We harvest our data from various publically available data sources such as edgar database (SEC), form 5500 dataset (IRS, DOL), form 990 datasets (tax-exempt organizations, IRS) etc. We have a database of over 8.5M entities which can be searched to find the ein number of business entities. What is ?: Our website is a free resource to find the ein number for various business entities. Since all corporations - including ones with no income - must file at least a federal income tax return, a corporation operating or incorporated in the United States generally must obtain an EIN anyway either before or after being issued its charter. Adam Parson, Senior Consultant, Florida, USA Priscilla Solano, People Operations Manager, New York, USA AJ Parson, Associate Director - Head of Contract US. Also, financial institutions such as banks, credit unions, and brokerage houses will not open an account for a corporation without an EIN. To be considered a Partnership, LLC, Corporation, S Corporation, Non-profit, etc. Other commonly used terms for EIN are Taxpayer Id, IRS Number, Tax Id, Taxpayer Identification Number (TIN) etc.Ī business needs an EIN in order to pay employees and to file business tax returns. The insights from the managerial and organizational level findings are combined to profile the managerial skill gaps at an individual and organizational level, and the interventions appropriate at the individual and the organizational level.Employer Identification Number (EIN): The Employer Identification Number (EIN), also known as the Federal Employer Identification Number (FEIN) or the Federal Tax Identification Number (FTIN), is a unique nine-digit number assigned by the Internal Revenue Service (IRS) (format: XX-XXXXXXXXX) to business entities operating in the United States for the purposes of identification and employment tax reporting. Further, organizational level status pertaining to presence of organizational processes and practices to assess and fulfil the skill gaps, institutionalization of organizational processes and practices to assess and fulfil the skill gaps are identified. The managerial skill gaps are explicated from the interview responses in terms of managerial staff members’ awareness for the need of the skill, awareness of the processes and practices to assess and fulfil skill gaps, and work knowledge that supports awareness of the skill. The in-depth interviews follow Institutional Ethnography Research Framework whereby the gaps in managerial knowledge and skills emerge in the institutional and individual accounts of work, as staff members describe how they perform various managerial functions and tasks. The managerial skills assessment covers both soft skills and hard skills. We conduct managerial skills assessment in two stages- the self-assessment and consultant assessment. Our methodology for managerial skill assessment bases itself on the organization’s strategic imperatives, and takes into account the organizational structure, work organization, and managerial practices. While organizational imperatives and work group demands and requirements are considered along with individual managerial skill gaps, the training and coaching interventions are for the individual managers. The management development programs are individual focussed and delivered to an individual. Our management development programs are unique as they take a holistic and individual specific approach to identifying management development needs and fulfilling them in a way that both the organization as well as individual managers benefit. The management development programs take into account the needs of newly appointed managers as well as those with substantial experience. We locate management development needs within the organization’s strategic imperatives, taking into account the organizational structure, work organization, and managerial practices. The management development programs seek to develop them into effective managers who would significantly achieve the strategic objectives of their respective organizations and bring positive outcomes to the causes and communities they serve. Our management development programs are aimed at managers in non-profit organizations, whether new or experienced, in any function and at any level. Non-profit management operates in a highly complex and ambiguous environment that calls for superior managerial skills to understand and address challenging situations.
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