Thesis (M.Dev.) -- University of Limpopo, 2018. / The study explores the effect of labour relations on workers’ performance in the Limpopo Provincial Department of Social Development. Every organization is required to reach certain standards, goals and targets and this requires employees’ becoming the most determining factor to achieve the organizations’ objective. Organizations are fully aware of the importance of employee performance, increasing employee performance or finding out ways through which high level of employee’s performance can be achieved as one of decisive factors for organizations success. Management’s mission is to get people together to accomplish corporate goals and objectives by using available resources effectively and efficiently. This study aims to identify factors affecting the effectiveness of job performance of the employees in the Limpopo Provincial Department of Social Development. Employee performance can be increased by putting efforts to factor that enhance the employee motivational level, creativity, job satisfaction, and comfort workplace environment. The study also emphasizes on understanding of employee relations practices, its underlying factors, issues and impact on employee performance in the Limpopo Provincial Department of Social Development. The study included qualitative approach, administered questionnaires distributed to employees to explore the existing labour relations practices, its underlying factors, issues and its impact on employee performance, whilst quantitative research approach, face to face interview with labour relations practitioners and managers on issues of development, participation, decision making amongst other things motivation’s. Data was analyzed by using tables, percentages and statistical distribution characterizing how labour relations can alleviate negative impact on performance and strategies to be used to enhance employee performance in the workplace. In the study conducted it revealed that improving the labour relations an organization can improve the performance and productivity of employees. From the research findings the researcher recommended that, strategies motivation, empowerment communication, good working environment among others participation of employees can improve employee performance in the workplace

In this current hypercompetitive environment organisations are forced to become more efficient and effective. In this respect, one of the most popular tools used to streamline and improve service delivery is the application of performance appraisal systems. The objective of this study is to determine the extent to which the current performance appraisal system of BCS-Net Pty Ltd complies with the requirements and guidelines for performance appraisal as stipulated in the literature, in other words how effective is the current performance appraisal system utilised by BCSNet Pty Ltd. A quantitative research method was used to seek answers to the research questions. Survey questionnaires were sent to various respondents for data collection. The questions in the survey questionnaire were grouped into various criteria for an effective performance appraisal. All employees that were previously evaluated by the organisation were allowed to participate. A literature review was conducted to determine what criteria constituted an effective performance appraisal system. After analysing the relevant information from the organisation's employees it became apparent that the current performance appraisal system of the organisation was ineffective and it did not meet all the requirements for the criteria for a successful and effective performance appraisal system. Secondly, there was a clear indication that not all the supervisors/managers were adequately trained to conduct a performance appraisal and there was no consistency with regards to the implementation of the current performance appraisal system across the organisation. / Thesis (MBA)-University of KwaZulu-Natal, 2006.

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This study tests whether criteria variance in five job-facet satisfactions and performance rating explained by selected demographic and personality variables is significantly greater than by the selected demographic variables. This study offers a useful procedure for treating job-satisfaction data and predictor variables and measures the significance in predictability between criteria variance accounted for by variables not generally found in personnel files and those usually found there. It was found that job satisfactions and performance rating differ both in terms of predictability and functional relationships with Predictor Sets.

Human resources management is a key aspect in Public Administration. In fact, it is argued that people are indeed the most valuable resource to any organisation. However, it is imperative to note that having people within an organisation does not automatically translate into results. Success within an organisation stems from implementing best practice human resources management. Performance management is one of the aspects involved in streamlining human resources management in an organisation. The foundation of this research is therefore based on the realization that performance management is a key factor to achieving results in Uganda’s public sector. Similar to several other countries, Uganda’s public sector has gone through various transitions and reforms. The performance management system that stands in the current public sector is a result of the reforms in the public sector. In order to understand the environment in which public servants operate, this research starts by giving a background to the history of the public sector and the evolution of the public service through the public service reform programme. Attention is then drawn to the theoretical framework by way of identifying the standards required in any given performance management system. Based on these identified standards and the research objectives, an evaluation of the implementation of performance management in Uganda’s public sector is discussed with specific reference to the Ministry of public service. The final chapter of the research gives critical recommendations to improve public sector performance management in the Ministry of public service and the Ugandan Public service as a whole. The research findings indicate that performance management policies in Uganda’s public sector are founded on the right and basic principles of performance management. However, critical measures should be put in place to address the actual implementation of performance management in the public sector in order to improve results. / Public Administration / M.A. (Public Administration)

Human resources management is a key aspect in Public Administration. In fact, it is argued that people are indeed the most valuable resource to any organisation. However, it is imperative to note that having people within an organisation does not automatically translate into results. Success within an organisation stems from implementing best practice human resources management. Performance management is one of the aspects involved in streamlining human resources management in an organisation. The foundation of this research is therefore based on the realization that performance management is a key factor to achieving results in Uganda’s public sector. Similar to several other countries, Uganda’s public sector has gone through various transitions and reforms. The performance management system that stands in the current public sector is a result of the reforms in the public sector. In order to understand the environment in which public servants operate, this research starts by giving a background to the history of the public sector and the evolution of the public service through the public service reform programme. Attention is then drawn to the theoretical framework by way of identifying the standards required in any given performance management system. Based on these identified standards and the research objectives, an evaluation of the implementation of performance management in Uganda’s public sector is discussed with specific reference to the Ministry of public service. The final chapter of the research gives critical recommendations to improve public sector performance management in the Ministry of public service and the Ugandan Public service as a whole. The research findings indicate that performance management policies in Uganda’s public sector are founded on the right and basic principles of performance management. However, critical measures should be put in place to address the actual implementation of performance management in the public sector in order to improve results. / Public Administration and Management / M.A. (Public Administration)

This diploma thesis deals with motivation and remuneration of employees. Theoretical part is focused on explanation of the terms in this issue. Practical part is focused on specific company Globus ČR, v.o.s. In the next part of diploma thesis processed a level of research of motivation of system of remuneration which will be made by a questionnaire survey and by semistructured interview. Based on those methods will be created suggestions which will help to set motivation plan and improve system of evaluation of employees in company Globus ČR, v.o.s.

MPM / Department of Public and Development Administration

The research explored unique performance enhancing or inhibiting factors among Zimbabwean employees in non-profit organisations in Harare. Two research questions were formulated: “Are there unique work ethics inherent in employees in the non-profit sector?” The second research question is “What unique variables motivate and affect workers in the nonprofit sector?” The hypothesis assumed was that “the workplace performance of employees in the non-profit sector is affected by and dependent on unique factors that apply in the non-profit sector and not in profit sectors”. The analysis of the research sample identified unique performance factors: demotivation due to the absence of automatic promotions for high performing employees; opportunities for the advancement of employees through a policy of competitive recruitment and growth opportunities for local staff who can apply for international positions within the organisation. The hypothesis was accepted. The researcher recommended that non-profit organisations use creative sector-specific approaches to motivate employee performance. / Public Administration and Management / M. Tech. (Public Management)

The research explored unique performance enhancing or inhibiting factors among Zimbabwean employees in non-profit organisations in Harare. Two research questions were formulated: “Are there unique work ethics inherent in employees in the non-profit sector?” The second research question is “What unique variables motivate and affect workers in the nonprofit sector?” The hypothesis assumed was that “the workplace performance of employees in the non-profit sector is affected by and dependent on unique factors that apply in the non-profit sector and not in profit sectors”. The analysis of the research sample identified unique performance factors: demotivation due to the absence of automatic promotions for high performing employees; opportunities for the advancement of employees through a policy of competitive recruitment and growth opportunities for local staff who can apply for international positions within the organisation. The hypothesis was accepted. The researcher recommended that non-profit organisations use creative sector-specific approaches to motivate employee performance. / Public Administration and Management / M. Tech. (Public Management)