Most UK employees do not believe their employers are offering them enough learning and development opportunities.
If you think there is an opportunity to invest in more development for your staff, where do you start? First, be clear about the outcomes you want. Define and then align those outcomes to your strategy. Demand that your training providers, either internal or external, agree up-front the outcomes their interventions will deliver. Get feedback and monitor the training programmes throughout; and then measure impact at the end. Use insights from exit-interviews, performance reviews and staff surveys to target the right areas, and select the right people to attend the training.
Be as thoughtful about how you will invest in training as you would with any other investment the company is considering.
Learning at Work Week 2019 is 13-19 May. What are your plans to promote a culture of learning in your organisation? To drive employee satisfaction, productivity, innovation, and excellence, investment is required. Invest wisely and reap the rewards.