The effectiveness of the performance management system in employee performance in eThekwini Municipality

The study focused on the effectiveness of performance management in embracing employee performance with the eThekwini Municipality. The research objectives included assessing the current performance management system in Ethekwini Municipality, identifying its strengths and weaknesses, and Determining the extent to which the performance management system is aligned with the overall strategic goals of Ethekwini Municipality. The theoretical framework touched on many aspects of performance management, including the history of performance management, employee engagement concepts, continuous performance management, and performance management systems. The study research methodology took a quantitative approach research design with Positivism is a research paradigm. Due to the nature of the research, the research methodology required a purposive sampling technique as a research sampling strategy. Regarding data collection, the methodology required for data analysis, the software used for this study was SPSS version 27. The findings of this research included a 100% response rate from the data collected, deeming the research successful. The findings also revealed the chi test, which revealed that correlation investigated the gender and the level of education which showed; that the chi-square test shows that 1 cell had an expected count of less than 5 with a percentage of 16.7%, although this is less than 20% a further analysis of the Asymptotic Significance (2-sided) which had a value .296 and this is greater than the alpha value or p-value of .05, which means that there is no significant relationship between the level of education and gender. The findings also showed the testing of the hypothesis by the hypothesis t-test, which stated that The z-score/t-score is compared to the t-score of 1.96 because it is the one that corresponds to the 95% Confidence Interval. Taking the absolute values of our t-score, we have section B with 16.9, section C with 17.5 and section D with a t score of 11.4. Since all these scores are bigger than 1.96 and fall outside the accepted region, we cannot accept the null hypothesis. Looking at the 2 sides p – scores, we can see the support of less than .001 for the null hypothesis. There is a significant difference between the hypothesised test value of 3 and the population averages. The study suggests that to improve the effectiveness of the performance management system, the municipality should ensure that employees receive adequate training, establish clear communication channels, and provide regular feedback to employees. This study provides insights into the effectiveness of the performance management system in the eThekwini Municipality and can be useful for other organisations looking to improve employee performance through performance management.