Premium Essay

Measuring Organisational Performance

In:

Submitted By peterg5545
Words 5402
Pages 22
Diploma in Management Studies
Measuring organisational performance

ACFI 5030 Financial Planning
Alexandra Charles
Department of Accounting and Finance
Scott Flatters P08103408

Date: 23/01/10
Assignment part A.docx
Scott Flatters P08103408

Table of Contents
1 Introduction 5
2 Financial report overview 6
2.1 What are the 2008 figures showing? 6
2.1.1 Business Review 6
2.1.2 Risks and Uncertainties: 7
2.1.3 Turnover 7
2.1.4 Profit Loss and Balance sheet 8
3 Ratio Analysis 9
3.1 Liquidity Ratios 9
3.1.1 Current ratio 9
3.1.2 Acid Test / Quick Ratio 11
3.2 Profitability Ratios 12
3.2.1 ROCE Ratios 12
3.2.2 Gross Profit Ratio 13
3.2.3 Mark-up Ratio 15
3.2.4 Net Profit Ratio 16
3.3 Efficiency Ratios 18
3.3.1 Stock Turnover Ratio 18
3.3.2 Fixed Asset Turnover Ratio 19
3.3.3 Trade Debtor Collection Period 20
3.4 Investment Ratios 22
3.4.1 Earnings per Share 22
3.4.2 Dividend Cover 23
3.4.3 Gearing 24
4 Key issues 26
4.1 Current state of business 26
4.2 Looking forward 26
5 Conclusions 28
6 Appendices 30
6.1 Profit and Loss details and Balance Sheet details 2005-2008 31
6.2 2008 figures for AMPY Automation Digilog Ltd. 39
7 References 59

Table of Figures Figure 21 Key Performance indicators 2008 6 Figure 22 Turnover by segment and geographical market of destination 7 Figure 31 Current Ratio 10 Figure 32 Cash flow cycle example 10 Figure 33 Acid Test Ratio 11 Figure 34 ROCE Ratio table 12 Figure 35 ROCE Ratio 13 Figure 36 Gross Profit Ratio 14 Figure 37 Mark-up Ratio 15 Figure 38 Net Profit Ratio 16 Figure 39 Stock Turnover Ratio 18 Figure 310 Fixed Asset Turnover Ratio 20 Figure 311 Trade Debtor Collection Period Ratio 21 Figure 312 Earnings per Share Ratio 23 Figure 313 Gearing Ratio 24

Introduction
Landis+Gyr has been trading for more than 100 years with 4000 employees worldwide, AMPY

Similar Documents

Premium Essay

Measuring the Impact of Hrm on Organisational Performance

...3926/jiem.2008.v1n2.p119-142 ©© JIEM, 2008 – 01(02):119-142 - ISSN: 2013-0953 Measuring the impact of HRM on organisational performance Anastasia A. Katou University of Macedonia (GREECE) akatou@uom.gr Received September 2008 Accepted December 2008 Abstract: The purpose of this paper is to measure the impact of HRM on organisational performance in the context of Greece. Data were collected from 178 organisations using a questionnaire survey in the Greek manufacturing sector, and analysed using the ‘structural equation modelling’ methodology. The results indicated that the relationship between HRM policies (resourcing and development, compensation and incentives, involvement and job design) and organisational performance is partially mediated through HRM outcomes (skills, attitudes, behaviour), and it is influenced by business strategies (cost, quality, innovation). Thus, the contribution of this study for academics and practitioners is that HRM policies associated with business strategies will affect organisational performance through HRM outcomes. Keywords: HRM policies, organisational performance, Greece 1 Introduction Over the last ten years significant steps forward have been made in identifying the HRM – performance relationship. However, serious gaps in our understanding still remain with respect to the causal ordering of the variables involved in the HRM – performance relationship (Purcell, Kinnie, Hutchinson, Rayton, & Swart, 2003; Wright, Gardner...

Words: 7932 - Pages: 32

Premium Essay

What Are Various Phases in the Employment Process Within Personal Psychology

...Training……………………………………………………4 2.1.4 Performance Management……………………………………………….5 2.1.5 Organisational Exit………………………………………………………..5 3. THE ELEMENTS OF THE STRATEGIC WORKFORCE PLANNING PROCESS AND LINKING THE IMPACT OF THE THREE LEVELS OF BUSINESS PLANNING ON WORKFORCE PLANNING (REFERING TO IMPALA-PETROLEUM)…………6 4. BARRIERS TO IMPEMENTING AN EFECTIVE PERFORMANCE MANAGEMENT SYSTEM IN IMPALA-PETROLEUM………………………………………………………….8 5. RELATE STRATEGIC HUMAN RESOURCE MANAGEMENT TO PERFORMANCE MANAGEMENT AT IMPALA-PETROLEUM BY APPLYING A MODEL LINKING HUMAN RESOURCE MANAGEMENT TO PERFORMANCE……………10 5.1 Strategic human resource management………………………………………….10 5.1.1 Performance Management……………………………………………………..10 5.2 Theoretical and empirical problems in the linkage between human resources management and performance…………………………………………………….11 5.3 A conceptual model in managing performance………………………………12 5.4 Key propositions of the model…………………………………………………13 5.5 Performance management at IMPALA-PETROLEUM…………………….14 6. CONCLUSION…………………………………………………………………..15 7. REFERENCES…………………………………………………………………..16 8. ASSESSMENT…………………………………………………………………...16 1. INTRODUCTION There are various phases in the employment process within personnel psychology which are used in the management of human resources. Human resource management to operate well it has to consider these phases. That is job design and evaluation, workforce planning, recruitment, selection, training, performance management and...

Words: 5714 - Pages: 23

Premium Essay

Human Resource Development, Performance and Reward Management

...Managing Human Resources HRD, Performance and Reward Management The current Coles regional store manager is currently underperforming in the role the company has assigned for them. As this position of regional store manager plays a key role in Coles achieving its organisational objectives through inspiring, engaging and leading a team of staff to embrace and demonstrate the above values. (Nanverkis, Baird, Coffey, & Shields, 2014) Suggest that human resources should review an organisations strategic direction before selecting recruits. All positions should be reviewed and aligned with the corporate strategy to ensure corporate goals are achieved. Human resource management is one of the most essential departments of an organisations success. The overall goal of this management team is to make sure that the organisations relations with their employees are satisfied. This includes attracting, developing and maintaining a quality workforce and developing performance objectives (Schermerhorn, et al., 2014). The human resource department is investigating one of the current regional manager’s performances. Reports have indicated that the regional manager is underperforming. Underperforming employee’s need to be addressed and handled by the organisation. Detailing several issues will help realign the employee with the organisations goals. The issues being addressed will actively engage and offer recommendations in assisting the regional store manager to effectively perform...

Words: 2171 - Pages: 9

Premium Essay

Small Scale Approach to Development

...Performance management systems consist of the activities and/or processes embraced by an organization in anticipation of improving employee performance, and therefore, rganizational performance.[35] Consequently, performance management is conducted at the organizational level and the individual level. At the organizational level, performance management oversees organizational performance and compares present performance with organizational performance goals.[24] The achievement of these organizational performance goals depends on the performance of the individual organizational members.[24] Therefore, measuring individual employee performance can prove to be a valuable performance management process for the purposes of HRM and for the organization.[24] Many researchers would argue that “performance appraisal is one of the most important processes in Human Resource Management”.[14] The term performance management is commonly used to describe a range of managerial activities designed to monitor, measure and adjust aspects of individual and organisational performance through management controls of various types. Therefore, This essay seeks to discuss performance management being indispensable in any organisation. ............................ defines performance management as a continuous process of identifying, measuring and developing performance in organisations by linking each individual’s performance and objectives to the organisation’s overall mission and goals. The...

Words: 555 - Pages: 3

Premium Essay

Unit 4

... | | | | | | |Pass 3 |Outline how an organisation motivates it’s employees | | | | | | |Pass 4 |Explain how organisations obtain the cooperation of their employees | | | | | | |Pass 5 |Explain how employee performance is measured and managed...

Words: 1556 - Pages: 7

Premium Essay

Developing and Leading Teams to Achieve Organisational Goals and Objectives

...ASSIGNMENT TASK for Unit: Developing and leading teams to achieve organisational goals and objectives Centre Number | Centre Name | Learner Registration No | Learner Name | TASKThe purpose of this unit is to develop understanding and ability in developing and leading teams, as required by a practising or potential middle manager.noteAn ILM Assessment Task provides an opportunity to relate your learning directly to your current organisation. It is recommended that you discuss the assignment with your line manager to explore and agree how the task could be used to support the needs of your employer (as well as evidencing your learning as part of completing your ILM qualification).If you are not currently working within an organisation, then you may complete this task in relation to an organisation with which you are familiar. This could include experience working in a voluntary capacityThe nominal word count for this assignment is 2500 words: The suggested range is between 2000 and 3000 words, however individuals have different writing styles, and there is no penalty if the word-count range is exceeded. | Please use the headings shown below when writing up your assignment | Assessment Criteria | Understand the importance of leading teams to achieve organisational goals and objectivesAssess and make a judgement on the effectiveness of own organisation in measuring team performance against organisation goals, and then to use relevant research and management theory to evaluate...

Words: 373 - Pages: 2

Premium Essay

Marketing

... Sally Dibb Warwick Business School, University of Warwick, Coventry, UK Philip Stern Warwick Business School, University of Warwick, Coventry, UK Robin Wensley Warwick Business School, University of Warwick, Coventry, UK Keywords Market segmentation, Marketing theory, Customer profiling, Organizational performance Introduction Market segmentation is according to many textbooks, one of the fundamental principles of marketing (Kotler, 1997). Marketing theory suggests that businesses adopting a market segmentation approach can enhance their organisational performance (Kotler, 1997). Market segmentation is grounded in economic pricing theory, which suggests that profits can be maximised when pricing levels discriminate between segments (Frank et al., 1972). One reason for the widespread acceptance of the approach is the belief that organizations cannot normally serve all of the customers in a market. The leading textbook by Kotler (1997) states that, ``Customers are too numerous, and diverse in their buying requirements''. The implication is that segmentation helps to homogenize market heterogeneity and coincidentally allow for improved organisational performance by targeting specific segments of the market. Thus customers who have been aggregated according to similar buying needs and behaviour will tend to demonstrate a more homogeneous response to marketing programmes (Choffray and Lilien, 1978; Wind, 1978). The marketing literature identifies a range of benefits for...

Words: 4286 - Pages: 18

Premium Essay

Business

...Figure 1.1 Performance Management Overview » Planning and setting objectives » Monitoring performance » Developing the capacity to perform » Rating performance » Rewarding high performance http://www.asiorg.com/solutions/performance_management.htm Table 9.1 Performance appraisal elements Elements | Traditional Approaches | Newer Approaches | Purpose | Organisational, legal, fragmented | Developmental, integrative | Appraiser | Supervisor, managers | Appraised, co-workers and others | Role of appraised | Passive recipients | Active participants | Measurement | Subjective, Concerned with validity | Objective and subjective | Timing | Periodic, fixed and administratively driven | Dynamic, timely and employee or work-driven | Table 9.1 Performance appraisal elements Elements | Traditional Approaches | Newer Approaches | Purpose | * | * More tailored to balance the multiple organisational and employee needs. * Actively involving the appraised, their co-workers and their managers in assessing the purposes of the appraisal at the time it takes place, and adjusting the process to fit that purpose. | Appraiser | * | * Beyond managers to include multiple raters, such as the appraised, co-workers and others having direct exposure to the employee’s performance * It is used more for member development than for compensation purposes * Provides a number of different views of the appraisee’s performance and can increase the likelihood that...

Words: 430 - Pages: 2

Premium Essay

Leadership in an Organisation

...improving themselves in terms of operations and performance. This is not only vital for meeting their organisational objectives, but also for sustenance (Zheir et al, 2012). Previous researches and studies claim that leadership is the key factor for an organisation or business to survive, operate and perform in today’s competitive market (Ximane,2015);(Bass,1990);( Jung, 2002). Furthermore proper leadership is the strategic element in increasing and achieving organisational goals (Bass &Avolio, 1995) ;( Yousef, 1998). On the other hand, some researches and studies contend that organisational leadership is an embellished concept in that it is not necessary in attaining organisational performance since there are other internal and external factors that come into play ( Ismail et al,1998; (Bass& Avolio,2002;(Munjis,2011). A number of researches and studies have been carried out to demonstrate that leadership and organisational performance, commitment and innovation go hand in hand (Judge, Bono, Ilies and Gerhardt, 2002; Judge and Piccolo, 2004; Keller, 2006; McGrath and MacMillan, 2000; Meyer and Hepard, 2000; Purcell, Kinnie, Hutchinson and Dickson, 2004; Yukl, 2002). Conversely, some studies for instance, House and Aditya (1997) suggest that is not a key factor in achieving organisational performance, commitment and innovation. Due to the conflicting findings concerning the role of leadership and organisational performance, commitment and innovation, point out there is a...

Words: 7639 - Pages: 31

Premium Essay

Supply Chain Performance Measurement: a Literature Review

...Journal of Production Research Vol. 48, No. 17, 1 September 2010, 5137–5155 Supply chain performance measurement: a literature review Goknur Arzu Akyuz* and Turan Erman Erkan Department of Industrial Engineering, Atilim University, Kizilcasar Mahallesi, 06836 Incek Go¨lbasi, Ankara, Turkey (Received 19 February 2009; final version received 2 June 2009) This paper is intended to provide a critical literature review on supply chain performance measurement. The study aims at revealing the basic research methodologies/approaches followed, problem areas and requirements for the performance management of the new supply chain era. The review study covers articles coming from major journals related with the topic, including a taxonomy study and detailed investigation as to the methodologies, approaches and findings of these works. The methodology followed during the conduct of this research includes starting with a broad base of articles lying at the intersection of supply chain, information technology (IT), performance measurement and business process management topics and then screening the list to have a focus on supply chain performance measurement. Findings reveal that performance measurement in the new supply era is still an open area of research. Further need of research is identified regarding framework development, empirical cross-industry research and adoption of performance measurement systems for the requirements of the new era, to include the development...

Words: 7390 - Pages: 30

Premium Essay

Impact of Knowledge Management on Organization Performance

...THE IMPACT OF KNOWLEDGE MANAGEMENT ON ORGANISATIONAL PERFORMANCE jeLena RašULa1 vesna BosiLj vUkšić2 Mojca inDiHaR šteMBeRGeR3 a B st R ac t: Knowledge management is a process that transforms individual knowledge into organisational knowledge. The aim of this paper is to show that through creating, accumulating, organising and utilising knowledge, organisations can enhance organisa- tional performance. The impact of knowledge management practices on performance was empirically tested through structural equation modelling. The sample included 329 com- panies both in Slovenia and Croatia with more than 50 employees. The results show that knowledge management practices measured through. information technology, organisa- tion and knowledge positively affect organisational performance. ke ywords: knowledge management maturity, information technology, organisational performance, structural equation modelling, survey research. 1. intRoDUction For many companies, the time of rapid technological change is also the time of incessant struggle for maintaining a competitive advantage. It is obvious that knowledge is slowly becoming the most important factor of production, next to labour, land and capital [39]. Even though some forms of intellectual capital are transferable, internal knowledge is not easily copied. This means that the knowledge anchored in employees’ minds can get lost if they decide to leave the organisation. Therefore, the key objective of management is...

Words: 7916 - Pages: 32

Premium Essay

Marketing

...3. Performance Management System (PMS), its Design and Implementation for Achieving Strategic Advantage Introduction PMS are strategically vital to any given organisation to succeed in their strategic human resource management because they are the key makers that integrate organisational objectives, business plans, people and all other human resource systems in achieving its required goals. HRM is about deployment, engagement, development and training of employees to reach their full potentials. To measure their rate of improvement, we need the performance management systems to measure their performance. Without measuring these we cannot manage their progress. Philbeam and Corbridge (2002) believes that PMS helps organisations to develop performance culture where employers continuously observe different business processes in order to maximise their work superiority and often review their competencies to determine their personal development needs. Therefore any PMS must fully be integrated in the organisation’s objectives, its corporate strategies, culture and structure. On the other hand Bevan & Thompson (1992) defines PMS as a system that provides the departmental/business unit and individual performance targets that are drawn from the wider organisational objectives. PMS evolved from management by objective (MBO) which aims at improving profitability and growth by focusing on improving managerial effectiveness, moral and motivation. PMS is ‘a strategy which...

Words: 1213 - Pages: 5

Premium Essay

Strategic Performance Management

...7002 - Strategic performance management Introduction This unit is about being able to set, agree and monitor performance targets that will contribute to the achievement of organisational objectives. It is also about being able to improve performance, motivate the team and secure their commitment and recognise the impact of organisational politics and personal interests. Scenario Learners may use their own employment context, or that of another organisation with which they are very familiar, to base their assignment. However, in the case that they are not able to do so, please use the below scenario:- You are a senior manager in a business unit of a medium sized enterprise, with functional management and organisational leadership responsibilities. You have responsibility for all aspects of the performance management of your team and its contribution towards the achievement of business goals. Please select and research an organisation of your choice to identify its approach to performance management. Provide brief details of your research in a summary of between 200 and 250 words, this should not be counted in the suggested word count. Use the results of your research to answer the tasks below. Task 1: Describe a performance management process for ensuring that responsibility for delivering strategic objectives is shared throughout the organisation. Use a practical example to illustrate how team performance links to organisational objectives. Identify...

Words: 882 - Pages: 4

Premium Essay

Consumer Topic

...1. Product strategies of private life insurance companies 2. A study on “why companies should go for outsourcing” 3. Effectiveness of advertising on real estate sector 4. Study on consumer expectations and perceptions towards consumer loans 5. Workers attrition rate at hotel industry is increasing. Study regarding this issue 6. Attrition rates at different sectors 7. Effectiveness and scope of employee referrals in the process of talent sourcing 8. Study of training needs across different industries 9. Study on creation of luxury brand 10. Strategies used to build successful Internet based customer services 11. Measuring the effectiveness of retail banking of a nationalised bank compared to a MNC 12. Conspicuous consumption 13. Study of awareness and acceptibility of UPVC windows and door systems 14. Opportunities of Financing the NANO’s in Bangalore 15. Changing trends in FMCG industry in India 16. A study of best HR practices in service industry 17. Fundamental analysis of Indian telecom companies 18. Study of consumer behaviour in automobile industry 19. customer buying behaviour towards insurance products 20. Promotion strategies followed in Insurance sector 21. Study on changing consumer preference towards organised retailing from un-organised retailing 22. study on “impact of advertising in B2B marketing” 23. Distribution network & general insurance industry 24. A study on distribution channels in aluminium industry 25. Study on strategies for...

Words: 3792 - Pages: 16

Premium Essay

My Book

...|Assignment brief – QCF BTEC | |Assignment front sheet | |Qualification |Unit number and title | |BTEC Level 3 Extended Diploma In Business |Unit 16: Human Resource Management in Business | |Learner name | Assessor name | | | C Graham, F Mooney, J Robinson, E Smith | |Date issued | Hand in deadline |Submitted on | |1 W/E 26/01/2015 |W/E 27/02/15 | | |2 W/E 26/01/2015 |W/E 27/03/15 | | |3 W/E 26/01/2015 |W/E 17/04/15 | | |4 W/E 26/01/2015 |W/E 15/05/15...

Words: 954 - Pages: 4