Achievements and Challenges in the Implementation of Result-Oriented Performance Management System in the Ethiopian Federal Civil Service: Case Study of Three Selected Ministries
| dc.contributor.advisor | Ayenew, Meheret (PhD) | |
| dc.contributor.author | Mitchel, Sirgut | |
| dc.date.accessioned | 2018-10-08T07:58:21Z | |
| dc.date.accessioned | 2023-11-18T09:26:39Z | |
| dc.date.available | 2018-10-08T07:58:21Z | |
| dc.date.available | 2023-11-18T09:26:39Z | |
| dc.date.issued | 2006-06 | |
| dc.description.abstract | PeljiJrmance measurement helps organizations to identify gaps and to take corrective ac/ions as important ingredients jiJr an organization to excel in today's competitive environment. In order to evaluate performance properly, developing and implementing a workable .system that suits the requirements ofa job is vital to prove that they are within the bounds' of the expected results. This research is conducted with the objective of assessing the implementation process of result oriented peljormance management system (ROPMS) in the civil service organizations focusing on identifying major achievements gained and challenges faced To assess the situation three civil service organizations were selected for the study they are: Ministries of Finance and Economic Development, Ministry of Trade and Indusfly and MinistlY of Revenue. The study employed qualitative research methodology. Data was collected through questionnaire me/hod and analyzed The main areas of focus in the study is to /.Inders/and and analyze the major organiza/ional factors which contributed for proper implementa/ion of ROPMS, the appropriateness of the implementation process and the level of commitment of managemen/ and employee to facilitate implementation of ROPMSfor /he intended results. Thefindings reveal that creation of awareness about strategic planning, and ROPMS, developed a positive altilude towards vision, mission and objectives of organizations, recognized as a belter system to minimize subjectivity and helped organization /0 streng/hen employee - supervisor rela/ionship are some of the achievements of the .~yslem. The necessity of maximizing stalf participation in the developmen/ of strategic plan, improvemen/ in leadership quality, in/egrating ROPMS wi/h other systems of /he organiza/ions, absence of proper monitoring and evaluation sys/em and organ, inadequacy of measurement standards, lack of proper culture to implement the system are identified as major challenges faced during the implementation. To overcome the challenges the importance of developing and implementing an integrated peljormance management system, monitoring and evaluation system, empowering civil service organizations, the think-tank groups, continuous training and coaching, conSidering the name ROPMS andjilrther study for the .system implementability and sustainability are recommended II' proper allention is given ./i'om the part of the government at large and leaders of individual organizations ROPMS can bring about ejjiciency and effectiveness for the organizations within a short period of time. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/12345678/12466 | |
| dc.language.iso | en | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Result-Oriented Performance | en_US |
| dc.title | Achievements and Challenges in the Implementation of Result-Oriented Performance Management System in the Ethiopian Federal Civil Service: Case Study of Three Selected Ministries | en_US |
| dc.type | Thesis | en_US |