An Evaluation of the Effectiveness of the Gauteng Provincial Legislature Performance Management System

Performance management is a process for organisations aimed at evaluating and developing performance of employees. Contrary to performance management being an on-going process, there is despondency amongst employees at the Gauteng Provincial Legislature (GPL) because of issues related to employees’ performance arising during performance appraisals processes. The purpose of this study therefore focused on evaluating the effectiveness of the GPL Performance Management Process (PMP) with the intention of making theoretical and practical contributions to effective implementation strategies of performance management systems. In this case study, the research philosophy was qualitative (phenomenological). Non-probability sampling was adopted whereby ten employees at the GPL were purposively and conveniently sampled and interviewed following an interview schedule. The study found out that employees had the perception that an effective PMP leads to clarification of employees’ responsibilities, employee motivation, identification of employees’ training needs, better communication with management and is a good basis for an effective reward system. The study established that performance reviews at the GPL are regular and that the existing policy after-evaluation training programs was being adhered to. Further, issues related to employees’ performance were only raised during performance appraisals instead of performance management being a continuous process. In an endeavour to motivate the employees, the study recommends that the reward system at the GPL be in tandem with the GPLIPMPS. The practical performance managerial process of setting the organisation’s goals has to be inclusive of all employees for them to understand what is expected of them. It is further recommended that the PMP be made a continuous process so as to ensure the organisation receives better quality of performance from employees.