An investigation of staff performance management systems and productivity in the Department of Home Affairs: case of Richards’s Bay office

dc.contributor.authorThusi, Xolani
dc.date.accessioned2023-03-14T09:35:02Z
dc.date.available2023-03-14T09:35:02Z
dc.date.issued2020
dc.descriptionA dissertation submitted in fulfillment of the academic requirements for the degree of Master of Commerce in the Department of Public Administration in the Faculty of Commerce, Administration and Law, University of Zululand, 2020.en_US
dc.description.abstractThe provision of services in the Department of Home Affairs (DHA) has received negative publicity from the media and individual community members who have accessed the services provided by the institution. The staff in the DHA have been criticized for their low productivity and deemed unprofessional by local communities being serviced. The developments of a White Paper acknowledge these challenges with regards to staff productivity and performance by highlighting that the Department currently operates with low qualified staff who are also demoralised by undertaking routine low level work. This study investigates the staff performance and productivity in the Department of Home Affairs, Richards’s Bay in order to identify the challenges that have led to poor performance, taking into account the performance management system (PMS) implemented as a tool to address it. It adopts a qualitative research methodology, through structured interviews, with employees of the DHA as primary participants and clients as secondary participants. The study analysed the importance of the PMS as it is the mechanism used in the public sector to ensure efficient productivity of employees. It revealed major challenges with the implementation of a PMS, notably insufficient employees’ knowledge due to poor performance planning and training. This has had a major impact on staff performance and productivity. The study also revealed that the employees were demoralised due to an ineffective performance appraisal process. The relationship between employer and employees was found to be broken due to poor communication and the centralisation of services was found to have created a challenge with regards to provision of effective and efficient service delivery. The poor performance planning and less training, ineffective performance appraisal, poor communication and centralisation of services is one of the challenges that contributed more to ineffective staff performance and productivity.en_US
dc.identifier.urihttps://hdl.handle.net/10530/2151
dc.language.isoenen_US
dc.publisherUniversity of Zululanden_US
dc.subjectstaff performanceen_US
dc.subjectstaff performance management systemsen_US
dc.subjectthe Department of Home Affairsen_US
dc.titleAn investigation of staff performance management systems and productivity in the Department of Home Affairs: case of Richards’s Bay officeen_US
dc.typeThesisen_US
Files
Original bundle
Now showing 1 - 1 of 1
Loading...
Thumbnail Image
Name:
An investigation of staff performance management systems and productivity in the department of home affairs a case of Richards’s Bay office.pdf
Size:
1.48 MB
Format:
Adobe Portable Document Format
Description:
An investigation of staff performance management systems and productivity in the Department of Home Affairs: case of Richards’s Bay office
License bundle
Now showing 1 - 1 of 1
Loading...
Thumbnail Image
Name:
license.txt
Size:
1.83 KB
Format:
Plain Text
Description: