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Fraud Risk & Internal Control

Internal fraud is usually committed by someone trusted, over a long period, through a process everyone believed was controlled. It is discovered by accident more often than by design. This programme covers how the common schemes actually work, why concealment succeeds for as long as it does, and how to build detective controls that surface a problem before an anonymous tip-off or an unrelated audit does it for you.

Programme Agenda

How Occupational Fraud Happens

Pressure, opportunity and rationalisation, and what each looks like in a real workplace. Why the profile of a typical perpetrator is inconvenient for the controls most organisations rely on.

The Main Scheme Families

Asset misappropriation, corruption and financial statement fraud. Billing schemes, ghost employees, expense manipulation, skimming, cheque tampering and inventory theft, each with the concealment method that goes with it.

Concealment and Why Detection Lags

Forced reconciliations, lapping, false documentation, related-party layering and the manipulation of the very reports meant to detect the scheme. Where a reviewer's attention predictably fails.

Fraud Risk Assessment

Scheme-level assessment mapped to your processes, with likelihood judged on opportunity rather than on trust. Linking each identified scheme to the control that would catch it.

Preventive Controls

Segregation of duties and what to do when the team is too small for it, authorisation limits, mandatory leave, job rotation, vendor and payroll master data control, and recruitment screening.

Detective Controls and Data Analytics

Reconciliations that would actually break, exception reporting, duplicate and Benford testing, vendor-employee address matching, and continuous monitoring that a small internal audit team can sustain.

Whistleblowing and Tip-Offs

Tips remain the largest single detection source. Channel design, anonymity, protection for the reporter, triage and the response time that determines whether anyone uses it again.

Investigation and Aftermath

Planning an investigation, evidence handling, interviewing, and the decisions that follow: disciplinary action, recovery, insurance, police report, and the control changes that stop a repeat.

Learning Outcomes:
Explain how opportunity, pressure and rationalisation combine in real cases
Recognise the main occupational fraud schemes and their concealment methods
Run a scheme-level fraud risk assessment mapped to your own processes
Design preventive controls including workable alternatives to full segregation
Build detective controls and analytics a small team can sustain
Establish a whistleblowing channel people are willing to use
Plan and conduct an investigation without compromising the evidence
Close the control gap a fraud exposed rather than only the case

Duration: 2 Days (16 Hours)
Training Hours: 9:00 AM to 5:00 PM
Level: All levels
Training Mode: Physical, Online, or Hybrid
HRD Corp SBL-KHAS Claimable
Certificate of Completion included

Frequently Asked Questions

Internal auditors, finance managers and controllers, risk and compliance officers, operations managers, HR managers involved in investigations, and directors on audit committees.

Neither exactly. It assumes basic familiarity with financial processes but does not require accounting qualifications, and it stops short of forensic accounting technique. The investigation module covers planning and evidence handling rather than expert examination.

Corruption schemes are covered as one of the three scheme families, particularly kickbacks and bid rigging. Organisations wanting corruption treated in depth against Section 17A should look at the Corruption Risk Management workshop.

For in-house delivery, yes. Participants run the detection tests against extracts from their own vendor master, payroll and payment data, which regularly surfaces items worth following up.

Yes, this programme is HRD Corp SBL-KHAS claimable. Our team can assist your HR department with the documentation required for the grant application.

Yes. Any programme can be booked as a team day. Everyone works the same brief together, so your people come away having built something and knowing each other better.

If you are claiming under HRD Corp, the session has to fall at least 14 days after your HRD Corp approval. If you are not claiming, the date is flexible and we work around your calendar.

Put them on the self-paced e-learning instead. Your team works through the modules on our LMS in their own time, sits the assessment, and earns the same certificate, so nobody has to clear a full day together.

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