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Additional reports by the Commission 1. Our view of such a culture, taking account of world-wide experience, is that it should help: To protect and enhance representative and participatory democracy; To support civil society and its interaction with government; To promote economic and social development and the advancement and empowerment of disadvantaged people and communities; To shift power and authority from central government to provincial and local government, within a framework of national norms, standards and values; To locate responsibility for achieving efficient and effective delivery of services to the lowest possible level; To ensure that ethical and professional standards are developed and maintained throughout the public service and all other organs of state; To ensure that the functions and records of government are open to public view and appraisal; To secure accountable and transparent stewardship of public resources, so as to build the kind of society envisaged in the Constitution; To reward achievement, acknowledge failure and give redress to grievances.
It is our hope that this report will assist in moving the public service in this direction. However, the final responsibility for implementing our recommendations, if accepted by the President, rests with the Office of the President to appoints officials or establish an agency to oversee their implementation.
The WPTPS proposed the creation of a number of new and additional structures to add impetus to the transformation process, and to ensure in particular that it was "founded upon effective consultation with public service staff and unions, and civil society stakeholders" WPTPS, para 6.
These structures included a Presidential Review Commission, to be established as a matter of urgency, together with a number of other structures such as the Public Sector Transformation Forum and Departmental and Provincial Transformation Units.
Its terms of reference were published on 8 March Government Gazette No. This mission was in turn based on a redefinition of the role of the state and its relationship to civil society, encompassing a partnership between the two rather than the essentially antagonistic relations which prevailed in the past.
This would involve, among other things, making recommendations for overcoming many of the serious challenges and constraints facing the transformation process, many of them inherited from the previous regime.
The lack of racial, gender and occupational representativeness; The lack of clarity and communication in respect of the vision for change; Centralised control and top-down management.
Poor productivity; The low level of service delivery, especially to the majority population; A disempowering work ethic; The absence of clearly defined roles and responsibilities; The lack of effective co-ordination and communication among the key agencies of transformation.
The persistence of rule-bound practices and culture.
The WPTPS sought to address these and other challenges by proposing programmes that required both radical institutional change and far reaching transformation, not all of which could be effected incrementally.
The establishment of the PRC in March was intended to support and consolidate these initiatives, and to recommend viable changes that would facilitate the transition and provide a framework for more fundamental transformation.
At the same time the process of public service reconstruction and development had acquired its own momentum. This was partly due to the pressure of events and partly because there were now a number of positive departmental responses to the White Paper and important regulatory initiatives that enabled a representative number of competent officials to be appointed at senior levels in government who could respond to the new challenges.
It therefore became increasingly apparent to the Commissioners, the Minister for the Public Service and Administration, his senior officials and the international partners that the public service context within which the Commission was working was itself changing rapidly.
The pressure of events between and required action by the government on a number of specific issues on which, given time, it would have been appropriate for the Commission to have made recommendations.
The products of these initiatives by the Minister and his department have been made available to the PRC and where appropriate these have been commented on in the Report. In addition, the work of the Commission was also informed by the new Constitution that was introduced inas well as by the RDP and other policy initiatives and legislative changes that impact on the public service.
The original business plan was therefore suspended at the end of A new Business Plan was adopted in Juneconstructed around two key components: The conducting of a series of public sessions of the Commission at which ministries, departments, provinces, the PSC and other relevant stakeholders were invited to give evidence and make comments on the progress of the transformation process; The establishment of four small, professional task teams to consider the key areas of structures, human resource development, financial planning and management, and information management and technology.
In support of the Task Teams, a number of process and specialist studies were also commissioned see later. And as can be seen from the schedule of briefings in Appendix 4 of this reportthe key areas of government were examined following full presentations from departments, provinces, ministers and their deputies, amongst others.
At the outset, the strategies and methodologies adopted by the Commission were defined by how it perceived its role. The Commission aimed at fair and sound judgements which displayed a practical awareness of the many difficulties encountered in the public service.
At the same time, it wanted to provide a vision underpinned by practical and implementable recommendations.
Specifically, the Commission did not perceive itself as a tribunal investigating crime or misdemeanour.
Its fundamental role was to understand the problems that many committed people within the service were trying to grapple with, and to advise the President on the strategic direction of the public service.
Departments and ministries were less defensive than might otherwise have been the case. Towards the development of a culture of democratic governance Since the inception of the PRC, significant change has been effected in terms of representivity, policy formulation, and institutional re-engineering at national and provincial levels of government.
Such changes have, however, been implemented unevenly. To a considerable extent, therefore, the essential ingredients of good governance are still missing, including the development of an effective culture of democratic governance.
These essential elements include: Effective service delivery; Coherent organisational structures, including the organisation and design of ministries, departments and quasi-independent units of government; Appreciably transformed human resource practices; Acceptable levels of financial planning and management; Viable forms of inter-governmental relations Appropriate arrangements for the functioning of political and administrative personnel.
The deficiencies of the public service were less visible as long as it performed the routine tasks that sustained apartheid. The new political dispensation and the consequent need to deliver services efficiently, equitably and cost-effectively to the whole population, has provided the greatest challenges and severely constrained its capacities.FACTORS AFFECTING THE EMPLOYEE’S PERFORMANCE: A CASE STUDY OF BANKING SECTOR IN PAKISTAN seen through the literature review but this study will determine it again.
Yasir Hassan et al.
(), check that job satisfaction level in private banking sector and find that most of. • To analyze effects of training on employee commitment, retention and performance enhancement in a minimise labour turnover and augment performance in both private and public sector institutions.
Therefore, the contemporary research is important because it attempts to close the key void in LITERATURE REVIEW. literature and research work on employee retention and the factors affecting employee retention and job satisfaction among the employees.
Keywords: Human resources, employee retention, job . Selected Journal Articles** Impact Factor Journals. Forthcoming in Muhammad Mohsin Zahid, Bakhtiar Ali, Muhammad Shakil Ahmad, T. Ramayah & Naila Amin ().
The Impact of Rewards and Motivation on Job Satisfaction in Water Utility Industry public and private sector perceived rewards as the one of important determinacy of job satisfaction . The distinctive employees’ rewards, motivation and job . 2. Literature Review Rewards Luthans and Sommers  and Edwards et al.
[ Report of the Presidential Review Commission on the Reform and Transformation of the Public Service in South Africa.