Performance Management In Ethiopia

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CHAPTER ONE 1. INTRODUCTION 1.1 Back ground of the study In Ethiopia a modern administrative system and civil service structure was formally introduced during the reign of Emperor Menelik (1889-1913) at which the remarkable feat in the modernization of the civil service was the establishment of ministers in the country. Later Emperor Haile Selassie (1930-1974) augmented his predecessor’s initiative both in a qualitative and quantitative aspect and the civil service seems to be modernized compared to Menelik's era (Asmelash, 2000). In 1962 the central personnel agency (the present federal Public service and human resource development minister) was established by order number 28/1962 .All Ethiopian civil servants were centrally administered…show more content…
During the process of implementation major problems such as a failure to link individual performance management with institutional strategy and performance, non participatory approach in the development process of the system, taking job descriptions as the basis of performance evaluation, exclusion of cost as performance measurement etc. were observed. Then, the implementation manual was reviewed and corrections made: training of trainers organized and conducted for those who were expected to undertake the implementation program; the name changed in to result oriented plan performance and the process of implementation continued nationwide (Seyum, 2003). Business process reengineering (BPR) is also beginning to be embraced by public organizations benefits and that impact over all organizational performance depend not only on reengineering business process but also on creating asset of BPR complimentary skills, systems and technologies (Ozcelic, 2009). The government also decided to implement the program on a pilot bases in seven selected civil service organizations, which have developed strategic plans and undertaken business process re engineering (BPR). Now a day’s BPR is implemented in most public sectors up to woreda…show more content…
The reform has five subprograms; human resource management which is one among the sub programs is designed to focuses on developing result based performance management system in the civil service. This system faces various problems related to with its system development and implementation. Most of the challenges faced during the implementation of the system, as identified by observation and from the national training and implementation task force report, include the following (Ministry of capacity building,

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