Download or read book The Effective Implementation of Employee Performance Management and Development Systems and Its Impact on Employee Success at a Selected Public Health Institutions Within the EThekwini District of Kwazulu Natal written by Jerome Sibusiso Bonginkosi Thusi and published by . This book was released on 2022 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book An Evaluation of the Implementation of the Performance Management and Development System written by Lindiwe Sheron Ngobeni and published by . This book was released on 2018 with total page 174 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Evaluating Employee Perceptions on the Effectiveness of Performance Management System at Department of Health KZN Head Office Finance Unit written by Lungile Khuzwayo and published by . This book was released on 2017 with total page 202 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Analysing Performance Management Training Interventions in the Public Service written by Fezekile Iminqweno Dastile and published by . This book was released on 2018 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: This study was undertaken as an attempt to analyse the efficacy of performance management training interventions in the public service. The National School of Government was used as a case study for its Managing Performance Course which was established in response to challenges related to the implementation of the Performance Management and Development System in the public service. The study comprises six chapters. In attaining the objectives of the study, the mixed methods research approach was deemed the most suitable. This design was motivated by the fact that the mixed-methodological design is not only the most suitable for this study, but it has also been able to strengthen the findings of the study and to provides adequate validation by means of both deductive and inductive research methods. An online survey questionnaire was used as a primary data collection tool to obtain responses from participants. Secondary data such as (but not limited to) Annual Reports, Annual Performance Plans, Strategic Plans and various reports on performance management were also reviewed. Purposive sampling was used to select employees between salary levels 5©Ø2́Ơ0́−12 who participated in the Managing Performance Course. Quantitative data was analysed using pivot tables to extract graphs and statistics and thus establish meaningful analysis from the data. For qualitative data, a thematic content analysis was applied to establish the patterns and themes emanating from the data. The discovered patterns and themes were therefore analysed in order to establish meaningful findings. The analysis of the responses indicated that the completion rate for Managing Performance Course should be monitored frequently as not all employees who registered completed the course. Although the implementation of the Performance Management and Development System still remains a challenge due to a number of factors, participants maintained that they gained a richer understanding of the system after the completion of the course. Continuous engagements and increased awareness on Performance Management and Development System policy were deemed significant in order to address challenges related to its implementation thereof. The responses further indicated a great dissatisfaction with the current system. Supervisors do not actively engage with the system, while others are fully committed to ensuring that the system is effectively implemented within the department. The study further demonstrated that supervisors use performance management to punish subordinates whom they perceive as troublesome. As a result, employees are no longer motivated to perform and suggested adjustments or changes in the current system by adopting a 360-degree assessment approach in order to close the current gaps and challenges resulting from the bias and a lack of commitment from supervisors. The study concludes and recommends that there should be an increased awareness on performance management training at the National School of Government. The maintenance of professional ethics should be strictly adhered to in the governance and management of Performance Management and Development System in the department. The management should also ensure that MPC programme is aligned with prescripts related to performance management in the public service. Transfer of learning into the workplace should be encouraged. A feedback mechanism should be established in order to share what scores and activities are required for subordinates to be deemed high performers.

Download or read book Evaluation of Employee Performance Management Development Systems Policy as Implemented Amongst Social Service Professionals Within Department of Social Development written by Rosemary Makhosazane Mtshali and published by . This book was released on 2013 with total page 202 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book An Evaluation of the Retention and Career Management Policy for Senior Management in the South African Public Service with Specific Reference to the Limpopo Province written by Abiodun Marumo Tito Omotoye and published by . This book was released on 2013 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: The discipline of Human Resource Management is regarded as one of the fundamental pillars of organisational theory. The employees of an institution are considered to be the most important assets that an institution possesses, primarily because they determine the success or failure of the institution in question. Employee attraction and retention is known to scholars of the discipline as one of the prominent challenges that constantly confront institutions, both public and private. As labour markets become more globalised, the phenomenon of employee mobility surges, which results in these public and private institutions needing to develop and implement measures that would assist them in attracting skilled personnel, whilst also ensuring that they have the ability to retain such personnel. The war for talent continues to grow in the contemporary world as institutions strive to adapt the ever-changing milieu in which they operate. This study examines the underlying factors of career and retention management practices in the Department of Local Government and Housing by virtue of evaluating the Career and Retention Management Policy that the Department has in place as a means of addressing its turnover and retention challenges. Furthermore, the study recommends possible solutions and strategies for improving the current interventionist policy of the Department. The literature study indicated that employee turnover is detrimental to the ability of an institution to deliver goods and services, particularly if dysfunctional turnover occurs. Some of the causes, costs and types of turnover were conceptualised, in addition to the discussions on career and retention management. The study highlighted that the establishment of effective career development and management systems in the workplace is imperative, particularly as employees continuously seek personal and career growth opportunities. The failure to develop such systems may result in employees seeking these opportunities elsewhere, which would consequently deter the Department or any other institution from attaining its goals and objectives. The empirical study of this dissertation investigated possible reasons or factors why senior managers of the Department of Local Government and Housing may want to leave the Department and seek employment elsewhere. In addition to this, an evaluation of the Career and Retention Management Policy would provide a perceptive for assessing the effectiveness of the Policy in terms of its capacity to reduce employee turnover, at the same time ensuring that the Department remains an attractive employer of choice. Self-administered questionnaires were distributed to forty senior managers: however twenty-one were completed and returned by the participants. The analysis of the data revealed that the public service has the capability to retain critically skilled employees and that this is not necessarily brought about by the introduction of improved remuneration packages, but rather by placing an emphasis on career development because very often employees in the Department of Local Government and Housing are denied opportunities to climb the career ladder and this results in the Department's retention ability being challenged. Various gaps within the Policy were identified, predominantly its content, which was described by participants as ambiguous. The study recommends possible solutions and strategies for addressing the challenges that were identified in the analysis. International best practices are utilised as a benchmark for establishing how other institutions have successfully formulated and implemented effective career development and management systems.

Download or read book An Investigation Into the Implementation of Performance Management Systems at the Institutions of Higher Learning in KwaZulu Natal written by V. Mntambo and published by . This book was released on 2011 with total page 296 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book A Guide to Project Monitoring Evaluation written by Gudda and published by AuthorHouse. This book was released on 2011-11-02 with total page 305 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book is written for students taking courses in monitoring and evaluation both in college and at the university .The outstanding feature of the book lies in its organization. The chapters are arranged in chronological sequence to correspond to the classic steps in monitoring and evaluation systems. By looking at the monitoring and evaluation steps, the reader is presented with a logical & integrated framework. The principles and ideas expressed herein are relevant to any monitoring and evaluation programme.

Download or read book The Effects of Training and Development on Employee Performance in the Public Sector of Ghana written by Dr. David Ackah and published by . This book was released on 2016-02-12 with total page 58 pages. Available in PDF, EPUB and Kindle. Book excerpt: Research Paper from the year 2014 in the subject Business economics - Personnel and Organisation, grade: B, Atlantic International University (School of Business and Economics), course: Ph.D. Economics, language: English, abstract: The quality of Human Resource is an asset to any organization and as a result Training has become an issue that has to be faced by every organization. The amount, and quality of training carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes, the adaptability of existing workforce and importantly the extent to which the organization supports the idea of internal career development. Most organizations meet their needs for training in an ad hoc and haphazard way whiles others set about identifying their training needs, then design training activities in a rational manner and finally assess the results of training. This study, therefore, sought to determine the impact of Training and Development on public sector organizations using Ghana Ports and Harbors Authority (GPHA) as a case study. The research was intended to determine the role and impact of training on employees with emphasis on the lower, middle level staff and the administrators of GPHA, who were randomly selected. The study assessed the training and development process of GPHA and whether training has improved employee performance. A questionnaire was designed using structured questions to collect primary data from employees of GPHA. Personal interviews were held with some management staff of the organization. The results indicated that GPHA's employees were not well informed about training and development programmes in the organization. Most of the employees were of the view that training and development were effective tools for both personal and organizational success. The findings revealed that training practices, methods and activities at GPHA are not in line with the bes

Download or read book The Impact of Training and Development on Employees Performance written by Getahun Gebrekidan and published by LAP Lambert Academic Publishing. This book was released on 2014-07-23 with total page 108 pages. Available in PDF, EPUB and Kindle. Book excerpt: The quality of human resource is considered by many to be the key and most important resources of an organization especially in education sector. The effectiveness and success of an education sector therefore lies on the people who form and work within the sector and as a result training and development has become an issue that has to be faced by every sector organization. The education sector of Ethiopia as well as Arsi Negele education sector office is still confronted with challenges in the area of effective performance of teachers and Educators in the provision of quality education services and overall designing, implementing and evaluation training and development program.

Download or read book The Relationship Between the Performance Management System and Employee Relations at the Department of Rural Development and Land Reform written by Tendani Veronica Ramulumisi and published by . This book was released on 2013 with total page 364 pages. Available in PDF, EPUB and Kindle. Book excerpt: Many studies have been done in relation to the performance management system in the public service. The Department of Rural Development and Land Reform has, in accordance with the Public Service Regulation of 2001, developed its own performance management policy, which was updated and approved in 2009. In terms of the Public Service Regulations and Department of Rural Development and Land Reform performance management policy, employees must be assessed quarterly within each financial year. The financial year of the public service dates from 1 April to 31 March each year. The lack of feedback given to the employees in relation to the results of their performance appraisal, leave lots of unhappiness among the employees. This is a clear indication that the performance management system is not implemented properly and as a result employees are demoralised and do not trust their supervisors. Most employees perceived the system implementation to be biased. The main aim of the research reported here was to find out if there is a significant relationship between performance management and employee relations at the Department of Rural Development and Land Reform. The results of the study showed that there is a positive perceived effectiveness in the performance management system in the Department of Rural Development and Land Reform. The results also revealed that there is a significant relationship between the performance management system and employee relations at the Department of Rural Development and Land Reform.

Download or read book Employees Perceptions on the Implementation of the Performance Management Systems in the Department of Home Affairs written by and published by . This book was released on 2021 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The purpose of the research study is to investigate employees’ perceptions on the implementation of the Performance Management and Development System in the Department of Home Affairs in Civic Services, Pretoria. In addition, the study attempt to explore the nature and extent of the different perceptions that employees experienced since their attitudes may have a positive or a negative influence towards obtaining the goals of the organisation.

Download or read book South African Human Resource Management written by Ben Swanepoel and published by Juta and Company Ltd. This book was released on 2008 with total page 876 pages. Available in PDF, EPUB and Kindle. Book excerpt: Book & CD. This fourth edition makes it clear that all who are interested in the sustainability of South Africa -- and Africa -- must put human resource management (HRM) at the very core of the management of organisations generally. The content is aligned to outcomes that are geared towards analytical and critical thinking about the theory and practice of HRM in South Africa. The African context is addressed, and ample information about HRM aspects 'elsewhere in Africa' is provided. This edition breaks away even further from the traditional structure of so many standard HRM textbooks. It challenges a broadening of the 'agenda' and scope of HRM work: HRM is not only about managing employees, but also about managing the work and the people who do the work of and in organisations. This may involve alternative ways of getting the work of organisations done superiorly. This book will help you to apply HRM effectively to achieve its ultimate aim, namely to add value to people, to organisations and to society. This comprehensive book is organised around themes such as: Developing an appreciation for the context of HRM in South Africa; Strategising, designing and planning as preparatory HRM work; Sourcing work talent; Facing the countrys people empowerment challenge; Meeting the reward and care challenge; Handling labour and employee relations challenges; Championing change and transformation; Managing HRM-related information, including HRM and sustainability reporting. Based on most recent theoretical developments, the emphasis is on the practical applications. Samples of relevant documents are included, and an accompanying CD contains a wealth of relevant resources as well as a continuing, integrating case study that serves as a basis for these applications, and individual and group activities. As a package, South African Human Resource Management will be extremely valuable to both current and aspirant managers, and human resource practitioners.

Download or read book Human Resource Management in South Africa written by P. A. Grobler and published by Cengage Learning. This book was released on 2005-11 with total page 564 pages. Available in PDF, EPUB and Kindle. Book excerpt: Grobler and Wärnich’s market-leading text has long been regarded as the most comprehensive and user-friendly book available for those studying Human Resource Management in South Africa. Written from a business management perspective, it not only addresses the traditional core Human Resource activities but also provides the reader with insight into future Human Resource challenges.

Download or read book Implementation of Training Programmes and Its Effect on Employee Performance in the Federal Road Safety Corps Anambra State Sector Command Nigeria written by Kenneth Ekene Ugwuanyi and published by . This book was released on 2021 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: That training programmes are supposed to enhance employees' performance is an obvious fact in human resource management literature. Empirical observations however have revealed that the implementation of training programmes, especially within the context of most public sector organizations, often leave much to be desired. To this end, this paper focuses on the implementation of training programmes in public sector organizations and how they affect employees' performance. Data for this research paper was obtained through secondary sources based on content analysis. The paper was anchored on Victor Vroom's Expectancy theory as a framework for our discussion. The argument of this paper is that the gap between the ideal situation and what is obtainable in practice, with respect to staff training is created at the stage of implementation. In view of this finding, the paper, therefore, recommends, among others, that training programs in public sector organizations should be implemented in such a way as to achieve SMART objectives in terms of the goals being Specific, Measurable, Achievable, Realistic, and Time-bound.

Download or read book Goodness of Measures of Employee Outcomes Job Satisfaction Commitment Performance An Empirical Study in the State of Rajasthan written by Dhiraj Jain and published by . This book was released on 2015 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Introduction In the growing world of competitiveness organizational effectiveness is increasingly becoming dependent on how well they are utilizing the human resources available to the organizations. Effective utilization of human resource has a positive impact on the employee outcomes which have direct implications on organizational effectiveness. Various researchers over the past many years have examined various employee work related outcomes like organizational commitment, performance, job satisfaction etc. At its most general level of conceptualization, job satisfaction is simply how content an individual is with his or her job. At the more specific levels of conceptualization used by academic researchers and human resources professionals, job satisfaction has varying definitions. Affective job satisfaction is usually defined as a one-dimensional subjective construct representing an overall emotional feeling individuals have about their job as a whole. Hence, affective job satisfaction for individuals reflects the degree of pleasure or happiness their job in general induces. Organizational commitment is a concept used in a number of different ways. In most cases, we use the term to refer to a type of employee, that is, an employee with high organizational commitment. Here, we generally refer to three observable patterns of behavior. When we see an employee exhibiting these patterns of behavior, we attribute these patterns to commitment and can say that the individual is committed. More recently, these behaviors have been termed organizational citizenship behaviors. The three components of commitment are: Identification with the organization's goals and/or mission manifested in pride in and defense of the organization, long-term membership in the organization and intention to remain with the organization, often termed loyalty, & high levels of extra role behavior, that is, behavior beyond required performance- Often referred to as citizenship behavior or pro-social behavior. Job performance also apart of Human Resources Management commonly refers to the performance at the job level. Despite the confusion over how it should be exactly defined, performance is an extremely important criterion that relates to organizational outcomes and success. Among the most commonly accepted theories of job performance comes from the work of John P. Campbell and colleagues. Coming from a psychological perspective, Campbell describes job performance as an individual level variable. That is, performance is something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables. Other than the fact that job performance of employees is assessed by using various scales by researchers, for instance, four items scale of Wright and Bonett, Performance Appraisal Questionnaire (PAQ). While some researchers use supervisors rating for measuring employee performance , still most prefer using combined rating of both the supervisor and employee self rating as performance score. Objective of the Study • To expand the knowledge on contextual validity of the three measure of employee outcomes i.e. job satisfaction, organizational commitment and performance. • To test the goodness of measures of these three employee outcomes. • To suggest how human resources could be utilized effectively to bring out positive employee outcomes which has direct implication on organizational effectiveness Methodology used for the study The sample of the study included 300 employees from the Public and Private sector organizations in Rajasthan. The samples were selected from all the five different geographical locations of Rajasthan i.e. Jaipur, Jodhpur, Kota, Udaipur, Ajmer. The Public sector organizations include State and Central Government organizations i.e. Insurance companies which include National Insurance Company ltd, New India Assurance Company. Ltd, Oriental Insurance Company ltd, United Insurance Company Ltd., & Life Insurance Corporation of India. The Private sector Insurance organizations included all approachable private sector insurance companies in the areas selected for the study. From these companies questionnaire were administered to all the Middle level employees of both the organizations i.e. Public and Private. Out of these 300 samples 100 were incomplete or find inadequate for the research study. Therefore study was undertaken with 200 samples. Exploratory factor analysis and reliability test used to test the validity and the reliability of the three employee outcomes. Factor analysis denoted a class of procedures primarily used for data reduction and summarization. Relationship among set of many interrelated variables are examined and represented with the help of factor analysis. The approach used in the factor analysis “Principle Component Analysis”. In this analysis, the total variance in the data was considered. The diagonal of the correlation matrix consisted of unities and full variance was brought in to the factor analysis. It determined the minimum number of factors that accounted for maximum variance in the data for use in subsequent multivariate analysis. The factors are also called principal components. Although the initial or un-rotated factor matrix indicated the relationship between the factors they were also correlated with many variables. Hence the variance explained by each factors were distributed by rotation. The method used for rotation in this study was “Varimax”. It is a method of factor rotation that the numbers of variables with high loading on a factor, thereby enhancing the interpretability of the factors. Cronbach alpha has been used to test the reliability of the data collected. Kaiser-Meyer-Oklin measure of sampling adequacy was computed which indicates that the sample was good for sampling. Conclusions From the above study it was found that the three measures i.e. commitment, performance & job satisfaction were the most reliable & valid measures of employee outcomes with a little deletion or addition in the state of Rajasthan. Management Implication The study could helpful for the organisation's measuring employee outcomes on a regular basis and could help develop standardised procedures to measures the employee outcomes. So that the future performance appraisals could be based on that. The study could also help organisations to identify the most valuable employees. Limitations The sample of this study includes only clerical & related employees of the public sector organisations. Therefore the findings may not be valid for the other categories of employee and other sector.

Download or read book Human Resource Development written by Juani Swart and published by Routledge. This book was released on 2012-08-21 with total page 400 pages. Available in PDF, EPUB and Kindle. Book excerpt: Each chapter in Human Resource Development provides the reader with commentary, activities and review sections in an integrated approach. The action-oriented approach is vital for practicing managers but increasingly for postgraduate and final year undergraduates who have work experience. It is this aspect of the book that fills a gap that currently exists in the market. This text reflects organizational realities and balances and integrates the coverage of individuals, teams and organizational learning.The book is written in a straightforward manner and explains concepts and key issues in a lucid style. The activities are focused and are better suited to encouraging readers to learn.