Markham, LyleMathibe, Refiloe2025-01-132025-01-132023http://hdl.handle.net/11660/12976Dissertation (MBA (Human Resources))--University of the Free State, 2023The purpose of this study is to highlight several reasons why performance management is important. Performance management provides the opportunity to create training opportunities, developmental strategies, and clarity within the organisation for both the employer and the employees. It encourages productivity by increasing confidence and open communication channels as a result, increasing employee retention through rewards and recognition. The research design that was followed for this study was that of a qualitative nature through the use of semi-structured interviews. The researcher utilized qualitative data collection to collect the data which was then used to compile the study by analysing the collected data. The key findings of the study were as follows: ▪ The work attendance had a negative impact on the participants in general as it affected their performance negatively. This resulted in slow progress in achieving team goals, which had a negative impact on the overall performance of the organisation. ▪ To boost productivity, three components must be considered, namely instrumentality, expectancy, and valence. Instrumentality is dependent upon the trustworthiness of the employee, the expectation is dependent on whether the employee has the skills for the job they are performing, and valence reinforces the values of rewards and consistency with reaching goals, needs, preferences, and values. If all three components are considered and achieved, the employees will be motivated to perform. ▪ The impact of having mentors and mentorship programmes is vital for retaining talent, aligning the goals of the employees with those of the organisation and enhancing career development. Mentorship in the engineering and built environments will enable people to register as professionals in their fields. ▪ Organisations gain productivity from working from home and the fifty percent work life, an enabler to this is technology and digitalisation. It is, therefore, beneficial for the Free State Department of Public Works to introduce digitalisation to the workplace and provide all the required resources so that the productivity and performance of individuals can increase. The main conclusions of the study indicated that the performance management review of the department could be effective if it was used properly. Instead, the participants highlighted that it was used to obtain cash bonuses. The participants did not feel motivated because there were gaps due to lack of communication about the reviews and they also mentioned the unwillingness of managers to ensure that they receive the support they require to improve themselves. It could, therefore, be concluded that management should get leadership training that would assist them in leading the teams effectively. The work attendance had a negative impact on the participants in general; digitalisation could assist in this regard, as would the provision of resources to enable the employees to do their daily tasks.enDissertationUniversity of the Free State