Personnel Performance System

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Permalink Reply by Arunaselam Rasappan on October 4, 2008 at 4:55pm

Hi Pindai,

Interestingly, we have the same cultural values in Asia and the same associated challenge! In fact, in Asia, we have the "face" challenge as well. This is a real challenge. Perhaps, this is why we may need a more systematic and objective way of planning and measuring performance that is grounded in results...in fact, I think often the problems with personnel performance systems are very much our own creation...we put into place systems that propogate our own cultural values. Case in point: if my cultural value system says I cannot, and should not challenge my superior or top management though I know he/she is wrong or biased etc, and assuming that the system allows for discretion and arbitrary assessments, then the net result is that the superior makes decisions that are not objective but he/she gets away with it for they know that they will not be challenged! So we are all victims of our own doing - the cultural values and the personnel systems that we put in place within that cultural value system.

Should not one ask, why is that the personnel system did not recognise the fact that the value system will have detrimental effect - its not that we didn't know about the value system when we designed the personnel system! That is why, in the PPS approach, we try to address factors that are likely to create negative behaviour and try to put into place measures and system safeguards against such challenges. One example is that under the PPS, we hold the system and management accountable for non-delivery of results by personnel...but this is within the context of objective measurement of personnel contribution to results etc.

Rgds

Aru Rasappan

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Permalink Reply by Bimerew Alemu on October 3, 2008 at 9:45am

Dear Sithole Humbe

That is right ; the public service in developing countries has so many problems. The problem is not only training the main issue is management. There is no system of asigning the right person on the right job. Nepotism and other anomalies can be also cited. Resources from domestic and foreign sources are allocated to public institutions with out aligning who is going to perform when. The worst thing is those very educated citizen are going out to industrialized nations or to the Gulf area in search of better benefit. Our specialized Medical Doctors are serving somebody else.This brain drain as it goes is a very challenging task we are facing. That is costing us a lot.

Generally, my point revolves on two issues; the foremost one and I think the sustainable solution is leadership as a subject of management should be committed to correct such anomalies and improve labour efficiency in Government Offices. The other one, which can be a temporary solution is aligning trainings with the required labour force; such as focusing on vocational trainings, which incidentally could also avoid white collar mentality.

Thank you

Bimerew Alemu
Ministry of Finance and Economic Development
Development Planning and Research Department

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Permalink Reply by Pindai M Sithole on October 5, 2008 at 4:44pm

Dear Bimerew,

Leadership, leadership, leadership. A study conducted by Africa Leadership and Management Academy in 1992 revealed that development challenges in Africa is not lack of resources but lack of leadership with foresight, commitment, and integrity. The point you raised on leadership is central to development for results.

Vocational training: I am one of the believers that governments should make vocational training as a key component of the education curriculum. I can't the precise studies, but i remember reading that a vocational mindset makes people to not only look for jobs but create them. If people put efforts to create their own jobs, in my view this can reduce brain drain in a significant way.

Best regards,

Pindai Sithole
Independent Consultant
Research & Evaluation, Organizational Development

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