The perceptions of employees in the Thabo-Mofutsanyane and Xhriep Districts with regard to the effectiveness of the performance appraisal system in the Department of Social Development.

Abstract

The use of performance appraisal systems for employees is far from new. It has been recognised that performance has to be managed in order for the organisation or government department to meet its goal effectively. The main objective of this system is to ensure that all employees or jobholders know and understand what is expected of them. It also includes managing poor or unacceptable performance by giving guidance where needed, while still recognising and awarding outstanding performance. However, do employees have a clear understanding of and information about the system and do they real benefit from the system? The researcher conducted this study in order to explore the perceptions of employees with regard to the effectiveness of the performance appraisal system within the Department of Social Development in two districts. Its aim was to make recommendations for improving the system in relation to the most important themes or aspects that the employees (appraisers and appraisees) have highlighted. The proposed research project adopted a qualitative research approach and was exploratory in nature. A multiple case study research design was used. Participants consisted of employees of the Department of Social Development from two districts in the Free State who are appraisers and appraisees. Purposive sampling, which is a type of non-probability sampling, was used to select appraisers, while convenience sampling was used to select appraisees. A semi-structured interview schedule was used in one-to-one interviews to explore issues and gather information. The main findings of the study are that Social Development employees understand the importance of implementing a performance appraisal system in the workplace. They revealed that they still want the system to continue in the Department. However, their main concern is the practical implementation of the system, and they reported that it needs to be improved. They have suggested many areas that need to be improved in order for the system to be more effective and to achieve its main purpose within the Department.