Challenges to the implementation of the performance management system in the Mofumahadi Manapo Mopeli Regional Hospital
A research report submitted to the Faculty of Health Sciences, University of the Witwatersrand, in partial fulfilment of the requirements for the Degree of Master of Public Health === Introduction Performance management system is set of techniques used to plan, direct and improve the performance o...
| Main Author: | |
|---|---|
| Format: | Others |
| Language: | en |
| Published: |
2014
|
| Subjects: | |
| Online Access: | http://hdl.handle.net10539/13629 |
| Summary: | A research report submitted to the Faculty of Health Sciences, University of the Witwatersrand, in partial fulfilment of the requirements for the Degree of Master of Public Health === Introduction
Performance management system is set of techniques used to plan, direct and
improve the performance of employee in line with organizational objectives.
Performance management is a critical management responsibility to ensure
achievement of the organization strategic goal. The performance management
system is a good initiative in the public sector but faces critical implementation
challenges. The implementation of performance management system in
Mofumahadi Manapo Mopeli Regional Hospital is regarded as a challenge
because of the increase number of complaints and disputes at the end of the
cycle.
Main Aim
To identify the challenges in the implementation of the performance management
system at Mofumahadi Manapo Mopeli Regional Hospital.
Methodology
The study is a descriptive cross sectional study and based on a self administered
questionnaires to the personnel working in Mofumahadi Manapo Mopeli Regional
Hospital.
Data was collected over a period of one month and an assistant was used to
distribute and collect the data. The assistant followed up with all unit managers
v
to increase the return of questionnaires. The data collected was kept confidential
and anonymous. The data processing was done by the researcher and the
information from the questionnaire was analysed in Excel program.
Research limitation:
There was a low return of questionnaires due to the lack of interest in
participation in research as participation is voluntary. Changes in the personnel
statistics such as resignation and transfers of officials during the financial year
affected the population size during the period of the data collection.
Result:
Overall the study found that employees do not like the system because of
inconsistency. The supervisors are not held accountable for the monitoring of
PDMS and conduct inadequate evaluations and apply inconsistent processes.
The implementation process is left up to the supervisors and the employees and
often takes place at the last minute of the performance cycle. Organisational
value and short term rewards overlook high performers. |
|---|