M.Ing. (Engineering Management) / The steel industry is considered a very harsh working environment that has been seen to be a major contributor to the occupational health and safety incidents occurring in the manufacturing sector. Due to the nature of the steel making process, the steel industry remains dangerous to employees. Leading key performance indicators of safety are a control mechanism that can be used in contributing to the improvement of safety performance. The aim of the research conducted was to determine if leading key performance indicators of safety are being utilised in organisations in the steel industry, to determine the KPI in use was informative of the root cause of the safety incident and to identify the initial KPI development requirements in a steel manufacturing organisation in South Africa. A literature review centred on leading key performance indicators of safety was conducted to establish the meaning of KPI and their application in other similar industries. A benchmark for the research was established from the literature review. The research was influenced by the methods that were applied by Grabowski, Ayalasomayajula, Wang, Merrick, Mc Cafferty, Meador & Kinney, 2007, that were successfully used in the derivation of leading KPI in the shipping industry. The research done by Toellner, 2001 on leading indicators of safety was also influential in conducting this study. The data was obtained through random sampling in a population of production staff, engineering, personnel, specialists and managerial staff, whose experience in the industry ranged from two years to forty years. The questionnaire was randomly distributed to a population consisting of fourteen supervisors, twelve engineering staff, eighty-six production personnel, twenty-one specialists and six management staff. The respondents’ level of experience in the industry varied from two years to forty years and a combined experience level of one-hundred and thirty-five years. It was found that the key performance indicators of safety that were being utilised have not evolved significantly over the past fifteen years and they do not provide insight to the root cause of the accident. This research provides the strategic requirements needing for developing leading key performance indicators of safety in a steel manufacturing organisation.

Thesis presented in partial fulfillment of the requirements for the degree of Master of Management (in the field of Public Sector Monitoring and Evaluation) to the Faculty of Commerce, Law and Management, University of the Witwatersrand March 2016 / Performance information is regarded as the most important aspect to monitor progress or performance in the South African government. This study examines the usefulness of performance information in the Department of Rural Development and Land Reform. [Abbreviated abstract. Open document to view full version] / MT 2018

Typescript (photocopy). / Digitized by Kansas Correctional Industries

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Thesis (MPA.) -- University of Limpopo, 2007 / Refer to the document

Thesis (M. Dev.) -- University of Limpopo, 2013 / Recent changes in the allocation of land through the results of land redistribution have compelled members of communities to form committees, that is, Communal Property Associations (CPAs) that would be responsible for managing the claimed land. The Maruleng Local Municipality was not excluded from this process. Five of the CPAs have been formed under the above mentioned municipality to manage claimed land. The research investigated the impact of performance management on the Moletele CPA’s performance at Maruleng Local Municipality of the Limpopo Province. The management of Moletele CPA was not without challenges, problems such as lack of resources, adequate training programmes, lack of clear policy and objectives were also found in the study. This research also seeks to investigate why Moletele CPA is performing better than the other CPAs in the municipality. In order to understand the total context of the challenges faced by Moletele CPA, an empirical research and interviews were conducted to collect data from the members of Moletele CPA. The findings of the study suggest that a lack of resources and relevant training programmes are contributing negatively towards the performance of the Moletele CPA in particular, and other CPAs in general. To conclude, the study revealed that performance management is not determined by one factor, but other challenges such as clarity of policies and cooperation amongst stakeholders also contribute towards the success of the Moletele CPA ;hence the recommendations made in chapter five.

Thesis (MPA.) --University of Limpopo, 2009 / The study investigated the impacts of performance management system on service delivery in Mokopane Regional hospital. The study moved from the premise that Performance Management System in Mokopane Regional Hospitals is not well managed. The investigation however revealed that efforts are being made to implement performance management system although some essential improvements are inevitable required. It also probed the implementation of the performance management system within the ambit of the determined policies and procedure manual for the hospital. The challenges experienced are due to the failure of the line managers and supervisors in understanding the essence of the system. The implementation of the system often results in biasness and other performance unrelated factors. In many instances, other factors (such as subjectivity at the expense of objectivity) are unrelated to high performance rates. The study makes a recommendation on how alignment can be made to ensure that the system become more effective.

Thesis (MPA) --University of Limpopo, 2012 / While performance management is a widely used system in many countries, in South Africa the Public Service Regulations (2001) is a base for a Performance Management and Development System in the public service. The Public Service Regulation (2001) gives effect to performance management systems for purposes of managing performance of individual employees, framework for performance assessment, the outcome and communication of assessment results, and managing unsatisfactory performance, as well as providing a framework on incentives for good performance. Each province is therefore, required to adapt the Performance Management System to its environment to ensure the implementation of the provisions of the Public Service Regulation, (2001). However, as cited by Letsoalo (2010), the introduction of a system of managing performance was received with different reactions, both positive and negative, by the vast majority of employees in the public sector. As a result, this study investigated the attitudes of individual employees towards performance management and development system. The main aim of this research is to present the conclusion drawn from the study, as well as make recommendations emanating from the analysis of information gathered in literature review and through questionnaires completed by departmental staff in the Department of Culture, Sports and Recreation. In identifying different reactions by civil servants to Performance Management and Development System, the study placed an effort in probing different perceptions on Performance Management and Development System amongst employees in the Department of Culture, Sports and Recreation in Mpumalanga Province. There are varying perceptions demonstrated by respondents regarding questions posed to them on the Performance Management and Development System as implemented in the Department of Culture, Sports and Recreation in Mpumalanga Province. There is a perception that the Performance Management and Development System is a penalizing tool used by supervisors on their subordinates and that official’s performance is not duly acknowledged as is supposed to. There is persisting conflict between supervisors and their subordinates resulting from supervisors rating their subordinates without their input, submission of performance results is for compliance It is held in this that the Department of Culture, Sports and Recreation must ensure that effective communication of the system to the rest of the employees of the provincial government is maintained so as to allow employees to understand the system and what is expected of them, the development of the implementation capacity internally through the Performance Management and Development System Champions will in any regard, and as such limit inconsistencies during application of performance management and development system which impacts negatively on the overall performance of the organization.

This study was an extension of a study conducted by Roch, Paquin, and Littlejohn (2009). They investigated the relationship between rater agreement and the observability of items on a rating form. The current study found similar results in that, as items became less observable, interrater agreement increased. The purpose of this study was to introduce frame of reference training as an extension to the Roch et al. study in order to reverse their findings. In other words, trained raters would be less likely to default to a general impression on less observable items and thus would demonstrate higher rater agreement on more observable items than untrained raters. The results, based on 66 raters, replicated the findings of the Roch et al. study. The frame of reference training appeared to have no impact on the results. Results are discussed.

Thesis (doctoral)--Göteborgs universitet, 2002. / Added t.p. with thesis statement inserted. Includes bibliographical references.