published_or_final_version / Public Administration / Master / Master of Social Sciences

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M.Comm. / Performance appraisal of employees is traditionally one of the most criticised human resource management functions. Performance appraisal is however a critical element in the success of especially a service organisation, because the employees are the most important asset in a service organisation. This asset has to be developed and managed to contribute to the achievement ofthe organisation's vision, mission and objectives. Performance appraisal is more than just a task that is performed once a year. It is a continuous management process. This study focuses specifically on performance appraisal of audit personnel and the performance management process of small to medium audit firms. The study identifies the different appraisal methods, criteria for appraisal, the performance management processes and the linking of performance appraisal and reward management. The method of the research that was followed, are a combination of a literature review and a study of appraisal methods, processes and competencies as criteria for appraisals, that are used by different auditing firms. The ranking of importance of the competencies used, as criteria for evaluating audit personnel, by employees and management of small to medium audit firms, were reviewed. Although performance appraisal is often neglected in a small to medium audit firm, it is still an essential component that will facilitate employee development and success of the organisation. The results of the research show that employee development should be the primary goal of performance appraisal and that fairness, honesty and continuous feedback are critical for a successful performance management process.

M.Com. (Industrial Psychology) / Behaviorally anchored performance appraisal research concentrates mainly on the development of a scientifically verifiable instrument. The recommendations made in these studies to enhance the effective and practical use of the systems are, however, normally neglected in further studies. Performance appraisal entails more than just the development of a superior psychometric system. Therefore more attention should be paid to the success of the total performance appraisal approach rather than the individual instrument.

The purpose of this study was to identify the leadership roles of principals and their impact on the performance of two rural secondary schools at Tlakgameng Village. The study was aimed particularly at the leadership role of the principal and how it influences school performance, how the relationships between the principal, teachers and learners affects school performance and how the principal as a leader can encourage performance of both teachers and learners. Literature revealed that a school principal should possess various leadership qualities in order for the school to perform well. A principal should actively seek to motivate and develop educators by creating opportunities for them to grow and to learn from each other. To gather data, a quantitative investigation was employed. Questionnaires were used as a major data collection instrument. 55 questionnaires were distributed to all educators of both secondary schools in Tlakgameng. Data was analysed using simple statistical techniques such as frequencies and percentages. The findings of this study indicated that principals of secondary schools carried out leadership practices at a minimal level. The indication of the study was that principals in rural secondary schools need extensive empowerment in leadership practices. Lt was also evident from the data collected that communication between principals, educators and learners needs to be enhanced. On the basis of the findings from the study, recommendations were made to enhance the leadership roles that principals can play in order to improve the performance of school s. / Thesis (MBA) North-West University, Mafikeng Campus, 2014

This dissertation investigates the employee perception on the role of motivation in performance appraisal at Mintek. It highlights major problems of the current performance appraisal system) delineating the weakness and pitfalls of the current performance appraisal system. Performance appraisal can be a good way for organisations to boost employee's motivation and hone their competitive edge. However creating useful performance appraisal and making sure they are used effectively throughout an organisation is not easy. After a review of the literature relevant to performance management systems both over time and across different types of organisations, this dissertation confines its research to Mintek. The relevant literature has been visited and served as a secondary data that add value to the dissertation. Collation of the relevant data is followed by a discussion of the employee perception and the role of motivation in performance appraisal. The relative lack of research on employee perceptions on the role of motivation is the primary impetus of this study, which advances this important, but neglected research area by investigating potential predictors and consequences of role of motivation and perceptions with performance appraisal. The sample was drawn from Mintek employees who were cooperative in the execution of the study. As a result of this, the research on the subject has moved beyond limited confines of measurement issues and accuracy of performance ratings and has begun to focus more on motivational aspects of performance appraisal. The performance appraisal are intended to enhance overall organisational performance. unfortunately ongoing problems with performance appraisal can create challenges in trying to study relationships between individual performance and organisational performance. The findings of this study revealed that there is deficiency in performance appraisal supervisors are not properly trained, performance management system is not efficient and supervisors do not show concern. Mintek should improve its method of performance appraisal based on managers and supervisors knowledge and number of dimensions being appraised; look at the conclusion and recommendations made in this dissertation. / Thesis (MBA) North-West University, Mafikeng Campus, 2010

Effective performance management is vital in all public and private sectors and contributes to service delivery of the organisations. Research on public-sector performance management, however, points out challenges in the implementation of the systems and questions the effectiveness of policy tools for enhancing the governmental accountability. The Department of Public Works, Roads and Transport is a large institution and its vision is to provide successful infrastructure projects and safer transport for the community. The majority of employees are working on infrastructure projects for both roads and buildings. In this study, experimental data and performance management experiences of the working environment to estimate the influence of Management of the Department of Public Works, Roads and Transport on the implementation of performance management policies, was analysed. The challenge is that the department focuses more on the work to be done than ensuring that the employees are also satisfied. The Department of Public Service and Administration (DPSA) and North West Provincial Treasury have implemented the performance management policies that need to be followed and practiced to improve service delivery as well as employee motivation. Management of the Department of Public Works, Roads and Transport, together with the Corporate Support Division should put into operation a strategy for the future in order to successfully implement the performance management system to all levels of employees in order to successfully achieve both employee satisfaction and retention, and the goa ls of the department. The Performance Management policies and legislations that is currently operational should be applied effectively and efficiently to improve service delivery and the morale of employees. / Thesis (MBA) North-West University, Mafikeng Campus, 2014

No description available.

published_or_final_version / Business Administration / Master / Master of Business Administration

No description available.