- Title
- Human resource development strategy for gender equality within the Department of Correctional Services
- Creator
- Nhlapo, Tsholo Mzawazi Solomon
- Subject
- South Africa. Department of Correctional Services, Sex discrimination in employment, Sexual division of labor
- Date
- 2020
- Type
- Doctoral (Thesis)
- Identifier
- http://hdl.handle.net/10210/419947
- Identifier
- uj:35736
- Description
- Abstract: The study focuses on the implementation of the human resource development strategy (HRDS) of 2010-2030 in the Department of Correctional Services (DCS) in general, and the Groenpunt Management Area (GMA) in particular, to achieve its strategic gender equality objectives. The GMA is considered as the locus of this study. The findings explore that the establishment of a gap between the actual workforce and the minimum required workforce, and creating a situation to determine how many staff members will be needed will determine which contributions the Human Resource (HR) efforts need to make through specific interventions. The quality and effectiveness of the correctional system also depends largely on the competencies of its correctional officials. They are the most important factor in determining success in meeting organisational goals. The rehabilitation and personal wellbeing of the offenders also depends on the employees’ competencies, commitment, and resourcefulness. The research methodology utilised in this study is based on the qualitative research approach. The major qualitative research method utilised is to contextualise the setting of a case study approach. The triangulation was applied at the various stages – from data collection and analysis to the recommendations of the study. In order to improve HRD in the South African public service to incorporate gender equality, the thesis proposes a framework, namely Gender Equality in HRDS to use as a basis to make proposals. The study recommends that the implementation of measures require adequate resources (finances, HR skills, staffing, facilities, research capacity, monitoring and evaluation methodology skills, infrastructure, and advocacy services, to state a few). Resource allocations need to be made in organisational budgets. The impact thereafter needs to be documented, reviewed, and shared with relevant stakeholders to ensure gender equality in policies, programmes, and projects. The outcome will be the incorporation of gender mainstreaming in HR practices (micro level) in the public service context; and the realisation of Sustainable Development Goal (SDG) 5: gender equality and women’s empowerment (macro level) in the global and South African context., Ph.D. (Public Management and Governance)
- Contributor
- Vyas-Doorgapersad, S., Prof.
- Language
- English
- Rights
- University of Johannesburg
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