CHANGE MANAGEMENT STRATEGIES FOR THE ADMINISTRATION

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dc.contributor.authorMngomezulu, Siceliwe D.
dc.date.accessioned2011-05-19T10:57:57Z
dc.date.available2011-05-19T10:57:57Z
dc.date.issued2011-05-19
dc.descriptionMM - P&DMen_US
dc.description.abstractDespite numerous reforms in a bid to improve service delivery, and ensure transparency and greater accountability, African civil services are still not performing satisfactorily. This research study is aimed at interrogating whether the public service in Swaziland, and the Ministry of Finance in particular, is performing unsatisfactorily due to the procedures and systems that are used in the organisation. The main purpose of the research is to suggest change management alternatives that can be used by the Human Resources department to enhance performance. Participant observation and documentary analysis were the primary methods used to gather data for the research. The findings of the research indicate that the department is using outdated managerial systems and procedures which are not responding to the demands made by the current technological environment. The conclusion is that the Human Resources department in the Ministry of Finance needs to update its managerial systems to improve efficiency and maintain a competitive advantage in relation to human resource management issues. Change management alternatives to enhance the operational systems of the department in order to improve its efficiency were recommended. These include the instalment of an e-filing system, conducting training needs assessment exercises and the introduction of a performance management system.en_US
dc.identifier.urihttp://hdl.handle.net/10539/9844
dc.language.isoenen_US
dc.subjectChange managementen_US
dc.subjectSwazilanden_US
dc.subjectCivil serviceen_US
dc.subjectService deliveryen_US
dc.titleCHANGE MANAGEMENT STRATEGIES FOR THE ADMINISTRATIONen_US
dc.typeThesisen_US
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