Employee performance management and development system at the Kwa-Zulu Natal Provincial Department of Public Works

Hadebe, Thokozani Philani Siyabulela (2021-03)

Thesis (MPA)--Stellenbosch University, 2021.

Thesis

ENGLISH SUMMARY : The argument presented in this study is that the tough economic climate has made it more critical for the South African government to improve the performance of the departments and the quality of services it delivers with limited resources. The introduction of employee performance management and development system (EPMDS) was aimed at utilising the human resources to enhance the quality of services delivered to the public. The challenge was described by DPSA in its assessment report that departments are failing to effectively implement the EPMDS. Similar to other departments, this has also been the case with the KZN Department of Public Works. Therefore, the purpose of this study at the Department of Public Works in KwaZulu-Natal was to evaluate the employee performance management and development system with the aim of identifying the challenges that affect the implementation of the EPMDS. A qualitative research design was used to investigate the EPMDS currently implemented in the KZN DPW. The study found that there is a performance management policy in the department developed to manage the performance of employees. The implementation of the EPMDS in the department is a challenge because supervisors in the department view performance management as the responsibility of human resources management section and do not take ownership of the EPMDS. This in turn leads to communication and commitment challenges between the supervisor and employees. The study also revealed that there are no consequences for supervisor who abdicate their performance management responsibilities to HR units; this must be resolved through an amendment of the performance management policy. This study recommended normative approaches to an effective EPMDS for the KZN DPW. The objective of this study was to suggest solutions in which the EPMDS can be improved based on the challenges identified by the study. The study further proposed the development of an electronic automated system to be linked with all other existing ICT systems in the department, more specifically to the PERSAL system. Compulsory EPMDS training was recommended to equip supervisors and employees with the necessary skills to communicate and discuss performance management issues, especially on how to improve the performance of employees.

AFRIKAANSE OPSOMMING : Die argument wat in hierdie studie aangevoer word, is dat die moeilike ekonomiese klimaat dit nog belangriker vir die Suid-Afrikaanse regering maak om die prestasie van departemente en die gehalte van dienste wat met die beperkte hulpbronne gelewer word, te verbeter. Die bekendstelling van die werknemerprestasiebestuur- en ontwikkelingstelsel (WPBOS) is gemik op benutting van menslike hulpbronne om die gehalte van dienste wat aan die publiek verskaf word, te verbeter. Die uitdaging wat deur die Departement van Openbare Dienste en Administrasie in hul assesseringsverslag beskryf word, is dat departemente versuim om die WPBOS doeltreffend te implementeer. Soos met ander departemente was dit ook die geval met die KwaZulu-Natalse Departement van Openbare Werke. Die doel van hierdie navorsing by die Departement van Openbare Werke in KwaZulu-Natal was om ʼn kritiese ontleding te doen van die WPBOS met die doel om die uitdagings te identifiseer wat die implementering daarvan belemmer. ʼn Kwalitatiewe navorsingsontwerp is gebruik om die WPBOS te beskryf wat tans by die Departement van Openbare Werke in KwaZulu-Natal geïmplementeer is. Daar is bevind dat daar ʼn prestasiebestuursbeleid in die Departement is wat ontwikkel is om die prestasie van werknemers te bestuur. Die implementering van die WPBOS in die Departement is egter ʼn uitdaging omdat die lynbestuurders in die Departement prestasiebestuur as die verantwoordelikheid van die Menslike Hulpbronne-eenhede beskou, en dus nie eienaarskap van die WPBOS aanvaar nie. Dit lei tot probleme met betrekking tot kommunikasie en verbintenis tussen die lynbestuurders en werknemers. Die studie toon ook dat daar geen gevolge is vir lynbestuurders wat hul prestasiebestuursverantwoordelikhede na Menslike Hulpbronne-eenhede afskuif nie, en dit moet deur ʼn wysiging van die prestasiebestuursbeleid hanteer word. Normatiewe benaderings tot ʼn doeltreffende prestasiebestuurstelsel vir die KwaZulu-Natalse Departement van Openbare Werke word aanbeveel. Een van die doelstellings van hierdie studie was om oplossings voor te stel vir die verbetering van die prestasiebestuurstelsel op grond van die uitdagings wat deur die navorsing geïdentifiseer is. Een van die voorstelle wat in die studie gemaak word, is die ontwikkeling van ʼn elektroniese geoutomatiseerde stelsel wat aan ander bestaande elektroniese stelsels in die Departement gekoppel word, en meer spesifiek met die PERSAL-stelsel. Verpligte WPBOS-opleiding word aanbeveel om bestuurders en werknemers met die nodige vaardighede toe te rus om prestasiekwessies te kommunikeer en te bespreek, vernaamlik hoe die prestasie van werknemers verbeter kan word.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/110139
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