Investigating the impact of performance management system on employee job satisfaction at Namibia Revenue Agency, Windhoek

Namibia Customs, now NAMRA has identified the Performance Management System (PMS) as a vehicle to achieve national goals and objectives. However, PMS implementation appears ungainly, with little to show. To this end, the Namibia Revenue Agency in Windhoek should evaluate the influence of performance management on employee satisfaction. This study's goal is to determine whether employees and managers comprehend the impact and goals of the PMS. It also explores and offers solutions to NAMRA's management and staff. This study employed a quantitative research approach. To further understand the impact of PMS on employee job satisfaction at NAMRA, structured questionnaires with Likert-type scale questions were employed to collect data. The survey sampled 150 workers of the Namibia Revenue Agency (NAMRA). The population was made up of250 personnel based at Hosea Kutako NAMRA. 150 people were chosen to participate in the study using simple random sampling method. The data from the questionnaires was analysed and summarised using tables, graphs, and charts. This study revealed that the employees perceive that PMS can improve performance at NAMRA if properly communicated, and they also show a good understanding of PMS objectives. However, they feel that the implementation of PMS at NAMRA is ineffectively communicated and this affects or leads to job dissatisfaction. The Directorate of Sport has failed and is ineffective, because it is not adapted to the current available setting and environment of sport. Additionally, the lack of prioritisation of planned activities makes financial resources, and the application of PMS at NAMRA and its implementation difficult as it puts a strain on the limited resources. This finding is reflected by the main challenges of non-participation of employees in the decision-making processes. This thesis recommends that a manager-employee relationship should be created to improve the employee manager relationship and communication on clear alignment of implementing the strategic plan, annual plan and performance agreements. This should be done in order to create and sustain a performance- orientated culture, which would enhance employees' commitment and 11 dedication towards the achievement of NAMRA objectives and goals as aligned to the National Development Plan Five (NOP 5)

Grantor dc:publisher

University of Namibia

Year dc:date.issued

2022

Author dc:creator

• Embula, Emilia

Advisor dc:contributor.advisor

• Musundire, Austin

• Performance Management System (PMS)
• National goals and objectives
• Namibia Revenue Agency
• Windhoek
• Namibia
• University of Namibia

Language dc:language.iso

en

Handle dc:identifier.uri

http://hdl.handle.net/11070/4077

OAI identifier oai:identifier

oai:repository.unam.edu.na:11070/4077