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摘要:澳大利亚留学生英语会计案例分析报告:Blue Moon case study – PMRS......

澳大利亚留学生英语会计案例分析报告:Blue Moon case study – PMRS

 

 

Executive summary

Performance evaluation and incentive mechanism is the central issue of human resource management, which is conducive to manage and control MB’s differentiation strategy, through which the competitive advantage can be obtained. The results from the implementation of such PMRS in 2013 indicated that the achievement of those budgets and standards target was much lower than the expected target. Therefore, the previous PMRS of MB should be restated, and contemporary system should be developed. Therefore, this report was composed to restate the previous PMRS of MB and put forward some suggestions for the development of contemporary system. 执行概要

绩效评价和激励机制是人力资源管理的核心问题,这有利于管理和MB的差异化策略的控制,通过它可以获得竞争优势。2013从这样的PMRS实施结果表明,实现这些预算和标准的目标是比预期目标要低。因此,以往采用的MB应该重申,和当代的系统开发。因此,本报告是由重申以前的PMRS MB和提出当代系统发展的几点建议

 

 

Table of contents

Executive summary1

1Introduction3

2The definition of PMRS3

2.1 What is PMRS?3

2.2 Three elements included in PMRS4

3The significance of PMRS4

3.1PMRs: a significant part of the Management Accounting System4

3.2A directional influence on behavior4

3.3A motivational influence on behavior5

4The limitations of the proposed PMRS5

4.1Lack of feedback mechanism5

4.2The lack of coordination mechanism5

4.3The set of major key success factors (KSFs) is unreasonable5

5The specific dysfunctional behaviors Blue Moon's three Directors have engaged in and their causes6

5.1There is no enough time for Creative Director to make all prototypes meet the standards6

5.2Capital is limited for Production Director to buy better equipment and hire higher skilled workers6

5.3. The KSFs for the Distribution Director are impossible to be achieved.7

5.4. The causes for such dysfunctional behaviors7

6. Recommendations for new performances7

6.1 The improvement of PMRS previously used7

6.2 New PMRs for better control8

References8

篇目

执行摘要1

1引言3

2公共流动无线电话3的定义

2.1什么是公共流动无线电话? 3

2.2包括三个要素PMRS4

3 PMRS4的意义

3.1内地来港定居未足七年人士的一个重要组成部分,管理会计系统4

3.2影响定向第四行为

3.3动机影响行为5

4建议的公共流动无线电话5的局限性

4.1缺乏反馈机制5

4.2缺乏协调机制5

4.3重大关键成功因素的集合(关键成功因素)是不合理的5

5的具体功能失调的蓝色月亮的三位董事从事的行为及其原因6

5.1有没有足够的时间进行创意总监,以使所有的原型符合标准6

5.2资本有限的生产总监,以购买更好的设备和聘请更高的技术工人6

5.3。分销总监的关键成功因素是不可能实现的。 7

5.4。这种不正常的行为7的原因

6。新的表演7建议

6.1改善内地来港定居未足七年人士先前使用的7

为了更好地控制86.2内地来港定居未足七年新

参考8

 

1Introduction 

The intention of this report is to describe how the department directors of Blue Moon (MB) were evaluated and rewarded using performance measurement and reward systems (PMRS). The PMRS traditionally used by MB focused on three key main areas – costs, time and ROI. Cost-based performance measures were derived from cost budgets prepared for each department, containing both the cost budgets and resulting performance measures and targets. In addition, two time standards such as “Average Time to Create Prototype” and “Average Time to Create Boat” were set. Such performance measures and targets were established to reduce the costs such as production costs and improve the production efficiency, with the result that the competitive advantages can be gained. However, results from the implementation of such PMRS in 2013 indicated that the achievement of those budgets and standards target was much lower than the expected target. Therefore, I was hired to examine the PMRS of MB to make sure whether it is reasonable. In this report, the business’ means of competitive advantages, business mission and key success factors would be focused on. 

 

 

2The definition of PMRS

2.1 What is PMRS?

     The so-called performance measurement refers to the task completion, job responsibilities fulfillment degree and the development of staff using certain evaluation methods, and the evaluation results are then fed back to the employees (Bourne and Neely, 2003, p. 3; Neely, et al., 1995, p.86), helping to monitor and control the corporate (Kellen and Wolf, 2003, p. 5). The so-called PMRS is a kind of evaluation system which is composed of a set of accurate performance measures and reward indexes, and the actual performance were compared with the relative target, if needed, reward positively (Chenhall and Langfield-Smith, 2003, p.117). The establishment of performance evaluation is conducive to evaluate the working station of the staff. The measurement system is relative to the production efficiency (Gharajedaghi, 2011, p. 331). 

 

 

2.2 Three elements included in PMRS

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