Since last year 2008, the economy has started going down and the unemployment rate has risen uncontrollably. Our government promised to take the citizens out of this bad condition. To improve the citizen satisfaction, the government should lead the whole government team to progress. And before doing so, understanding the attitude of civil servants is very important, because the higher satisfaction the civil servants have, the harder they will work. However, the issue about employment satisfaction is widely researched by many scholars. As a result, this research will focus on the six HRM practice practices , which are selecting , training and development, performance appraisal, organization structure and process , communication and rewards. In this study, the main research intends to understand the difference between the perception of the civil servants on the current stage and their perception of the ideal condition. And the personal characteristics impact on the employment satisfaction. This study concluded the main results as follows: 1. There appears significant difference in HRM practices between civil servant¡¦s actual and ideal perception. 2. Person characteristics will affect the satisfaction of civil servants in different HRM practice dimensions.

The Constitution of the Republic of South Africa 108 of 1996 (SA, 1996) makes provision for all citizens to receive quality health care. Legislation such as the White Paper on the Transformation of the Public Service of 1995, (SA, 1995a), the White Paper on Transforming Public Service Delivery (Batho Pele) (SA, 1997b), the Public Service Act 103 of 1994, as amended (SA, 1994), the Labour Relations Act 66 of 1995 (SA, 1995b) and the Employment Equity Act 55 of 1998 (SA, 1998) enshrines this right for all citizens by ensuring that health authorities put measures in place to improve the performance of nurse employee (NE), and thus ensuring quality health care. NE are only able to improve the quality of their performance, if their performance is systematically appraised and their potential for development is identified. However, researchers, for instance Du Plessis (2002:116), Nkosi (2002:37–44), Narcisse and Harcourt (2008:1154), Thompson et al. (1999:139), Fletcher (2001:473) studied the perceptions and experiences of employees and managers of performance appraisal (PA) and these studies indicated that there is a gap in the implementation of PA. The Performance Management and Development System (PMDS) policy (Policy no. NWPG 13) was implemented in the North West public health sector in clinics and hospitals in 2004 to provide guidelines for the implementation of PA. This policy is reviewed annually since it was first drafted. However the researcher’s personal experience with PA in practice was that there is a gap between the process provided by the PMDS policy (Policy no. NWPG 13) and the implementation thereof in the North West public health sector. This led to the following research questions: how is PA implemented from the perspectives of nurse line managers (NLM) and NE in clinics in the Dr Kenneth Kaunda District (KKD) and what guidelines can be developed to improve the implementation of PA in clinics in the KKD? The study aimed to develop guidelines to improve the implementation of PA in clinics in the KKD. The study had a cross–sectional quantitative design with exploratory, descriptive and contextual research strategies. Two questionnaires: one for NLM and the other for NE were developed from section 13.4.4 and 13.4.5 of the PMDS policy (Policy no. NWPG 13 amendment approved for 2008–2009 performance cycle) (SA, 2007), to explore and describe the perceptions of NLM and NE on the implementation of PA in clinics in the KKD. Twenty–three problems were identified from the empirical research with regard to communication, feedback and participation in PA, which served as the evidence base towards developing guidelines to improve the implementation of PA in clinics in the KKD. The guidelines were developed using inductive and deductive reasoning and were based on the ten–point plan of Juran. Finally the research was evaluated, limitations were identified and recommendations were formulated for practice, education, management, research and policy. / Thesis (M.Cur.)--North-West University, Potchefstroom Campus, 2012.

The Constitution of the Republic of South Africa 108 of 1996 (SA, 1996) makes provision for all citizens to receive quality health care. Legislation such as the White Paper on the Transformation of the Public Service of 1995, (SA, 1995a), the White Paper on Transforming Public Service Delivery (Batho Pele) (SA, 1997b), the Public Service Act 103 of 1994, as amended (SA, 1994), the Labour Relations Act 66 of 1995 (SA, 1995b) and the Employment Equity Act 55 of 1998 (SA, 1998) enshrines this right for all citizens by ensuring that health authorities put measures in place to improve the performance of nurse employee (NE), and thus ensuring quality health care. NE are only able to improve the quality of their performance, if their performance is systematically appraised and their potential for development is identified. However, researchers, for instance Du Plessis (2002:116), Nkosi (2002:37–44), Narcisse and Harcourt (2008:1154), Thompson et al. (1999:139), Fletcher (2001:473) studied the perceptions and experiences of employees and managers of performance appraisal (PA) and these studies indicated that there is a gap in the implementation of PA. The Performance Management and Development System (PMDS) policy (Policy no. NWPG 13) was implemented in the North West public health sector in clinics and hospitals in 2004 to provide guidelines for the implementation of PA. This policy is reviewed annually since it was first drafted. However the researcher’s personal experience with PA in practice was that there is a gap between the process provided by the PMDS policy (Policy no. NWPG 13) and the implementation thereof in the North West public health sector. This led to the following research questions: how is PA implemented from the perspectives of nurse line managers (NLM) and NE in clinics in the Dr Kenneth Kaunda District (KKD) and what guidelines can be developed to improve the implementation of PA in clinics in the KKD? The study aimed to develop guidelines to improve the implementation of PA in clinics in the KKD. The study had a cross–sectional quantitative design with exploratory, descriptive and contextual research strategies. Two questionnaires: one for NLM and the other for NE were developed from section 13.4.4 and 13.4.5 of the PMDS policy (Policy no. NWPG 13 amendment approved for 2008–2009 performance cycle) (SA, 2007), to explore and describe the perceptions of NLM and NE on the implementation of PA in clinics in the KKD. Twenty–three problems were identified from the empirical research with regard to communication, feedback and participation in PA, which served as the evidence base towards developing guidelines to improve the implementation of PA in clinics in the KKD. The guidelines were developed using inductive and deductive reasoning and were based on the ten–point plan of Juran. Finally the research was evaluated, limitations were identified and recommendations were formulated for practice, education, management, research and policy. / Thesis (M.Cur.)--North-West University, Potchefstroom Campus, 2012.

Thesis (MComm)--Stellenbosch University, 2012. / As a means to measure job performance, performance appraisal plays a central role in effective individual and organisational management (Behn, 2003). Sound performance management and performance measurement are fundamental to a productive workplace and critical for a high-performing organisation (Jordan, 2002). Performance appraisal research has shifted its emphasis from psychometric issues to the examination of rater cognitive processes and the social and contextual variables which affect performance evaluation. Since raters are important factors in successful performance measurement, one line of research has investigated the effect of similarity, between rater and ratee, on subsequent performance ratings. These studies have mostly relied on similarity measures based on physical similarity characteristics, such as demographic variables. The inconclusive nature of these studies’ findings suggests that the complexity of interpersonal similarity and its effect on ratings has most likely been oversimplified. In the social-cognition literature, substantial evidence exists that rater-ratee acquaintance shifts the focus of similarity judgment to “deeper”, sometimes unobservable, characteristics, like values, motives and attitudes. This research study investigates whether rater-ratee similarity in Big Five personality traits unduly influences task-orientated performance ratings. Self-report personality data (IPIP; Goldberg, 2006) were collected from university lecturers and their students (N = 152). Actual lecturer task performance assessment data (end-of-semester student feedback ratings) were gathered concurrently. Data were analysed through polynomial regression analysis and response surface methodology. Results indicated that ratee (i.e., lecturer) extraversion (r = .357), conscientiousness (r = .413) and openness (r = .178) had significant main effects on average performance ratings. Also, rater-ratee personality similarity in extraversion (p < .001), neuroticism (p < .01) and openness (p < .001) had a significant effect on performance ratings, with the effects of agreeableness and conscientiousness also approaching significance. The present study further extends earlier research by using task performance ratings as criterion measures — as opposed to earlier studies that used contextual performance ratings — and also used “upward” ratings of seniors, instead of peer- or ‘downward’ ratings of performance, as was done in earlier studies of personality similarity effects. The results suggest that (a) earlier conclusions that personality similarity does not affect performance ratings seem to be premature, (b) more research is needed to investigate why personality similarity affects ratings and last, (c) we do not yet understand the boundary conditions that affect this phenomenon.

Sabe-se bem que as pessoas se comportam de acordo com a com que elas estão sendo avaliadas. No campo da assistência à saúde, a busca por uma avaliação sistemática com o objetivo de avaliar a efetividade de um sistema, criou a necessidade de se trabalhar com indicadores de desempenho, ferramentas adotadas com sucesso pela indústria e pelo sistema bancário. Entretanto, no contexto da saúde, esses recursos continuam sendo um desafio real. Na assistência à saúde, as falhas podem ser direcionadas a erros humanos que poderiam impor implicações pessoais e de confiabilidade. Portanto, a pesquisa que objetiva melhorar os processos de avaliação institucional é necessária para mudar a atual cultura. Este estudo foi realizado a fim de criar um modelo sistêmico de avaliação de performance de eventos de saúde, por meio da monitorização de indicadores de processos. O evento escolhido foi à dor e os indicadores desenvolvidos para iniciar a construção do modelo foram relacionados à atenção à dor aguda no perioperatório. Um estudopiloto foi realizado para avaliar variáveis relacionadas com o desempenho de processos e da Instituição. Os resultados indicam que o modelo testado propicia grande potencial para avaliar Sistemas de Saúde e estabelecer boas práticas. / It is well known that people behave according to the way they are being evaluated. In the healthcare environment, the search for a systematic evaluation with the purpose to assess the effectiveness of a system created the need to work on performance indicators, successfully adopted tools by the industries and banking systems. However, in the health context these resources remain a real challenge. In the former they are being used to control and even admonish the staff, since individuals are under the influence of different managing styles. In healthcare, the flaws can be addressed to human errors which might impose personal and reliability implications. Therefore, the research aiming to improve the institutional evaluation processes is required to change the present culture. This study was carried out to create a systemic model of performance evaluation of health events, through the processes indicators monitoring. The chosen event was the Pain and the indicators developed to start the model construction were related to the atention to the acute pain in the perioperatory period. A pilot study was carried out to evaluate the variables connected to the processes and institution performance. The results indicate that the model tested offers great potential to evaluate health systems and establish good practices.

La modernisation du service public nécessite un accompagnement en matière de GRH pour évaluer les compétences des personnels. Cette démarche passe par la nécessité de disposer d’un outil de gestion adapté, faisant appel aux NTIC, et permettant d’agréger des données qualitatives. Un moteur d’inférence interne a été créé, basé sur l’intelligence artificielle et utilisant la logique floue. Il apparait, à l’issue de la réalisation de l’outil d’Evaluation Assistée par Ordinateur, qu’il doit posséder des qualités particulières permettant de réaliser l’évaluation la plus objective et équitable possible. Sa mise en usage dans des conditions réelles indique que pour pouvoir faire l’objet d’une acceptation et d’une appropriation par les managers et les personnels évalués, il doit être crédible et efficace. Les tests réalisés nous permettent d’affirmer que la perception essentielle de son rôle, de son utilité, et de sa facilité d’utilisation est une nécessité qui est le corollaire de sa pérennité. / The modernization of the public sector requires an HRM accompaniment, for the evaluation competencies of the supervisory staff. This approach relies on the necessity of having an adapted management tool, requiring NICT, and allowing the aggregation of qualitative data. To achieve our objectives, we used an innovative, internal, interference engine based on artificial intelligence, namely the “fuzzy logic”. It would seem, at the conclusion of the realization of our Computer-Aided Evaluation tool, that it must possess particular qualities allowing it to carry out the most objective and fairest evaluation as possible. Its use in real conditions indicates that it must, to be accepted and an appropriation, at once by the managers and the estimated staffs, be credible and effective. The realized tests allow us to assert that the essential perception of its role, its utility, and its facility of use, are a necessity which will be the corollary of ensuring its continual existence.

Sabe-se bem que as pessoas se comportam de acordo com a com que elas estão sendo avaliadas. No campo da assistência à saúde, a busca por uma avaliação sistemática com o objetivo de avaliar a efetividade de um sistema, criou a necessidade de se trabalhar com indicadores de desempenho, ferramentas adotadas com sucesso pela indústria e pelo sistema bancário. Entretanto, no contexto da saúde, esses recursos continuam sendo um desafio real. Na assistência à saúde, as falhas podem ser direcionadas a erros humanos que poderiam impor implicações pessoais e de confiabilidade. Portanto, a pesquisa que objetiva melhorar os processos de avaliação institucional é necessária para mudar a atual cultura. Este estudo foi realizado a fim de criar um modelo sistêmico de avaliação de performance de eventos de saúde, por meio da monitorização de indicadores de processos. O evento escolhido foi à dor e os indicadores desenvolvidos para iniciar a construção do modelo foram relacionados à atenção à dor aguda no perioperatório. Um estudopiloto foi realizado para avaliar variáveis relacionadas com o desempenho de processos e da Instituição. Os resultados indicam que o modelo testado propicia grande potencial para avaliar Sistemas de Saúde e estabelecer boas práticas. / It is well known that people behave according to the way they are being evaluated. In the healthcare environment, the search for a systematic evaluation with the purpose to assess the effectiveness of a system created the need to work on performance indicators, successfully adopted tools by the industries and banking systems. However, in the health context these resources remain a real challenge. In the former they are being used to control and even admonish the staff, since individuals are under the influence of different managing styles. In healthcare, the flaws can be addressed to human errors which might impose personal and reliability implications. Therefore, the research aiming to improve the institutional evaluation processes is required to change the present culture. This study was carried out to create a systemic model of performance evaluation of health events, through the processes indicators monitoring. The chosen event was the Pain and the indicators developed to start the model construction were related to the atention to the acute pain in the perioperatory period. A pilot study was carried out to evaluate the variables connected to the processes and institution performance. The results indicate that the model tested offers great potential to evaluate health systems and establish good practices.

A presente pesquisa discute o uso de avaliação de desempenho em prefeituras municipais. Nas últimas décadas reformas administrativas em diversos países têm orientado organizações do setor público a adotarem novas práticas em busca de eficiência. Foi feita análise de conteúdo da legislação sobre plano de carreira e avaliação de desempenho para carreiras de administração geral em prefeituras de 35 municípios dos estados de São Paulo e Minas Gerais com população superior a 50 mil habitantes. A análise traz evidências de que a influência de tais reformas administrativas em governos locais no Brasil pode ser limitada. Os sistemas de avaliação de desempenho na maioria dos casos observados não fazem associação do mérito do funcionário ao atingimento de metas individuais e de equipes para progressão na carreira. / This research discusses the performance appraisal use in municipalities. In recent decades administrative reforms in many countries have guided public sector organizations to adopt new practices in pursuit of efficiency. We conducted a content analysis on the career planning and performance appraisal laws for city hall\'s administrative staff from 35 municipalities (more than 5 thousand inhabitants) in São Paulo and Minas Gerais states. The analysis provides evidences for consider as limited the influence of such administrative reforms on local governments in Brazil. Performance appraisal systems generally do not associate employee merit with individual or team targets achievement as career advancement criteria

Made available in DSpace on 2016-12-23T13:44:55Z (GMT). No. of bitstreams: 1 Juliana de Fatima Pinto.pdf: 978890 bytes, checksum: 8e8524ef0c428575f4ee7c58ab766dc4 (MD5) Previous issue date: 2013-06-25 / This study aimed to understand and make a critical explain of how the performance appraisal works in the Federal University of Espírito Santo, considering the point of view of education technical and administrative staff (TAE) from classes C, D and E and the immediate supervisors. The analysis turned away from the hegemonic theory and allowed a critical reflection of how the management techniques are being implemented in public administration, in particular in managing people. From the historical aspects of public management reform and of the performance evaluation this study intended to show how the performance appraisal has been applying in the organizations and also differentiate the types of performance appraisal models. This research can be characterized as a qualitative study and the object of study was related to the field of knowledge of public administration. Empirical data were produced by desk research and semi-structured interviews. This study interviewed 28 TAE and 11 immediate supervisors that were selected according to the criteria of the snowball. The content analysis was used for the treatment of interviews. Laws, decrees and resolutions that deal with the topic were also researched. It was observed that the performance appraisal currently used in the university is a 360 degree feedback because multiple participants are involved. The TAE highlighted in the interview the discontent with the performance appraisal, the importance of the evaluation, the fear to judge the immediate supervisor, the subjectivity in the evaluation and the use of performance appraisal as progression system. For the immediate supervisors performance evaluation is indispensable for improving the public service, there is a difficulty to evaluate, a new evaluation system is necessary and like the TAE they seen the performance appraisal as a progression system. It was observed that immediate supervisors and TAE approve the performance appraisal although there is a disappointment with the way this is currently used at the university. With the analysis of the interviews it was possible to verify that the performance appraisal is just another model from the private organizations imported with no criticism to the public administration and does not result in real improvements to public service. It also increases the sense of individuality in preference to community / O objetivo deste trabalho foi compreender e explicitar criticamente, a partir do entendimento dos servidores técnico-administrativos em educação (TAE) das classes C, D e E e das chefias imediatas, como ocorre a avaliação de desempenho na Universidade Federal do Espírito Santo. A análise afastou-se da teoria hegemônica, permitindo uma reflexão crítica de como as técnicas de gestão vem sendo implementadas na administração pública, em especial no que concerne à política de gestão de pessoas. A partir da apresentação dos aspectos históricos da reforma gerencial e da avaliação de desempenho buscou-se destacar como este instrumento vem sendo utilizado nas organizações e também diferenciar os modelos de avaliação. Este trabalho pode ser caracterizado como uma pesquisa de abordagem qualitativa, sendo o objeto de estudo relacionado ao campo de conhecimento da administração pública. Os dados empíricos foram produzidos por meio de pesquisa documental e entrevistas semiestruturadas. Foram entrevistados 28 TAE e 11 chefias imediatas selecionados conforme o critério da bola de neve. Utilizou-se a análise de conteúdo para o tratamento das entrevistas. Também foram pesquisados leis, decretos e resoluções que tratam sobre o tema. Observou-se que a avaliação de desempenho utilizada atualmente na universidade é um modelo 360 graus por envolver vários participantes. Os TAE destacaram na entrevista a insatisfação com a avaliação de desempenho, a importância da avaliação, o receio em avaliar a chefia imediata, a subjetividade existente na avaliação e o uso da avaliação como sistema de progressão. Para as chefias imediatas a avaliação de desempenho é uma condição para melhoria no serviço público, existe uma dificuldade ao avaliar, há necessidade de mudanças na avaliação e assim como os TAE visualizam a avaliação como um sistema de progressão. Como ponto comum, observou-se que chefias imediatas e os TAE aprovam a avaliação de desempenho, embora exista uma insatisfação quanto à maneira que esta é utilizada atualmente na universidade. Com a análise das entrevistas foi possível verificar que a avaliação de desempenho é somente mais um modelo importado de forma a-crítica das iniciativas privadas e que não resulta em melhorias efetivas no serviço público, levando ao aumento da individualidade em detrimento da coletividade

Sabe-se bem que as pessoas se comportam de acordo com a com que elas estão sendo avaliadas. No campo da assistência à saúde, a busca por uma avaliação sistemática com o objetivo de avaliar a efetividade de um sistema, criou a necessidade de se trabalhar com indicadores de desempenho, ferramentas adotadas com sucesso pela indústria e pelo sistema bancário. Entretanto, no contexto da saúde, esses recursos continuam sendo um desafio real. Na assistência à saúde, as falhas podem ser direcionadas a erros humanos que poderiam impor implicações pessoais e de confiabilidade. Portanto, a pesquisa que objetiva melhorar os processos de avaliação institucional é necessária para mudar a atual cultura. Este estudo foi realizado a fim de criar um modelo sistêmico de avaliação de performance de eventos de saúde, por meio da monitorização de indicadores de processos. O evento escolhido foi à dor e os indicadores desenvolvidos para iniciar a construção do modelo foram relacionados à atenção à dor aguda no perioperatório. Um estudopiloto foi realizado para avaliar variáveis relacionadas com o desempenho de processos e da Instituição. Os resultados indicam que o modelo testado propicia grande potencial para avaliar Sistemas de Saúde e estabelecer boas práticas. / It is well known that people behave according to the way they are being evaluated. In the healthcare environment, the search for a systematic evaluation with the purpose to assess the effectiveness of a system created the need to work on performance indicators, successfully adopted tools by the industries and banking systems. However, in the health context these resources remain a real challenge. In the former they are being used to control and even admonish the staff, since individuals are under the influence of different managing styles. In healthcare, the flaws can be addressed to human errors which might impose personal and reliability implications. Therefore, the research aiming to improve the institutional evaluation processes is required to change the present culture. This study was carried out to create a systemic model of performance evaluation of health events, through the processes indicators monitoring. The chosen event was the Pain and the indicators developed to start the model construction were related to the atention to the acute pain in the perioperatory period. A pilot study was carried out to evaluate the variables connected to the processes and institution performance. The results indicate that the model tested offers great potential to evaluate health systems and establish good practices.