The Effect of training and development on employee performance in the Buffalo City Municipality in the Eastern Cape of South Africa
- Authors: Adom, Richard Kwame
- Date: 2019-09
- Subjects: Employees -- Training of , Performance -- Management , Employees -- Rating of
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/20153 , vital:45377
- Description: Training and development are regarded as significant tools for any organisation to achieve the target goals and objectives. These goals and objectives are heavily and highly dependent on its workforce. In the literature, it is well documented that many organisations invest in employees’ training and development to enhance their performance and the growth of the organisation. Many organisations, however, including the Buffalo City Municipality, regard training and staff development as needless expenditure, and always do little, or make no effort to improve employees’ technical know-how. Such actions incapacitate staff to adapt to the ever-changing working environment and rapid technological innovation. This study employed purposive sampling technique to draw a sample of 70 employees from a total of 150, through structured interviews and a self-administered questionnaire, to examine the effect of training and development on employees’ performance in the Buffalo City Municipality, situated in the Eastern Cape of South Africa. The findings of the study generally revealed that training and development does not only increase employees’ performance, but assists in developing the overall personality of employees by making them more productive through building their senses of teamwork, boosting the attitude of staff which is the most critical component in attaining profit, and developing a cordial relationship and connectivity between management and the workforce. The study, therefore, recommended that the municipality, as a matter of urgency, earmarks a certain percentage of its resources for employees training and development, based on identified skills gaps to sharpen employees’ skills, competencies, capabilities and technical know-how, to capacitate them to cope with the ever-changing working environment and innovations, and to enhance their motivation, satisfaction and performance. , Thesis (MPA) -- Faculty of Management and Commerce, 2019
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- Authors: Adom, Richard Kwame
- Date: 2019-09
- Subjects: Employees -- Training of , Performance -- Management , Employees -- Rating of
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/20153 , vital:45377
- Description: Training and development are regarded as significant tools for any organisation to achieve the target goals and objectives. These goals and objectives are heavily and highly dependent on its workforce. In the literature, it is well documented that many organisations invest in employees’ training and development to enhance their performance and the growth of the organisation. Many organisations, however, including the Buffalo City Municipality, regard training and staff development as needless expenditure, and always do little, or make no effort to improve employees’ technical know-how. Such actions incapacitate staff to adapt to the ever-changing working environment and rapid technological innovation. This study employed purposive sampling technique to draw a sample of 70 employees from a total of 150, through structured interviews and a self-administered questionnaire, to examine the effect of training and development on employees’ performance in the Buffalo City Municipality, situated in the Eastern Cape of South Africa. The findings of the study generally revealed that training and development does not only increase employees’ performance, but assists in developing the overall personality of employees by making them more productive through building their senses of teamwork, boosting the attitude of staff which is the most critical component in attaining profit, and developing a cordial relationship and connectivity between management and the workforce. The study, therefore, recommended that the municipality, as a matter of urgency, earmarks a certain percentage of its resources for employees training and development, based on identified skills gaps to sharpen employees’ skills, competencies, capabilities and technical know-how, to capacitate them to cope with the ever-changing working environment and innovations, and to enhance their motivation, satisfaction and performance. , Thesis (MPA) -- Faculty of Management and Commerce, 2019
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Evaluation of the performance assessment system for senior administrative managers in Nelson Mandela Bay Municipality
- Authors: Qupe, Zandisile
- Date: 2015-06
- Subjects: Employees -- Rating of , Performance -- Management , Municipal government
- Language: English
- Type: text
- Identifier: http://hdl.handle.net/10353/25655 , vital:64351
- Description: In 2011 the South African Presidency developed Management Performance Assessment and Municipal Assessment as tools to monitor and evaluate the performance of government employees in government departments and municipalities. The Department of Performance Monitoring and Evaluation (DPME) is leading performance assessments of national departments using the tool, Offices of the Premier are undertaking performance assessments of provincial departments, Offices of the Premier and provincial Department of Cooperative Governance (DCOG) will assess municipalities. Management performance assessments contribute to improving service delivery through providing a holistic picture of the quality of management practices within a department or municipality, against common standards. This study evaluated the performance assessment system used in Nelson Mandela Bay Municipality for senior administrative managers. The main objectives of the study were to investigate the Performance Assessment System used in NMBM for the Section 57 employees (i.e. all Senior Managers working on a five-year contract and directly reporting to the Municipal Manager) of the Nelson Mandela Bay Municipality, to determine the extent, if any, the NMBM adheres to its policy objectives pertaining to the application and implementation of its performance management system and to provide recommendations on the possible recourse that can be taken by the NMBM in improving the application of its performance assessment system and performance management system at senior management level. The research methods employed for this study were both qualitative and quantitative. For the qualitative method, data was gathered through interviews, questionnaire and documents from the municipality, for the quantitative method a questionnaire was used and appropriate statistical techniques were used to analyse the gathered data. Emanating from the data analysed, the study found that there is still a lack of understanding of performance assessment in the municipality; the municipality is still faced with a number of challenges when implementing the performance assessment system as well as the performance management system in the municipality and these have affected service delivery in a very negative way. One of the recommendations made by the researcher was that there should be more training and workshops on performance assessment system as well as performance management in the municipality. , Thesis (MPA) -- Faculty of Management and Commerce, 2015
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- Authors: Qupe, Zandisile
- Date: 2015-06
- Subjects: Employees -- Rating of , Performance -- Management , Municipal government
- Language: English
- Type: text
- Identifier: http://hdl.handle.net/10353/25655 , vital:64351
- Description: In 2011 the South African Presidency developed Management Performance Assessment and Municipal Assessment as tools to monitor and evaluate the performance of government employees in government departments and municipalities. The Department of Performance Monitoring and Evaluation (DPME) is leading performance assessments of national departments using the tool, Offices of the Premier are undertaking performance assessments of provincial departments, Offices of the Premier and provincial Department of Cooperative Governance (DCOG) will assess municipalities. Management performance assessments contribute to improving service delivery through providing a holistic picture of the quality of management practices within a department or municipality, against common standards. This study evaluated the performance assessment system used in Nelson Mandela Bay Municipality for senior administrative managers. The main objectives of the study were to investigate the Performance Assessment System used in NMBM for the Section 57 employees (i.e. all Senior Managers working on a five-year contract and directly reporting to the Municipal Manager) of the Nelson Mandela Bay Municipality, to determine the extent, if any, the NMBM adheres to its policy objectives pertaining to the application and implementation of its performance management system and to provide recommendations on the possible recourse that can be taken by the NMBM in improving the application of its performance assessment system and performance management system at senior management level. The research methods employed for this study were both qualitative and quantitative. For the qualitative method, data was gathered through interviews, questionnaire and documents from the municipality, for the quantitative method a questionnaire was used and appropriate statistical techniques were used to analyse the gathered data. Emanating from the data analysed, the study found that there is still a lack of understanding of performance assessment in the municipality; the municipality is still faced with a number of challenges when implementing the performance assessment system as well as the performance management system in the municipality and these have affected service delivery in a very negative way. One of the recommendations made by the researcher was that there should be more training and workshops on performance assessment system as well as performance management in the municipality. , Thesis (MPA) -- Faculty of Management and Commerce, 2015
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Evaluating the implementation of performance management systems at Lilongwe Technical College in Malawi
- Authors: Ngondo, Lydia Temwa Bester
- Date: 2011-10
- Subjects: Performance -- Management , Performance standards , Employees -- Rating of
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/26335 , vital:65239
- Description: The study was set out to examine the implementation of Performance Management System at Lilongwe Technical College in Malawi. The reason for pursuing the study is to contribute to the improvement and strengthening of the implementation of the Performance Management System which is already in place at the college. The objectives of the study were to assess the attitudes and perceptions of employers regarding the implementation of the PMS at Lilongwe Technical College; to establish the challenges inhibiting successful implementation; and to provide possible mechanisms to improve the situation. The research methodology used was a qualitative research approach, based on in-depth interviews, observation and secondary resources that is reviewing the necessary information available in connection with the topic. After analyzing the relevant information, it became apparent that the performance management system is lacking understanding of the policy, procedures and processes, senior management does not seem to be committed to the successful implementation of the PMS and also lack of motivation and advocacy from top management. The researcher has given recommendations in chapter 5 so that it would contribute to more efficient and effective implementation of the Performance Management System at Lilongwe Technical College. , Thesis (MA) -- Faculty of Management and Commerce, 2011
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- Authors: Ngondo, Lydia Temwa Bester
- Date: 2011-10
- Subjects: Performance -- Management , Performance standards , Employees -- Rating of
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10353/26335 , vital:65239
- Description: The study was set out to examine the implementation of Performance Management System at Lilongwe Technical College in Malawi. The reason for pursuing the study is to contribute to the improvement and strengthening of the implementation of the Performance Management System which is already in place at the college. The objectives of the study were to assess the attitudes and perceptions of employers regarding the implementation of the PMS at Lilongwe Technical College; to establish the challenges inhibiting successful implementation; and to provide possible mechanisms to improve the situation. The research methodology used was a qualitative research approach, based on in-depth interviews, observation and secondary resources that is reviewing the necessary information available in connection with the topic. After analyzing the relevant information, it became apparent that the performance management system is lacking understanding of the policy, procedures and processes, senior management does not seem to be committed to the successful implementation of the PMS and also lack of motivation and advocacy from top management. The researcher has given recommendations in chapter 5 so that it would contribute to more efficient and effective implementation of the Performance Management System at Lilongwe Technical College. , Thesis (MA) -- Faculty of Management and Commerce, 2011
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