Open Perfomance Review Appraisal System Case Study

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1 Open Perfomance Review Appraisal System (OPRAS) Introduction and adoption of the Open Performance Review and Appraisal System (OPRAS) which replaced the Confidential Performance Appraisal System Perfomance Management from individual level through M & E, Having strategic plans, Application of OPRAS is mandated by Laws and Client Service Charter OPRAS weakness, standardised nature and inapplicability to certain job groups; a perception that it does not link to improvements in rewards/ Salaries (Perfomance Related Pay). And for the case of planning there is weak participation of top management during planning process
2 Human Capital Management Information System (HCMIS) implementation Creation, Develop and update all HR Data into the system,
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To help MDAs manage the HR development process, Budget constraints, and insufficient resources thus
Most of MDAs are failing to undertake strategic HR functions
5 Top Leadership Training and Learning Management and leadership training for middle and senior level public service personnel while the latter focuses on providing opportunities for learning through a virtual learning environment The establishment of the Tanzania Public Service College (TPSC) and the Tanzania Global Development Learning Centre (TGDLC) Weakness of those service provider on having enough qualified personnel conducting those programme lead to un effective training and training as business as
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The MTEF, Tanzania’s main planning document, mostly had no indicators to facilitate performance monitoring, and where indicators didi exixst they largely failed the standard tesr of indicator quality
Several circumstances can lead to change of priorities even modes of conduction i.e political system and budget allocation to the MDA’s. In MTEF, one can use the plan as the tool for monitoring the expenditure but still one cannot use it for monitoring or guiding weekly operation at department

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