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Prestasiebeoordeling as maatstaf vir bevordering en loopbaanbeplanning (met spesifieke verwysing na die sekretariele beroep in die Wes-Kaap)
Author(s)
Bezuidenhout, Susan Catherine
Date Issued
1996
Type
Thesis
Publisher
Cape Technikon
Abstract
Even though performance appraisal is used in most South African organisations, the information
acquired is often not used for the purpose to which it pertains, i.e. improving work performance
and identifying career, promotion and development opportunities.
The former, together with the lack of formal post structures and goal orientated career plans
when appointments are made, often results in secretarial personnel (especially executive secretaries
and personal assistants) never receiving the necessary acknowledgement in spite of their
training, competence and experience. This group of employees plays a very important support-
,
ing role at all levels of management; yet they are often overlooked for promotion to lower and
middle management levels, despite the crucial shortage of people with high level skills. Since
the largest percentage of these employees are women, they experience even more discrimination
because of their gender.
In the first place this investigation attempted to establish to what degree secretarial personnel's
performance is appraised and to what end the results are employed. Secondly, an attempt was
made to determine the degree to which the enterprises involved in the investigation have established
career programmes and whether the results obtained from performance appraisals are
used as criterion for promotion and career planning. Furthermore, the obstacles in the way of
the development and promotion of secretarial personnel were investigated. At the same time
the degree of discrimination against women in management positions was surveyed.
As background to the investigation, a comprehensive literature review was conducted.
acquired is often not used for the purpose to which it pertains, i.e. improving work performance
and identifying career, promotion and development opportunities.
The former, together with the lack of formal post structures and goal orientated career plans
when appointments are made, often results in secretarial personnel (especially executive secretaries
and personal assistants) never receiving the necessary acknowledgement in spite of their
training, competence and experience. This group of employees plays a very important support-
,
ing role at all levels of management; yet they are often overlooked for promotion to lower and
middle management levels, despite the crucial shortage of people with high level skills. Since
the largest percentage of these employees are women, they experience even more discrimination
because of their gender.
In the first place this investigation attempted to establish to what degree secretarial personnel's
performance is appraised and to what end the results are employed. Secondly, an attempt was
made to determine the degree to which the enterprises involved in the investigation have established
career programmes and whether the results obtained from performance appraisals are
used as criterion for promotion and career planning. Furthermore, the obstacles in the way of
the development and promotion of secretarial personnel were investigated. At the same time
the degree of discrimination against women in management positions was surveyed.
As background to the investigation, a comprehensive literature review was conducted.
Additional information
Thesis (MTech(Human Resources Management))--Cape Technikon, Cape Town, 1996
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Prestasiebeoordeling as maatstaf vir bevordering en loopbaanbeplanning.pdf
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