An exploratory study of the Directorate of Customs and Excise's perceptions about the performance management system of the public service in Namibia

[摘要] ENGLISH SUMMARY : Performance management refers to a continuous communication process between staff and supervisors to assist, unleash potential and improve organisational performance. The purpose of this study was to explore and describe the perceptions of the employees of the Directorate of Customs and Excise about the Performance Management System of the public service in Namibia. The study sought to answer the following four broad questions: (1) What is Performance Management System (PMS) in general and in the Namibia context? (2) What are the models for Performance Management System? (3) How do employees of the Directorate of Customs and Excise perceive the implementation of the Performance Management System in their workplaces? (4) How can the implementation of the Performance Management System be improved in the public service in Namibia?The study also addressed the following research objectives, namely to: (a) Determine the general meaning of PMS in the Namibian context. (b) Explore the different models for PMS. (c) Explore how employees of the Directorate of Customs and Excise perceive the implementation of the Performance Management System in their workplaces. (d) Determine how the implementation of the Performance Management System in the public service in Namibia can be improved.The study adopted an exploratory, qualitative research design making use of semi-structured questions administered by researcher through face-to-face interviews involving 20 employees of the Directorate of Customs and Excise in various positions who were selected by means of a convenience sampling technique.Findings of the study show that questions 1, 3, and 4 were answered effectively and objectives a, c, and d achieved successfully, while question 2 was partially answered and objective b partially achieved. The study recommended several measures to minimise the impact of negative perceptions that can hinder the implementations of Performance Management System in the public service in Namibia as follows: (a) Promote employee engagement. (b) Improve internal management and leadership practices. (c) Initiate peer education in the Directorate of Customs and Excise. (d) Design reliable monitoring and reporting procedures.

[发布机构] Stellenbosch University