The efficacy of performance management systems in enhancing employees’ performance at the University of Venda
type: CreativeWork
description: This qualitative desktop study evaluates the effectiveness of the Performance Management System (PMS) at the University of Venda (UNIVEN) in enhancing employee performance within South Africa's higher education sector. Grounded in Goal-Setting and Expectancy Theories, it analyses secondary data from institutional policies, Council on Higher Education (CHE) audits, strategic plans (2021-2025), newsletters, workshop minutes, and peer-reviewed literature through thematic content analysis to assess PMS strengths (like, Specific, Measurable, Achievable, Relevant, Time-bound (SMART) goal cascading, real-time dashboards), weaknesses (e.g., rural connectivity failures, KPI misalignment favouring quantitative metrics), and challenges (e.g., silos, biased appraisals, weak reward links, 43% mid-year review compliance). Findings reveal moderate effectiveness, hampered by technical disruptions, skill gaps, cultural resistance to viewing PMS as bureaucratic, and disconnects between ratings and development/rewards, which risk turnover. Recommendations include hybrid evaluation frameworks (40% qualitative portfolios with 360° validation), tiered training scaling the July 2024 senior model, inter-departmental SLAs with cloud upgrades, explicit reward matrices, and annual equity forums to transform PMS into a strategic tool for motivation, retention, and alignment with UNIVEN's entrepreneurial goals, offering a replicable model for resource-constrained universities.
abstract: This qualitative desktop study evaluates the effectiveness of the Performance Management System (PMS) at the University of Venda (UNIVEN) in enhancing employee performance within South Africa's higher education sector. Grounded in Goal-Setting and Expectancy Theories, it analyses secondary data from institutional policies, Council on Higher Education (CHE) audits, strategic plans (2021-2025), newsletters, workshop minutes, and peer-reviewed literature through thematic content analysis to assess PMS strengths (like, Specific, Measurable, Achievable, Relevant, Time-bound (SMART) goal cascading, real-time dashboards), weaknesses (e.g., rural connectivity failures, KPI misalignment favouring quantitative metrics), and challenges (e.g., silos, biased appraisals, weak reward links, 43% mid-year review compliance). Findings reveal moderate effectiveness, hampered by technical disruptions, skill gaps, cultural resistance to viewing PMS as bureaucratic, and disconnects between ratings and development/rewards, which risk turnover. Recommendations include hybrid evaluation frameworks (40% qualitative portfolios with 360° validation), tiered training scaling the July 2024 senior model, inter-departmental SLAs with cloud upgrades, explicit reward matrices, and annual equity forums to transform PMS into a strategic tool for motivation, retention, and alignment with UNIVEN's entrepreneurial goals, offering a replicable model for resource-constrained universities.
author: Ngobeni, Azwindini
language: en
keywords: Employee Performance, Employee, Performance, Performance Management, Performance Management System (PMS), Development, UCTD
date published: 2026-05-19
date modified: 2026-07-27T21:57:31Z
provider: University of Venda
publisher: Networked Digital Library of Theses and Dissertations
type: WebPage
source organization: University of Venda