<p>Perceptions of performance management in the South African Public Sector was characterised by high levels of unfairness owing to a bias in favour of those individuals that can write essays well. The essays would provide the evaluation team with an indication of the achievement of the individual as its relates to job performance, knowledge, insight, interpersonal relations and leadership qualities. Although the Performance Management system has changed from what was called the Performance Appraisal System to the Personnel Performance Management System that involves both supervisor and employee inputs, fairness perceptions remain unchanged. This study aimed to ascertain perceptions of fairness toward performance appraisals amongst public service raters and ratees on Level 1 to 12 who are subject to use the Personnel Performance Management System in the office of a public service organisation: National Department of Land Affairs Chief Directorate : Surveys and Mapping.</p>

The main role of the public administration are their employees. Their quality guarantee the quality of service given by them and their effectiveness is the source of the whole organization. The objective of this diploma thesis is the analysis of the system of remanuation and evaluation in the public administration. Within this objective is finding out, to what extent is existing system of remanuation based on the evaluation according to job performance and what way is used this evaluation during fixing of rate of the bonus. Following the objective of this work is also examined to what extent it is possible to apply the knowledge in the sphere of remanuation from private sector in conditions of public administration and what way is the theory of remanuation and evaluation of performance aplicated actually in the three bureaus of public administration.

The aim of my diploma thesis is the macroeconomic analysis of the Visegrad Four countries after joining the EU, which will be evaluated in the international context. It will be assessed on three levels, both in terms of economic performance of V-4 converging countries, based on Eurostat statistical data and the Czech Statistical Office. At the second level, it will be assessed in terms of multi-criteria evaluation of the Global Competitiveness Report, which in addition to hard statistical data, is working with soft data as well. At the third level, the Competitiveness will be evaluated in terms of innovation performance, based on an evaluation tool of EU Innovation Union Scoreboard.

<p>Perceptions of performance management in the South African Public Sector was characterised by high levels of unfairness owing to a bias in favour of those individuals that can write essays well. The essays would provide the evaluation team with an indication of the achievement of the individual as its relates to job performance, knowledge, insight, interpersonal relations and leadership qualities. Although the Performance Management system has changed from what was called the Performance Appraisal System to the Personnel Performance Management System that involves both supervisor and employee inputs, fairness perceptions remain unchanged. This study aimed to ascertain perceptions of fairness toward performance appraisals amongst public service raters and ratees on Level 1 to 12 who are subject to use the Personnel Performance Management System in the office of a public service organisation: National Department of Land Affairs Chief Directorate : Surveys and Mapping.</p>

Thesis (M.A.)--Carleton University, 2001. / Includes bibliographical references (p. 38-42). Also available in electronic format on the Internet.

Made available in DSpace on 2015-05-08T14:53:22Z (GMT). No. of bitstreams: 1 Arquivototal.pdf: 1433655 bytes, checksum: 6a11cfcda9c77d7822535e84971e043a (MD5) Previous issue date: 2011-01-20 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This research aims to tailor a system of performance evaluation to assist the choice of a new product that will be applied as thermal insulation, electrical substations. The performance evaluation systems can be considered as a set of metrics and processes used to obtain it, in order to quantify the efficiency and effectiveness of a system, enabling a systemic analysis of the object of evaluation.Therefore, we chose to identify and match an existing model from the literature to apply it in the selection of new products. The electrical substation is where the products developed will be applied. Therefore, it was considered essential to know in depth all the requirements necessary for the proper design, construction and operation of substations, checking criteria or restrictions which could influence the choice of product to be applied. Thermal comfort of buildings is the main functionality of the product developed, immediately there was a need to identify which characteristics of the materials have more influence in this regard and indicators which could not fail to be considered. The proposed methodology followed a pre-defined, in which selected the quantum model as a basis to describe a performance evaluation model capable of quantifying the performance of products. The analysis showed that the thermal insulation of EVA performed better in quality and cost categories, with only a lower performance in the category of measurement time. Another relevant security concerns, as this insulation achieved a performance inferior to the others, but enough for use in electrical substations. / A presente pesquisa tem por objetivo adequar um sistema de avaliação de desempenho para auxiliar a escolha de um novo produto que será aplicado em subestações elétricas como isolante térmico. Os sistemas de avaliação de desempenho podem ser considerados como um conjunto de métricas e os processos utilizadospara sua obtenção,objetivando a quantificação da eficiência e eficácia de um sistema, possibilitando uma análise sistêmica do objeto de avaliação. Por conseguinte, optou-se por identificar e adequar um modelo existente da literatura para aplicá-lo na seleção de novos produtos. As subestações elétricas é o local onde serão aplicados os produtos desenvolvidos. Portanto, considerou-se imprescindível conhecer profundamente todos os requisitos necessários ao bom projeto, construção e operação das subestações, verificando quais critérios ou restrições poderiam influenciar na escolha do produto a ser aplicado. O conforto térmico das edificações é a funcionalidade principal do produto desenvolvido, logo havia a necessidade de identificar quais características dos materiais possuem mais influencia neste quesito e quais indicadores não poderiam deixar de ser considerados. A metodologia proposta seguiu um roteiro pré-definido, no qual se selecionou o modelo quantum como base para descrever um modelo de avaliação de desempenho capaz de quantificar a performance de produtos. A análise apontou que o isolante térmico de EVA apresentou melhor desempenho nas categorias qualidade e custo, tendo um desempenho inferior apenas na categoria de medida tempo. Outro ponto relevante diz respeito à segurança, pois este isolante obteve um desempenho inferior aos demais, mas suficiente para aplicação em subestações elétricas.

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2006. / The Constitution of the Republic of South Africa, Act 108 of 1996, instructs the Public Service Commission (PSC) to propose measures to ensure effective and efficient performance in the public service, which includes National and Provincial Departments (1996:108).Various view points on this issue have been expressed why even some hard working staff members of the Western Cape Provincial Treasury (WCPT) are found to be surprised and disappointed over the performance management process especially, when their hard work throughout the year goes unnoticed or are under-rated by their superiors.The bias scoring by certain performance evaluators also causes plenty of animosity, hostility and resentment among colleagues because "friendly" staff is prejudiced ahead of other staff.The Public Service Act 103 of 1994 states that an executive authority has powers and duties regarding the performance management of officers and employees of that office or department (1994:14). "... a head of department shall be responsible for the efficient management and administration of his or her department, including the effective utilisation and training of staff..." .

The Master's Thesis is focused on the performance management system in the Bambino Kindergarten Company and the aim is to compare theoretical knowledge with the established and applied procedures in practice. The main goal of the Master's Thesis is to analyze the performance management system in the company. Partial purpose is to carry out an employee survey that reveals the perception of performance management by individual employees. Performance management system in the company is based on the theoretical knowledge and is set according to the theoretical requirements. Primary sources for the system analysis are internal documents from the company, personal interview with the CEO of the company and data from the employee survey. System analysis and collected data identify the strengths and weaknesses of the established and applied performance management system. Regard to the new data, suggestions are designed to optimize and improve the current situation.

The diploma thesis deals with motivation of employees in a manufacturing company. The main goal of this this thesis is to analyse the needs for employee motivation and based on this analysis to suggest a motivational program that would be suitable for the HEYCO WERK ČR Ltd. company. The aim of the thesis is also to set the system according to the specifics of a manufacturing company. The analysis was performed on the real data of the HEYCO ČR company. This firm has currently a hundred employees so it is possible to approach to the departments needs individually.

Thesis (MPA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: The focus of this research assignment is the evaluation of an individual Performance Management system at local government level in the Cape Metropolitan Area. The researcher has observed a possible decline in customer satisfaction towards the Cape Metropolitan Council Administration and at other Administrations within the City of Cape Town, and the press also highlighted complaints regarding the absence of an entrenched customer care ethic among municipal officials. The researcher was concerned with the way customers are being handled by municipal officials, and sought to find a solution to the problem. The researcher conducted research on what the ideal situation should be, and how to reach the ideal situation, which included South African local government legislation and discussion documents. The researcher also conducted an opinion survey (by means of a questionnaire) within the CMC Administration, in order to obtain the opinions of employees of the City of Cape Town's CMC Administration with regard to perceptions of customer satisfaction, and the possible effect on customer satisfaction should a Performance Management system be implemented within the City of Cape Town. It was found that, should a Performance Management system be introduced within the City of Cape Town, it will contribute to efficiency in service delivery, and staff will be held accountable for their work performance. It was also found that at local government institutions (locally and internationally) where effective organisational and individual Performance Management systems had been implemented, customer satisfaction at these institutions has improved. It is therefore suggested by this research that the City of Cape Town should implement an individual Performance Management system and that customer satisfaction should improve over time. / AFRIKAANSE OPSOMMING: Die fokus van die navorsings opdrag is die evaluering van 'n individuele werkverrigting- bestuurstelsel op die vlak van plaaslike regering in die Kaapse Metropolitaanse Gebied. Die navorser het 'n moontlike afname in kliënte bevrediging teenoor die Kaapse Metropolitaanse Raad (KMR) en ander Rade binne die Kaapse Metropolitaanse Gebied opgelet, en die pers het ook klagte belig betrekkend die afwesigheid van 'n verskansekliënte-sorg etiek onder munisipale amptenare. Die navorser was bekommered met die manier waarop kliënte behandel is deur munisipale amptenare, en het probeer om 'n oplossing te vind vir die probleem. Die navorser het ondersoek ingestel, wat ingesluit het Suid_Afrikaanse plaaslike regerings-wette en besprekings-dokumente, om uit te vind wat die ideale situasie is, en hoe om hierdie situasie te bereik. Die navorser het ook 'n opinie opneming ingestel (dmv. 'n vraelys) binne die KMR Administrasie, om sodoende die opinies van die werkers van Stad Kaapstad se KMR Administrasie betreffend die waarnemings van kliënt bevrediging, en die moontlike effek op kliënt bevrediging as 'n werkverrigting bestuurstelsel in werking gebring word binne die Stad Kaapstad. Daar is gevind, dat as 'n werkverrigting bestuurstelsel voorgestel word binne die Stad Kaapstad, daar 'n verbetering sal wees in doeltreffendheid van diens gelewer, en personeel sal verantwoordelik wees vir hul werkverrigtinge. Daar is ook gevind by plaaslike regering-instansies (plaaslik en internasionaal) waar daar effektiewe werkverrigting bestuurstelsels in werking gestel is, daar 'n verbetering in kliënte bevrediging was. Dus word daar gesuggereer, deur dié navorser dat die Stad Kaapstad 'n individuele-werkverrigting bestuurstelsel moet implementeer en dat kliënt bevrediging mettertyd sal verbeter.