S-Space Graduate School of Public Administration (행정대학원) Dept. of Public Administration (행정학과) Theses (Master's Degree_행정학과)
Evaluation of Performance Management Gap in the Case of Ministry of Power The Impact of Performance Management System on Employees’ Productivity
에너지부 사례를 중심으로 성과관리의 차이에 대한 평가: 성과관리시스템이 근로자 생산성에 미치는 영향
- 행정대학원 행정학과
- Issue Date
- 서울대학교 행정대학원
- 학위논문 (석사)-- 서울대학교 행정대학원 행정학과, 2017. 8. 고길곤.
- Over the years Performance Appraisal system was the major tool for
managing performances in many organizations and the Ministry of Power
(Ghana) was not an exception to that. However, due to its notable
challenges, organizations sought after new ways to improve upon the
system to help attain the vision, mission and goals of their organizations.
Performance Management System is a new system of managing
employees’ performance in our business world of corporate organizations,
as a result, lots of scholars have researched into the topic to unravel the
best ways organizations can effectively manage performance in order to
achieve the speculated results.
This study dwelt on the analysis and exploration of the impact of
Performance Management System on employee performance. It sought to
compare the Ministry’s past performance practices to this new system to
ascertain the differences and identify lapses that caused failure to the old
(Appraisal) system. As a result, inductive research approach was used by
conducting a survey at the Ministry. The aim was to find out the gaps that
pertained in the old Performance Appraisal System, the potential gaps in
the new Performance Management System and also to predict the future
performance of the new system based on findings. Moreover, Policy
recommendations were proposed after the following findings were
deduced from the data and gap analysis.
A critical examination and analysis of the comparison drawn between the
old system, the new system and prediction made about the future state of
the new system provided clear results that consistently showed huge gaps
in the old Performance Appraisal System. Nonetheless, the Performance
Management System was also found to have few gaps that could be
bridged when the proposed recommendations provided are enforced to
secure its future sustainability.
The research was closed up with a summary of analysis made in respect
of the attainment of the research objectives which proved to be realized at
the end. Also, the outcomes of the research disclosed new areas that could
be studied to improve the Performance Management System and as such,
research questions were introduced to guide further studies on the topic