PDF工具箱
我的所有作品都重点关注项目的实施环节，本书可以为关键绩效指标项目团队指明前进的方向，帮助企业预测财务团队需解决的问题，并列出他们应承担的主要职责。当然，每项工作的实施都会反映出企业的文化、企业为未来发展所做的准备，以及首席执行官、内部关键绩效指标项目团队和员工对此项工作的投入。
读者可以结合本书使用PDF工具箱。PDF模板在相关章节中将用以下图标表示：
为了更好地运用书中介绍的方法实施企业战略，读者可参阅下列电子资源：
▪ 网络广播和录制的展示报告（请登录www.davidparmenter.com/webcasts查阅）。一些资源可免费下载，另一些则需向第三方支付费用。
▪ 书中提到的清单、议程草案、调查问卷和工作表的电子版可从网站kpi.davidparmenter.com/fourthedition下载。登录网站时，需根据提示输入本书指定页面的单词作为密码，随后即可免费下载。
▪ 本书中介绍的所有表格、说明、模板，以及大多数报告的电子版，读者可登录网站www.davidparmenter.com购买。
▪ 我为中小型企业开发了两个特殊的工具箱，其中包括所有表格、说明、模板，以及大多数报告的电子版。一个适用于拥有100～200名全职员工的中小型企业，另一个专门为全职员工人数少于100人的企业而设。这两个工具箱可登录网站kpi.davidparmenter.com/fourthedition获取。
为了更好地帮助读者理解引言的内容，本书提供了下列PDF格式的文件：
▪ 丰田公司的14条管理原则概述（Overview of Toyota's 14 management principles）。
▪ 管理学大师彼得·德鲁克、吉姆·柯林斯、杰克·韦尔奇、汤姆·彼得斯、加里·哈默尔、杰里米·霍普等关于关键绩效指标项目的理论概述（Overview of the advice from paradigm shifters such as Peter Drucker，Jim Collins，Jack Welch，Tom Peters，Gary Hamel，Jeremy Hope relevant to a KPI project）。
▪ 英格兰及威尔士特许会计师协会金融管理部戴维·帕门特发表于2013年12月的《如何找到合适的顾问》（“Getting the Right Consultants on the Bus”by David Parmenter，Finance Management Faculty，ICAEW，December 2013）。
[1] Steve Jobs's 2005 Stanford Commencement Address, “Your Time Is Limited, So Don't Waste It Living Someone Else's Life,” (www.huffingtonpost.com).
[2] Dean R. Spitzer, Transforming Performance Measurement: Rethinking the Way We Measure and Drive Organizational Success (NewYork: AMACOM, 2007).
[3] 同2。
[4] Jeremy Hope, The Leader's Dilemma: How to Build an Empowered and Adaptive Organization without Losing Control (San Francisco: Jossey-Bass, 2011).
[5] 同4。
[6] Tom Peters, Thriving on Chaos: Handbook for a Management Revolution (New York: Harper Perennial, 1988).
[7] Jack Welch and Suzy Welch, Winning (New York: Harper Business, 2005).
[8] Chan Kim and Renée Mauborgne, Blue Ocean Shift: Beyond Competing—Proven Steps to Inspire Confidence and Seize New Growth (NewYork: Hachette Books, 2017).
[9] Jeffrey K. Liker, The Toyota Way (New York: McGraw-Hill, 2003).
[10] Elizabeth Haas Edersheim, The Definitive Drucker: Challenger for Tomorrow's Executives—Final Advice from the Father of Modern Management (NewYork: McGraw-Hill, 2006).
[11] Michael Schrage and David Kiron, “Leading with Next-Generation Key Performance Indicators.”The 2018 MIT Sloan Management Review and Google's cross-industry survey, Research Report.
[12] Jeremy Hope and Robin Fraser, Beyond Budgeting: How Managers Can Break Free from the Annual Performance Trap (Boston: Harvard Business Review Press, 2003).
[13] Jeffrey Pfeffer, “Six Dangerous Myths About Pay,” Harvard Business Review (May-June 1998): 109-119.
[14] Chidiebere Ogbonnaya, Kevin Daniels, and Karina Nielsen, “How Incentive Pay Affects Employee Engagement, Satisfaction, and Trust,” Harvard Business Review, Digital Article (March 2017).
[15] Fast Company Staff, “I No Longer Want to Work for Money” (www.fastcompany.com, February 2007).
[16] J. C. De Swann and Neil W. C. Harper, “Getting What You Pay for with Stock Options,” McKinsey Quarterly, no. 1 (2003).
[17] Henry Mintzberg, “No More Executive Bonuses,” Sloan Management Review (November 2009).
[18] Michael C. Jensen and Kevin J. Murphy, “CEO Incentives—It's Not How Much You Pay, But How,” Harvard Business Review, no. 3 (May-June 1990): 138-153.
[19] 同2。
[20] AusIndustries, Key Performance Indicators Manual: A Practical Guide for the Best Practice Development, Implementation and Use of KPIs (Business & Professional Publishing, 1999). Now out of print.
[21] H. Thomas Johnson, “Financial Results Are a By-Product of Well-Run Human-Faced Organizations,” The Leading Edge, February18, 2010, p.462.
[22] Randall Rothenberg, “Arie de Gerus: The Thought Leader Interview,” Strategy and Business, Issue 23 (2001).
[23] 同4。
[24] 同7。
[25] AusIndustries, Key Performance Indicators Manual: A Practical Guide for the Best Practice Development, Implementation and Use of KPIs (Aus-Industries, 1996). Now out of print.