A review of the performance management system in municipalities: a case Study of Mnquma Local Municipality
- Yalezo, Yanga https://orcid.org/0000-0003-1663-6559
- Authors: Yalezo, Yanga https://orcid.org/0000-0003-1663-6559
- Date: 2022-05
- Subjects: Performance -- Management , Performance standards , Job evaluation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/26885 , vital:66039
- Description: Mnquma Local Municipality is a category B municipality situated in Butterworth in the Eastern Cape with the population of 250 000. Mnquma Local Municipality has a mandate of ensuring that quality services are delivered to its counterparts. Mnquma Local Municipality has a performance management system in place used as a tool to fulfil the mandate. Performance management system is a system that is meant to ensure that the goals and objectives of organisations are achieved. PMS is used worldwide by both the private and public sectors. PMS was first used by the private sector to maximise profits and to minimise poor performance. The public sector also decided to introduce PMS in order to improve the quality-of-service delivery to the public. As such, PMS is a tool that is used to monitor, review, evaluate and assess performance of individual employees. PMS in the public sector especially in the local sphere of government is very important because municipalities are closest to the citizens and are at the core of service delivery. This study sought to investigate how PMS at Mnquma Local Municipality in the Eastern Cape Province was utilised. The study utilised qualitative data collection and analysis techniques. Fourteen respondents were interviewed in order to get a better understanding of PMS at Mnquma Local Municipality. Data was analysed using thematic content analysis. The theoretical framework used in this study is goal-setting theory and control theory of performance management system The key findings of the study were: the respondents regarded PMS as “tool” utilised to carry-out work in the municipality. Respondents believe that somehow all the employees are subjected to PMS one way or another whether knowingly or not. Municipality should offer employees performance bonuses to motivate them to achieve goals and objectives of the municipality. The recommendations are: the municipality should cascade the PMS to the lower-level employee of the municipality. The municipality should offer bonuses to the employees to elevate the performance of individual employees and to ensure that the goals and objects are achieved. , Thesis (MPA) -- Faculty of Management and Commerce, 2022
- Full Text:
- Date Issued: 2022-05
- Authors: Yalezo, Yanga https://orcid.org/0000-0003-1663-6559
- Date: 2022-05
- Subjects: Performance -- Management , Performance standards , Job evaluation
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/26885 , vital:66039
- Description: Mnquma Local Municipality is a category B municipality situated in Butterworth in the Eastern Cape with the population of 250 000. Mnquma Local Municipality has a mandate of ensuring that quality services are delivered to its counterparts. Mnquma Local Municipality has a performance management system in place used as a tool to fulfil the mandate. Performance management system is a system that is meant to ensure that the goals and objectives of organisations are achieved. PMS is used worldwide by both the private and public sectors. PMS was first used by the private sector to maximise profits and to minimise poor performance. The public sector also decided to introduce PMS in order to improve the quality-of-service delivery to the public. As such, PMS is a tool that is used to monitor, review, evaluate and assess performance of individual employees. PMS in the public sector especially in the local sphere of government is very important because municipalities are closest to the citizens and are at the core of service delivery. This study sought to investigate how PMS at Mnquma Local Municipality in the Eastern Cape Province was utilised. The study utilised qualitative data collection and analysis techniques. Fourteen respondents were interviewed in order to get a better understanding of PMS at Mnquma Local Municipality. Data was analysed using thematic content analysis. The theoretical framework used in this study is goal-setting theory and control theory of performance management system The key findings of the study were: the respondents regarded PMS as “tool” utilised to carry-out work in the municipality. Respondents believe that somehow all the employees are subjected to PMS one way or another whether knowingly or not. Municipality should offer employees performance bonuses to motivate them to achieve goals and objectives of the municipality. The recommendations are: the municipality should cascade the PMS to the lower-level employee of the municipality. The municipality should offer bonuses to the employees to elevate the performance of individual employees and to ensure that the goals and objects are achieved. , Thesis (MPA) -- Faculty of Management and Commerce, 2022
- Full Text:
- Date Issued: 2022-05
A model for the implementation of the T.A.S.K. job evaluation system at municipalities in the Eden, Overberg, and central Karoo region
- Authors: Van Rooyen, André
- Date: 2005
- Subjects: Job evaluation , Municipal government -- South Africa , Municipal government -- South Africa -- Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9269 , http://hdl.handle.net/10948/178 , Job evaluation , Municipal government -- South Africa , Municipal government -- South Africa -- Personnel management
- Description: The analysis of jobs and roles is one of the most important techniques in personnel management. It provides the information required to produce job descriptions and person- and learning / training specifications. It is of fundamental importance in organisation and job design, recruitment and selection, performance management, training management development, career management, job evaluation and the design of pay structures. These constitute most of the key processes of personnel management. In terms of the Local Government: Municipal System Act, a municipal manager, within a policy framework determined by the municipal council and subject to any applicable legislation, must - • approve a staff establishment for the municipality ; • provide a job description for each post on the staff establishment ; • attach to those posts the remuneration and other conditions of service, as may be determined in accordance with any applicable labour legislation ; and • establish a process or mechanism to regularly evaluate the staff establishment and, if necessary, review the staff establishment and the remuneration and conditions of service. The overall purpose of the research was to develop a model for the implementation of the Tuned Assessment of Skills and Knowledge (T.A.S.K.) job evaluation system at municipalities, in the Eden/Overberg/Central Karoo region. The research methodology comprised of the following steps: • a literature study on job evaluation and a discussion of the different job evaluation systems with special reference to the T.A.S.K. job evaluation system ; • the development of a model for the implementation of the T.A.S.K. job evaluation system in the Eden/Overberg/Central Karoo region ; and • the empirical data required to achieve the research objective which was obtained by means of postal and electronic questionnaires to employees of the various municipalities in the geographical area that will be covered by this research. The following recommendations are made regarding the data obtained from this study: Firstly, briefing sessions at municipalities must include employees of all levels and the following methods must also be added to the process - • Insert articles in the in-house newsletter ; and • Attach a memorandum to employees’ pay advice, informing them about the T.A.S.K. job evaluation system and later on about the progress of the process. Secondly, all disputes regarding placement must be resolved before employees are allowed to draw up their relevant job descriptions.
- Full Text:
- Date Issued: 2005
- Authors: Van Rooyen, André
- Date: 2005
- Subjects: Job evaluation , Municipal government -- South Africa , Municipal government -- South Africa -- Personnel management
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:9269 , http://hdl.handle.net/10948/178 , Job evaluation , Municipal government -- South Africa , Municipal government -- South Africa -- Personnel management
- Description: The analysis of jobs and roles is one of the most important techniques in personnel management. It provides the information required to produce job descriptions and person- and learning / training specifications. It is of fundamental importance in organisation and job design, recruitment and selection, performance management, training management development, career management, job evaluation and the design of pay structures. These constitute most of the key processes of personnel management. In terms of the Local Government: Municipal System Act, a municipal manager, within a policy framework determined by the municipal council and subject to any applicable legislation, must - • approve a staff establishment for the municipality ; • provide a job description for each post on the staff establishment ; • attach to those posts the remuneration and other conditions of service, as may be determined in accordance with any applicable labour legislation ; and • establish a process or mechanism to regularly evaluate the staff establishment and, if necessary, review the staff establishment and the remuneration and conditions of service. The overall purpose of the research was to develop a model for the implementation of the Tuned Assessment of Skills and Knowledge (T.A.S.K.) job evaluation system at municipalities, in the Eden/Overberg/Central Karoo region. The research methodology comprised of the following steps: • a literature study on job evaluation and a discussion of the different job evaluation systems with special reference to the T.A.S.K. job evaluation system ; • the development of a model for the implementation of the T.A.S.K. job evaluation system in the Eden/Overberg/Central Karoo region ; and • the empirical data required to achieve the research objective which was obtained by means of postal and electronic questionnaires to employees of the various municipalities in the geographical area that will be covered by this research. The following recommendations are made regarding the data obtained from this study: Firstly, briefing sessions at municipalities must include employees of all levels and the following methods must also be added to the process - • Insert articles in the in-house newsletter ; and • Attach a memorandum to employees’ pay advice, informing them about the T.A.S.K. job evaluation system and later on about the progress of the process. Secondly, all disputes regarding placement must be resolved before employees are allowed to draw up their relevant job descriptions.
- Full Text:
- Date Issued: 2005
The elements of job evaluation in the development of a pay structural comparison system guide to conducting compensation surveys to determine competitive adjustments to base salary ranges
- Authors: Snelgar, Robin John
- Date: 1981
- Subjects: Wage surveys , Job evaluation , Job analysis
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:3118 , http://hdl.handle.net/10962/d1004726
- Description: If the wage policy of an organisation is to remain competitive in the labour market, that is, pay rates that are at least approximately equal to those prevailing in the community, then it must collect accurate wage and salary data in order to alter its pay structure as may become necessary. Wage and salary survey information provides a means by which management can determine whether its entire wage level is in accordance with that of the external labour market, and thus it is absolutely essential that methods and techniques utilised to collect such information are as objective and accurate as possible. The vital factor which has been revealed by the utilisation of many existing wage and salary survey guides is that the unavoidable subjectivity involved in the basic techniques utilised in survey procedures tends to have a cumulative effect on both data collection and analysis, and ultimately interpretation. As each technique is utilised, whether it be to obtain job comparability or to adjust salary data, the overall level of subjectivity is increased, which results in a cumulative increase in the margin of error involved in data collection. This study has been aimed at developing and practically testing a comprehensive guide to conducting wage and salary surveys which effectively minimises and, over successive surveys, eradicates the necessity for these subjective techniques. Due to the fact that the elements of job evaluation, namely, job analysis, job description, job specification and the job evaluation plan itself, form the nucleus of the techniques utilised for the data gathering and analysis process, the initial study was aimed at developing a job evaluation process which would be as objective as possible. In the development of such a system a range of job evaluation plans were tested for comparability in rating of jobs, the hypothesis being that any evaluation method or plan, when correctly applied to a series of jobs, will result in the same classification. This study intercorrelated rates derived for twenty-four key jobs selected from one particular organisation, using the job evaluation methods utilised by sixteen different organisations, and found that these rates intercorrelated between 0,93 to 0,99. These intercorrelations indicate a high degree of commonality among the sixteen methods; thus providing a justification for the utilisation of one particular job evaluation plan for the adjustment and weighing of wage and salary data in the survey data analysis procedure. To further justify the utilisation of one particular method, and thereby increase probability of acceptance by participating organisations, the independence of the sub-factors of the selected plan were tested by intercorrelating the factor scores for two job samples, one consisting of sixty jobs, type and level being heterogeneous, the other consisting of forty jobs, type and level being homogeneous. Sub-factor intercorrelations in the group of heterogeneous jobs ranged from 0,71 to 0,98 while all but one correlated at or above 0,90 with the total score, thus emphasising the independence of sub-factors, while intercorrelations in the group of homogeneous sample were much lower, ranging from 0,26 to 0,89, indicating greater factorial independence due to the fact that these jobs are limited to a narrower range of grades such that specific job differences in respect of sub-factors are more likely to show up. Utilising this selected job evaluation plan as the core of the developed job evaluation process, a wage and salary survey guide was formulated, the unique concept being a comparison of participating organisation pay structures rather than comparison of positions as a basis for data collection. The job evaluation system was utilised in the formulation of a "one-time" standardisation of participating organisation pay structures according to the survey organisation pay structure, the hypothesis being that these standardised pay structures may be utilised over successive surveys without the necessity for restandardisation, and thus eliminating the use of subjective methods and techniques subsequent to the initial standardisation. Utilising an international oil company as the survey organisation this newly formulated structural comparison guide was practically tested by applying it in conjunction with the existing survey organisation wage and salary survey guide as a means of competitive market wage and salary data gathering and analysis, over successive survey years, namely, 1974, 1977, and 1980. The results obtained through application of this guide were subsequently compared with those results obtained by two professional survey organisations, and proved to be reliable and consistent enough over the applicable survey years to warrant acceptance of the pay structural comparison concept as a valid wage and salary survey technique.
- Full Text:
- Date Issued: 1981
- Authors: Snelgar, Robin John
- Date: 1981
- Subjects: Wage surveys , Job evaluation , Job analysis
- Language: English
- Type: Thesis , Doctoral , PhD
- Identifier: vital:3118 , http://hdl.handle.net/10962/d1004726
- Description: If the wage policy of an organisation is to remain competitive in the labour market, that is, pay rates that are at least approximately equal to those prevailing in the community, then it must collect accurate wage and salary data in order to alter its pay structure as may become necessary. Wage and salary survey information provides a means by which management can determine whether its entire wage level is in accordance with that of the external labour market, and thus it is absolutely essential that methods and techniques utilised to collect such information are as objective and accurate as possible. The vital factor which has been revealed by the utilisation of many existing wage and salary survey guides is that the unavoidable subjectivity involved in the basic techniques utilised in survey procedures tends to have a cumulative effect on both data collection and analysis, and ultimately interpretation. As each technique is utilised, whether it be to obtain job comparability or to adjust salary data, the overall level of subjectivity is increased, which results in a cumulative increase in the margin of error involved in data collection. This study has been aimed at developing and practically testing a comprehensive guide to conducting wage and salary surveys which effectively minimises and, over successive surveys, eradicates the necessity for these subjective techniques. Due to the fact that the elements of job evaluation, namely, job analysis, job description, job specification and the job evaluation plan itself, form the nucleus of the techniques utilised for the data gathering and analysis process, the initial study was aimed at developing a job evaluation process which would be as objective as possible. In the development of such a system a range of job evaluation plans were tested for comparability in rating of jobs, the hypothesis being that any evaluation method or plan, when correctly applied to a series of jobs, will result in the same classification. This study intercorrelated rates derived for twenty-four key jobs selected from one particular organisation, using the job evaluation methods utilised by sixteen different organisations, and found that these rates intercorrelated between 0,93 to 0,99. These intercorrelations indicate a high degree of commonality among the sixteen methods; thus providing a justification for the utilisation of one particular job evaluation plan for the adjustment and weighing of wage and salary data in the survey data analysis procedure. To further justify the utilisation of one particular method, and thereby increase probability of acceptance by participating organisations, the independence of the sub-factors of the selected plan were tested by intercorrelating the factor scores for two job samples, one consisting of sixty jobs, type and level being heterogeneous, the other consisting of forty jobs, type and level being homogeneous. Sub-factor intercorrelations in the group of heterogeneous jobs ranged from 0,71 to 0,98 while all but one correlated at or above 0,90 with the total score, thus emphasising the independence of sub-factors, while intercorrelations in the group of homogeneous sample were much lower, ranging from 0,26 to 0,89, indicating greater factorial independence due to the fact that these jobs are limited to a narrower range of grades such that specific job differences in respect of sub-factors are more likely to show up. Utilising this selected job evaluation plan as the core of the developed job evaluation process, a wage and salary survey guide was formulated, the unique concept being a comparison of participating organisation pay structures rather than comparison of positions as a basis for data collection. The job evaluation system was utilised in the formulation of a "one-time" standardisation of participating organisation pay structures according to the survey organisation pay structure, the hypothesis being that these standardised pay structures may be utilised over successive surveys without the necessity for restandardisation, and thus eliminating the use of subjective methods and techniques subsequent to the initial standardisation. Utilising an international oil company as the survey organisation this newly formulated structural comparison guide was practically tested by applying it in conjunction with the existing survey organisation wage and salary survey guide as a means of competitive market wage and salary data gathering and analysis, over successive survey years, namely, 1974, 1977, and 1980. The results obtained through application of this guide were subsequently compared with those results obtained by two professional survey organisations, and proved to be reliable and consistent enough over the applicable survey years to warrant acceptance of the pay structural comparison concept as a valid wage and salary survey technique.
- Full Text:
- Date Issued: 1981
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