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|Title: ||Performance management systems in Ghana’s Local Government: A case of Kwabre East District Assembly in Ashanti Region|
|Authors: ||Umar Alhassan, Abubakar|
|Issue Date: ||24-Jul-2014|
|Abstract: ||This study explores the performance management system (PMS) in place at the local government level in Ghana. Given the pivotal role Metropolitan, Municipal and District Assemblies (MMDAs) play in the socio-economic development of citizens, especially in rural areas, the need to ensure high levels of performance at the local government level cannot be over-emphasized.
The researcher adopted quantitative method using mainly questionnaires to capture data from eighty two (82) respondents sampled at random from a total employee population of one hundred and six (106) at the administrative office of Kwabre East District Assembly in Ashanti Region of Ghana. They expressed their views on issues as it pertains to performance management system in place at the district and SPSS software was used to analyze the data gathered and presented in a tabular and diagrammatic format to aid interpretation and drawing of conclusions.
Results show that the current system is not comprehensive with clearly defined strategies to continually manage and improve employee performance but mainly dominated by performance appraisal using a method which is obsolete and prone to biases. The assembly has a well educated and relatively young workforce and there is on-the-job coaching and support which help employees to improve their effective, but training and development are few and far in between to aid career growth and realization of their full potential. There is also no direct link between performance and pay or promotion as an incentive and motivation.
It is recommended that a much more comprehensive performance management system be developed in line with the overall objectives of the MMDAs to be managed by a fully fledged and well resourced Human Resource Management (HR) department instead of the current personnel unit at the districts.|
|Description: ||A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of
MASTER OF BUSINESS ADMINISTRATION (HRM OPTION). 2014|
|Appears in Collections:||College of Arts and Social Sciences|
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