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Research Publications (Management Sciences)

Permanent URI for this collectionhttp://ir-dev.dut.ac.za/handle/10321/217

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Subject: search.filters.subject.Employee

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    Reflections on the impact of talent management on employee performance: perspectives from Zimbabwe
    (Advanced Scientific Research, 2020-09-01) Mahlahla, Linah; Lourens, Melanie; Oparinde, Kunle
    This paper investigates the impact of talent management on employee performance at the Masvingo City Council in Zimbabwe. The main challenge facing the council remains the inability to attract, attain and develop talented employees who perform effectively, which in turn intensifies the service delivery challenges across City Councils in Zimbabwe. Therefore, this study will endeavour to examine the talent management strategies that can be employed by the Masvingo City Council to improve on employee performance. The study adopts a quantitative research approach using questionnaires administered to a total of 67 professionals at the Masvingo City Council. Responses were captured and analysed using SPSS. Statistical tests were used to test six hypotheses which were formulated for the various sections of the study. Findings indicate that talent management has an impact on employee performance at the Council level. It was recommended that the Masvingo City Council provide employees with adequate training and resources, revise and improve personnel policies, and reward employees for outstanding performance.
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    Employee performance measurement and performance appraisal policy in an organisation
    (MCSER Publishing, 2014-05) Akinbowale, Michael Abiodun; Lourens, Melanie Elizabeth; Jinabhai, Dinesh C.
    Performance appraisal policy has been viewed by organizations and human resources practitioners as an effective tool for human resources management. However, effective performance appraisal policy remains a practical challenge to managers and employees because of cognitive, motivational and behavioural factors. There are various methods of performance appraisal. In fact, each organization may have its own unique policy and method of appraisal. In one organization, it may be continuing and informal where personal opinion of a superior about his/her subordinates may be the basis of appraisal. In another, it may be well-defined and a particular policy and approach may be followed by all managers. Usually the method of performance appraisal dictates the time and effort spent by both supervisors and employees and determines which areas of performance are emphasized. Ideally, a performance appraisal policy should be objective, accurate and easy to perform.