Evaluation of the effectiveness of the implementation of the staff performance management ystem in the Department of Social Development : a case study of Eerste River Office

Tukwayo, Pamela Charmaine (2018-12)

Thesis (MPA)--Stellenbosch University, 2018.

Thesis

ENGLISH SUMMARY : The performance management system presents one of the major issues concerning management of staff performance within government departments in South Africa. The purpose of this study was to evaluate the implementation and effectiveness of the staff performance management system at the Department of Social Development in the Eerste River office. It also aimed to identify challenges experienced during the implementation process of performance evaluation systems. Primary literature from different theorists was used as a point of departure for the research study. The literature comprised theoretical books, government legislative documents, journals, articles, policies and legislation pertaining to dealing with challenges of performance management implementation. The research study made use of qualitative and quantitative research methodology. The objective of achieving performance evaluation was pursued through an evaluation of existing literature and concepts of performance management systems and linking this with regulations guiding the process of performance management within the organisation. The data were collected through the use of a questionnaire as an instrument tool, which collected data from respondents in the organisation. Recommendations were made to formulate a performance evaluation checklist, a year planner with attached timeframes, and to allocate responsible employees at Eerste River to facilitate the process of performance evaluation in alignment with the schedule of the head office of the Department of Social Development. The managers and supervisors were found to be implementing the systems effectively and efficiently. The managers and staff performed in compliance with the norms and standards stipulated in the organisational policies. One concern uncovered by the researcher was that managers and supervisors were confronted with limited time when implementing the systems. Staff members found to be underperforming via their performance evaluation should be involved in a staff development plan, and supervisors should ensure that the plan is implemented. Further research studies could focus on evaluating the outcomes of performance evaluations.

AFRIKAANSE OPSOMMING : Die prestasiebestuurstelsel behels een van die belangrikste kwessies rakende die bestuur van personeelverrigting binne regeringsdepartemente in Suid-Afrika. Die doel van hierdie studie was om die implementering en doeltreffendheid van die personeel se prestasiebestuurstelsel by die Departement Maatskaplike Ontwikkeling in die Eersterivier-kantoor te evalueer. Dit was ook daarop gemik om uitdagings wat tydens die implementering van prestasie-evalueringstelsels ervaar is, te identifiseer. Primêre literatuur afkomstig vanaf verskillende teoretici is as uitgangspunt vir die navorsingstudie gebruik. Die literatuur het bestaan uit publikasies betreffende teorie, regeringsdokumente, vaktydskrifte, artikels, beleide en wetgewing met betrekking tot die hantering van die uitdagings van die implementering van prestasiebestuur. Die navorsingstudie is met gebruik van kwalitatiewe en kwantitatiewe navorsingsmetodologie onderneem. Die doelwit vir prestasie-evaluering is deur die evaluering van bestaande literatuur en konsepte van prestasiebestuurstelsels nagestreef en deur dit aan regulasies wat die prestasiebestuurproses binne die organisasie bestuur, te koppel. Die data-insameling is met gebruik van 'n vraelys as instrument wat data van respondente in die organisasie versamel het, uitgevoer. Aanbevelings is aan die hand gedoen i.v.m die formulering van 'n prestasie-evalueringskontrolelys en 'n jaarbeplanner met bygaande tydraamwerke en die aanwys van verantwoordelike werknemers om die proses van prestasie-evaluering te Eersterivier in ooreenstemming met die skedule van die hoofkantoor van die Departement van Maatskaplike Ontwikkeling te fasiliteer. Die bevinding was dat die bestuurders en toesighouers die stelsels effektief en doeltreffend implementeer. Die optrede van die bestuurders en personeel is in ooreenstemming met norme en standaarde soos in die organisatoriese beleid uiteengesit. Een bron van kommer wat deur die navorser geïdentifiseer is, was dat bestuurders en toesighouers gedurende die implementering van die stelsels met beperkte tyd gekonfronteer word. Personeellede wat gedurende hul prestasie-evaluering onderpresteer, moet by 'n personeelontwikkelingsplan betrek word en toesighouers moet toesien dat die plan geïmplementeer word. Verdere navorsingstudies kan die klem op die evaluering van die uitkomste van prestasie-evaluering laat val.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/104951
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