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dc.contributor.advisor Ahwireng-Obeng, Frederick Rakgoale, Eva Kgomotso 2013-04-15T09:45:59Z 2013-04-15T09:45:59Z 2011
dc.description Thesis (MPA) --University of Limpopo, 2011 en_US
dc.description.abstract The proposed study intends to establish how procedural the reward system is being implemented in the Limpopo Department of Health and Social Development and whether claims of bias are founded. The study is intended to determine the system’s influence on the organization’s ability to track poor performance and manage it. Also providing a refreshed view of the current pitfalls in the implementation of the program therefore providing indications of remedial action to recover the purpose of the PMDS. To assess the impact of Performance Management practices and explore best implementable practices which lead to effective performance management system and best service delivery by the Limpopo Department of Health and Social Development. Qualitative research approach using interview schedule for HR and line managers was utilised. The findings are that the system can not be linked to employee output but an obvious benefit is employee rewards. en_US
dc.format.extent iv, 54 leaves. en_US
dc.language.iso en en_US
dc.publisher University of Limpopo (Turfloop Campus) en_US
dc.relation.requires PDF en_US
dc.subject Employee performance en_US
dc.subject Performance measurement en_US
dc.subject.ddc 658.325 en_US
dc.subject.lcsh Performance standards en_US
dc.subject.lcsh Performance -- Management en_US
dc.subject.lcsh Goal setting in personnel management en_US
dc.title Improving the performance management and development systems in the Department of Health and Social Development Limpopo Province en_US
dc.type Thesis en_US

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