'n Ondersoek na die bestaande personeelevalueringstelsel vir professionele
personeel in die Departement Biblioteekdienste van die Universiteit
van Suid-Afrika word aan die hand van 'n aantal navorsingsvrae
en hipoteses gedoen. 'n Selektiewe oorsig van verbandhoudende literatuur
word aangebied. 'n Model vir die ontwikkeling, implementering,
evaluering en instandhouding van 'n personeelevalueringstelsel is
ontwerp vir moontlike gebruik in die ondersoek na personeelevaluering
en/of daarstelling van 'n personeelevalueringstelsel.
Ten einde die konteks van die studie uit te lig is op die personeelbeleid
en struktuur van die Universiteit en van die Departement
Biblioteekdienste sowel as die organisatoriese plasing, doel en
funksies van laasgenoemde binne die Universiteit gelet.
As empiriese navorsing is 'n kruisseksionele studie van die teikengroep
waarin hoofsaaklik van die beskrywende navorsingsmetode gebruik
gemaak is onderneem. Vraelyste, waarin die vraelysitems hoofsaaklik
uit reeds gebruikte en getoetste vraelyste verkry is, is as primere
data-insamelingsmetode gebruik. Bykomende data is deur ongestruktureerde
persoonlike onderhoude ingesamel. Die Statistical Analysis
System-rekenaarprogram is vir dataverwerking gebruik.
In die studie is bevind dat die bestaande stelsel nie eenvormig in
die Departement toegepas word nie; en dat daar 'n betekenisvolle
verskil bestaan tussen die persepsies van geevalueerdes en evalueerders
oor die hoofdoelwitte, doelwitte, funksies en selektiwiteit van
die bestaande personeelevalueringstelsel. Dieselfde geld ten opsigte
van die rol wat personeelevaluering behoort te speel en die rol wat
dit tans in bepaalde personeelfunksies speel.
Verder is bevind dat:
die bestaande personeelevalueringstelsel vir evalueerders
bruikbaar is vir eie loopbaanontwikkeling en kommunikasie
met ondergeskiktes;
gebrek aan kommunikasie oor die doelwitte en funksie van
die personeelevalueringstelsel as die belangrikste probleem
ge1dentifiseer word; en
i i i
die teikengroep ten gunste van die vervanging van die
bestaande stelsel met 'n nuwe stelsel is.
Op grand van die bevindinge is van die hipoteses aanvaar, sommige
verwerp, ander kon nie as aanvaarbaar bewys of verwerp word nie. Die
doeltreffendheid van die bestaande personeelevalueringstelsel kon ook
nie bo alle twyfel bewys word nie.
Bepaalde aanbevelings word aan die hand van die studie gemaak.
The existing personnel evaluation system for professional personnel
in the Department of Library Services at the University of South
Africa is studied on the basis of a number of research questions and
hypotheses. A model is designed for developing, implementing, evaluating
and maintaining a personnel evaluation system for possible use
in the study of personnel evaluation and/or the establishment of a
personnel evaluation system.
To highlight the context of the study, note was taken of the personnel
policy and structure of the University and the Department of
Library Services as well as the organizational placement, goal and
functions of the latter within the University.
As empirical research a cross-sectional study was made of the target
group in which mainly the descriptive research method was used.
Questionnaires, in which the items were obtained primarily from
previously used and tested questionnaires, were utilised as the
primary method of data collection. Additional data were collected by
means of unstructured personal interviews. The Statistical Analysis
System computer program was used for data processing.
The study showed that there is a significant difference between the
perceptions of the persons being evaluated and the evaluators regarding
the main objectives, objectives, functions and selectivity of
the existing personnel evaluation system. The same applies to the
role that personnel evaluation should play and does play in particular
personnel functions at present.
Additional findings were that
the existing personnel evaluation system is useful to
evaluators for their own career development and communication
with subordinates;
lack of communication regarding the objectives and functions
of the personnel evaluation system is identified as
the chief problem; and
the target group is in favour of replacing the existing
system with a new one.
On the basis of the findings some of the hypotheses were accepted,
others were rejected and others again could not be proved or rejected
as acceptable. The effectiveness of the existing personnel evaluation
system could also not be proved beyond all doubt.
Certain recommendations are made on the basis of the study.
