كلية التجارة
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Item تقييم اداء العاملين في القطاع العام دراسة حالة السودان(2001) حمد عبدالرحمن حمد البيليAbstract Objectives : 1/ To identify the ways, methods and the means of evaluating the Public Sector Performance, problems and obstacles in the Su- dan in particular as well As in arab courtries and the countries technologically developed in general. 2/ To conclude some results reflecting the actual state of the study covering the views and the trends of the Siniors and juniors at the various sectors in the Sudan. 3/ Endeavour to reform the evaluation system of the labor Per- fonnance in the Public sector and the civil service sectors such as the ministries, service and Productive institutions, the Schools and the Universities. the speciality of the posts in evaluation as the speciality of every other activity should be considered. 4/ The thesis adopts the descriptive analytic method as well as the historical and comparative method. the field study concentrat- ed on the civil service in Sudan considering all of its sectors and activities within two forms, one of which was devoted to the su- pervisional posts and the other to non - supervisional ones. Hypotheses : 1/ Most of the seniors lack the sources where they get their in- formation while evaluating the Performance of their juniors. S 2/ Direct seniors did not receive sufficient training on evaluat- ing the performance. 3/ There is no clear differentiation between the productive in- stitutions, the service and govermnental ones when evaluating the performance. 4/ The recent evaluation system in Sudan is not quite effective _ not significant because it lacks much. 5/ Some certain posts are not subject to the evaluation process currently applied to evaluate the occupational performance. 6/ There should be clear concentration on the actual perfor- mance elements, while evaluating, other than those relating to personal characteristics and relations with others. 7/ The current evaluation system lacks spiritual and material incentives and rewards for those who achieve distinguished per- formance. 8/ Many of the seniors believe that the evaluation of the per- formance is of no use but is inevitable duty.. 9/ The seniors in the higher departments of the governmental bodies do not offer much concern to the follow - up of the results of their evaluation. 10/ Those seniors, also, do not use the information collected through the reports on performance perfectly. 11/ Those occupying the higher leading posts do not submit their basic achievements during the evaluation period to their di- rect chief so as to evaluate them as stipulated by the public ser- vice regulation, 1995. 12/ The directors of the governmental units do not set up gov- emmental committees to revise the reports on the performance of the staff occupying minor posts and they do not empower such committees to amend the reports according to the provisions of the public service regulation, 1995 . 13/ Most of the juniors do not know the results of their perfor- mance and they, consequently, do not know the negative and pos- itive points in their perfonnance. 14/ Seniors do not discussthe results of the evaluation with their juniors. 15/ The result of the evaluation of the performance is consid- ered only for the annual allawances and promotion. 16/ The current evaluation system of the occupational perfor- mance did not realise the required objectives. The results of the study came to be consistent with the said hypotheses. many of recormnendations were set so that they may constitute abase for an integrated system to evaluate the per- formance in the public sector. I The thesis is made in eight chapters : The first is for the introduction as well as for the description of the study sample the data collection and the plan of the thesis.The second and the third chapters are devoted for the theoretical background of the thesis.The fourth chapter is on the evaluation of the performance in the Sudan.The fifth and the sixth and the seventh are about the field study, the eighth tackles the identification of the hypotheses and display the results and the recommendations.