A perception of the implementation of the performance management system in Namibia: A case of the Ministry of Home Affairs and Immigration
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Date
2017
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Publisher
University of Namibia
Abstract
The aim of this study was to evaluate the implementation of the performance management system in order to find out whether the PMS is the right tool within the Ministry of Home Affairs and Immigration that will improve the performance of the employees and to seek and identify the challenges that are encountered during the implementation of the PMS, and whether the system will make public services more efficient and effective. The Office of the Prime Minister as the custodian of the civil administration has on numerous occasions received criticism that the performance management system that is in place is ineffective, not much was achieved through the system as there is no improvement in the performance of the employees and that the public services rendered by government institutions are of poor standard. These assumptions prompted the researcher to analyze the implementation of the performance management system within the Ministry of Home Affairs and Immigration and to find out whether the system in place is the right tool to improve the performance of the employees and make the public services more efficient and effective. The study adopted both the qualitative and quantitative research methods in order to gain more understanding on the research participant’s perspective on the PMS in terms of their skills and knowledge. The population of the study was 20 employees within the Ministry of Home Affairs and Immigration which consisted of directors, deputy directors, human resource practitioners, training officers and chief control officers of various departments. The data collected were analyzed using tables, graphs, and charts as well as interpreted in a summary form. The study revealed that the PMS is the right tool to improve the performances of the employees. One of the objectives of the PMS is to create a performance-orientated culture and to sustain ii motivation among employees. This thesis suggests that Organizational culture is an important source of stability and continuity to the knowledge of the organization which provides a sense of security to the employees, moreover it was also argued that if there is a good and strong organizational culture, employees will be motivated. Employees are also motivated when there are goals that should be achieved, therefore employees will strive to achieve these goals. The PMS is aligned to goals of Vision 2030 and the National Development Plans (NDPs). The study also found that there are some challenges in the implementation of the performance management system. One of the challenges found is the absence of a of the PMS guideline that is to assist the managers/supervisors on aspects of performance that needs to be assessed.
Description
A thesis submitted in partial fulfilment of the requirements for the Degree of Master of Public Administration
Keywords
Perception Management