A normative framework for analysing the training needs of local government managers in implementing performance management systems

Smit, Babette (2003-12)

Thesis (MA)--Stellenbosch University, 2003

Thesis

ENGLISH ABSTRACT: Recent developments in legislation pertaining to local government in South Africa depict performance management as a means to enable local government managers to actively plan, manage and measure the performance of the organisation. In order to ensure the implementation of performance management, local governments are required to develop and adopt an integrated performance managements system, which should consist of seven elements, namely performance planning; a framework for performance management; key performance indicators and targets; shared responsibility for performance; performance monitoring and measurement; performance review and reports; and performance improvement. However, the successful implementation of the performance management system is dependent on the availability of competent managers that possess the necessary knowledge, skills and abilities to implement and manage the performance management system. Performance management training is seen as a fast and effective way to ensure the obtainment of competent managers to implement the performance management. However, to ensure that training programmes address the most critical needs in a cost-effective manner, training should be preceded by a comprehensive training needs assessment. This research aims to development a normative framework developed in this research, describing several knowledge elements, skills and abilities necessary for effective performance management, upon which a formal training needs assessment for local government managers may be based. Recommendations are also made pertaining to the development of performance management training activities to ensure the development of performance management capacity under local government managers.

AFRIKAANSE OPSOMMING: Onlangse beleidsontwikkelinge rondom die bestuur van plaaslike owerhede in Suid-Afrika beskryf prestasiebestuur as 'n wyse waardeur plaaslike owerheid bestuurders die prestasie van die organisasie aktief kan beplan, bestuur en meet. Om die implementering van prestasiebestuur te verseker word plaaslike owerhede deur die wet verplig om 'n geïntegreerde prestasiebestuurstelsel te ontwikkel en formeel aan te neem. So 'n stelsel sal uit sewe elemente bestaan, naamlik prestasie beplanning; 'n raamwerk vir prestasiebestuur; kern prestasie indikatore en mikpunte; gedeelde verantwoordelikheid vir prestasie; prestasie monitering en meting; prestasie hersiening en rapportering; en prestasie verbetering. Die suksesvolle implementering van 'n munisipale prestasiebestuurstelsel is egter onderhewig aan die beskikbaarheid van kundige personeel wat oor die nodige kennis, vaardighede en vermoëns beskik om die stelsel te implementeer en bestuur. Prestasiebestuur opleiding word beskou as 'n vinnige en effektiewe manier om bevoegde personeel te bekom waardeur die implementering van prestasiebestuur verseker kan word. Gegee die hoë koste verbonde aan opleiding programme, is dit wenslik dat sulke intervensies vooraf gegaan word deur 'n omvattende opleiding behoefte bepaling. Hierdie navorsing mik op die ontwikkeling van 'n normatiewe raamwerk, saamgestel uit verskeie kennis elemente, vaardighede en vermoëns noodsaaklik vir die implementering van 'n prestasiebestuurstelsel, waarop 'n formele opleiding behoefte bepaling vir plaaslike owerhede gebaseer kan word. Aanbevelings word ook gemaak vir die ontwikkeling van prestasiebestuur opleiding intervensies waardeur prestasiebestuur kapasiteit onder plaaslike owerheidsbestuurders bevorder kan word.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/53282
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