An assessment of the performance appraisal process in Pelonomi Tertiary Hospital

Nzume, Mpotsng Lillian (2016-03)

Thesis (MPA)--Stellenbosch University, 2016.

Thesis

ENGLISH SUMMARY: Employees’ performance appraisal is one of the most commonly used management tools in South Africa. It is also one of the most researched topics. However, few studies have been completed on how the process and the application of the performance appraisal can be improved. The study undertaken was to assess the application of performance appraisal in the Pelonomi Tertiary Hospital. The key areas investigated included employee participation, performance appraisal process implementation, and feedback and review sessions, linking of performance appraisal to strategic objectives and fairness and rewards. Purposive sampling, as well as random selection of participants was used to select participants. Data was collected through the use of semi-structured questionnaires. Interviews were held with, Line Managers, Human Resource Managers and Employees in general. A group discussion was conducted with the Assistant Nursing Managers. In total, the sample consisted of twenty three (23) participants. Completed questionnaires were processed and analysed using MoonStats and Microsoft Office Excel. The respondents’ opinions, experiences, knowledge and understanding were compared with the information discussed in the literature review to identify gaps and shortcomings. The Research Findings revealed that the application of the performance appraisal process in Pelonomi Hospital can be improved. The majority of respondents indicated various areas for improvement. Areas to be improved included, the methods used, participation of employees, failure to monitor performance and give feedback of progress towards achievement of goals and unfairness with awarding of rewards. The overall majority of participants are satisfied with the steps of the process as they reflect in the Performance Management Development Policy of the Free State Department of Health. Participants were asked to make inputs to improve the application of the process. The major inputs that were made were the removal of the monetary reward from the policy. An urgent need that was identified to improve the application of performance appraisal was the training of managers and employees across occupational classes. In general, training, improvement of the application of the PMDS and the removal of monetary reward, may increase the effectiveness of the system to improve service delivery.

AFRIKAANS OPSOMMING: Die werknemers prestasie-evaluasie stelsel is een van die mees gebruikte bestuurs-instrumente in Suid-Afrika. Dit is ook een van die mees nagevorsde onderwerpe. Min studies is egter voltooi oor hoe die prosessering en toepasing van die prestasie-evalueringsstelsel verbeter kan word. Die studie is onderneem om die toepassing van prestasie-evaluasie in die Pelonomi Tersiêre Hospitaal te evalueer. Werknemers-deelname, die proses van prestasie-evaluasie implementasie, en terugvoering en hersienings sessies, die koppeling van prestasie-evaluering aan strategiese doelwitte en regverdigheid en belonings, is die sleutel areas wat ondersoek is. Doelgerigte monsters, en onbeplande seleksie van applikante was gebruik in die seleksie van deelnemers aan die ondersoek. Semi-struktureerde vraelyste is gebruik in die insameling van data. Onderhoude is gevoer met Lynbestuurders, Menslike hulpbronne-bestuurders en met werknemers in die algemeen. Groepbesprekings is gevoer met Assistent verpleeg-bestuurders. Drie en twintig (23) mense het in total aan die monster of opname deelgeneem. MoonStats en Microsoft Office sagteware programme is gebruik vir die prosessering en analisering van voltooide vraelyste. Die opinies, ondervindinge, kennis en begrip van die respondente of opname-deelnemers is vergelyk met inligting in die teks hersiening om gapings en tekortkominge te identifiseer. Die Opname Bevindings wys daarop dat die toepassing van die prestasie-evaluasie proses in die Pelonomi Hospitaal verbeter kan word. Die oorgrote meerderheid respondente het aangewys dat daar verskeie areas vir verbetering is. Hierdie areas wat vebeter kan word sluit in die metodes wat gebruik is, deelname van werknemers, die mislukking in die monitering van prestasie en die mislukking in die gee van terugvoering van vordering in so ver die bereiking van doele betref en die onregverdigheid met die toekening van belonings. Die oorgrote meerderheid deelnemers was tevrede met die stappe in die proses soos dit reflekteer in die Prestasie-bestuursontwikkelingsbeleid van die Departement van Gesondheid in die Vrystaat. Respondente is gevra om insette te lewer ten einde die toepassing van die proses te verbeter. Die grootste inset wat gemaak is, was die verwydering van monetêre beloning vanaf die beleid. ‘n Dringende behoefte wat geidentifiseer is ten einde die toepassing van die prestasie-evalueringstelsel te verbeter was die opleiding van bestuurders en werknemers oor alle beroepsklasse. In die algemeen is opleiding, die verbetering in die toepassing van die Prestasie-evalueringsstelsel en die wegneem van monetêre beloning kan die effektiwiteit van die stelsel verbeter ten einde dienslewering te verbeter.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/98688
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