This study is an in-depth overview of the critical issues impacting on skills development in the Department of Public Service and Administration (DPSA). The South African Public Service consists of individuals with their own potential and career paths. The thesis has convincingly argued that managers in the Public Service need to align the potential of their employees with organisational strategies and policies. The study has shown that the training of employees becomes a necessity when departments want to keep track and meet the expectations of their internal and external environments. The thesis proposes and has proven that an integrated approach to human resource development through the process of performance management is a vital requirement, which is critical for skills acquisition. The study, further, notes that if performance management is implemented appropriately, a viable learning organisation could be created. Linking the system of performance management with the learning organisation offers a unique perspective on integrated human resource management, and thus, an important contribution is made to understanding the theory of Public Administration as it applies to skills development. This thesis propounds the notion that evaluation seems to be the missing link in training and development of human resources in the DPSA. Research clearly indicates that the only way to ensure that training priorities are met is to make training evaluation part of the design of a training course. The model proposed in this thesis, for the evaluation of training, entails adding value to both individual and departmental performance. Detail reviews from this thesis, which are supported by both quantitative and qualitative imperatives, suggest that it now becomes essential that senior management initiates a process where individual positions, their importance and contributions, are aligned with the effective and efficient realisation of departmental strategies. The cumulative effect of this thesis resonates on an analysis of both theory and practice regarding the creation and implementation of a learning organisation, which is a landmark for international best practices in the study of public human resource development and training in South Africa. / Thesis (DPhil (Public Administration))--University of Pretoria, 2005. / School of Public Management and Administration (SPMA) / Unrestricted

The aim of this study has been to develop a model from the attributes of existing management teams within a financial organisation, which can be used as a selection strategy to select more effective management teams in future. The observed attributes were linked to the managers’ work performance and behaviour. It is imperative to continuously search for valid and reliable methods to establish and improve effective combinations of selection instruments and criteria for best employment practices. Systems theory is used as a framework for this study to analyse and describe middle management teams as sub-systems of the financial organisation as a larger system. The identification of effective management teams is an attempt to combat entropy in a search for order, and to support the organisation’s survival during a period of transformation and disorder. The independent variables for the purpose of this study are divided in three themes, namely demographic attributes (job experience and academic qualifications), work performance, and personality and competencies. Work performance is described as the outcome of two measurements, namely the performance management evaluation, as well as an evaluation of their behaviour by their superiors using the Inventory of Management Competencies. Their personality and competencies were evaluated by means of the Myers-Briggs Type Indicator and the Occupational Personality Questionnaire Concept Model 4.2. Their team role preferences, as identified by Belbin, were calculated using the results of the Occupational Personality Questionnaire. The requirements of the managers’ positions were obtained by means of the Work Profiling System. The match of the profiles of the managers to the requirements of their positions was obtained by means of a computerized fit between their Occupational Personality Questionnaire profiles and the desired personality profiles as a product of the Work Profiling System. The success criteria of the research design are based on the employee-client-profit-chain model. The amount of job satisfaction experienced by employees, the satisfaction which clients experience with regard to the service they received, as well as the extent of financial growth, is identified as the dependent variables. Descriptive statistics revealed certain patterns in the data. Principal component analysis was used to condense the number of independent variables in the study. Canonical correlations were executed to determine which combinations of independent variables were associated with the dependent variables, but the correlations tended to be low. Multiple regression analysis was then utilised with respect to the three distinct dependent variables. The results culminated in the four selection models for the four manager positions in the team. / Thesis (PhD (Psychology))--University of Pretoria, 2005. / Psychology / unrestricted

This document consists of three sections, and they are the academic paper (section 1), literature review (section 2) and research methodology (section 3). The academic paper consists of the purpose of the research, the summarised literature review, summarised research methodology and the research findings. The literature review section is a detailed review of literature used in this study. The research methodology section explains the research methodology and design which was employed in this study and it gives more details than the summarised version of the academic paper section. This summary integrated all the elements of section 1, section 2 and section 3. The purpose of this research is to identify the main problems that the Department of Environment and Nature Conservation (DENC) could encounter during the implementation and use of a performance management system, based on employee perspectives. The objectives of this research are therefore: to establish how often a particular problem has been encountered during the implementation and use of a performance management system in DENC; to identify the impact of various problems on the implementation of a performance management system, to establish whether these problems can be easily solved or not, and to analyse the problems associated with the implementation of a performance management system, as well as making recommendations for the successful implementation of a performance management system in the future. In this study, the researcher employed both quantitative and qualitative research approaches, informed by post-positivism as research orientation. The data collection techniques employed in this research include survey questionnaires and individual interviews. The survey questionnaire was answered by fifty respondents, and interview questions were answered by four respondents. The ethical issues were addressed by writing a letter to the Head of Department and getting authorisation to complete the research and informing respondents of their right to withdraw and to participate voluntarily. The findings indicate that the problems are either sometimes encountered or rarely encountered, and the division is about fifty percent of those sometimes encountered to those rarely encountered. This research indicates that most of the problems have a moderate impact on the use and implementation of a performance management system. The lack of management has a high impact, and a lack of positive attitude to performance management system (PMS) certainly has an impact on the use and implementation of the performance management system. Items such as the problem of information and communication technology (ICT) which does not support PMS adequately, and defining too many key performance indicators (KPI), have a small impact on the use and implementation of the performance management system. There are three problems which are difficult to solve and they are: lack of management commitment, organisational members‟ lack of positive attitude to the PMS and an insufficient period of commitment from management to PMS. This research indicates that most of the problems associated with PMS are moderately easy to solve. Two other problems that are easy to solve include the problem where there are too many KPIs defined and the problem where there is no organisational member appointed to take ownership of the PMS. According to this research, the top ten ranking problems have high ranking scores and this indicates that they can create major difficulties for the DENC in implementing the performance management system, and the chance of encountering these problems is high in the DENC in comparison to other problems. Almost all the problems ranked in the top ten seem to score highly in terms of the severity of their impact, and therefore this means that these are the problems which have an impact and, when they are not easily solved, they can become a tenacious issue for the organisation.

Chinese presence in Africa has been rapidly increasing in the past few years and has been speculated to be mainly due to China seeking Africa’s political alliance and access to Africa’s natural resources and growing consumer markets. The growing presence of Chinese organisations in Africa, however, has not been without its challenges. In particular, Chinese multinational corporations (MNCs) in search of consumer markets in Africa have been cited as facing human resource (HR) challenges which may affect their organisational performance. In this regard, literature on human resource management has already established the important role of organisational culture, HR practices and organisational commitment in enabling organisations to achieve superior organisational performance. Given the fact that there is currently little research knowledge of Chinese presence in Africa at the organisational level, this research aimed to contribute empirical knowledge to the growing body of research in this area. Specifically, the main purpose of this research was to examine how the organisational culture of a Chinese MNC’s South African subsidiary has shaped the nature of its high commitment work system (HCWS) and to assess the consequences thereof on organisational commitment. In alignment with the phenomenological paradigm, the research applied a descriptive and explanatory case study methodology in order to generate rich, qualitative data which was required for in-depth descriptions and to uncover the underlying interactions of the researched phenomena at the subsidiary. The selected case for the research was, therefore, a Chinese MNC operating in the personal computer (PC) industry, which had expanded its operations to South Africa in order to reach Africa’s growing consumer markets. In particular, the South African subsidiary served as a PC sales and distribution organisation for the Chinese MNC. There were about 40 employees at the subsidiary who were all South African employees. Semi-structured, in-depth interviews were conducted with twelve employees from different job functions and across different job levels. Data collection was guided by the theoretical frameworks by Cameron and Freeman (1991) for organisational culture and Xiao and Bjorkman (2006) for the HCWS and organisational commitment. The data collected from interviews was then analysed through a qualitative, content analysis process. The findings of the research thus pointed to the market culture as the dominant organisational culture type at the South African subsidiary of the Chinese MNC; characteristics of the adhocracy and clan cultures were also discovered. The externally oriented market culture was found to be the most relevant for the high performance and market leadership aspirations of the subsidiary. The market culture also appears to be the most appropriate organisational culture that would enable the subsidiary to deal with the competitive nature of the PC industry. Furthermore, it was found that certain cultural values emphasised by the Confucian and Ubuntu value systems could have had a part to play in the formation of the subsidiary’s organisational culture. The market culture was also found to have had the greatest influence in shaping the primarily performance oriented HCWS practices. Of the investigated HR practices at the subsidiary, all were found to be consistent with HCWS practices, with the exception of ownership practices and the performance appraisal system. Finally, although there were generally high levels of organisational commitment reported at the subsidiary, other job and organisational context factors besides the HCWS practices were found to be the major contributors to those feelings of organisational commitment. By investigating the organisational culture, HCWS and organisational commitment of a Chinese MNC in South Africa, this research has added to the body of knowledge concerning the growing presence of Chinese organisations in Africa. Based on the empirical findings of this study, several recommendations have been made in an attempt to assist the Chinese MNC manage the organisational commitment of its South African employees towards superior organisational performance.

The focus of this thesis is on labour-management relations in the Nigerian National Petroleum Corporation (NNPC), Nigeria. The study explores current managerial practices in the corporation and their effects on the intensification of work, and how the management sought to control workers and the labour process. The study explores the experiences of workers and their perception of managerial practices. Evidence suggests that managerial practices and their impacts on workplace relations in NNPC have become more subtle, with wider implications for workers’ experience and the labour process. Using primary data obtained through interviews, participant observation, and documentary sources, the thesis assesses how managerial practices are varieties of controls of labour in which workers’ consent is also embedded. This embeddedness of the labour process generates new types of worker subjectivity and identity, with significant implications for labour relations. The study suggests that multiple dimensions of workers’ sense-making reflect the structural and subjective dimensions of the labour process. In NNPC, the consequence of managerial practices has been an emergence of a new type of subjectivity; one that has closely identified with the corporate values and is not overtly disposed towards resistance or dissent. While workers consent at NNPC continues to be an outcome of managerial practices, the thesis examined its implications. The thesis seeks to explain the effects of managerial control mechanisms in shaping workers’ experience and identity. However, the thesis shows that while workers remain susceptible to these forms of managerial influence, an erasure or closure of oppositions or recalcitrance will not adequately account for workers’ identity-formation. The thesis shows that while managerial control remains significant, workers inhabit domains that are ‘unmanaged’ and ‘unmanageable’ where ‘resistance’ and ‘misbehaviour’ reside. Without a conceptual and empirical interrogation, evidence of normative and mutual benefits of managerial practices or a submissive image of workers will produce images of workers that obscure their covert opposition and resistance. Workers ‘collude’ with the ‘hubris’ of management in order to invert and subvert managerial practices and intentions. Through theoretical reconceptualization, the thesis demonstrates the specific dimensions of these inversions and subversions. The thesis therefore seeks to re-insert “worker-agency” back into the analysis of power-relations in the workplace; agency that is not overtly under the absolute grip of managerial control, but with a multiplicity of identities and multilevel manifestations.

Abstract Pressures to cut public expenditure and to maximize value-adding use of scarce governmental resources are evident across the globe. Decision support tools for pinpointing when the activity is net beneficial are lacking, i.e. accountability is urgently called for but the process for recognizing and validating the best choices in direction and control are yet in their development. The objective of this research is to provide the science in general, and national administrations’ management and overseeing bodies in particular, a new understanding of how well the tasks and missions of the administration are fulfilled in terms of enhanced socio-economic well-being and adding to the value of different functions of society. This study approaches public performance management from the view-point of impact evaluation of a service oriented public product portfolio. The adopted research approach combines both qualitative and quantitative research methods. The research presents a process for evaluating a public organization’s overall benefit to cost ratio, with a case study within transport safety administration. The key findings of this research are that the socio-economic efficiency of a public entity can be quantified and that an operation of a public agency can be socio-economically net beneficial. Practical implications include re-allocation of resources to other more beneficial fields of responsibility, redesign of performance agreements and their indicators and initiating discussion in joint design of sustainable and balanced operational and strategic targets across government. Further research can exploit the methods presented in this study, as it has overcome some of the hurdles in socio-economic evaluation of public entities. With a clearer understanding of performance, government is able to better achieve its mission and its task of ensuring that agencies and other public bodies are functioning efficiently and properly. / Tiivistelmä Paineet julkisten menojen leikkaamiseksi tai hallitsemiseksi sekä julkisten resurssien tehokkaimman mahdollisen käytön varmistamiseksi kasvavat maailmanlaajuisesti. Julkisen toiminnan tulosohjausta tukevat päätöksenteko-työkalut ovat vielä puutteellisia ja varhaisessa kehitysvaiheessa, samalla kun toiminnan kustannusvastaavuutta ja tehokkuutta vaaditaan. Tämän tutkimuksen päätavoite on tuottaa uuttaa tietoa tieteelle ja myös julkishallinnolle siitä, kuinka hyvin viranomaisille asetetut tavoitteet ja tehtävät toteutuvat yhteiskuntataloudelle tuotettavan lisäarvon kannalta, sekä siitä miten lisäarvoa kyetään mittaamaan. Tämä tutkimus lähestyy tulosohjauksen tutkimusta ja kehittämistä palvelukeskeisen julkisorganisaation sekä sen palveluvalikoiman yhteiskunta-taloudellisen vaikuttavuuden arvioinnin keinoin. Valittu lähestymistapa yhdistelee laadullisia ja määrällisiä tutkimusmenetelmiä. Tutkimuksessa esitetään prosessi ja menetelmävalikoima julkisviranomaisen kustannushyötysuhteen määrittelemiseksi Liikenteen turvallisuusvirastoa käsittelevän tapausesimerkin avulla. Tutkimuksen keskeiset löydökset osoittavat, että julkisorganisaation yhteiskuntataloudellinen tehokkuus voidaan määrällistää ja että julkistoimijan toiminta voi olla yhteiskuntataloudellisesti kannattavaa. Käytännön suosituksiin sisältyy resurssien uudelleenohjaaminen tehokkaammin toimiville vastuualueille, tulossopimusten ja erityisesti niihin valittavien mittareiden uudelleensuunnittelu, sekä koko hallinnon kattavan keskustelun ja yhteissuunnittelun aloittaminen kestävän ja tasapainoisen tulosohjauksen aikaansaamiseksi strategisella ja operatiivisella tasolla. Jatkotutkimus ja hallinto voi hyödyntää tässä esitettyjä menetelmiä, nyt kun julkistoimijoiden yhteiskuntataloudellisen vaikuttavuuden arvioimisen haasteita on ratkaistu. Tuloksellisuuden vaatimusten selkeämpi ymmärtäminen mahdollistaa hallinnolle tehokkaamman tulosohjauksen ja siten tukee hallintoa sen pyrkimyksissä varmistaa julkistoimijoiden tehokas ja asianmukainen toiminta.

Performance management systems help align individual goals and objectives with those of the organisation. The system engages employees and thereby directs them toward achieving the strategic goals of the organisation. The purpose of this research study was to conduct a critical evaluation on the management and implementation of Performance management and development System in the Department of Local Government and Traditional Affairs. Despite the importance of performance management, most organisations find it difficult to implement, manage and sustain performance management systems and processes effectively. It is therefore crucial to ensure adequate planning, evaluation and training is done that will support a sustainable process. Given the strategic role played by the SMS, especially the management of Performance Agreements in the realization of government programmes, it is important that departmental officials make efforts to ensure compliance with its provisions. This study has shown that officials have not been accurate enough in their implementation of the PMDS. The study reveals that there is no staff development programme in place that would help develop staff members to grow in the different fields of their jobs. This is a sound reason why staff responded that they are not happy with the current system. It would appear that management does not devote a great deal of time to staff development. The focus of the PMDS needs to be changed from an output-focused system to a management development system, where there is an increased focus on the development of competencies, compared to the current focus on rewarding only output.

Care process monitoring is important in healthcare domains to provide precise and detailed analytics on patients, providers, and resources participating in a care process and their status. These analytics are used to keep track of whether the quality of care goals set by healthcare organizations are satisfied and ensure that legislative and organizational guidelines are followed. The complexity of care process monitoring can vary depending on whether the care process takes place in a hospital or out in the community, and it can vary depending on the complexity of the information technology infrastructure that is in place to support the care process. A Care Process Monitoring Application (CPMA) is a software application which collects and integrates data from various sources while a care process is being provided, in order to provide performance reporting of metrics that are used to measure how well the performance goals and guidelines for the care process are being met. In our research, we have studied how CPMAs are built in order to improve the quality of their engineering. The significant challenge in this context is how to engineer a CPMA so that the engineering process is repeatable, produces a CPMA of consistent high quality, and requires less time, less effort and less complexity. This thesis proposes an application framework for care process monitoring that collects and integrates events from event sources, maintains the individual and aggregate states of the care process and populates a metrics data mart to support performance reporting. Our contributions are the following: a state-based application meta-model of care process monitoring, a care process monitoring architectural pattern, and finally, a behavior driven development methodology for CPMAs based on our meta-model and architectural pattern. Our results are validated through three different case studies in which we collaborated with two different health care organizations to build and deploy CPMAs for two different care processes (one hospital-based, the other community-based) in collaboration with healthcare clinicians and researchers.

This thesis is devoted to the modern management concept of Corporate Performance Management (CPM, enterprise performance management) and its implementation in selected small company. The first part focuses on the description of the concept of CPM and its individual components (processes, methodologies, metrics and applications). The theoretical part also deals with selected implementation procedures and available CPM maturity models. In the second part a particular small company is introduced to the reader, together with its activities, organizational structure and the reasons behind their interest in CPM. It is then followed by an analysis of the company, its CPM maturity and proposed steps for CPM implementation. These steps are based on the framework presented in this work, which was created by combining different approaches to CPM implementation and available CPM maturity model. The third part, devoted to the implementation of CPM, starts with an analysis of the CPM in the cloud market, followed by a review of two selected solutions. To select the appropriate application, a multi-criterion model is created. The description of actual implementation, and evaluation of its results are included in the last chapter.

This thesis deals with the application of Business Intelligence (BI) to support the corporate performance management in ISS Europe, spol. s r. o. This company provides licences and implements original software products as well as third-party software products. First, an analysis is conducted in the given company, which then serves as basis for the implementation of the BI solution that should be interconnected with the company strategies. The main goal is the implementation of a pilot BI solution to aid the monitoring and optimisation of corporate performance. Among secondary goals are the analysis of related concepts, business strategy analysis, strategic goals and systems identification and the proposition and implementation of a pilot BI solution. In its theoretical part, this thesis focuses on the analysis of concepts related to corporate performance and BI implementations and shortly describes the company together with its business strategy. The following practical part is based on the theoretical findings. An analysis of the company is carried out using the Balanced Scorecard (BSC) methodology, the result of which is depicted in a strategic map. This methodology is then supplemented by the Activity Based Costing (ABC) analytical method, which divides expenses according to assets. The results are informational data about which expenses are linked to handling individual developmental, implementational and operational demands for particular contracts. This is followed by an original proposition and the implementation of a BI solution which includes the creation of a Data Warehouse (DWH), designing Extract Transform and Load (ETL) and Online Analytical Processing (OLAP) systems and generating sample reports. The main contribution of this thesis is in providing the company management with an analysis of company data using a multidimensional perspective which can be used as basis for prompt and correct decision-making, realistic planning and performance and product optimisation.