Evaluation of employee performance management development systems policy as implemented amongst social service professionals within department of Social Development

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dc.contributor.advisorNtombela, N.H.
dc.contributor.authorMtshali, Rosemary Makhosazane
dc.date.accessioned2014-08-13T14:24:21Z
dc.date.available2014-08-13T14:24:21Z
dc.date.issued2013
dc.descriptionSubmitted in fulfilment of the requirements of Master of Arts in the Department of Social Work in the Faculty of Arts at the University of Zululand, South Africa, 2013.en_US
dc.description.abstractThe study investigates the implementation process of the Employee performance management development systems policy within the Department of Social Development, attitude of staff and policy makers towards whether or not it is achieving its goals, the strengths and constraints in its implementation as a way to improve it. This study is conducted with an aim of coming up with solution to the problem or to identify drawbacks and establish if the policy is implemented correctly with the required tools for the purpose of improving service delivery. Since the EPMDS aims at organizational development and efficiency, this study will investigate if social workers are delivering their services to their best and to find out it is the right tool in the grooming and career pathing of social workers. The study reveals that there has been some dissatisfaction the way in which retention strategy was implemented, thus roll out campaigns are highly recommended for the provision of clarity provision of information on how it was implemented by the implementers. It explores the processes involved in implementation of Employee Performance Management Systems (EPMDS) it also identify what tools are used in the identification of other support mechanism and implementation of EPMDS mechanism. It establishes challenges that exist in the implementation and gain from participants possible recommendations for successful implementation of EPMDS. The study also establishes if there is integration of EPMDS with Integrated Service Delivery model (ISDM) and Situational Leadership Supervision Model (SLS), and focuses in the investigation of how Retention Strategy was implemented. The researcher utilizes evaluative research because the study aims at evaluating how EPMDS policy has been implemented within the Department of Social Development .Evaluation research, frequently referred to as program evaluation or practice evaluation, involves searching for practical knowledge in considering the implementation and effects of social policies and the impact of programs.en_US
dc.identifier.urihttps://hdl.handle.net/10530/1358
dc.language.isoenen_US
dc.publisherUniversity of Zululanden_US
dc.subjectEmployee performance managementen_US
dc.titleEvaluation of employee performance management development systems policy as implemented amongst social service professionals within department of Social Developmenten_US
dc.typeThesisen_US
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