This study explored the perceived effectiveness of a governmental performance
management system, through the lived experiences of employees and line managers within
the different phases of the performance management system. In this qualitative interpretive
study, the literature on performance management and its related constructs was reviewed.
Purposive sampling was used to select the 11 employees representing the organisation.
Due to the COVID-19 pandemic regulations, semi-structured interviews were conducted
online for data collection using Microsoft Teams, and the recordings were saved. Grounded
theory was used to create themes and sub-themes, which were used to draw research
findings and conclusions and to make recommendations. The study revealed that the
planning and monitoring phases of the performance management system were poorly
implemented, and that monitoring was neglected. The performance evaluation and reward
phases were found to be full of bias, with their purpose misunderstood. The
recommendations were presented to the organisation, management, industrial and
organisational psychologists as well as employees about what they need to do to enhance
the effectiveness of the performance management system.
Lolu cwaningo luhlole ukusebenza ngempumelelo okubonwayo kohlelo lukahulumeni
lokuphatha ukusebenza, ngokusebenzisa ulwazi oluphilwe nalo lwabasebenzi kanye
nabaphathi abasebenzayo ezigabeni ezahlukene zohlelo lokuphatha ukusebenza. Kulolu
cwaningo olugxile ekudaluleni ngokuhlaziya leyo mikhuba yokwenza incazelo, imibhalo
ephathelene nokuphathwa kokusebenza kanye nokwakhiwa kwakho okuhlobene
kwabuyekezwa. Kusetshenziswe amasampula ahlosiwe ukukhetha abasebenzi abayi-11
abamele inhlangano. Ngenxa yemithetho yobhubhane lwe-COVID-19, izinhlolokhono
ezihlelwe kancane zenziwa ku-inthanethi ukuze kuqoqwe imininingwane kusetshenziswa i Microsoft Team, futhi okurekhodiwe kwalondolozwa. Umbono oyisisekelo wasetshenziswa
ukwakha izingqikithi nezindikimba, ezasetshenziswa ukudweba okutholwe ocwaningweni
neziphetho nokwenza iziphakamiso. Ucwaningo luveze ukuthi izigaba zokuhlela nokuqapha
zohlelo lokulawulwa kokusebenza azisetshenziswanga kahle, nokuqapha bekunganakwa.
Ukuhlolwa kokusebenza nezigaba zemiklomelo kutholwe kugcwele ukuchema, inhloso
yazo ingaqondakali kahle. Iziphakamiso zethulwa enhlanganweni, kubaphathi, kongoti
bezengqondo zezimboni nezinhlangano kanjalo nabasebenzi mayelana nokuthi yini
okumele bayenze ukuze kuthuthukiswe ukusebenza ngempumelelo kohlelo lokuphatha
ukusebenza.
Thuto ye e hlohlomišitše go šoma gabotse ka mo go kwešišegago ga sestemo ya taolo ya
go šoma ya mmušo, ka maitemogelo a letšatši le letšatši a bašomedi le balaodi ka gare ga
dikgato tša go fapafapana tša sestemo ya taolo ya go šoma. Go thuto ye ya tlhalošo ya
khwalitheithifi, lithereitšha go taolo ya go šoma le dikgopolo tše di amantšhwago le yona di
sekasekilwe. Mokgwa wa go kgetha kemedi wo o sa rulaganywago o šomišitšwe go kgetha
bašomedi ba 11 bao ba emelago mokgatlo. Ka lebaka la melawana ya leuba la COVID-19,
dipoledišano tše di sa rulaganywago ka mo go feletšego di dirilwe inthaneteng go ka
kgoboketša tshedimošo ka go šomiša Microsoft Teams, gomme dikgatišo di bolokilwe.
Mokgwa wa nyakišišo wo o rulagantšwego o šomišitšwe go hlama dihlogo le dihlogwana,
tšeo di šomišitšwego go kgoboketša dikhwetšo tša nyakišišo le mafetšo le go dira
ditšhišinyo. Thuto ye e utolotše gore dikgato tša thulaganyo le tekolo tša sestemo ya taolo
ya go šoma ga di a diragatšwa gabotse, le gore tekolo e hlokomologilwe. Tekanyetšo ya go
šoma le dikgato tša go putsa di hweditšwe di tletše ka go bontšha kgethollo, gomme morero
wa tšona o sa kwešišwe. Ditšhišinyo di filwe mokgatlo, bolaodi, le disaekholotši tša intasteri
le peakanyo gammogo le bašomedi mabapi le se ba hlokago go se dira go kaonafatša go
šoma gabotse ga sestemo ya taolo ya go šoma.
