Exploring the perceived effectiveness of a governmental performance management system

Abstract

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.