Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
By the nature of their work, they have access to a lot of valuable information that can be used to provide measures in performance assessment systems. Additionally, management accountants are already oriented towards many actions that focus on improving efficient, productivity and profitability. Management accountants therefore have the expertise needed to understand what measures are best aligned with the company's objectives. If they are involved in the development of assessment systems, the systems will be stronger.
For the most part, the measures in performance assessment systems are reliable and accurate. The emphasis that these systems has on quantitative analysis means that most measure are not subject to much subjectivity. The systems are, however, only as good as the quality of the measurement processes. If there are faults in the measurement process then there will also be faults in the data, and ultimately in the interpretation of that...
It is worth noting as well that if these systems are relying on variance analysis, then the quality of the targets used is also an important consideration. Variance is only a problem if the variance is from a sound and reasonable target. Variance from an unreasonable target is unlikely to shed much light for the organization, and is therefore unlikely to drive meaningful change within the organization either.
Works Cited:
Gjerde, K. & Hughes, S. (2007). Tracking performance: When less is more. Management Accounting Quarterly. Retrieved December 13, 2011 from http://findarticles.com/p/articles/mi_m0OOL/is_1_9/ai_n31141879/?tag=co%20ntent;col1
Mudde, P. & Sopariwala, P. (2008). Examining Southwest Airlines' strategic execution: A strategic variance analysis. Management Accounting Quarterly. Retrieved December 13, 2011 from http://findarticles.com/p/articles/mi_m0OOL/is_4_9/ai_n31151644/pg_2/?tag=content;col1
Works Cited:
Gjerde, K. & Hughes, S. (2007). Tracking performance: When less is more. Management Accounting Quarterly. Retrieved December 13, 2011 from http://findarticles.com/p/articles/mi_m0OOL/is_1_9/ai_n31141879/?tag=co%20ntent;col1
Mudde, P. & Sopariwala, P. (2008). Examining Southwest Airlines' strategic execution: A strategic variance analysis. Management Accounting Quarterly. Retrieved December 13, 2011 from http://findarticles.com/p/articles/mi_m0OOL/is_4_9/ai_n31151644/pg_2/?tag=content;col1
, 1994). In the final calculation therefore, the hospital will suffer the most, the MSO next, and PHOs the least. The entire triad -- hospitals, physicians, and insurers -- is usually comprised of a power struggle revolving around which one ends up dominating a local market. In the Marcus-Welby case, insurers seems to have been the first to 'get its act together', but if a critical band of physicians band together,
Performance Management System in the Organization The objective of this study is to assess the strengths and weaknesses of the performance management system in the organization in which the writer of this work is employed and to make recommendations to improve this system. The writer of this study is employed in a government organization that is aligned with the U.S. Office of Personnel Management (OPM) hiring standards and selections. Each separate
Performance Management The benefits of performance appraisals for both employers and employees Performance management has become endemic to virtually all large organizations world-wide. "An estimated 80-90 per cent of organisations in the U.S.A. And UK use appraisals, and there has been an increase from 69 per cent to 87 per cent of organisations between 1998 and 2004 using formal performance management systems" (Prowse & Prowse 2009). The benefits for performance appraisal are
Performance Management and Performance Appraisal Report: Military As a member of the U.S. military, my organization's current performance management and performance appraisal system is driven by very unique needs. It is in many ways highly bureaucratic and standardized. This is so that the requirements of the organization vs. The personal and subjective responses of supervisors define the ratings process. It also has specific mechanisms for the mentorship of soldiers advancing through the
Company officials must stay work alongside with the employees in order to better identify and satisfy their needs. In addition, they should implement several training, benefits and remuneration programs. Once they have understood the forces that drive their employees (and these are not simply of financial nature), British American Tobacco stands a better chance of implementing a more proactive system and of retrieving the most beneficial results. 8. Conclusions and recommendations British
Performance Appraisal Causes of Performance Appraisal Steps Leading to Performance Appraisal Performance Appraisal Data Analysis and Interpretation This research paper aims to conduct a study regarding the effectiveness of performance appraisals and the issues accompanying performance appraisals. PERFORMANCE APPRAISAL Performance appraisal" is a term used for evaluating performance of employees in an organization. The purpose behind performance appraisal is firstly, to rate an employee's performance on the job. Secondly, these appraisals are conducted to determine whether employees