No abstract available. / Thesis (MA)-University of Durban-Westville, 1986.

No description available.

No description available.

Performance appraisal is a human resource function that has often been criticized by researchers due to its failure for making sufficient impact on employees' work performance hence organizational performance. Most authors have felt that it carries the greatest risk of either failing, falling into disuse or degenerating towards a meaningless paper work exercise if used as a stand alone process. Hence the shift by most modern organizations from the use of performance appraisal alone to manage employee performance to the use of an integrated performance management system making performance appraisal an integral part of the overall system of employee performance management. Against this back drop a study has been carried out in order to establish the perceived effectiveness of the performance management system currently in use by the department of Customs and Excise (Swaziland Civil Service) as well as to identify areas where the system can be improved upon. A self-administered questionnaire was used to collect data from employees of the department who are both in the top management level to present the managers' perceptions and the entry officers' level to present the non-managers' perceptions. The questionnaire was structured in such a way that it covers the main elements of a performance management system, which are planning performance, managing performance, reviewing performance and rewarding performance. Analysis of the data was done to ascertain the perceptions of the employees of the department on the effectiveness of the current performance management system and is presented on chapter 4 of this report. The survey data reflected an overall negative level of satisfaction with the performance management system currently in use. A majority of the responses show that the current system is not clear on how it functions and what its benefits to effective work performance. The current performance management system is considered ineffective because it: > Does not provide for meaningful, timely feedback > Is impossible to administer in an equitable objective manner. > Uses performance appraisal as a stand alone process to manage employee performance > Fails to set performance standards The impact of this performance management system is as follows: > It generates low moral > It discourages team work > It does not foster trust > It generate avoidance of assessment > It produces feelings of being judged rather than being appreciated. A recommendation was made to introduce a holistic approach of performance management that treats performance appraisal as an integral part of a bigger picture of performance management with all the elements of a performance management system. / Thesis (MBA)-University of KwaZulu-Natal, 2005.

In North American utilities, control area performance of interconnected power systems is assessed by the reliability standards imposed by the North American Electric Reliability Corporation (NERC). NERC standards on control area performance define two indices known as Control Performance Standards 1 and 2 (CPS1 and CPS2) to evaluate control area performance in normal interconnected power system operation. Out of the two indices, CPS1 evaluates the performance of a control area with respect to control of interconnection frequency and tie-line power flows. This thesis proposes a novel method to approximately estimate CPS1 for a two area power system using the probability distribution of load change. The proposed method of estimating CPS1 is validated against the time domain simulation method using a simple two-area test system. In the validation process, it is shown that the proposed method could approximately forecast CPS1 within 5% accuracy. The forecasted CPS1 value could then be used by a control area to design its future control strategies to be in compliance with NERC criteria at the minimum cost. These control actions include, but not limited to tuning governors, reducing non-confirming loads, ensuring adequate operating and spinning reserves etc.

Assuring quality of the education is the overriding role of the Ministry of Education. The new adopted model for Whole School Evaluation is different from the previous school inspection system carried out in South Africa under the apartheid regime. Accountability is the cornerstone of all the programmes that are aimed at improving the quality of learning and teaching in our schools. It is therefore important to evaluate whether or not our efforts have an impact in the schools. It is against this background that the monitoring and evaluation became a reality and a necessity. Accountability is anchored by monitoring and evaluation. Formerly it was assumed that the systems would work without any monitoring and evaluation process. But the dawn of democracy dictated that monitoring and evaluation process is a clear reality and an integral part of any programme. This research project looks into the effectiveness of the performance management programmes with regard to Whole School Evaluation to the educators in the Mafikeng District of the North West Province. Some of the issues discussed in this research are t How effective is this programme in building up the school education system as a whole? • Are there any problems encountered in the proper implementation process? • Is this programme functional? The findings suggest that evaluation is an integral part of the education system that can build an educator if applied in the right way. / (MBA) North-West University, Mafikeng Campus, 2003

In North American utilities, control area performance of interconnected power systems is assessed by the reliability standards imposed by the North American Electric Reliability Corporation (NERC). NERC standards on control area performance define two indices known as Control Performance Standards 1 and 2 (CPS1 and CPS2) to evaluate control area performance in normal interconnected power system operation. Out of the two indices, CPS1 evaluates the performance of a control area with respect to control of interconnection frequency and tie-line power flows. This thesis proposes a novel method to approximately estimate CPS1 for a two area power system using the probability distribution of load change. The proposed method of estimating CPS1 is validated against the time domain simulation method using a simple two-area test system. In the validation process, it is shown that the proposed method could approximately forecast CPS1 within 5% accuracy. The forecasted CPS1 value could then be used by a control area to design its future control strategies to be in compliance with NERC criteria at the minimum cost. These control actions include, but not limited to tuning governors, reducing non-confirming loads, ensuring adequate operating and spinning reserves etc.

Thesis (DBusinessAdministration)--University of South Australia, 2005.

Thesis (MEd) -- University of South Australia, 1993

Thesis (MPA)--University of Stellenbosch, 2007. / Bibliography. Also available via the Internet.