Employee attitudes to the performance-management system of a consulting engineering company.
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Date
2014
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Abstract
In today’s globalised business world characterised by a high level of competition and
unstable markets, businesses are called upon to utilise their resources in the most
effective and efficient manner in order to survive. It has become critical for businesses to
monitor their employees’ performance and constantly to develop and train employees in
order to eliminate inefficiencies and improve productivity to remain competitive in the
global market. In this respect, performance management has come to play an
indispensable role in helping organisations reach their productivity goals. However,
research indicates that many organisations have failed to implement and maintain
effective performance-management systems owing to employees’ negative attitudes
towards performance-management practices. The aim of this study is to determine
employees’ attitudes towards the performance-management system at Kantey &
Templer Consulting Engineers (Pty) Ltd.
A quantitative study was conducted to obtain a holistic understanding of employee
attitudes towards the performance management system. The sample of participants was
made up of employees at different levels within the organisation. An electronic
questionnaire was formulated to answer the research objectives, was distributed by
electronic mail. Some of the key findings from the study indicated that performance
management review outcomes are very subjective; the performance management
system is not fully implemented; there is inconsistent implementation of performance
management amongst different departments; and lack of managers’ involvement in
implementing the performance management system.
Some of the recommendations made include the use of 360° Feedback appraisal for
employee performance evaluation; keeping up-to-date job profiles outlining the roles and
responsibilities and performance measurements in order to make sure that employees
are aware of performance measurements and performance criteria used during
performance reviews to reduce subjectivity. Due to the paucity of academic literature, it
was difficult to compare the findings of this study with previous research.
Description
Master of Business Administration. University of KwaZulu-Natal, Westville 2014.
Keywords
Performance standards., Performance--Management--Attitudes., Performance--Measurement--Attitudes., Theses--Business administration., Employees--Rating of.