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The unhappiness of some South African public service officials regarding the performance management and development system of managing and assessing their performance is widely reported by the Public Service Commission through its annual reports, unpublished research reports, and published articles on the subject. As the world is moving faster on the information highway, it is expected that the South African Public Service should start pondering new ways of capturing, recording and using performance information with the aid of information and communication technologies (ICTs). The private sector, due to its relative flexibility, has been able to adapt quickly to the use of information and communication technologies in managing the performance of employees. A critical question posed in this article is: Can the South African Public service learn lessons from the private sector and other public services regarding the use of ICTs in performance management? In answering this pertinent question, a qualitative approach was adopted in the study. Two major findings are worth noting. The first finding is that the current ICTs-based PERSAL system which is mainly used by human resource officials is ineffective and unreliable. The second finding is that there is currently no documented attempt to modernise performance management and development system using ICTs. A recommendation is made for the overhaul of the current performance management system in the South African public service.