In order to carry out our field investigations, our study population consisted of a sample estimated at 44 agents. The research question was whether staff were managed in accordance with legislative principles, and whether this resulted in good performance. We were subject to the hypothesis that there were irregularities in personnel management that could lead to poor service performance. Our specific objectives were to evaluate personnel management and determine its impact on service performance. To achieve these objectives, we conducted a cross-sectional analytical study based on an evaluative approach. Data collection was based on interviews and documentary analysis. Our results show that the Tshofa HGR has a staff of 44, including 11 A1 nurses (25%), 11.4% general practitioners and 6.8% laboratory technicians, and 6.8% other nurses. There are 75% new unit agents and 25% unpaid matricules. No agent is salaried in this structure: 47.7% of staff receive hazard pay; male staff represent 56.8%; no agent is better rewarded locally. The bed occupancy rate is 39% in 2019, 28% in 2018 and 25% in 2017. In view of these results, we believe that in light of the salary situation as presented above, service performance would be low at the Tshofa General Reference Hospital.