Browsing by Author "Nzume, Mpotsng Lillian"
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- ItemAn assessment of the performance appraisal process in Pelonomi Tertiary Hospital(Stellenbosch : Stellenbosch University, 2016-03) Nzume, Mpotsng Lillian; De Coning, Christo; Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership.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.